3 Sources of Moral Obligation by Josephson Institute on February 14, 2011 A duty is an obligation to act in a certain way. When the obligation is based on moral and ethical considerations, it is a moral duty. Often we think about moral duties in terms of rules that restrain us, the “don’ts,” as in don’t lie, cheat, or steal. Such rules comprise the so-called negative dimension of moral duty because they tell us what not to do. Since ethics is concerned with the way we ought to be, however, it also
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unlawful to be discriminatory against any person applying for a job based on the individuals race, color, religion, sex including pregnancy, gender identity, and sexual orientation, national origin, age 40 or older, disability or genetic information. The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits” CITATION USE \l 1033 (U.S. Equal Employment Opportunity Commission, n.d.). It is also unlawful to discriminate against an individual
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Chapter 2 Fayol’s principles of management 12 * Division of labor: allows for job specialization * Authority and responsibility * Unity of command * Line of authority * Centralization * Unity of direction * Equity * Order * Initiative * Discipline * Remuneration of personnel * Stability of tenure of personnel * Subordination of individual interest to the common interest * Esprit de corps Chapter 3 Personality traits big five Particular
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Gender diversity is happening in Poland as far as employment. Not all companies have introduced equal treatment of women and men. They have mechanisms in place but they are not effective. The attempt to eliminate workplace discrimination and sexual harassment has had little success. We can say that women are definitely being ignored and unappreciated in business; both as employer and consumer. Article:
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Kendra Ballard BUS 259.0001 April 19, 2015 Executive Summary Sexual Harassment, Workplace Romance According to the Equal Employment Opportunity Commission, sexual harassment is defined as unwelcomed sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Harassment does not have to be of sexual nature but can also include offensive remarks about a person’s sex. Sexual harassment claims are becoming more popular as years go by according to reports
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wrote a letter to an American mother saying: “Homosexuality is assuredly no advantage, but it is nothing to be ashamed of, no vice, no degradation, it cannot be classified as an illness; we consider it to be a variation of the sexual function produced by a certain arrest of sexual development. Many highly respectable individuals of ancient and modern times have been homosexuals, several of the greatest men among them (Plato, Michaelangelo, Leonardo Da Vinci, etc.) It is a great injustice to persecute
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The Value of Digital Privacy in an Information Technology Age Mona McQuaig LEG500 Introduction Magnificent Bookkeeping Accounting Firm Inc., is a trusted bookkeeping and accounting firm in the local community, that has been in business for over 10 years. We offer employment opportunities to up and coming accountants in hopes that they will become a part of our magnificent firm and/or move on representing our firm as a great educator of successful accountants. Recently we have experienced
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1. Title VII of CRA 1964- based on religion. As a judge in the case of Mobley, I would find in favor of her case. The employer unlawfully discriminated against her rights by trying to convert her to a member of the Baptist faith. Encouraging her to discuss her personal issues in the workplace the manager overstepped bounds into Ms. Mobley’s personal life and then into her religious life by trying to convert her to the Baptist faith. This made a hostile workplace environment and therefore, she was
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Constructive Discharge Under Title VII and the ADEA Finnegan, Sheila. The University of Chicago Law Review. Chicago: Spring 1986. Vol. 53, Iss. 2; pg. 561, 20 pgs This material is copyrighted by the University of Chicago Law Review. Further electronic distribution of this material is a violation of this copyright. COMMENTS Constructive Discharge Under Title VII and the ADEA Consider two employees who are victims of sexual harrassment. The first employee is fired after she refuses to accede
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Professional Responsibility Mulligan versus Friedman perspectives on moral business decisions * Mulligan: Execs have most knowledge and will be better at at analyzing problems and implementing solutions * Friedman: Execs are not competent to solve moral problems – should be left to governemtn Director/Officer “Duty of Due Care Standard” in the Business Judgment Rule Statutory duty to act: 1. “In Good Faith” – NO SELF INTEREST 2. “With Care of an ordinarly prudent person”
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