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  1. (1 other version)Silence as Complicity: Elements of a Corporate Duty to Speak Out Against the Violation of Human Rights.Florian Wettstein - 2012 - Business Ethics Quarterly 22 (1):37-61.
    ABSTRACT:Increasingly, global businesses are confronted with the question of complicity in human rights violations committed by abusive host governments. This contribution specifically looks at silent complicity and the way it challenges conventional interpretations of corporate responsibility. Silent complicity implies that corporations have moral obligations that reach beyond the negative realm of doing no harm. Essentially, it implies that corporations have a moral responsibility to help protect human rights by putting pressure on perpetrating host governments involved in human rights abuses. This (...)
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  • (1 other version)The new professor of theology.Jim Mackenzie - 1994 - Journal of Philosophy of Education 28 (1):5–15.
    ABSTRACTThis paper consists of a story about unorthodox assessment procedures in theology, and a discussion of their implications. Among the issues raised are the possibility of testing values, the relationship of test validity to test reliability and ethical questions involved in assessment.
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  • (1 other version)The New Professor of Theology.Jim Mackenzie - 1994 - Journal of Philosophy of Education 28 (1):5-15.
    This paper consists of a story about unorthodox assessment procedures in theology, and a discussion of their implications. Among the issues raised are the possibility of testing values, the relationship of test validity to test reliability and ethical questions involved in assessment.
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  • Organizational characteristics and HRM policies on rights: Exploring the patterns of connections. [REVIEW]Catherine E. Schwoerer, Douglas R. May & Benson Rosen - 1995 - Journal of Business Ethics 14 (7):531 - 549.
    The protection of employee rights in the workplace is one of the fundamental ethical questions facing organizations today. Organizations differ in the extent to which they protect the rights of both employees and themselves as employers, yet little research has examined the types of organizations that have rights protection policies. Instead of the classic normative approach to ethical issues, this study took a contextual approach to the management of rights in the workplace through human resource policies. Associations were found between (...)
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