Now showing items 11978-11997 of 12181

    • Wage and Employment Effects of Minimum Wage Policy in the Indonesian Urban Labor Market

      Suryahadi, Asep; Widyanti, Wenefrida Dwi; Perwira, Daniel; Rahayu, Sri Kusumastuti (The SMERU Institute, 2001-10)
      Since the late 1980s, minimum wages have become an important plank of the Indonesian government's labor market policy. During much of the 1990s, minimum wages have increased faster than both average wages and gross domestic product. Furthermore, during the last two years, in 2000 and 2001, the government has vigorously pursued the minimum wage policy, evident from the large increases in the levels of real minimum wages. As a result, minimum wages have become binding for the majority of workers and affect the entire wage distribution. The effects, however, differ across different types of workers. This study finds that minimum wages have had a positive but statistically insignificant effect on average wages. On the other hand, minimum wages have had a negative and statistically significant effect on employment. In particular, the disemployment effects are greatest for women, youth, and less educated workers. On the other hand, the employment prospects of white-collar workers are enhanced by increases in minimum wages.
    • Wanted: A Code of Ethics for Internal Accountants

      Nash, John F.; Hermanson, Roger H. (2016-01-08)
    • Wanted: An Ethos of Personal Responsibility—Why Codes of Ethics and Schools of Law Don't Make for Ethical Lawyers

      Kleinberger, Daniel S. (Mitchell Hamline Open Access, 1989-01-01)
      This article: (1) argues that neither codes of professional ethics nor traditional modes of law school teaching do much to produce ethical lawyers; (2) asserts that ethics codes and the presuppositions of the adversary system work to alienate lawyers from a sense of individual responsibility; (3) critiques the conceptual connection between the adversary system and codes of lawyer ethics; (4) critiques the conventional approach to teaching legal ethics in law schools; (5) invokes the approach to ethical analysis championed by the German sociologist and social theorist Max Weber; and (6) explains how that approach, coupled with traditional tools of legal reasoning, can lead to an ethos of personal responsibility.
    • Was Mitarbeiterinnen und Mitarbeiter tun und lassen sollten… Eine Inhaltsanalyse von Verhaltenskodizes der DAX-30-Unternehmen aus organisationspsychologischer Sicht (What employees should (not) do… A content analysis of the codes of conduct of DAX 30 companies based on concepts of organizational psychology)

      Stumpf, Siegfried; Hoeft, Stefan; Ponte, Ulrike de
      In diesem Beitrag werden die Verhaltenskodizes von 25 DAX-30-Unternehmen inhaltsanalytisch untersucht. Die in den Kodizes formulierten Verhaltenserwartungen an Mitarbeiter werden mit einem Kategoriensystem ausgewertet, das aus organisationspsychologischen Konzepten zum erwuenschten Mitarbeiterverhalten (Organizational Citizenship Behavior, Citizenship Performance) und zum kontraproduktiven Mitarbeiterverhalten abgeleitet wurde. Die Ergebnisse zeigen, dass die Verhaltenskodizes diese Konzepte nicht umfassend, sondern stark selektiv widerspiegeln. Ein korrespondenzanalytischer Vergleich zwischen den Kodizes der verschiedenen Unternehmen macht zudem deutlich, dass die ausgewerteten Inhaltsaspekte in den analysierten Kodizes weitgehend in aehnlichen Proportionen vorkommen und nur einzelne Kodizes vom allgemeinen Muster abweichen. Schlussfolgerungen fuer die Gestaltung von Ethikkodizes werden aus den Befunden abgeleitet. (In this article we analyze the codes of conduct of 25 DAX 30 companies by means of a qualitative content analysis. The expectations concerning employee behavior found in the codes of conduct are analysed by using categories derived from organizational psychology concepts. These refer to positive employee behavior (Organizational Citizenship Behavior, Citizenship Performance) and counterproductive employee behavior. As the results show the codes focus only on few of these concepts whereas other concepts are neglected. Furthermore, comparisons between the codes of conduct show that the distribution of these concepts is rather similar in most codes of conduct and that only a few codes differ from the general pattern. We conclude with deriving some conclusions for conceptualizing codes of conduct.)
    • Was Mitarbeiterinnen und Mitarbeiter tun und lassen sollten… Eine Inhaltsanalyse von Verhaltenskodizes der DAX-30-Unternehmen aus organisationspsychologischer Sicht (What employees should (not) do… A content analysis of the codes of conduct of DAX 30 companies based on concepts of organizational psychology)

      Stumpf, Siegfried; Hoeft, Stefan; Ponte, Ulrike de
      In diesem Beitrag werden die Verhaltenskodizes von 25 DAX-30-Unternehmen inhaltsanalytisch untersucht. Die in den Kodizes formulierten Verhaltenserwartungen an Mitarbeiter werden mit einem Kategoriensystem ausgewertet, das aus organisationspsychologischen Konzepten zum erwuenschten Mitarbeiterverhalten (Organizational Citizenship Behavior, Citizenship Performance) und zum kontraproduktiven Mitarbeiterverhalten abgeleitet wurde. Die Ergebnisse zeigen, dass die Verhaltenskodizes diese Konzepte nicht umfassend, sondern stark selektiv widerspiegeln. Ein korrespondenzanalytischer Vergleich zwischen den Kodizes der verschiedenen Unternehmen macht zudem deutlich, dass die ausgewerteten Inhaltsaspekte in den analysierten Kodizes weitgehend in aehnlichen Proportionen vorkommen und nur einzelne Kodizes vom allgemeinen Muster abweichen. Schlussfolgerungen fuer die Gestaltung von Ethikkodizes werden aus den Befunden abgeleitet. (In this article we analyze the codes of conduct of 25 DAX 30 companies by means of a qualitative content analysis. The expectations concerning employee behavior found in the codes of conduct are analysed by using categories derived from organizational psychology concepts. These refer to positive employee behavior (Organizational Citizenship Behavior, Citizenship Performance) and counterproductive employee behavior. As the results show the codes focus only on few of these concepts whereas other concepts are neglected. Furthermore, comparisons between the codes of conduct show that the distribution of these concepts is rather similar in most codes of conduct and that only a few codes differ from the general pattern. We conclude with deriving some conclusions for conceptualizing codes of conduct.)
    • Was the Adoption of Codes of Conduct by the Transnational Companies Effective for the Bringing to an End of Apartheid in South Africa?

      Olga Estadella Yuste (Barcelona Centre for International Affairs (CIDOB), 1995-01-01)
      The international community frequently imposes sanctions of an economic character on those countries which blatantly violate the most fundamental human rights. This article intends to analyse other possible sanction mechanisms: the codes of conduct. The example used has been South Africa and the adoption of codes of conduct by thosetransnational companies operating in this country. The results of the study show that in spite of the voluntary character of the adopted codes at regional, national and private level, numerous companies have put them into practice, pressurizing in an indirect manner for the elimination of the apartheid regime. In this way, it would be convenient to remember on other occasions that codes of conduct can also contribute to the defense of human rights in the international community.
    • Washing away your deontological guilt

      D'Olimpio F; Mancini F (2012)
    • Washington's New Rules of Professional Conduct: A Balancing Act

      Ogdon, Johanna M. (Seattle University School of Law Digital Commons, 2006-01-01)
      Part II begins by exploring the history of the Rules of Professional Conduct. Part II then briefly turns to the origins of the modern debate over candor and confidentiality and focuses on two of the most essentially opposed and well known scholars on the issue, Judge Marvin Frankel and Professor Monroe Freedman. Part III dissects Washington's newly adopted RPC, focusing on Rules 1.6 and 3.3. Part IV suggests that although the new rules mostly balance a client's interest in confidentiality with a court's interest in candor, attorneys should be given the discretion to reveal client confidences when necessary. In conclusion, Part V proposes a slightly different version of Rule 3.3. This different version would give lawyers support in making decisions that maintain the delicate balance between candor and confidentiality.
    • Washington's New Rules of Professional Conduct: A Balancing Act

      Ogdon, Johanna M. (Publications at Seattle University School of Law, 2006-01-01)
      Part II begins by exploring the history of the Rules of Professional Conduct. Part II then briefly turns to the origins of the modern debate over candor and confidentiality and focuses on two of the most essentially opposed and well known scholars on the issue, Judge Marvin Frankel and Professor Monroe Freedman. Part III dissects Washington's newly adopted RPC, focusing on Rules 1.6 and 3.3. Part IV suggests that although the new rules mostly balance a client's interest in confidentiality with a court's interest in candor, attorneys should be given the discretion to reveal client confidences when necessary. In conclusion, Part V proposes a slightly different version of Rule 3.3. This different version would give lawyers support in making decisions that maintain the delicate balance between candor and confidentiality.
    • "Watch-dogs" vs. supervisor-agent collusion: an economic theory of codes of conduct for public administrators.

      Lorenzo Sacconi
      In this essay I suggest a first-best solution to the collusion problem in a three-levels principal-supervisor-agent hierarchy (Tirole 1986, Laffont-Tirole 1993) in the context of a repeated games model. I introduce a new player in the component game i.e. a group of consumers which is also modelled as the constituency of the principal. An ex ante incomplete constitutional contract of authorisation links the principal to the group of consumer. At the next move in the game the group of consumers has a choice on the level of support and compliance to the principal’s authority, which I intend as a specific investment. Due to the incompleteness of contracts problem, according to the economic theory of corporate culture (Kreps 1990) and code of ethics (Sacconi 1997), the principal may only announce a code of basic principles of good administration, being not automatically enforceable. In the repeated game among the three levels hierarchy and an infinite series of short-lived groups of consumers/supporters, I prove by a reputation effects construction (Fudenberg-Levine 1989, 1992) that the first best contract offered by the principal to the supervisor and the agent is part of a self-enforcing equilibrium profile making possible to the principal to get a payoff that approximates the Stakelberg payoff in nearly all the component games.
    • Week 09 - Global code of Ethics

      Figini, Paolo (2015-11-13)
    • Welt und Mensch : das Buch 'De Operatione Dei'; aus dem Genter Kodex

      Schipperges, Heinrich; Hildegard (von Bingen, Heilige; 1098-1179) (Müller, 1965)
    • WFSGI Code of Conduct:

      World Federation of the Sporting Goods Industry (WFSGI) (2008-08-05)
      "The relationship between WFSGI member companies and their suppliers, and in turn any subcontractors involved in the production process, must be based on trust, mutual respect and common values. WFSGI is committed to fostering a sports industry in which member companies actively build business partnerships with those who share the values of sport and take responsibility for making the values real through active engagement. These principles are based on the international labour standards outlined in the relevant Conventions of the International Labour Organization (ILO). WFSGI also ackknowledges that companies operate under different legal, economic, social and cultural environments and these differences merit understanding and respect. Members must ensure that all activities related to the production of their goods at least comply with all relevant applicable mandatory legal requirements."
    • What can we expect of professional codes of conduct, practice and ethics?

      Pattison, Stephen; Pill, Roisin; Wainwright, Paul; Pattison, Stephen (Radcliffe Medical, 2004)