Youth for Entrepreneurship and Business Ethics - Management Survey
The Erasmus+ Project YEBE surveys business ethics and entrepreneurship among employer organizations of young business professionals.

FOREWORD
The questionnaire was created as part of the Erasmus+ Project “YEBE - Youth for Entrepreneurship and Business Ethics”, which involves 10 organisations from 5 countries:

BKU - Bund Katholischer Unternehmer (Germany)
Center for Corporate Citizenship (Germany)
UCID - Unione Cristiana Imprenditori e Dirigenti (Italy)
CONFORM Consulenza Formazione e Management S.c.a.r.l (Italy)
ÉrMe (Hungary)
Napra Forgó Nonprofit Közhasznú Kft (Hungary)
Virtus Játék Kft (Hungary)
ZKPS - Zdruzenje krscanskih poslovnezev Slovenije (Slovenia)
Socialna akademija (Slovenia)
ADIC - Association chrétienne des dirigeants et cadres (Belgium)

The YEBE project aims to promote entrepreneurship education and social entrepreneurship among young people, helping them to:
- explore and develop their entrepreneurial initiative
- develop and improve their leadership skills and
- acquire knowledge about business ethics and reflect the ethical dimensions of leadership in business in the context of a “highly competitive Social Market Economy” (Lisbon treaty).

The project will give thrust to entrepreneurship education in Europe by developing and testing an entirely new innovative program of non-formal entrepreneurship education and training that should be complementary to both university studies, trainee programs and further training activities of young professionals. This program will be based on the concept of “Social Market Economy” and shall promote a cultural change in the attitudes towards a modern concept of business ethics.

Please answer the questions.
Thank You !

1. Organizational position of respondent
Please select the category that most accurately describes your position in your enterprise/ organization *
2. Enterprise / Organization related information (Please select the answers that most accurately describe your enterprise / organization)
Which sector does your enterprise / organization operate in? *
Number of employees at employer organization (total) *
What is the national origin of your enterprise / organization *
3. Position-related Information (Please select the answers that most accurately describe your current position)
Number of years spent at organization *
Number of years in current position *
Which category describes best your current role in the organization? *
How many people work in the enterprise/organization/unit that you lead? (for non-HR only) *
For how many people are you responsible as an HR manager? (for HR only)
4. Questions on work efforts, rewards and well-being.
Please indicate below how much the statements are characteristic of your enterprise/organization ( 1 = Not true, and this bothers me a lot, 2 = Not true, and this bothers me, 3 = Not true, and this bothers me a little, 4 = True *
1
2
3
4
Young professionals in my organization receive the appropriate acknowledgment and compliments for their efforts and performance at work.
Young professionals in my organization have a good chance for promotion based on their efforts and performance at work
Young professionals in my organization receive a fair compensation based on their efforts and performance at work
Please indicate for each of the five statements below which is closest to how you have perceived young professionals in your organization behaving over the last two weeks (Notice that higher numbers mean higher well-being.) *
0
1
2
3
4
5
Young professionals in my organization seemed cheerful and in good spirits
Young professionals in my organization seemed calm and relaxed
Young professionals in my organization seemed active and vigorous
5. Experiences with various ways of involving young professionals
What type of business activities does your enterprise/organization support to involve young professionals? (Please mark with an “X” all that are supported now and those that you plan to support in the near future as well) *
Supported in the past
Supporting now
Plan to support in the near future
Never supported / No plan to support
Dual training systems (formal university-company cooperation for a degree)
Short business projects (projects within a university course or with a student organization)
Short term or temporary youth employment
Internship/trainee/mentoring programs for young professionals
Permanent and full-time employment of young professionals
6. Skills / Competencies developed
Assign a score on a scale of 1 to 5 to each of the below skills/competencies indicating their importance in your enterprise/organization concerning the development of young professionals. (1 = not important at all; 2 = low level; 3 average level; 4 = significant; 5 = very important) *
1
2
3
4
5
evaluating opportunities – the ability to analyze the context, identify and seize opportunities to create value
ethical and sustainable thinking - ability to assess the consequences and impact of business initiatives on the market, society and the environment, as well as the long-term sustainability of set objectives
mobilizing resources - the ability to collect and manage material, immaterial and digital resources to transform ideas into action
planning and management – the ability to apply project management principles to set priorities, organize and manage activities, as well as draw up a business plan based on a business model
applying economic and financial know-how – the ability to draft a budget for economic activity, identify and find public and private funding sources, understand the logic of taxation
applying technical skills and know-how – the ability to continuously seek for, acquire and apply IT-related and job-relevant technical skills and know-how
creative thinking – the ability to develop ideas that create value by identifying and solving problems by experimenting with innovative approaches
demonstrating self-awareness and self-efficacy – the ability to identify both personal and group strengths and weaknesses, believing in one’s ability to improve
being motivated and persistent- the ability to be focused and determined to achieve one’s objectives and vision, take efforts beyond the written job description and work under pressure or in adverse situations without giving up
mobilizing others - the ability to inspire, encourage and engage relevant stakeholders, demonstrating effective communication, leadership and negotiating skills
taking initiative - the ability to start value creation processes independently, accepting challenges and working to achieve targets
dealing with uncertainties, ambiguities, and risks – the ability to make decisions, demonstrating readiness and flexibility in uncertain scenarios, characterized by partial information and/or risky results
working with others – the ability to create a group and collaborate with others to develop ideas and turn them into action, to resolve conflicts and to network
conforming to regulations – the ability to obtain necessary information on laws, regulations, corporate principles, policies and apply them appropriately to the job
building competence and credibility – the ability to keep professional skills up-to-date and only accepting work that can be accomplished on a professional standard
demonstrating a commitment to organizational goals – the ability to represent the organization’s vision, mission, and value statements and take courageous, consistent and appropriate actions in order to achieve them
building good collegial relationships– the ability to act with respect, discretion and integrity towards colleagues and engaging in fair cooperation with them
customer orientation – the ability to handle customers honestly and always seek an equitable treatment of all customers
community awareness – the ability to recognize the social and economic influence of one’s work on the community and placing community benefit over personal gain
leading responsibly - the ability to use authority for the good of all stakeholders, without favoritism, that can be revered by followers as a role model
7. Components of ethical business conduct
Assign a score on a scale of 1 to 5 to each of the below statements indicating how much do you consider these an important component of ethical business conduct in your enterprise/organization. (1 = not important at all; 2 = low level; 3=average level; 4 = significant; 5 = very important) *
1
2
3
4
5
Obtaining information about laws and regulations applicable to the job in a timely manner
Conforming to the laws and regulations applicable to the job
Obeying the principles and rules defined by the organization
Reporting a breach of laws, rules or ethics using established procedures and/or seeking the advice of the ethics committee when confronting ethically challenging situations and decisions in a job
Working toward keeping professional skills up-to-date
Only using methods and techniques qualified to use without causing any potential harm or damage to stakeholders
Describing skills and competencies accurately to others
Upholding the professional standards and ethical principles of a job in own actions and those of others
Representing and demonstrating the organization’s vision, mission and value statements in actions
Taking courageous, consistent and appropriate actions to achieve the organization’s mission and strategic goals
Protecting the property and reputation of the organization
Keeping management appropriately informed about important aspects and issues concerning a job
Acting with respect, discretion and integrity toward management, professional peers and others at work
Engaging in fair cooperation with colleagues and giving the appropriate credit to the work of others
Aiming for a respectful, honest and constructive conflict resolution with colleagues
Acting quickly and decisively when colleagues are not treated fairly in their relationships with management, other colleagues or customers
Following a customer-centered approach in my work
Upholding statements and actions that are honest toward customers
Seeking an equitable treatment of all customers regardless of socio-economic status or other personal preferences
Aiming for a respectful, honest and constructive negotiation and conflict resolution with customers
Placing community benefit over personal gain
Initiating and promoting within the organization the discussion of controversial issues affecting community
Devoting personally time and encouraging management and colleagues to develop solutions that serve the needs of the community
Promoting the social and economic health of the community
Striving to be a role model for ethical behavior
Using authority for the good of all stakeholders, without favoritism
Thoughtfully considering decisions when making a promise on behalf of the organization to a person or a group of people.
Initiating and encouraging discussion of the ethical aspects of organizational conduct and management
8. Skills / Competency Gaps
Assign a score on a scale of 1 to 5 to the level of skill/competency gaps for young professionals in your organization. (1 = no gap at all; 2 = low level gap; 3 average level gap; 4 = significant gap; 5 = very large gap) *
1
2
3
4
5
evaluating opportunities – the ability to analyze the context, identify and seize opportunities to create value
ethical and sustainable thinking – the ability to assess the consequences and impact of business initiatives on the market, society and the environment, as well as the long-term sustainability of set objectives
mobilizing resources – the ability to collect and manage material, immaterial and digital resources to transform ideas into action
planning and management – the ability to apply project management principles to set priorities, organize and manage activities, as well as draw up a business plan based on a business model
apply economic and financial know-how – the ability to draft a budget for economic activity, identify and find public and private funding sources, understand the logic of taxation
applying technical skills and know-how – the ability to continuously seek for, acquire and apply IT-related and job-relevant technical skills and know-how
creative thinking - ability to develop ideas that create value by identifying and solving problems by experimenting with innovative approaches
demonstrating self-awareness and self-efficacy - ability to identify both personal and group strengths and weaknesses, believing in one’s ability to improve
being motivated and persistent - the ability to be focused and determined to achieve one’s objectives and vision, take efforts beyond the written job description and work under pressure and in adverse situations without giving up
mobilizing others – the ability to inspire, encourage and engage relevant stakeholders, demonstrating effective communication, leadership and negotiating skills
taking initiative - the ability to start value creation processes independently, accepting challenges and working to achieve targets
dealing with uncertainties, ambiguities, and risks – the ability to make decisions, demonstrating readiness and flexibility in uncertain scenarios, characterized by partial information and/or risky results
working with others – the ability to create a group and collaborate with others to develop ideas and turn them into action, to resolve conflicts and to network
conforming to regulations – the ability to obtain necessary information on laws, regulations, corporate principles, policies and apply them appropriately to the job
building competence and credibility – the ability to keep professional skills up-to-date and only accepting work that can be accomplished on a professional standard
demonstrating a commitment to organizational goals – the ability to represent the organization’s vision, mission, and value statements and take courageous, consistent and appropriate actions in order to achieve them
building good collegial relationships– the ability to act with respect, discretion and integrity towards colleagues and engaging in fair cooperation with them
customer orientation – the ability to handle customers honestly and always seek an equitable treatment of all customers
community awareness – the ability to recognize the social and economic influence of one’s work on the community and placing community benefit over personal gain
leading responsibly - the ability to use authority for the good of all stakeholders, without favoritism, that can be revered by followers as a role model