Human Resource Management: Ethics and Employment
128 ANALYSING HUMAN RESOURCE MANAGEMENT (Evan and Freeman 2004: 82). A second principle is that, as the managers bear a fiduciar ...
STAKEHOLDER THEORY AND THE ETHICS OF HRM 129 them. Likewise, just because an organization does not engage with employees does no ...
130 ANALYSING HUMAN RESOURCE MANAGEMENT EMPLOYEE ENGAGEMENT AND ‘ETHICAL’ HRM By separating engagement from moral treatment we a ...
STAKEHOLDER THEORY AND THE ETHICS OF HRM 131 the company may face encumbrances that would limit its freedom in such an ‘economic ...
132 ANALYSING HUMAN RESOURCE MANAGEMENT treatment, and other standards regulating conditions across the entire spec- trum of wor ...
STAKEHOLDER THEORY AND THE ETHICS OF HRM 133 The gap between the rhetoric and reality of HRM has been well docu- mented and expl ...
134 ANALYSING HUMAN RESOURCE MANAGEMENT assurance. The reason or reasons why the organization engages employees, that is, the in ...
STAKEHOLDER THEORY AND THE ETHICS OF HRM 135 organization can be very influential and complex. This is further emphasized by the ...
136 ANALYSING HUMAN RESOURCE MANAGEMENT been explicated. In doing so, it is apparent that the demands of ethical HRM are very hi ...
8 HR managers as ethics agents of the state Lynne Bennington Introduction Corporate governance and ethics are hot topics in both ...
138 ANALYSING HUMAN RESOURCE MANAGEMENT and job applicants: ‘respecting persons and not using them solely as means to one’s own ...
HR MANAGERS AS ETHICS AGENTS OF THE STATE 139 The law generally sets minimum standards. It might be criticized as falling far sh ...
140 ANALYSING HUMAN RESOURCE MANAGEMENT This is of concern because in many cases it has been the public sector that has been the ...
HR MANAGERS AS ETHICS AGENTS OF THE STATE 141 more likely to have HR and/or ER managers, but it is possible that there may be so ...
142 ANALYSING HUMAN RESOURCE MANAGEMENT that it would be perceived to fit within Storey’s regulator role. Respondents in Caldwel ...
HR MANAGERS AS ETHICS AGENTS OF THE STATE 143 ongoing retaliation is acknowledged but they argue that HR managers must be prepar ...
144 ANALYSING HUMAN RESOURCE MANAGEMENT Attempts by personnel managers to ensure that recruitment practices were formal, consist ...
HR MANAGERS AS ETHICS AGENTS OF THE STATE 145 of behaviour would occur rarely but nearly one quarter of all EEOC cases are based ...
146 ANALYSING HUMAN RESOURCE MANAGEMENT covered by legislative protection and the Pfeiffer caveat should assist. However the Ame ...
HR MANAGERS AS ETHICS AGENTS OF THE STATE 147 the ‘opposition’ must include a clear statement that the employer is violating Tit ...
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