Business Law - First Period - 1/26Business ethics is a form of applied ethics that examines ethical rules and principles within a commercial context; the various moral or ethical problems that can arise in a business setting; and any special duties or obligations that apply to persons who are engaged in commerce.” Generally speaking, business ethics is a normative discipline, whereby particular ethical standards are assumed and then applied. It makes specific judgements about what is right or wrong, which is to say, it makes claims about what ought to be done or what ought not to be done. While there are some exceptions, business ethicists are usually less concerned with the foundations of ethics (metaethics), or with justifying the most basic ethical principles, and are more concerned with practical problems and applications, and any specific duties that might apply to business relationships.
General business ethics
• This part of business ethics overlaps with the philosophy of business, one of the aims of which is to determine the fundamental purposes of a company. If a company's main purpose is to maximize the returns to its shareholders, then it could be seen as unethical for a company to consider the interests and rights of anyone else.
• Corporate social responsibility or CSR: an umbrella term under which the ethical rights and duties existing between companies and society is debated.
• Issues regarding the moral rights and duties between a company and its shareholders: fiduciary responsibility, stakeholder concept v. shareholder concept.
• Ethical issues concerning relations between different companies: e.g. hostile take-overs, industrial espionage.
• Leadership issues: corporate governance.
• Political contributions made by corporations.
• Law reform, such as the ethical debate over introducing a crime of corporate manslaughter.
• The misuse of corporate ethics policies as marketing instruments.
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Human Resources Management - Sixth Period - 1/26Job Analysis is a process used by professionals in the field of Human Resources and Industrial Psychology to describe the nature of a position or set of positions. It can be a thorough, time-consuming process, or it can be relatively quick, depending upon the goal of the user/researcher. Job analysis is often used to gather information for use in personnel selection, classification, and/or compensation.
There are several ways to conduct a job analysis, and several products that may result. Common methods of gathering information about a job include interviews with incumbents and supervisors, questionnaires (structured, open-ended, or both), job observation, and gathering background information such as duty statements or classification specifications.
Job analysis can result in a description of common duties, or tasks, performed on the job, as well as descriptions of the knowledge, skills, abilities, and other characteristics (KSAOs) required to perform those tasks. In addition, job analysis can uncover tools and technologies commonly used on the job, working conditions (e.g., a cubicle-based environment, outdoor work), and a variety of other aspects that characterize work performed in the position(s).
When used as a precursor to personnel selection (a commonly suggested approach), job analysis should be performed in such a way as to meet the professional and legal guidelines that have been established (e.g., in the U.S., the Uniform Guidelines on Employee Selection Procedures).
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