...Current Ethical Issue in Business Your Name Here PHL/323 Date Here Instructor’s Name Here Globally, Wal-Mart is the second largest revenue generating company. It is surprising to see so many discriminating issues within the company. Women working for the company are consistently treated unfairly, yet other issues exist. It is as if Wal-Mart has fallen into the negative economic routine. The company is guilty of everyday social discrimination; gender discrimination is just one main focus of our discussion. The affects of gender discrimination affect how women are treated, their income, and company policies. Women’s Rights have been an ongoing issue since the beginning of man. It wasn’t until the Women’s Rights Movement that equality began to present itself, amongst women in the workplace. Individuals face many moments in their lives dealing with ethical issues of what is right and wrong. One major ethical issue that the United States has faced in its young history is the fight over equality and discrimination. The evolution of equality in America has been truly substantial, but unfortunately the civilians in our country have yet to overcome all discrimination. There are many laws in this country to prevent workplace discrimination. These laws are designed to protect employees and applicants from unethical treatment. A current ethical issue in the business world today is that of a class action lawsuit...
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...Length: 2507 words (7.2 double-spaced pages) Rating: Red (FREE) - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Equity in Human Resource Management Introduction The effective Human Resource Management in an organization requires an exceptional standard set for motivation, job design, reward system and equity. Nowadays, people are more willing to avoid unfair treatment in the workplace than any other aspect. The fundamental concept behind Equity is an attempt to balance what has been put in and taken out at the workplace with a feeling of justice being served. Unconsciously, values are assigned to many various contributions made to the organization, hence causing an air of misbalance in the environment. There has always been a disparity in the view on the desirability or the cost effectiveness of policy measures. The importance of equity or reducing discrimination has gained a lot of attention in the labour market (Milkovich, Newman &ump; Ratnam, 2009). History The importance of Human Resource management is associated with the beginning of mankind. As the knowledge of survival had begun including safety, health, hunting and gathering, tribal leaders passed on the knowledge to their youth. However more advanced HRM functions were developed as early as 1000 B.C and 2000 B.C. Since the modern management theory took over, the working environment was transformed into a more friendly and safe work place. The workers were termed as most valuable resources...
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...HUMAN RESOURCE MANAGEMENT Group 6 – Case Study Presentation | Chapter 6 – Recruiting Human Resource TO QUOTA OR NOT TO QUOTA INTRODUCTION Quotas are simply defined as fixed number or amount of people or things in particular. However, Scott (2014)[9] defines quota in HRM as affirmative action guidelines which require covered employers to meet certain goals and timetables for hiring and/or promoting women and minorities. In human resource management quotas are associated with changing demographic composition and diversity of workforce across one or more distributive categories such as gender, ethnicity, age, sexual orientation, disability and education backgrounds. As per our case-study, (Stone 2013, pp. 243-244) [1] highlights that despite women had been in workforce for decades, there is gender bias in recruiting board executives. Organisations have utilised multiple strategies to overcome this phenomenon of which quota has been an integral part. Implementation of quota has affected organisations bilaterally entangling ethical dilemmas which led to generalised perception of the aforesaid topic. Galbraith (2012) [7] states that a balanced boardroom has both positive and negative effects. However, extensive research has shown general acceptance of quotas in the international framework. Erika Watson (2012) [10] published in a research article stating Norway as the first country in world to enforce quota law of 40% women on their board. Similar approaches were further...
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...Managing Diverse Employee at Starbucks: Focusing on the ethic and Inclusion Abstract Workforce diversity is a reality of the modern times for every organization and managing it effectively can lead to a sustainable competitive advantage. The purpose of this paper is to discuss how managers lead diverse employees in a global environment and what makes this company so unique. Effective management of diversity is not only employing diverse employees, but learning to appreciate, respect and respond to the needs, value, and beliefs of diverse employee and provide a positive work environment. Therefore, we will analyze the general environment and task forces that affect the diversity, as well as the challenges faced by Starbuck managers when managing diverse employees. Besides, the impact of diversity on the company performance will be subject of analysis through a value driven perspective. Lastly, we will identify some of the best practices for effectively managing diversity and propose some recommendations. Introduction One of the greatest challenges for managers today is managing the increase of diversity in the workplace. Diversity is defined as” dissimilarities or differences among people due to age, gender, race, ethically, religion, sexual orientation, education any characteristic that are used to distinguish between people. According to the Thompson (2005), organization who limits the kinds of people they are willing to hire, are limiting also the talent pool from...
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...Institution] Table of Contents Introduction 2 Discussion 2 Leading and managing change 2 Challenges and problem of managing and leading change at Aviva 3 Change strategy for Aviva 4 Change interventions for Aviva 6 Enabling continuous change 7 Change program limitations 8 Conclusion 9 References 9 Proposed Change Program for AVIVA Introduction This assignment aims to analyze the challenges and problems which are being faced by renowned insurance company Aviva following the decision of downsizing due to moving several hundred jobs to India as a outsourcing strategy to remain competitive in the market. The company is facing difficulties while implementing change management programs in their organization. In this assignment, change strategy will be proposed relevant to the problems company is facing and specific interventions would be introduced during the process of change. Moreover, suggestions will be given on sustaining the change for a longer period of time while defining the limitations of the change program. Discussion Leading and managing change Organization change is important for the strategic growth of the organization however, it is always met with employees’ resistance. The repercussion of this resistance put up by employees can be drastic and cause serious disturbance in the organization. It is important for the organization to study the variable which are involved in managing the change in the organization and implement the change program trust...
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...Welcome to Crown Worldwide Group and your new Career with us. We are happy to have you as part of our exciting global company. Did you know that… * Crown Worldwide operate globally across 58 countries. * Has over 5,200 employees speaking 50 languages across 266 facilities * Services over 120,000 relocations per year * Had 24.7 million records cartons stored worldwide in 2012 * Has over 9.5 million square feet of warehouse space To lead the way in our markets, Records Management and Relocations, we need to think differently. We must be driven by innovation - anticipating customer needs and finding new ways to satisfy them. Our people give us an advantage. Their knowledge, experience and commitment to quality helps customers get more from our services and by using our brand values to guide us, we will become the recognized leaders in the markets we serve. Crown Worldwide operates over two main markets: Relocations Crown Relocations provides transportation, destination and immigration services, as well as employee and family support, to assist people relocating internationally or domestically. We can… * Move homes for an individual * Move your family abroad or domestically * Move your employees All with tailored solutions depending on your needs. Records Management Crown Records Management helps clients to maximize the value of their `corporate memory` through the storage, active management and timely distribution of information assets...
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...Chapter 1 An Overview of International Business International business – business transactions between parties from more than one country. The global economy – an economy in which national borders are irrelevant The global manager – The early era of international business – Basic Forms of Global Business Activities Exporting and Importing Exporting – the selling of products made in one’s own country for use or resale in other countries. Importing – the buying of products made in other countries for use or resale in one’s own country. Merchandise exports and imports (visible trade) – such as clothing, computers, and raw materials. Service exports and imports (invisible trade) – such as banking, travel, and accounting activities. International Investments Foreign direct investments (FDI) – investments made for the purpose of actively controlling property, assets, or companies located in host countries. Foreign portfolio investments (FPI) – purchases of foreign financial assets (stocks, bonds, and certificates of deposit) for a purpose other than control. Home country – the country in which the parent company’s headquarters is located. Host country – any other country in which the company operates. Other Forms of International Business Activity International licensing – a contractual arrangement in which a firm in one country licenses the use of its intellectual property (patents, trademarks, brand names, copyrights, or trade secrets) to a firm in a...
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...PHIL 127: History of Ancient Philosophy Socrates and His Mission When is a Question Philosophical? Philosophical questions have answers. (A question that has no answer is not a question; it just masquerades as one.) But a question is philosophical for a particular culture at a particular time when no means of answering it are available – or, none of the prevailing methods have any authority. A problem is a philosophical problem when the way to go about answering the question is in question. An issue is a philosophical issue when the right way to settle the issue is at issue. A Philosophical Crisis If the claims in the previous paragraph are true, then 5th century Greece was in a philosophical crisis. It was a crisis in morality. In our culture we think of morality as being concerned with rules. Here are some rules – You should not kill. – You should not steal. – Don’t hit people. – Lying is wrong. – It’s wrong to promise to do something and then not do it. – You should not covet your neighbors wife, or his ox or his ass or his male or female slave, or anything that is your neighbor’s. – You should not lie with a man as with a woman. – Thou should not wear fabric woven of wool one way and linen the other. – Do (imperative) unto others as you would have them do unto you. – Help (imperative) other people who are in need when you can do so at no great risk or cost to yourself. Why do we think of morality as consisting of rules? This question is important...
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...Nature and Scope of Marketing Ethics O.C. Ferrell, Ph.D. Professor of Marketing Creative Enterprise Scholar The Robert O. Anderson School And Graduate School of Management MSC05 3090 1 University of New Mexico Albuquerque, NM 87131-0001 Phone: (505) 277-3468 ocferrell@mgt.unm.edu Nature and Scope of Marketing Ethics INTRODUCTION Marketing ethics is viewed as important because of marketing’s interface with many diverse stakeholders. Marketing is a key functional area in the business organization that provides a visible interface with not only customers, but other stakeholders such as the media, investors, regulatory agencies, channel members, trade associations, as well as others. It is important when addressing marketing ethics to recognize that it should be examined from an individual, organizational, and societal perspective. Examining marketing ethics from a narrow issue perspective does not provide foundational background that provides a complete understanding of the domain of marketing ethics. The purpose of this chapter is to define, examine the nature and scope, identify issues, provide a decision-making framework, and trace the historical development of marketing ethics from a practice and academic perspective. DEFINITION OF MARKETING ETHICS Ethics has been termed the study and philosophy of human conduct, with an emphasis on the determination of right and wrong. For marketers, ethics...
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...Nature and Scope of Marketing Ethics O.C. Ferrell, Ph.D. Professor of Marketing Creative Enterprise Scholar The Robert O. Anderson School And Graduate School of Management MSC05 3090 1 University of New Mexico Albuquerque, NM 87131-0001 Phone: (505) 277-3468 ocferrell@mgt.unm.edu Nature and Scope of Marketing Ethics INTRODUCTION Marketing ethics is viewed as important because of marketing’s interface with many diverse stakeholders. Marketing is a key functional area in the business organization that provides a visible interface with not only customers, but other stakeholders such as the media, investors, regulatory agencies, channel members, trade associations, as well as others. It is important when addressing marketing ethics to recognize that it should be examined from an individual, organizational, and societal perspective. Examining marketing ethics from a narrow issue perspective does not provide foundational background that provides a complete understanding of the domain of marketing ethics. The purpose of this chapter is to define, examine the nature and scope, identify issues, provide a decision-making framework, and trace the historical development of marketing ethics from a practice and academic perspective. DEFINITION OF MARKETING ETHICS Ethics has been termed the study and philosophy of human conduct, with an emphasis on the determination of right and wrong. For marketers, ethics...
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...Nature and Scope of Marketing Ethics O.C. Ferrell, Ph.D. Professor of Marketing Creative Enterprise Scholar The Robert O. Anderson School And Graduate School of Management MSC05 3090 1 University of New Mexico Albuquerque, NM 87131-0001 Phone: (505) 277-3468 ocferrell@mgt.unm.edu Nature and Scope of Marketing Ethics INTRODUCTION Marketing ethics is viewed as important because of marketing’s interface with many diverse stakeholders. Marketing is a key functional area in the business organization that provides a visible interface with not only customers, but other stakeholders such as the media, investors, regulatory agencies, channel members, trade associations, as well as others. It is important when addressing marketing ethics to recognize that it should be examined from an individual, organizational, and societal perspective. Examining marketing ethics from a narrow issue perspective does not provide foundational background that provides a complete understanding of the domain of marketing ethics. The purpose of this chapter is to define, examine the nature and scope, identify issues, provide a decision-making framework, and trace the historical development of marketing ethics from a practice and academic perspective. DEFINITION OF MARKETING ETHICS Ethics has been termed the study and philosophy of human conduct, with an emphasis on the determination of right and wrong. For marketers, ethics...
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...For exclusive use at HONG KONG UNIVERSITY OF SCI AND TECH, 2015 www.hbr.org BEST PRACTICE Everyone knows that being fair costs little and pays off handsomely. Then why do so few executives manage to behave fairly, even though most want to? Why It’s So Hard to Be Fair by Joel Brockner • Reprint R0603H This document is authorized for use only in Managerial Communication by Caroline Wang, HONG KONG UNIVERSITY OF SCI AND TECH from August 2015 to January 2016. For exclusive use at HONG KONG UNIVERSITY OF SCI AND TECH, 2015 Everyone knows that being fair costs little and pays off handsomely. Then why do so few executives manage to behave fairly, even though most want to? BEST PRACTICE Why It’s So Hard to Be Fair by Joel Brockner COPYRIGHT © 2006 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED. When Company A had to downsize, it spent considerable amounts of money providing a safety net for its laid-off workers. The severance package consisted of many weeks of pay, extensive outplacement counseling, and the continuation of health insurance for up to one year. But senior managers never explained to their staff why these layoffs were necessary or how they chose which jobs to eliminate. What’s more, the midlevel line managers who delivered the news to terminated employees did so awkwardly, mumbling a few perfunctory words about “not wanting to do this” and then handing them off to the human resources department. Even the people who kept their jobs were less...
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...Cornell University ILR School DigitalCommons@ILR CAHRS Working Paper Series Center for Advanced Human Resource Studies (CAHRS) 5-1-2003 Extending the Human Resource Architecture: Relational Archetypes and Value Creation Sung-Choon Kang Cornell University Shad S. Morris Cornell University Scott A. Snell Cornell University, ss356@cornell.edu Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/cahrswp Part of the Human Resources Management Commons This Article is brought to you for free and open access by the Center for Advanced Human Resource Studies (CAHRS) at DigitalCommons@ILR. It has been accepted for inclusion in CAHRS Working Paper Series by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu. Extending the Human Resource Architecture: Relational Archetypes and Value Creation Abstract Theories of knowledge-based competition focus on internal resources as the source of value creation. The HR architecture (Lepak & Snell, 1999) brought human resource management directly into this forum by developing a model of human capital allocation and management. We attempt to extend the HR architecture by introducing a framework of relational archetypes—entrepreneurial and cooperative—that are derived from unique combinations of three dimensions (cognitive, structural, and affective) that characterize internal and external relationships of core knowledge employees. Entrepreneurial...
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...International Business - Environments and Operations Part One Background For International Business Chapter 1 Globalization and International Business Introduction Globalization is the ongoing process that deepens and broadens the relationships and interdependence among countries. International Business is a mechanism to bring about globalization. (The term sometimes refers to the integration of world economies through the reduction of barriers to the movement of trade, capital, technology, and people. Throughout recorded history, human contacts over ever-wider geographic areas have expanded the variety of available resources, products, services, and markets. Today, so many different components, ingredients, and specialized business activities go into products that we’re often challenged to say exactly where they were made. Example: Japanese firm Matsushita furnishes the CD player in the Korean-manufactured Kia Sorento.) International business consists of all commercial transactions—including sales, investments, and transportation—that take place between two or more countries Increasingly foreign countries are a source of both production and sales for domestic companies (These global activities enable us to get more variety, better quality, or lower prices. Private companies undertake such transactions for profit while governments may undertake them either for profit or for political reasons.) Studying International Business is Important * Most companies are either...
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...Chapter 7 Managing for Ethical Conduct Contents: (Please note: the Instructor Guide for every chapter will follow this structure.) 1. Chapter Outline 2. Teaching Notes 3. In-Class Exercises 4. Homework Assignments 5. Additional Resources Chapter Outline I. Introduction II. In Business, Ethics Is about Behavior A. Practical Advice for Managers: Ethical Behavior III. Our Multiple Ethical Selves A. The Kenneth Lay Example B. The Dennis Levine Example C. Practical Advice for Managers’ Multiple Ethical Selves IV. Rewards and Discipline A. People Do What is Rewarded and Avoid Doing What is Punished B. People Will Go the Extra Mile to Achieve Goals Set by Managers C. How Goals Combined with Rewards Can Encourage Unethical Behavior D. Practical Advice for Managers: Goals, Rewards, and Discipline E. Recognize the Power of Indirect Rewards and Punishments F. Can Managers Really Reward Ethical Behavior? G. What about the Role of Discipline? H. Practical Advice for Managers: Discipline V. “Everyone’s Doing It” A. People Follow Group Norms B. Rationalizing Unethical Behavior C. Practical Advice for Managers: Group Norms VI. People Fulfill Assigned Roles A. The Zimbardo Prison Experiment B. Roles at Work C. Conflicting Roles can Lead to Unethical Behavior D. Roles Can Also Support Ethical Behavior ...
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