This chapter examines the responsibilities of employees in business. It discusses the agent-principal relationship between employees and employers. Managerial employees have greater responsibilities as agents to act loyally and in the best interests of the company. However, non-managerial employees only have a duty to obey reasonable demands that do not violate ethics. The chapter also explores the roles and conflicts faced by professionals as gatekeepers of important information and oversight of companies. It analyzes concepts like conflicts of interest, trust, loyalty, honesty, whistleblowing, and insider trading in the context of business ethics.
The document discusses various moral rights that employees may have in the workplace, including the right to due process, participation in decision making, and a safe work environment. It examines arguments for and against recognizing these potential rights, distinguishing between legal, contractual, and moral rights. Key debates include whether workers have a right to continued employment or if employers can fire at will, and whether health and safety regulations impose too high of a cost on businesses.
This document summarizes key topics from Chapter 11 on diversity and discrimination in the workplace. It discusses how the US workforce is becoming more diverse in terms of gender, race, and ethnicity. It also examines issues like equal opportunity, affirmative action, preferential treatment, and workplace discrimination and harassment. The document uses the example of Chick-fil-A's stance on same-sex marriage to illustrate debates around diversity and inclusion. It also considers arguments for and against preferential hiring to increase workplace diversity.
This document summarizes key points about employee testing and selection from a chapter in a human resource management textbook. It discusses the importance of reliable and valid selection tests, and how to validate tests through establishing criteria validity and predictive validity. Various types of tests are described, such as cognitive ability, personality, and work sample tests. Guidelines for developing a fair and legal testing program are provided. The document also covers legal and ethical considerations around privacy, defamation, and applicants' rights.
This document provides an overview of human resource management. It discusses the main functions of HRM including staffing, human resource development, compensation and benefits, safety and health, and employee and labor relations. It also examines the internal and external factors that influence HRM and how the roles and tasks of HRM are changing, with some functions now performed by HR managers, shared service centers, outsourcing firms or line managers. Finally, it differentiates between the roles of HR executives, generalists and specialists.
Generalist:
Specialist:
Executive:
Employment:
Training and development:
Compensation/benefits:
Employee relations:
Reward productive work:
Offer a flexible, work-friendly environment:
Properly recruit and retain quality employees:
Provide effective communications:
Staffing:
Training and development:
Motivation:
Maintenance:
The document summarizes key concepts about group behavior from Chapter 9 of an organizational behavior textbook. It discusses different types of groups, including formal vs informal groups, and ingroups and outgroups. It also covers models of group development like punctuated equilibrium, how roles and norms influence behavior, and how status, size, cohesiveness, and diversity impact group performance and decision making. The learning objectives are to distinguish group types, describe models of group development, demonstrate how roles and norms influence individuals, and understand how other factors like status and diversity affect groups.
Employee testing and selection is important for several reasons: performance, cost, legal obligations, person-job fit, and matching skills to the job. Proper testing and validation helps avoid negligent hiring claims. Tests must be reliable, valid, and avoid discrimination. Employers use cognitive tests, personality tests, work samples, simulations, background checks, and references to evaluate candidates. However, polygraphs are largely prohibited for hiring. Proper testing and validation is required by law to ensure fair and non-discriminatory hiring.
Employee Testing and selection /Human Resource ManagementNeveenJamal
This document discusses employee testing and selection. It covers several key points:
1. It explains why employee selection is important for organizational performance, costs of recruiting and hiring, and legal obligations and liability. The goal is to achieve person-job and person-organization fit by matching candidates' skills to the job requirements.
2. It defines reliability as the consistency of test scores over time and validity as whether a test actually measures what it intends to measure.
3. It lists and describes the basic categories of selection tests, including cognitive abilities, physical abilities, personality/interests, and achievement tests, providing examples of each type. It also discusses work samples, simulations, and background checks.
The document discusses various moral rights that employees may have in the workplace, including the right to due process, participation in decision making, and a safe work environment. It examines arguments for and against recognizing these potential rights, distinguishing between legal, contractual, and moral rights. Key debates include whether workers have a right to continued employment or if employers can fire at will, and whether health and safety regulations impose too high of a cost on businesses.
This document summarizes key topics from Chapter 11 on diversity and discrimination in the workplace. It discusses how the US workforce is becoming more diverse in terms of gender, race, and ethnicity. It also examines issues like equal opportunity, affirmative action, preferential treatment, and workplace discrimination and harassment. The document uses the example of Chick-fil-A's stance on same-sex marriage to illustrate debates around diversity and inclusion. It also considers arguments for and against preferential hiring to increase workplace diversity.
This document summarizes key points about employee testing and selection from a chapter in a human resource management textbook. It discusses the importance of reliable and valid selection tests, and how to validate tests through establishing criteria validity and predictive validity. Various types of tests are described, such as cognitive ability, personality, and work sample tests. Guidelines for developing a fair and legal testing program are provided. The document also covers legal and ethical considerations around privacy, defamation, and applicants' rights.
This document provides an overview of human resource management. It discusses the main functions of HRM including staffing, human resource development, compensation and benefits, safety and health, and employee and labor relations. It also examines the internal and external factors that influence HRM and how the roles and tasks of HRM are changing, with some functions now performed by HR managers, shared service centers, outsourcing firms or line managers. Finally, it differentiates between the roles of HR executives, generalists and specialists.
Generalist:
Specialist:
Executive:
Employment:
Training and development:
Compensation/benefits:
Employee relations:
Reward productive work:
Offer a flexible, work-friendly environment:
Properly recruit and retain quality employees:
Provide effective communications:
Staffing:
Training and development:
Motivation:
Maintenance:
The document summarizes key concepts about group behavior from Chapter 9 of an organizational behavior textbook. It discusses different types of groups, including formal vs informal groups, and ingroups and outgroups. It also covers models of group development like punctuated equilibrium, how roles and norms influence behavior, and how status, size, cohesiveness, and diversity impact group performance and decision making. The learning objectives are to distinguish group types, describe models of group development, demonstrate how roles and norms influence individuals, and understand how other factors like status and diversity affect groups.
Employee testing and selection is important for several reasons: performance, cost, legal obligations, person-job fit, and matching skills to the job. Proper testing and validation helps avoid negligent hiring claims. Tests must be reliable, valid, and avoid discrimination. Employers use cognitive tests, personality tests, work samples, simulations, background checks, and references to evaluate candidates. However, polygraphs are largely prohibited for hiring. Proper testing and validation is required by law to ensure fair and non-discriminatory hiring.
Employee Testing and selection /Human Resource ManagementNeveenJamal
This document discusses employee testing and selection. It covers several key points:
1. It explains why employee selection is important for organizational performance, costs of recruiting and hiring, and legal obligations and liability. The goal is to achieve person-job and person-organization fit by matching candidates' skills to the job requirements.
2. It defines reliability as the consistency of test scores over time and validity as whether a test actually measures what it intends to measure.
3. It lists and describes the basic categories of selection tests, including cognitive abilities, physical abilities, personality/interests, and achievement tests, providing examples of each type. It also discusses work samples, simulations, and background checks.
This chapter discusses diversity in organizations. It describes the two major forms of workforce diversity as surface-level diversity, based on visible characteristics, and deep-level diversity, based on invisible characteristics and attributes. The chapter then outlines key biographical characteristics like age, gender, race, and disability that impact organizational behavior. It also defines intellectual and physical ability, and how ability is relevant to job performance. Finally, it describes how organizations can effectively manage diversity through programs that attract, select, develop, and retain a diverse workforce.
Chapter 16 Employee Rights and DisciplineRayman Soe
1. The document discusses employee rights and discipline, including statutory rights, contractual rights, employment-at-will, and exceptions.
2. It covers due process and just cause for employee discipline or termination. Alternative dispute resolution methods are also discussed.
3. Employee privacy rights regarding records and monitoring are summarized. Access, correction of records, and restrictions on sharing information are addressed.
Pricing managrial and professional jobsArslan Ahmad
This document discusses establishing strategic pay plans and compensation trends. It covers four main elements of compensating managers, including base pay, short-term incentives, long-term incentives, and executive benefits. Factors that determine executive pay include job complexity, the employer's ability to pay, and the executive's human capital. Competency-based pay ties a worker's pay to their competencies rather than their job title. Broad banding consolidates many pay grades into a few wide bands. Comparable worth refers to paying men and women equal wages for jobs of comparable value.
The document discusses diversity in organizations. It describes the two major forms of workforce diversity as surface-level diversity, which includes visible characteristics like gender and race, and deep-level diversity, which includes less visible characteristics like personality and work styles. It also outlines biographical characteristics like age, gender, race, and disability that are relevant to organizational behavior. Finally, it discusses how organizations can effectively manage diversity through programs that attract, select, develop, and retain a diverse workforce.
Whistleblower protection legislation and mechanismsEUROsociAL II
This document discusses whistleblower protection legislation and mechanisms. It defines whistleblower protection as protecting public and private sector employees who report suspicions of corruption in good faith from retaliation. Whistleblower protections encourage reporting of misconduct and help authorities monitor anti-corruption compliance. Legal sources of protections include sectoral laws as well as international conventions. Key features of protection mechanisms include prohibiting retaliation, establishing reporting procedures, and providing oversight authorities and remedies for retaliation. Challenges to protections include lack of knowledge, fear of reprisals, and cultural barriers, which can be addressed through education and culture change.
The document summarizes key US employment laws that prohibit discrimination and protect employee rights. It discusses the Civil Rights Acts of 1964 and 1972, along with other laws protecting employees from discrimination based on age, gender, disability status, military service, and family responsibilities. The Equal Employment Opportunity Commission and Office of Federal Contract Compliance Programs enforce these anti-discrimination laws and investigate potential violations. The document also briefly discusses international variations in employment laws and protections across countries like Australia, Germany, China, Mexico, and Canada.
This document summarizes key concepts about performance management and appraisal from Chapter 9. It discusses the differences between performance appraisal, which focuses on assessing and providing feedback to employees, and performance management, which takes a more integrated strategic approach. The chapter covers defining employee goals, potential problems with appraisal methods like the halo effect and bias, who should conduct appraisals, and how to conduct effective appraisal interviews that provide objective feedback to employees.
The document discusses trade secrets, conflict of interest, and insider trading. It defines trade secrets as confidential business information that provides a competitive advantage. Several factors are discussed for determining what qualifies as a trade secret, including money spent developing the information. Conflict of interest refers to situations where personal interests conflict with professional obligations. Types of conflict of interest include biased judgment, direct competition, misuse of position, and confidentiality violations. Insider trading involves illegally using confidential corporate information for stock trades. The document argues that both trade secrets and insider trading negatively impact fairness.
Dessler ch 12-pay for performance and financial incentiveShamsil Arefin
This PowerPoint presentation discusses various types of pay for performance and financial incentive plans. It covers individual incentives like commissions for salespeople as well as organization-wide plans like employee stock ownership plans (ESOPs) and gainsharing plans. It also discusses incentives for managers, including short-term annual bonuses and long-term stock options. The presentation seeks to outline the main incentive plans and their pros and cons as well as steps for developing effective incentive compensation programs.
This document provides an overview of training and development techniques discussed in Chapter 8. It begins with an introduction to employee orientation and the training process. It then discusses various training methods like on-the-job training, apprenticeship training, lectures, and computer-based training. It also covers management development, overcoming resistance to change, and evaluating training efforts. The document is from a 10th edition human resources textbook and aims to help readers understand key concepts around employee training.
The document summarizes key topics from Chapter 4 of the book "Organizational Behavior" including personality, values, and their importance in workplace settings. It defines personality and describes common frameworks for assessing personality traits like the Myers-Briggs Type Indicator and Big Five model. Values are defined as convictions about how to live and the chapter contrasts terminal and instrumental values while examining generational and cultural differences in values. The importance of aligning an individual's personality and values with their job and organization is discussed to improve performance and satisfaction.
The document discusses various aspects of a company's register of members and share certificates under the Malaysian Companies Act 2016.
It notes that companies have a duty to maintain an accurate register of members containing members' details. The register must be kept at the company's registered office but can be kept elsewhere in certain circumstances. The register is prima facie evidence of membership but not conclusive.
It also discusses when and how the register can be rectified if wrongful entries have been made, who can apply for rectification, and circumstances where the court may refuse rectification. Share certificates are discussed, including requirements for their content and issuance timelines. Share certificates provide prima facie evidence of share title but companies may be
This document discusses employee benefits and compensation. It covers several types of benefits including supplemental pay benefits like vacations, holidays, and severance pay. Insurance benefits like workers' compensation and health insurance are examined. Retirement benefits such as defined benefit plans and defined contribution plans are also outlined. The document considers policy issues in designing benefit packages and strategies for controlling healthcare costs. Flexible benefit programs and work arrangements are described as well. Key terms related to benefits and compensation are defined.
The document discusses strategic reward systems for employees. It states that effective reward systems address compensation, benefits, recognition, and appreciation, and are aligned with business strategies and goals. It emphasizes that reward systems should recognize both performance and behaviors. Performance is easier to address through goals and incentives, while rewarding specific behaviors requires identifying the behaviors important to the company. An effective strategic reward system considers all elements, drives the right behaviors and goals, and does not neglect recognition and appreciation.
Chapter 12 Compensation Strategies and PracticesRayman Soe
This document provides an overview of compensation strategies and practices for human resources. It discusses the two types of compensation as direct and indirect. Direct compensation includes base pay such as salary and wages, as well as variable pay linked to performance. Indirect compensation includes employer-provided benefits. The document outlines the components of a compensation system and considerations for strategic compensation design, including compensation philosophies, approaches, and ensuring pay fairness.
The document discusses job analysis, which involves determining the duties and skill requirements of a job in order to write job descriptions and specifications. It covers the nature of job analysis and outlines methods for collecting job analysis information, such as interviews, questionnaires, observation, and participant diaries. The steps in conducting a job analysis are also described. The document provides examples of job descriptions and discusses how to determine if job functions are essential.
Dessler ch 05-personnel planning and recruitingShamsil Arefin
This document summarizes a PowerPoint presentation on human resource management. The presentation covers personnel planning, recruitment, and selection. It discusses forecasting personnel needs, identifying internal candidates, and recruiting external candidates. Specific topics include employment planning, succession planning, using computers to forecast staffing, qualifying current employees, advertising job openings, using employment agencies, and measuring recruiting effectiveness. The overall process of recruitment and selection is presented as a series of steps to identify the best candidates for jobs.
Human resource management gerry dessler chapter#1Humza Ali
This document discusses the role of human resource management. It explains that HR involves carrying out the human resource aspects of a management position, such as recruiting, training, and rewarding employees. Both line managers and HR staff managers have responsibilities relating to HR. The HR department helps coordinate personnel activities and advises line managers. The role of HR is changing due to factors such as globalization, technology, and changing workforce demographics. HR professionals now require both business and HR proficiencies.
The documents discuss the elements of a total rewards strategy, including compensation, benefits, performance management, recognition, work-life effectiveness, and development. They describe different types of direct and indirect compensation as well as the purpose and types of performance management systems. The documents also outline the stages of an effective performance management system.
This document discusses pecuniary loss under Malaysian law. It outlines three categories of pecuniary loss - expenses incurred by victims, personal expenses of victims and their families, and business losses. However, business losses are generally not recoverable. Pecuniary loss in Malaysia includes expectation interest (loss of profits) and reliance interest (wasted expenditures). Expectation interest aims to put the plaintiff in the position they would have been in had the contract been performed, while reliance interest compensates for expenses incurred in reliance on the contract. There are exceptions where reliance interest cannot be claimed, such as when losses were due to terms agreed upon in the contract.
This document discusses several ethical issues in marketing, including product safety and pricing. It examines the evolution of products liability law in the US from caveat emptor to strict liability. Strict liability holds producers responsible for injuries caused by defective products even in the absence of negligence. The document also discusses ethical issues around pricing, such as price gouging, monopolistic pricing, and predatory pricing. Overall, it provides an ethical framework for evaluating issues in marketing and considers how marketing activities may respect consumer autonomy while balancing other values like health, safety and fairness.
The document discusses business's environmental responsibilities and sustainable development. It introduces concepts like sustainable economics, natural capitalism, and the three pillars of sustainability - economic, environmental and social factors. The regulatory approach to business responsibility is discussed, along with its limitations. Alternative approaches aim to better link economic and environmental goals. A model of the economy as a subsystem of the biosphere is presented. The principles of natural capitalism are outlined, including increasing resource productivity, biomimicry, service-based business models, and reinvesting in natural capital. Overall the document examines different frameworks for understanding a business's role and ethical responsibilities regarding the environment.
This chapter discusses diversity in organizations. It describes the two major forms of workforce diversity as surface-level diversity, based on visible characteristics, and deep-level diversity, based on invisible characteristics and attributes. The chapter then outlines key biographical characteristics like age, gender, race, and disability that impact organizational behavior. It also defines intellectual and physical ability, and how ability is relevant to job performance. Finally, it describes how organizations can effectively manage diversity through programs that attract, select, develop, and retain a diverse workforce.
Chapter 16 Employee Rights and DisciplineRayman Soe
1. The document discusses employee rights and discipline, including statutory rights, contractual rights, employment-at-will, and exceptions.
2. It covers due process and just cause for employee discipline or termination. Alternative dispute resolution methods are also discussed.
3. Employee privacy rights regarding records and monitoring are summarized. Access, correction of records, and restrictions on sharing information are addressed.
Pricing managrial and professional jobsArslan Ahmad
This document discusses establishing strategic pay plans and compensation trends. It covers four main elements of compensating managers, including base pay, short-term incentives, long-term incentives, and executive benefits. Factors that determine executive pay include job complexity, the employer's ability to pay, and the executive's human capital. Competency-based pay ties a worker's pay to their competencies rather than their job title. Broad banding consolidates many pay grades into a few wide bands. Comparable worth refers to paying men and women equal wages for jobs of comparable value.
The document discusses diversity in organizations. It describes the two major forms of workforce diversity as surface-level diversity, which includes visible characteristics like gender and race, and deep-level diversity, which includes less visible characteristics like personality and work styles. It also outlines biographical characteristics like age, gender, race, and disability that are relevant to organizational behavior. Finally, it discusses how organizations can effectively manage diversity through programs that attract, select, develop, and retain a diverse workforce.
Whistleblower protection legislation and mechanismsEUROsociAL II
This document discusses whistleblower protection legislation and mechanisms. It defines whistleblower protection as protecting public and private sector employees who report suspicions of corruption in good faith from retaliation. Whistleblower protections encourage reporting of misconduct and help authorities monitor anti-corruption compliance. Legal sources of protections include sectoral laws as well as international conventions. Key features of protection mechanisms include prohibiting retaliation, establishing reporting procedures, and providing oversight authorities and remedies for retaliation. Challenges to protections include lack of knowledge, fear of reprisals, and cultural barriers, which can be addressed through education and culture change.
The document summarizes key US employment laws that prohibit discrimination and protect employee rights. It discusses the Civil Rights Acts of 1964 and 1972, along with other laws protecting employees from discrimination based on age, gender, disability status, military service, and family responsibilities. The Equal Employment Opportunity Commission and Office of Federal Contract Compliance Programs enforce these anti-discrimination laws and investigate potential violations. The document also briefly discusses international variations in employment laws and protections across countries like Australia, Germany, China, Mexico, and Canada.
This document summarizes key concepts about performance management and appraisal from Chapter 9. It discusses the differences between performance appraisal, which focuses on assessing and providing feedback to employees, and performance management, which takes a more integrated strategic approach. The chapter covers defining employee goals, potential problems with appraisal methods like the halo effect and bias, who should conduct appraisals, and how to conduct effective appraisal interviews that provide objective feedback to employees.
The document discusses trade secrets, conflict of interest, and insider trading. It defines trade secrets as confidential business information that provides a competitive advantage. Several factors are discussed for determining what qualifies as a trade secret, including money spent developing the information. Conflict of interest refers to situations where personal interests conflict with professional obligations. Types of conflict of interest include biased judgment, direct competition, misuse of position, and confidentiality violations. Insider trading involves illegally using confidential corporate information for stock trades. The document argues that both trade secrets and insider trading negatively impact fairness.
Dessler ch 12-pay for performance and financial incentiveShamsil Arefin
This PowerPoint presentation discusses various types of pay for performance and financial incentive plans. It covers individual incentives like commissions for salespeople as well as organization-wide plans like employee stock ownership plans (ESOPs) and gainsharing plans. It also discusses incentives for managers, including short-term annual bonuses and long-term stock options. The presentation seeks to outline the main incentive plans and their pros and cons as well as steps for developing effective incentive compensation programs.
This document provides an overview of training and development techniques discussed in Chapter 8. It begins with an introduction to employee orientation and the training process. It then discusses various training methods like on-the-job training, apprenticeship training, lectures, and computer-based training. It also covers management development, overcoming resistance to change, and evaluating training efforts. The document is from a 10th edition human resources textbook and aims to help readers understand key concepts around employee training.
The document summarizes key topics from Chapter 4 of the book "Organizational Behavior" including personality, values, and their importance in workplace settings. It defines personality and describes common frameworks for assessing personality traits like the Myers-Briggs Type Indicator and Big Five model. Values are defined as convictions about how to live and the chapter contrasts terminal and instrumental values while examining generational and cultural differences in values. The importance of aligning an individual's personality and values with their job and organization is discussed to improve performance and satisfaction.
The document discusses various aspects of a company's register of members and share certificates under the Malaysian Companies Act 2016.
It notes that companies have a duty to maintain an accurate register of members containing members' details. The register must be kept at the company's registered office but can be kept elsewhere in certain circumstances. The register is prima facie evidence of membership but not conclusive.
It also discusses when and how the register can be rectified if wrongful entries have been made, who can apply for rectification, and circumstances where the court may refuse rectification. Share certificates are discussed, including requirements for their content and issuance timelines. Share certificates provide prima facie evidence of share title but companies may be
This document discusses employee benefits and compensation. It covers several types of benefits including supplemental pay benefits like vacations, holidays, and severance pay. Insurance benefits like workers' compensation and health insurance are examined. Retirement benefits such as defined benefit plans and defined contribution plans are also outlined. The document considers policy issues in designing benefit packages and strategies for controlling healthcare costs. Flexible benefit programs and work arrangements are described as well. Key terms related to benefits and compensation are defined.
The document discusses strategic reward systems for employees. It states that effective reward systems address compensation, benefits, recognition, and appreciation, and are aligned with business strategies and goals. It emphasizes that reward systems should recognize both performance and behaviors. Performance is easier to address through goals and incentives, while rewarding specific behaviors requires identifying the behaviors important to the company. An effective strategic reward system considers all elements, drives the right behaviors and goals, and does not neglect recognition and appreciation.
Chapter 12 Compensation Strategies and PracticesRayman Soe
This document provides an overview of compensation strategies and practices for human resources. It discusses the two types of compensation as direct and indirect. Direct compensation includes base pay such as salary and wages, as well as variable pay linked to performance. Indirect compensation includes employer-provided benefits. The document outlines the components of a compensation system and considerations for strategic compensation design, including compensation philosophies, approaches, and ensuring pay fairness.
The document discusses job analysis, which involves determining the duties and skill requirements of a job in order to write job descriptions and specifications. It covers the nature of job analysis and outlines methods for collecting job analysis information, such as interviews, questionnaires, observation, and participant diaries. The steps in conducting a job analysis are also described. The document provides examples of job descriptions and discusses how to determine if job functions are essential.
Dessler ch 05-personnel planning and recruitingShamsil Arefin
This document summarizes a PowerPoint presentation on human resource management. The presentation covers personnel planning, recruitment, and selection. It discusses forecasting personnel needs, identifying internal candidates, and recruiting external candidates. Specific topics include employment planning, succession planning, using computers to forecast staffing, qualifying current employees, advertising job openings, using employment agencies, and measuring recruiting effectiveness. The overall process of recruitment and selection is presented as a series of steps to identify the best candidates for jobs.
Human resource management gerry dessler chapter#1Humza Ali
This document discusses the role of human resource management. It explains that HR involves carrying out the human resource aspects of a management position, such as recruiting, training, and rewarding employees. Both line managers and HR staff managers have responsibilities relating to HR. The HR department helps coordinate personnel activities and advises line managers. The role of HR is changing due to factors such as globalization, technology, and changing workforce demographics. HR professionals now require both business and HR proficiencies.
The documents discuss the elements of a total rewards strategy, including compensation, benefits, performance management, recognition, work-life effectiveness, and development. They describe different types of direct and indirect compensation as well as the purpose and types of performance management systems. The documents also outline the stages of an effective performance management system.
This document discusses pecuniary loss under Malaysian law. It outlines three categories of pecuniary loss - expenses incurred by victims, personal expenses of victims and their families, and business losses. However, business losses are generally not recoverable. Pecuniary loss in Malaysia includes expectation interest (loss of profits) and reliance interest (wasted expenditures). Expectation interest aims to put the plaintiff in the position they would have been in had the contract been performed, while reliance interest compensates for expenses incurred in reliance on the contract. There are exceptions where reliance interest cannot be claimed, such as when losses were due to terms agreed upon in the contract.
This document discusses several ethical issues in marketing, including product safety and pricing. It examines the evolution of products liability law in the US from caveat emptor to strict liability. Strict liability holds producers responsible for injuries caused by defective products even in the absence of negligence. The document also discusses ethical issues around pricing, such as price gouging, monopolistic pricing, and predatory pricing. Overall, it provides an ethical framework for evaluating issues in marketing and considers how marketing activities may respect consumer autonomy while balancing other values like health, safety and fairness.
The document discusses business's environmental responsibilities and sustainable development. It introduces concepts like sustainable economics, natural capitalism, and the three pillars of sustainability - economic, environmental and social factors. The regulatory approach to business responsibility is discussed, along with its limitations. Alternative approaches aim to better link economic and environmental goals. A model of the economy as a subsystem of the biosphere is presented. The principles of natural capitalism are outlined, including increasing resource productivity, biomimicry, service-based business models, and reinvesting in natural capital. Overall the document examines different frameworks for understanding a business's role and ethical responsibilities regarding the environment.
This chapter discusses the meaning and value of work. It seeks to encourage reflection on career goals and values, and examines different views of the purpose and importance of work. The chapter distinguishes between work done as a job versus a career, and explores business' responsibility to provide meaningful work for employees. It analyzes frameworks for evaluating the ethical responsibilities of both businesses to employees and employees to their work.
The document discusses various ethical issues surrounding marketing and advertising practices. It examines the ethics of manipulation and deception in marketing. It also explores targeting vulnerable groups, such as the elderly, and whether marketers have a responsibility to protect vulnerable consumers. The document analyzes different views on how marketing may impact consumer autonomy and discusses debates around how to properly regulate deceptive marketing practices.
This document summarizes a chapter about ethical issues in international business and globalization. It discusses topics like ethical relativism, human rights, globalization, and sweatshops. Specifically, it examines cases like Google in China, worker conditions at Foxconn factories, and debates around the impacts of free trade agreements and organizations like the World Bank and IMF.
This document summarizes a chapter that discusses corporate culture, governance, and ethical leadership. It defines corporate culture and explains how culture impacts ethical decision-making. Leadership plays a key role in establishing culture through advocating ethical behavior and allocating resources to support ethics. Mission statements, codes of conduct, and reporting mechanisms can help integrate ethics, while assessments and audits ensure the culture is monitored. The government also influences culture through regulatory measures like the U.S. Sentencing Commission guidelines.
UTP son cables de pares trenzados sin blindaje que se utilizan comúnmente en redes LAN. A pesar de que son más propensos a errores y tienen limitaciones de distancia en comparación con otros tipos de cable, son ampliamente adoptados debido a su bajo costo, flexibilidad y facilidad de instalación. Existen normas T568A y T568B para el ensamblado de cables UTP, y un cable se configura como cruzado o directo dependiendo de si los extremos siguen la misma norma o normas diferentes.
Econ315 Money and Banking: Learning Unit #07: Conflict of Interestsakanor
This document discusses conflicts of interest in the financial system. It begins by explaining how asymmetric information between lenders/savers and borrowers/spenders can lead to adverse selection and moral hazard problems. Financial institutions are meant to address these issues by providing information services. However, recent scandals have revealed that financial institutions sometimes act against the interests of lenders/savers due to conflicts of interest. The document then examines examples like Enron, Arthur Andersen, and investment banks. It analyzes the principal-agent problem and conflicts of interest, and how they can arise for different types of financial institutions like brokerage firms and accounting firms serving multiple roles and clients.
This document summarizes key concepts from Chapter 3 of a business ethics textbook. It introduces the classical model of corporate social responsibility, which holds that a company's sole responsibility is to increase profits for shareholders. It also describes criticisms of this model, such as market failures and negative externalities. Additionally, it covers alternative models like the stakeholder theory, which argues that a company must consider the impacts of its decisions on all groups affected by the business. The chapter uses the example of Walmart to illustrate these different perspectives on a company's obligations to society.
The document discusses various factors that contributed to the 2008 financial crisis, including:
- Congress pushing homeownership too aggressively
- The Fed keeping interest rates too low
- Predatory lenders taking advantage of unqualified home buyers
- Home buyers taking on mortgages they couldn't afford
- Lax banking regulations under the White House
- Finance executives selling risky products for profit without understanding the risks
- Rating agencies underestimating the risks of mortgage-backed securities
The document discusses the global financial crisis that began in 2007 and its causes and consequences. It notes that the crisis originated from risky subprime mortgages in the US that led to a liquidity crisis when housing prices declined. This caused financial institutions like Lehman Brothers to collapse. The crisis had widespread consequences like stock market declines, rising unemployment, and housing market downturns. Governments implemented stimulus programs to combat the crisis and adopted new financial regulations to prevent future crises.
Gain Total Control of Your LiDAR and Point Cloud DataSafe Software
Learn how to quickly transform LiDAR data to meet your requirements with FME. You'll discover how to easily clip, tile, split and otherwise manipulate point clouds using automated processes capable of transforming millions of points in seconds. Plus with FME's support for 300+ formats -- including LAS, Oracle Point Cloud, and RIEGL -- you'll see how to integrate LiDAR with GIS, CAD, and raster data. New for FME 2013, we'll share how you can perform point-by-point calculations and subsequently filter those points based on color, intensity, and other criteria.
This document contains a quiz about business ethics. It discusses why people engage in unethical behavior, major ethical dilemmas in business today, and identifies ethical issues in a scenario involving a pharmaceutical sales representative. The quiz questions cover topics like the focus of business ethics, how ethical disputes are resolved, and the role of management in promoting ethical conduct.
The document introduces several key topics in business ethics. It explains that business ethics is important because business decisions can impact many stakeholders. It distinguishes between ethical values focused on well-being and other values like financial or religious values. It also clarifies the difference between ethics, which uses reason, and ethos, which is based on tradition or authority. The study of business ethics examines how business can promote human well-being.
The document discusses several topics in ethical theory as they relate to business, including utilitarianism, relativism, egoism, and justice. It addresses criticisms of each view and debates their implications. For example, it examines whether CEO pay is just given inequality and whether cultural practices like child labor can be criticized. Overall, the document introduces key concepts in ethics and debates their application to issues in business and economics.
El documento describe el cable UTP y el conector RJ-45. El cable UTP es un cable trenzado de cobre sin apantallar que se utiliza comúnmente en redes Ethernet. Está formado por pares trenzados de cables de cobre para reducir interferencias. Existen diferentes categorías de cable UTP que permiten diferentes velocidades de transmisión. El conector RJ-45 de 8 pines se usa comúnmente para conectar cables UTP a dispositivos de red.
This document provides an overview of topics in business ethics presented by students to Mr. Md. Shahnawaz Abdin on February 10, 2012. It introduces concepts like ethics, business ethics, morals and values, utilitarianism, universalism, the theory of rights, theory of justice, virtue ethics, ethics of care, law and ethics, and the nature of ethics in management. The document defines key terms and discusses approaches to determining right and wrong like law, religion, tradition, education, and common sense. It examines ethical issues and dilemmas that businesses may face.
This document provides training on conflict of interest for Happy County employees. It defines conflict of interest and discusses the importance of avoiding it to ensure fair treatment and maintain public trust. It outlines North Carolina's State Ethics Act and scenarios involving potential conflicts of interest for a licensing board member, advocacy group member, inspector offered a bribe, manager favoring their father's land, and commissioner owning land under consideration. For each scenario, it recommends recusal, caution, rejecting gifts, disclosure, or recusal to comply with ethics laws and avoid actual or perceived conflicts of interest when fulfilling public duties.
This document outlines how the subprime mortgage crisis occurred through a network of connected players. Mortgage brokers and banks provided loans to subprime borrowers, which were then packaged into securities and sold to investors with the help of investment banks. Credit rating agencies certified these securities, and insurers provided insurance for them. However, this system was flawed as it relied on continually rising housing prices. When housing prices declined, subprime borrowers defaulted, causing losses for investors, banks, and other players. The crisis led to bankruptcies, government bailouts, and a major loss of wealth in global equity markets.
The document discusses different perspectives on egoism and altruism. It outlines Hobbes' view that human nature is self-interested and that altruistic acts ultimately serve self-interest. Nietzsche believed people should satisfy their own will to power, even if it means exploiting others. There are four types of ethical egoism discussed: psychological, personal, individual, and universal. The document also examines refutations of egoism and discusses how evolution and sociobiology may explain the development of altruism.
"Mind the Gap" - Direct & Officers Liability and Coverage IssuesDano0403
This document discusses various issues relating to directors' and officers' (D&O) liability and insurance coverage. It addresses the duties of loyalty, care, obedience and good faith that directors and officers owe to the corporation. It also examines covered risks and obligations under D&O policies, exclusions for fraud, known losses and contractual liability, and implications of bankruptcy proceedings on insurance coverage. The document uses examples to illustrate gaps in coverage and how insurers may attempt to deny claims.
Personal Lines for the Business Owner/ExecutiveFinancial Poise
You spend a lot of time making sure you have the correct insurance for your business, but are you giving enough attention to protecting your personal assets? This webinar will focus on protecting the personal interests of the business owner/executive.
What risks should you be aware of? How can you best protect your business and your personal assets? What insurance is suitable for you? This panel will answer your lingering questions of how you can better protect your personal assets. Join the panel as we conclude this informative and rewarding series on Insurance for the Business Owner.
Part of the webinar series: INSURANCE FOR THE BUSINESS OWNER - 101 2021
See more at https://www.financialpoise.com/webinars/
This document discusses the importance of Directors & Officers (D&O) liability insurance and Employment Practices Liability Insurance (EPLI) for businesses. Both public and private companies face risks of lawsuits from employees, customers, competitors, shareholders, and government entities related to how the company is managed or employment-related issues. Statistics show that the costs of defending even unfounded claims can be in the hundreds of thousands of dollars. Partnering with an insurance broker that specializes in executive protection can help businesses understand these risks and obtain appropriately tailored and competitively priced coverage.
This document provides an introduction to corporate governance. It defines a corporation as a legal entity separate from its owners that can enter into contracts, own assets, and pay taxes. Governance refers to processes of decision making among actors involved in collective problems that lead to social norms and institutions. Corporate governance is the system by which corporations are directed and controlled, specifying the distribution of rights and responsibilities among stakeholders like the board, managers, and shareholders. It aims to serve and protect the interests of all stakeholders.
This document discusses different theories of governance and management's obligations to stakeholders. It covers four main theories - agency theory, stewardship theory, shareholder theory, and stakeholder theory. It also discusses how laws like the UK Companies Act of 2017 and Indian Companies Act recognize stakeholders' interests that company directors must consider. The document outlines issues and responsibilities management has regarding different stakeholder groups like shareholders, employees, customers, suppliers, society, and creditors.
Directors and officers liability Insurance Policy Newton Bezeng
Liability insurance arises as a result of moral hazard. MORAL HAZARD is the risk arising from the character or circumstances of the policyholder or his employees. Also, it is important to know the following: the history of liability insurance, who is a D&O in an Institution and the various types, what the D&O policy covers and what it excludes, and finally the importance of this insurance cover to us and our businesses.
The document is a newsletter from the law firm Tharpe & Howell summarizing recent business law developments. It discusses several court cases related to personal guarantees, maintaining corporate separateness, employer liability for cyberbullying, and tenant waivers. It also provides information on new personal guarantee insurance, the proposed Cybersecurity Act of 2012, and vicarious liability when a special relationship exists.
This document provides an overview of managerial finance. It defines key terms like finance, financial management, and discusses the goal of the firm as maximizing shareholder wealth. It also explores the relationship between finance and other areas like economics, accounting, and corporate governance. Specific topics covered include the agency problem between managers and shareholders, and how compensation plans and government regulations help address this issue.
This document provides an overview of managerial finance. It defines key terms like finance, financial management, and discusses the goal of the firm as maximizing shareholder wealth. It also explores the relationship between finance and other areas like economics, accounting, and corporate governance. Specific topics covered include the agency problem between managers and shareholders, and how compensation plans and government regulations help address this issue.
The document provides an overview of corporate finance and the first chapter of a textbook on the subject. It defines corporate finance as addressing three key questions: what investments a firm should engage in, how to raise money for investments, and how much cash flow is needed. It also describes different forms of business organization, the goals of corporations to maximize shareholder wealth, and financial markets.
ACTEC Journal - Practical Guidance For Trustee Risk Managementlwolven
This document discusses the increasing risks and responsibilities faced by trustees. It notes that fiduciary litigation is on the rise as beneficiaries more frequently seek legal recourse for perceived wrongs. Even attorneys well-versed in fiduciary law are sometimes hesitant to take on trustee roles given the liability risks. The document outlines the duties and standards required of trustees, including acting with ordinary prudence. It also discusses scenarios where trustees can face liability, such as for environmental contamination on trust property or failing to identify imprudent investments.
he basic rights of engineers include the right to live freely and pursue their legitimate interests as any human being, along with the right to be against racial or sexual discrimination, receiving one's salary according to the work, choosing of political activities, etc., as other employees.
A professional manager is an expert who is trained and experienced in managing any type of organization. They are responsible for key managerial skills like planning, organizing, staffing, directing, coordinating, reporting and budgeting.
As a manager, they are responsible towards various stakeholders like suppliers, buyers, owners, employees, shareholders, competition, environment, government and taxation authorities. Their responsibilities include ensuring legal compliance, fair payment terms, satisfying customer needs, providing fair returns to owners and capital security to shareholders, engaging in ethical competition and being respectful of local communities and customs.
Here are the key factors to consider when choosing a business entity:
- Liability: Sole proprietorships and general partnerships provide no liability protection for owners. Limited liability companies (LLCs) and corporations protect owners from business debts and lawsuits.
- Taxation: Sole proprietorships and single-member LLCs are taxed as sole proprietorships. Partnerships and multi-member LLCs are taxed as partnerships. Corporations are taxed separately from owners.
- Formation: Sole proprietorships require no formal creation. Partnerships, LLCs, and corporations require filing paperwork with the state. Corporations typically have the most complex formation process.
- Governance: Sole proprietor
OCNZ has adopted a capabilities framework for NZ osteopaths. Domain 6 deals with a wide range of compliance issues - practice takes places in both a spatial environment and a wide legal context
This document provides an overview of Chapter 1 from the textbook "Principles of Managerial Finance". The chapter introduces the field of finance and explores career opportunities. It describes different business organizations and the relationship between parties in a corporation. It defines the managerial finance function and differentiates it from economics and accounting. It summarizes the key activities of financial managers as financial analysis and planning, investment decisions, and financing decisions. It discusses the goals of maximizing shareholder wealth and preserving stakeholder wealth through ethics. It also covers the agency problem between managers and owners.
This document summarizes key points about maintaining separate corporate identities to protect personal assets from business liabilities. It discusses how courts can pierce the corporate veil if certain formalities are not followed, such as keeping adequate records, avoiding commingling of funds, properly capitalizing the business, and not committing fraud. It provides tips for LLC owners such as having multiple members and maintaining annual registrations. The rest of the newsletter discusses how much wealth high-net-worth individuals leave to children and the firm's move to a new office.
There are numerous reasons to have directors and officers insurance but before that, you need to know coverage policy and how you will get the cover. To know all these things, go through this presentation.
Globalization and Increased risk of litigation has created a big space for Liability Insurance for Directors and Key Officers, the decision makers. Most Industries can be highly requiring this insurance policy to safeguard them against big legal burdens.
Pick out your favorite image and describe some tools and techniques that could be used to create the image.
Source: https://www.cteonline.org/lesson-plans/x1tvut/using-selection-tools-and-layers-in-photoshop
This document provides a high-level introduction to blockchain technology. It begins with a quote emphasizing the mathematical and decentralized nature of blockchain. It then provides disclaimers that this focuses on blockchain technology generally and not any specific blockchain like Bitcoin. The document proceeds to give a brief history of blockchain beginning with Satoshi Nakamoto's 2008 whitepaper. It defines some key blockchain terminology like distributed ledger, blocks, transactions, and mining. It also discusses types of blockchains and risks of the technology. Overall, the document serves as an introductory overview of blockchain at a high level.
The document discusses the history and current state of U.S. cybersecurity policy and the National Strategy to Secure Cyberspace. It outlines the key government actors involved in cybersecurity, recent relevant legislation, and critiques the national cybersecurity plan. The national plan prioritizes building a security response system, reducing threats and vulnerabilities, increasing security awareness and training, securing government cyberspace, and enhancing international cooperation. It advocates a public-private partnership approach with limited regulation.
The document discusses cyberspace and provides tips for college students to stay safe online. It defines cyberspace as anything related to the internet, noting that people use the internet to communicate, play games, and conduct activities. It then discusses distinctive features of cyberspace like anonymity and creativity online. The document also notes that young adults spend around 7 hours per day online on average. It concludes by providing tips for college students, such as using security software, connecting to WiFi cautiously, creating strong passwords, being safe on social media, and being a good cyber citizen.
This document discusses robotics and automation. It defines robotics as an interdisciplinary field that involves the design, construction, operation, and use of robots to help and assist humans. The goal of automation and robotics in intelligent environments is to automate functions in the home and provide services to inhabitants. The document outlines different types of robots including industrial, medical, military, consumer, and research robots. It also discusses the history of robotics and provides examples of early robots. The main purposes of robotics discussed are exploration, industry, medicine, military/police, and toys.
This document discusses technological innovation. It begins by defining technological innovation as an extended concept of innovation that encompasses innovation characteristics such as divergence, curiosity, multidisciplinary teamwork, and resilience. It then discusses each of these characteristics in 1-2 paragraphs. For example, it states that divergence enables finding different approaches and solutions that may not have otherwise been considered. The document concludes by discussing an activity where students are asked to identify 5 technology innovations and describe each in one sentence.
This document provides an overview of computer architecture and programming design. It discusses early computing technologies including the abacus and Pascal's mechanical calculator. It also describes Charles Babbage's Difference Engine and Analytic Engine, and George Boole's work on Boolean algebra. The document outlines the Von Neumann architecture and its basic operations. It defines key components of computer systems like the processor, memory, I/O devices, and buses. It also discusses memory types, logic design, embedded systems, and software design methodology.
The document discusses systems thinking and various systems thinking concepts and tools. It defines systems thinking as examining how problems are created and seeing the big picture by understanding how structure influences system performance. It discusses key systems thinking concepts like complex adaptive systems, feedback loops, stocks and flows. It also outlines different systems thinking tools like causal loop diagrams, stock and flow maps, behavior over time graphs and system archetypes that can help understand complex systems.
CST 20363-Session 1.2-A Brief History of Computingoudesign
The document provides a brief history of computing from ancient counting aids like the abacus to modern computers. It describes early mechanical computing devices invented by Pascal and Babbage and the development of programmable looms and tabulating machines using punch cards. The advent of vacuum tubes and transistors allowed for larger, more powerful computers like ENIAC, UNIVAC, and IBM's 700/7000 series. Major developments included high-level programming languages like FORTRAN, integrated circuits, microprocessors, personal computers, the Internet, and the World Wide Web which connected computers globally and led to portable devices.
This document discusses the importance of teaching computer science in schools. It notes that while computers and software are changing everything, the majority of schools do not teach computer science. It argues that computer science is about logic, problem solving, and creativity, not just learning technology, and is a foundational subject that affects every field. The document also highlights the growing demand for computer programmers and how computer science jobs are a major source of new wages, yet many states still lack computer science standards and the STEM problem is specifically in computer science education.
- Bits are the smallest units of data in computing, represented as 0s and 1s. 8 bits form a byte.
- The motherboard contains the CPU, RAM, ROM, and connections for expansion cards and peripherals. RAM is used for active programs and files while ROM contains startup instructions.
- An operating system manages hardware, allows software to interface with the CPU, and provides a user interface like graphical desktops. Common functions include file management, multitasking, and coordinating input/output.
Synthetic division is a method for dividing polynomials that can be used when the divisor is of the form x - r or x + r, where r is a constant. It involves setting up a table with boxes and lines and systematically filling in numbers from the dividend polynomial and performing operations to arrive at the coefficients of the quotient and the remainder. The resulting expression provides the quotient polynomial and remainder over the divisor from the original problem.
Database Development Process: A core aspect of software engineering is the subdivision of the development process into a series of phases, or steps, each of which focuses on one part of the development.
Normalization is a technique for organizing data in a database to minimize redundancy and dependency. It involves decomposing tables to satisfy certain normal forms. The document discusses the three normal forms - 1NF, 2NF, and 3NF. 1NF focuses on eliminating repeating groups, 2NF removes partial dependencies, and 3NF removes transitive dependencies. The process involves testing relations against normal form requirements and decomposing relations that fail the tests.
Week 4 The Relational Data Model & The Entity Relationship Data Modeloudesign
The document discusses the relational data model and relational databases. It explains that the relational model organizes data into tables with rows and columns, and was invented by Edgar Codd. The model uses keys to uniquely identify rows and relationships between tables to link related data. SQL is identified as the most commonly used language for querying and managing data in relational database systems.
Week 3 Classification of Database Management Systems & Data Modelingoudesign
The document discusses different types of database management systems and data models. It provides information on the following:
- The relational data model is the most commonly used model today and is supported by popular DBMS like Oracle, SQL Server, DB2, and MySQL.
- Other traditional models like hierarchical and network models are not commonly used now due to their complexity.
- The advantages of data models include increased effectiveness, reduced costs, simplicity, minimum redundancy, data integrity, independence, faster performance, reduced errors and risks.
- The types of data models discussed are hierarchical, network, relational, E-R and object oriented models. The characteristics and advantages/disadvantages of each model are described
Week 2 Characteristics & Benefits of a Database & Types of Data Modelsoudesign
The document discusses characteristics and benefits of databases. It provides details on how databases can manipulate data through sorting, matching, linking, aggregating, skipping fields and calculating. It also describes common uses of databases such as storing data and metadata, supporting multiple users accessing the same data simultaneously, and managing access rights. Key characteristics of databases that are outlined include being self-describing through metadata, insulating data from programs, supporting multiple views, enabling data sharing, controlling redundancy, enforcing integrity constraints, restricting unauthorized access, and providing backup/recovery facilities.
This document provides an overview of MS Access and database design. It discusses key concepts like relational databases, tables, records, and fields. It also outlines the steps to create tables and define fields, add additional tables, create queries, forms and reports, and use templates to design a database in MS Access. The goal is to organize data without duplication and ensure consistency through techniques like normalization.
Week 1 Before the Advent of Database Systems & Fundamental Conceptsoudesign
This document provides an introduction to databases. It begins by defining a database as a self-describing collection of integrated tables that store data and relationships. It then contrasts database systems with earlier file-based systems, noting advantages like reduced data redundancy and improved data integrity in database systems. The document proceeds to define key database concepts like tables, rows, columns and indexing.