Bogivarga

This document includes a framework for ethical decision making, emphasizing ethical awareness, individual values, and the influence of organizational culture. It explains how factors like gender, age, education, and locus of control shape ethical choices, while corporate culture, leadership, and significant others strongly affect behavior. The role of opportunity, rewards, and job context in enabling or discouraging misconduct is highlighted. Finally, it outlines normative approaches, institutio...

This document includes an overview of emerging business ethics issues and the role of stakeholder concerns in defining what is right or wrong. It explains ethical awareness, foundational values such as integrity, honesty, and fairness, and the nature of ethical issues and dilemmas. It further covers common issues in business such as misuse of resources, abusive behavior, lying, conflicts of interest, bribery, discrimination, harassment, fraud, insider trading, and privacy concerns. The text also...

This document explains stakeholder relationships, social responsibility, and corporate governance. It describes primary and secondary stakeholders, their influence on ethical issues, and the importance of a stakeholder orientation through data generation, information sharing, and responsiveness. Social responsibility is outlined across four levels—economic, legal, ethical, and philanthropic—supported by corporate citizenship and sustainability initiatives. Corporate governance provides accou...

This document introduces the importance of business ethics by defining ethics, morals, principles, and values, and highlighting how they shape decision-making in organizations. It traces the development of business ethics from the early 20th century to the present, covering social issues, corporate responsibility, regulation, and globalization. Key legislation such as the Foreign Corrupt Practices Act, Sarbanes-Oxley Act, and Dodd-Frank Reform are discussed as responses to misconduct and financi...

These documents cover teams, training & development, compensation, downsizing and workflex.

This document explains the four bases of power—legitimate, coercive, reward, and personal—and how power can be exercised at individual, group, and societal levels. Power abuse, such as sexual harassment, requires clear organizational policies and managerial responsibility. Organizational politics arise from limited resources, unclear roles, and differing goals, and can involve strategic, relational, or destructive behaviors. Individual and organizational factors influence political behavior,...

This document covers: focusing on diversity, workforce flexibility, change, compensation, and downsizing. It explains how diversity and individual characteristics affect performance and the importance of managing discrimination. Workforce flexibility and change management help organizations adapt, using models like Lewin’s and Kotter’s. Compensation includes pay structures, incentives, and benefits, while downsizing addresses layoffs, offboarding, and retention strategies to maintain morale ...

This document describes organizational change, including its scope, levels, and driving forces. It presents frameworks for managing change, such as Lewin’s Three-Step Model, Kotter’s Eight Steps, and Schein’s Three Levels of Culture, and explains tools like Management by Objectives. The document also covers resistance to change and strategies for overcoming it through communication, participation, and support.

This document describes workforce flexibility, including the modulators of flexible work, legal regulations, and strategic HR practices. It explains the different dimensions of flexibility—temporal, spatial, numerical, functional, and financial—and outlines the benefits for both employers and employees. The document also covers blended workforces, flexible work policies, barriers and challenges, and the role of HR in designing, implementing, and monitoring flexible work arrangements.

This document describes workplace diversity, including how individual characteristics such as age, gender, ethnicity, abilities, religion, sexual orientation, and cultural identity influence employee performance. It covers discrimination, stereotyping, and stereotype threat, as well as surface-level and deep-level diversity. The document also explains ability differences, diversity management strategies, and the implementation of effective diversity programs to attract, develop, and retain diver...