1 RIGHT‚ DUTY AND OBLIGATION/RESPONSIBILITY: A SEARCH FOR ETHICAL FUNDAMENTALS By Dr. Ani Casimir K.C 2 1) Introduction: Immanuel Kant gave philosophy four fundamental questions with which it is to concern itself and they are: (1) What can I know? ; (2) What is man?; (3) What can I hope for‚ and‚ (4) Finally‚ what ought I to do. The latter—‘what ought I to do?’ is the central subject of ethics‚or what is variously called moral philosophy or philosophy of morality. With the concepts
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Introduction 4 1.1 Research Aim and Objectives 4 2.0 Literature Review 5 2.1 Employer Branding 5 2.2 Employer Brand Management 5 2.3 Employer Brand Proposition 6 2.4 Relationship between Employer Branding and Internal Marketing 6 2.5 The Importance of Employer Brand in an Organization 6 - 7 2.6 Brand Thinking 8 2.7 Build a Good Employer Brand 9 - 10 3.0 Research Methodology 10 3.1 Research Approach and Strategy 10
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What ways do employers and unions exert their power? In a unionized environment‚ employers exert their power mainly by working against union organizing. Their most important goal is to be union-free. Efforts to control organizational costs have also contributed to employer’s resistance to unions. The management may work towards sidelining union membership by designing work in such a way that it creates a work culture that increases employee commitment and job satisfaction. Employers use a variety
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Employer branding From Wikipedia‚ the free encyclopedia Minchington (2005) defines your employer brand as “the image of your organization as a ‘great place to work’ in the mind of current employees and key stakeholders in the external market (active and passive candidates‚ clients‚ customers and other key stakeholders).” Employer branding is therefore concerned with the attraction‚ engagement and retention initiatives targeted at enhancing a company’s employer brand. Strong employer brands
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ABSTRACT: Employer brand is the image of an organization as a great place to work in the minds of its current employees and key stakeholders- HR/employer branding in brief- benefits of employer brand- how to promote employer brand- The process of employer branding employer brand image corporate identity employer brand reputation unanswered questions Challenges in building a strong employer brand?- employer brand projects can be very complex more so if
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CLASSIFICATION OF OBLIGATIONS 1. PURE OBLIGATION – one without a term or is it a subject to a condition and is immediately demandable. 2. CONDITIONAL OBLIGATION – one which is subject to a condition. (a). SUSPENSIVE CONDITION - one which suspends the effectivity of the obligation until the condition is fulfilled. The fulfillment of the condition produces the efficacy of the obligation. (b). RESOLUTORY – one which extinguishes the obligation upon the happening of the condition. The obligation is immediately
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constitutes ’good practice’ in the field of recruitment and selection. Explain what set of approaches organisations should use in order to comply with the legal requirements and maximise the chances that they end up employing the most effective employees. Justify your answer. Candidates will demonstrate the skills and knowledge to create suitable job descriptions‚ person specifications and competency frameworks by designing appropriate documentation. Using three to four examples candidates will
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LAW ON OBLIGATIONS AND CONTRACTS* I. Introduction A. Law - from the Latin word “lex” which is derived from the verb “Ligare” meaning “to bind” - a rule of conduct‚ just and obligatory promulgated by legitimate authority for the common observance and benefit (as defined by Sanchez Roman‚ a Spanish Civilist) B. Sources of Law 1. Legislative- Congress 2. Constitution- supreme law of the land 3. Administrative or Executive Orders‚ Regulations and Rulings-
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|: |LAW 1 | |II. |Course Title |: |OBLIGATION AND CONTRACTS | |III. |Course Credit |: |3 units
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SECTION 3. - ALTERNATIVE OBLIGATIONS An alternative obligation is one wherein various prestations are due but the performance of one of them is sufficient as determined by the choice‚ which‚ as a general rule‚ belongs to the debtor. Right of choice‚ as a rule‚ given to debtor. GENERAL RULE: The right to choose belongs to the debtor/ obligor Except: When the right has been expressly granted to the creditor Right of choice of debtor not absolute. LIMITATION ON THE DEBTOR’S CHOICE (1) The debtor
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