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Happiness
Better TipsBusinessManagementMarketingTrendingWriting

15 Good Character Traits Important for Happiness

by Shamsul

15 Good Character Traits Important for Happiness

 
 
When we meet someone for the first time, we assume his personality on the basis of his good character traits. There are so many good character traits, such as simplicity, politeness, optimism, fairness, forgiveness, and the list goes on. These traits were carved about Abraham Lincoln, the sixteenth President of the US. He was known for his honesty and integrity. He was the emblem of several good character attributes. He abolished slavery and worked for his people by using his traits.
 
 
What are Good Character Traits?
 
As we discussed above, there are plenty of good character traits such as courage, loyalty, fortitude, integrity, etc. These attributes are necessary for showing good behavior. When someone does something on the basis of his or her traits, it will produce fruitful results because he is doing morally right. These traits define your behavior, and people will treat you based on your traits. He or she expresses his attributes through actions or words.
 
 
Why is Good Character Essential?
 
A good character shows one’s identity and behavior. The foundation of a positive society is based on people’s good character traits. It is important to develop good character traits. With these attributes, you can excel in anything. In this chaotic world, you should show good character traits to form a healthy and united society. Good characters build confidence, trust and self-respect. It can help you in everyday life and you can take important decisions with the help of good character traits. When you value your integrity and honesty, you can produce positive results. How to develop good character traits? What are the major good character traits? You can get the answers in this post. So, keep reading!
 
 
1- Integrity
 
Your integrity is one of the most important personal traits. They exhibit your core values and principles. You can consider them as your guide to spending your life. If your integrity is strong, you can easily maintain good character traits.
   
 
 
2- Honesty
 
The most important trait in your life is your honesty. If you want to become a good person, then you must develop this trait into your character. You have to be straightforward in your dealings, thoughts, and interactions. To develop this personal trait, you need to develop authenticity and self-honesty.
 
 
3- Ambitiousness
 
In order to achieve your goals and objectives, you should develop this trait. Whether you want to earn money, establish a business, or master in any career, you have to be ambitious. The reason behind is that it gives you the desired motivation to achieve your goals. However, it is crucial to develop ambitiousness in a positive sense.
 
 
4- Encouraging
 
You can motivate people when you have encouraging traits. Through this trait, you can offer strength, help, and hope to others. You can literally increase anyone’s confidence through this trait. When you have this trait, you can understand people more vigilantly and can offer help. Your encouraging and supportive nature will force everyone to love you.
 
 
5- Loyalty
 
Loyalty is one of the most important traits that you show to your loved ones and relatives. You can only establish a faithful connection with others when you show some loyalty. With this good character trait, you can make strong bonds with your loved ones, employers, friends, and community.
 
 
6- Respectfulness
 
When you give respect to everyone, they will love you more. You should treat everyone with kindness, civility, and dignity. When you give respect to your loved ones and friends, your relationships become unbreakable.
   
 
 
7- Courageousness
 
You have to keep courage in every matter of life. When you show some courage, you present yourself as a man. You can fulfill your commitments with the help of the right plan or decision, but it takes some courage of course.
 
 
8- Generosity
 
When you give someone your time, emotions, energy, or words without expecting anything in return, this is called generosity, and is one of the biggest good character traits.
 
 
9- Forgiving
 
If you have the ability to forgive anyone no matter how big his mistake was, you have one of the biggest personal character traits. It is a fact that we as a human have so many flaws. So, when you forgive someone, you show your good character. This attribute is the manifestation of commitment and courage.
 
 
10- Thoroughness
 
When you are straightforward in your dealings and actions, you put more effort in your work and dealings to achieve the desired results. You can easily complete your commitments when you are through. This ability is essential if you want to transform yourself into a good human being.
 
 
11- Considerate
 
The real meaning of being considerate is to show politeness and respectfulness. You show love and care in your dealings to others. In short, you adjust your behavior according to the situation.
   
 
 
12- Responsibility
 
You have to show your 100 percent responsibility in every matter. When you fulfill your responsibilities, people will love you more and will consider you as a responsible person. It is an important character trait.
 
 
13- Optimism
 
You have to be optimistic because it can help you achieve more. When you show optimism in your approach, you can win hearts of people. It is an important personal character trait that you can develop easily.
 
 
14- Lovingness
 
It is one of the most crucial personal character traits that every human being should develop. When you love your family, friends, and colleagues, you can easily establish a strong bond with them. With some love, you can achieve your desired goals and objectives.
 
 
15- Politeness
 
Your good manners and positive behavior is the biggest good character trait. Your etiquette and politeness is the thing that can do magic for you. You can win the trust of people with your politeness and positive attitude. When you encounter with people politely, they will definitely like and love to encounter with you again. You can fortify your relationships with people when you learn this particular skill.
 
 
 
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  Artificial-Intelligence  
 
 
Better TipsBusinessHealthManagementMarketingTrendingWriting
 
Is Artificial Intelligence Going to Benefit HR in the Future?
 
 by Shamsul   
 
 
 
 
 
 
Is Artificial Intelligence Going to Benefit HR in the Future?
 
 
Undoubtedly, AI is exceptionally beneficial for several industries and departments. It can fully transform HR and can make it much better. Can artificial intelligence benefit HR in the future? The simple answer is yes. Every company desires to enhance its productivity and speed. In this regard, AI can do this thing very easily. It can make different departments, including HR, more effective and productive. It brings accuracy and helps to accomplish your goals.
 
However, you can only do this when you know how to implement AI in HR. If you plan to make your HR department more productive and effective using AI, then this article will significantly help you.
 
 
Will Artificial Intelligence Carry Disadvantages or Risks?
 
Well, everything has its own advantages and disadvantages. When you introduce change, it can be either positive or negative. Implementing AI in HR can take time and some hard work. You can only minimize obstacles when you know what to do about them. You must focus on the following things while adopting artificial intelligence,
· You must choose the right person for this job. An inexperienced person can’t do this with ease.
· Train your team and tell them about the latest innovations and technologies.
· Enhance employee engagement and do not rely only on AI.
   
 
These are some risks, but the good thing is that they are not so challenging to handle.
 
 
Can Artificial Intelligence Cost You Your HR Position?
 
Honestly speaking, it is just a myth. Companies take AI as an automation program to enhance the productivity of their employees. It is very useful when it comes to retaining your employees. With the help of high tech and automation, companies can literally boost their productivity and effectiveness.
 
Your HR team is also responsible for implementing AI in different departments. So, a company can’t neglect the importance of its HR team. It is necessary to stay relevant in your market or niche. You will see plenty of advantages when you successfully implement AI in HR.
 
 
The Advantages of AI in HR
 
Artificial intelligence is truly practical in understanding what you and your team do. You can copy, automate, and improve different tasks with the help of artificial intelligence. As a result, you can achieve results faster. It also enhances your customizing abilities and priorities. Want to know more benefits of AI? Keep reading!
   
 
 
Benefits for the Employee
 
Employees complain about work and the time they get to complete a specific task. They get very little time to do so much work. With the help of artificial intelligence, they can effectively customize their tasks and manage work. They can streamline their day-to-day operations with AI. Both new and potential employees can also take maximum advantage of AI. It can help the HR team in the recruitment process. The role of AI in building a happy and productive HR team is huge.
 
 
Benefits for the HR Teams
 
Artificial intelligence is exceptionally beneficial for HR teams and HR practitioners. There is no need to handle paperwork manually when you have the accessibility of AI. It saves time by automating repetitive tasks. Plus, it can identify potential candidates from a recruitment list on the basis of their skills, qualification, positions, and personalities. Moreover, AI can do it with much more accuracy.
 
 
Benefits for the Business Owner
 
Business owners or employers can get the maximum input from the HR department. The reason is that the HR team has to only deal with software to manage paperwork. So it saves time, and they can brief their employers effectively.
   
 
 
 
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  Human Resources  
 
 
BusinessManagementMarketingSWOT & PESTLE Writing
 
Human Resources | HR SWOT Analysis – Why They Should Practice?
 
 by Shamsul   
 
 
 
 
 
 
 
HR SWOT Analysis: Why They Should Practice This Study
 
 
There is no doubt about it that a football team can’t play the best game without a manager. Similarly, an organization can’t work better without human resources. We are conducting an HR SWOT analysis to fully understand its strengths, weaknesses, opportunities, and threats.
 
In football, a coach’s responsibility is to organize and recruit the best players in a squad to perform well. In any company or organization, the main job of HR is to recruit excellent employees and ensure that they perform well to achieve the goal.
 
They are responsible for workforce-related functions in a company. For example, if an organization does not have an adequate workforce, it is the responsibility of the HR department to recruit highly qualified employees by conducting interviews. The department is also responsible for designing suitable salary packages for them.
 
Moreover, they are also responsible for solving daily issues of the workers and establishing a work culture. SWOT stands for strengths, weaknesses, opportunities, and threats. This tool gives a complete overview of an organization by highlighting its external and internal factors. Strengths and weaknesses are internal factors whereas opportunities and threats are external factors.
 
Now, you have got the basic idea of the SWOT analysis. Let’s move to HR SWOT analysis without wasting further time,
   
 
 
Human Resources | HR SWOT Analysis
 
Strengths of HR:
 
Strengths are the factors that play a big role in the growth of any organization. As HR is directly connected with the workforce, so any decision, strategy, or policy can make the workforce even more productive and efficient.
 
1- Low Employee Turnover Rate:
 
Retaining employees for the maximum period in an organization represents the employee turnover rate. If it is high, then it means a company fails to retain its workers. The low employee turnover rate is a major strength of HR. It is very overwhelming to keep your employees satisfied. Factors such as poor management, poor communication, and low compensation are the main reasons for quitting jobs from employees. Professional HR gives value to each employee and works hard for the betterment of the employees. That’s why they succeed in retaining their employees.
 
2- Good Salary Package:
 
While getting a job, a worker’s main interest lies in the compensation package. After all, we all want to live the best life. It is the job of HR to giving a handsome salary package to its workers at the time of recruitment. This small factor will surely increase the productivity level and efficiency of the employees which results in the favor of the organization.
 
3- Supportive HR:
 
It is one of the biggest worries of any employee to have a non-cooperative HR. It is the duty to be in contact with its workforce and maintains a good relationship with them. A cooperative HR can make any employee happy and positive. It increases the organization’s image in the market.
 
4- Protection of Employee’s Rights:
 
Protecting the rights of employees is one of the biggest concerns. They face discrimination in several organizations just because of their religion, culture, gender, ethnicity, etc. It’s HR’s duty to protect their employees’ rights in working place. This will strengthen the relationship between HR and the employees. It is good for enhancing productivity and effectiveness within an organization.
 
5- Use of Technology in the Operations:
 
It is an era of technology and digital transformation. Tasks that were time-taking at a time can be completed in a fraction of seconds with new technologies. The department should exploit the latest technologies in their operations to increase efficiency. For example, they can use recruitment websites to find the best people for the company. On the other hand, Software can help them to manage day-to-day tasks easily. They can take the help of automation and enhance the company’s productivity.
   
 
 Human Resources | HR SWOT Analysis
 
Weaknesses of HR:
 
It is an internal factor in the SWOT and highlights the negative points or weaknesses of the company. It is really difficult to find out weaknesses but after finding weaknesses, you can convert them into strengths.
 
1- Budget Restraints:
 
Allocating the main resources is the primary job of HR which is necessary to get amplified outcomes. In the situation of budget restraints, HR can’t be able to perform its actions rightly. Since it is directly involved in workforce-related functions, a lack of budget will lead limit its working capability. This will bring dissatisfaction and demotivation among other people which directly impact the performance of the organization in a negative way.
 
2- Dispirited Employees:
 
It is a will of every company that its employees should be highly skilled and motivated, but this is very rare. Demotivated or dispirited employees are one of the biggest challenges for HR. They are the major weakness of any organization and its overall working culture. They also spread demotivation.
 
3- Bad Image:
 
Having a poor or bad image can put an organization in trouble. Once its reputation is dented, it can’t come out of it. In this scenario, HR has to work immensely to bring some positive change. Like, you don’t want to be friend with a bad reputed person. That’s why the role of HR is really big in this situation and they have to utilize all their resources to show a good image of the organization. Every jobholder wants job security and the good reputation of the company provides such a guarantee. It is one of the most difficult things to hire a professional and competent workforce.
 
4- Additional Power can Backfire:
 
To save a company from bankruptcy or financial crisis, HR plays a huge role. As they manage one of the most important factors in the company such as labor and production, so they have to show responsibility. If they use their power for the wrong purpose, then it can also put the company in trouble too. So, HR should perform all the actions fairly in order to reduce the risk of any hassle.
 
 Human Resources SWOT Analysis
 
Opportunities for HR:
 
  • Technological Improvement:
 
It is crucial for HR to utilize the latest technologies to improve its operations. AI (Artificial Intelligence) is really important in this regard as it can help HR to carry out operations productively and efficiently. They can utilize virtual reality for the betterment of employees in the form of training. They can teach workers virtual machines in order to reduce the risk. Using new technologies can give HR a competitive edge and organization too over its competitors.
 
  • Increase in the Budget:
 
There is no link between HR with generating revenue, it only distributes and manages the funds. So, a decrease in the HR budget can lead to several money-related problems. It is imperative to increase the HR budget so that they can perform their operations efficiently. It is also beneficial for the company as well. If they have enough budgets, then they can recruit and hire competent people. These workers can play their part in the success of the organization. Moreover, an increment in the funds will also help to increase the pay of employed people.
   
 
  • Increase in Professional Labor:
 
It is a fact that there is no shortage of skilled forces in the market due to the quality of education and reputed institutions. It is a big opportunity for HR to hire qualified employees for the organization, playing role in its success.
 
  • Developing HR Policies:
 
By adopting new HR policies and strategies, they can increase efficiency and effectiveness. They should find new and innovative ways to amplify workers’ satisfaction and productivity.
 
 
Human Resources | HR SWOT Analysis
 
Threats to HR:
 
  • Technology:
 
Technology can be constructive but unconstructive at the same time. It has its own pros and cons. We have mentioned above that HR should use new technologies to recruit workers but you can’t fully rely on the technology. The over-exposure of technology can limit the involvement of HR in several operations. So, it is one of the biggest threats in this perspective.
 
  • Increased Demand for Workers:
 
These days, skilled employees or workers are in demand. If other organizations start hiring employees for similar posts, then it can be considered a threat to HR. As a result, the competition will be increased and other companies will offer better compensation packages to hire skilled labor. This would also increase the employee turnover rate.
 
  • Data Privacy:
 
It is vital to protect the private data of employees. Although every organization has the right to record the data of their employees they can’t share it with someone else without any purpose. HR should protect the data of every employee otherwise the company and HR individuals can face lawsuits or legal actions. The company can also face heavy fines which destroy its overall reputation in the market. Recently, a company named Meta was fined up to 17 million euros due to a data breach.
 
 
Human Resources SWOT Analysis
 
To Conclude:
 
We started this article by telling the importance of HR in any company or organization. We also covered some major responsibilities of HR. It can use this SWOT analysis to convert its weaknesses into opportunities. After reading this, we are sure that you have fully understood the concept of HR in any organization and how they can improve their efficiency by working on strengths and opportunities.
   
 
 
 
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  HR Policy  
 
 
BusinessManagementMarketingPersonal Growth
 
Human Resources Policies are an Important Element of Every Corporation
 
 by Shamsul   
 
 
 
 
 
 
Human Resources Policies – Meaning, Importance and Functions
 
 
Human resources policies are indeed a collection of rules that a company uses to maintain its human capital. These are all the guidelines for hiring, assessing, training, as well as compensating people. They are regarded as the framework & driving element that assists in making confident decisions for the institution’s as well as its workers’ well-being (Pandey, J., 2021).
 
Meaning:
 
Human resources policies are just an important element of every corporation since they assist to create clear guidelines for how the firm should operate. It’s a strategy to safeguard your company and avoid confusion in the future. Whenever a company sets robust rules, it demonstrates its desire for an equitable workplace that adheres to corporate governance principles (Pandey, J., s2021). It is the duty of the human resources department to develop practical and ethical regulations to help the company grow.
 
Importance:
 
The significance of human resource policies are explained in the following paragraph:
 
Guarantees that the institution’s employees’ requirements are acknowledged and addressed. Implies that workers receive appropriate benefits in exchange for their services. It assists in the resolution of employee issues, grievances, and concerns and provides a mechanism for doing so. It helps to ensure that workers are given practical learning and development programs to fulfill the company’s objectives. HR policies shield employees against threats from within the company (Bhasin, H., 2021). It is regarded as crucial since it aids in the institution’s professionalism. Guarantees that workers are paid fairly. These are necessary because they assure that competent individuals are provided vacation time and thus are compensated for it when it is due.
   
 
 
 
 
Read Also: ETHICAL RESPONSIBILITIES OF HUMAN RESOURCES MANAGEMENT
 
 
Functions:
 
Human resources policy serves the following purposes:
 
The human resources policy aims to serve as a sustainable link between workers and the organization. It aids in informing employees about their job status. Human resource management practices define and manage employees’ needs, which is a critical role. Their job entails analyzing possible changes that would impact employees on a regular basis. It sets the groundwork for treating its employees equally. Human resource practices serve as a foundation for developing the employee handbook. Their responsibilities encompass informing stakeholders about the institution’s beliefs and aims. Moreover, specific requirements for supervisors and managers should be established. Another of the responsibilities of human resource management practices is to convey to all levels of the organization the technique and method of executing all regulations (Bhasin, H., 2021). 
   
 
Create a foundation for mentorship, employee onboarding, as well as supervisory training. Make your workplace a pleasant company to work in. This must present a clear impression of the institution’s workers’ occupational development and growth. Among the most important tasks of human resources policy is to ensure that they have the industry’s best practices and regulatory requirements.
 
Conclusion | Human Resources Policies 
 
To develop and maintain discipline in the business, each corporate organization needs a comprehensive strategy and human resources policy. These are all the rules that should be followed throughout the workplace to ensure ethical and moral behavior. It outlines the company’s responsibilities to its workers & instructs personnel on how to conduct themselves to sustain the workplace’s integrity.
 
 
 
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  HRM  
 
 
BusinessManagementMarketingScholarly
 
Ethical Responsibilities of Human Resources Management
 
 by Shamsul   
 
 
 
 
 
 
Ethical Responsibilities of Human Resources Management
 
 
 
Question: 
 
Assess, with examples from a range of organizations, the ethical responsibilities of Human Resources Management staff to all organizational stakeholders.
 
 
Introduction 
 
Today, it is challenging to ignore the ethical question that runs through our society and to which the company is not immune. Is this an “ethical wave” sweeping? A question that arises following a scandal or, more generally, when things are not going well? Is this a new management? Sustainable development, social responsibility, ethical management, the names are different, practices and expectations may vary or be similar (Greenwood, 2001). All sectors of the company are affected: finance, marketing, production, and human resources, all the “stakeholders” of the company are concerned: those who work or govern it, customers, suppliers, competitors, neighbors, various associations, and others. What is the role of human resources managers? How are they affected? These questions are indeed useful and need to be answered.
 
Indeed, the opinions and positions of company managers differ depending on the situations encountered within each company. Moreover, on the definition of ethics adopted. Depending on the sector of activity, the legal provisions, the type of “stakeholders” along with the strategy and the type of organization, according to the significant events related to ethics. It all depends on the company’s knowledge or ability to know, and according to the attitude of its leaders. The question will be presented differently and the response methods will be specific (Greenwood and Simmons, 2004). 
   
 
Human resources managers have a role to play in the ethical conduct of the various HR functions: from recruitment to career management to layoffs and retraining, including management through skills, assessment, or training. They all have a role to play in relations with colleagues, staff, and union representations, with socio-economic and political leaders, and with the company’s external partners. They have a role to play in the implementation of cross-company practices (Greenwood, Michelle, and Freeman, 2011).
 
Ethical Human Resource Management
 
If we combine the concept of employees engagement with the moral treatment of the employees, the entire scenario refers to as ethical HRM. Basically, it combines stakeholder engagement with the organizational stakeholders’ moral treatment, which is implied by ethical HRM (Kaler, 2002). As per the stakeholder theory, the organization is obliged to treat its employees professionally. It is an end in its own right as well as bearing the consequences of its behavior towards the company employees. This position is also consistent with pluralist assumptions related to the employment relationship. All the parties enter into a contract with their consent and voluntary action. The company will hold positive obligations by virtue of acceptance of the benefits of the employees’ contribution and vice-versa (Miles and Friedman, 2002).
 
On the other side, employees have liberty and safety in the workplace. Like the right to organize, freedom of association, eradication of forced labor, collective bargaining, provision of equal treatment and opportunities. They also work with standard and regulating conditions across the spectrum of work-related issues (International Labour Organisation, 2004). An argument to this aspect presented by Bowie (1998) which suggests that employees also hold the right to meaningful work. Moreover, Rowan (2000) argues that the employees also have the right to get respect in which he added the right to freedom, equality, and well-being. This viewpoint of ethical HR implies that the organization is obliged to act in the best interest of the employees. Also, do so to enhance these interests and involve employees in the decision related to those interests. 
 
The Image of the Leader and the Identification of Unethical Practices
 
The perception that staff members have of their leader as a “moral” leader is important. This encourages staff to follow the leader and enables a process of change. The leader’s role is “to articulate and personify the values ​​and standards to which the organization aspires, to inspire and motivate employees to follow their leader.” If we think first of all of the company’s managers, each of them, at their level of responsibility, play a leadership role. “Staff needs to recognize the moral characteristics of the leader: his honesty, his integrity.” “This will allow the leader to focus the attention of the organization over ethics and values ​​and to disseminate in the organization those principles which will guide the actions of the employees” (Crane & Matten, 2004).
 
Certain practices related to organizations and human resources can be qualified as “unethical.” These applications discredit the entire company: in theory, we are talking about new working models; in practice, this may be accompanied by part-time jobs rather than full-time jobs; In theory, we can speak of flexibility; for practice, it may be for management to “do whatever it wants”; In theory, we can talk about delegation, empowerment and, in practice, making someone else take risks and responsibilities; In theory, we can speak of training and development and, in practice, of manipulation; through the theory, we can speak of the recognition of the work of individuals and, in practice, we “underestimate unions and collective disputes”; In theory, we can speak of work teams and, in practice, be less respectful towards individuals (Werhane, Radin and Bowie, 2004).
 
 Ethical Misconduct 
 
An example of this can be associated with ethical misconduct in the fast-food chain, McDonald’s, which stated that the fast-food giant treated its employees in a criminal and illegal manner. In the year 2012, approximately 200 Eastwood workers in the New York City associated with the McDonalds chain went over a strike demanding an hourly wage of 15 dollars as well as the right to establish a union.  
 
The protests for Fight for 15 widely spread across the US. Simultaneously, Service Employees International Union (SEIU) supported this. Simaltiouneosly it expanded to almost 150 US cities and over 33 countries. This case is eventual evidence of the inability of the restaurant’s HR department to connect with its employees. 
   
 
 
The Success
 
 
This campaign on part of the McDonalds employees was a remarkable success in a very short time span. The National Labor Relations Board ruled out that the corporation is a joint employer of those who is working in franchise-based restaurants, a big win for fast food activists. Later on, New York City ordered the managers to grant a minimum $15 wage to 180,000 fast-food workers in the state. Similarly, the fast-food chain operator offered an increase to those who were working in the restaurants outright owned by the corporation which imposed pressure over the HR departments of the franchises to do the same.
 
 
 
 
 
Conclusion
 
Basically, the concept of ethical HRM practices and stakeholders is an argument between the moral treatment of the organizational stakeholders. As well as the strategic treatment of the stakeholders. This distinction does have a considerable implication for human resources. Employees can morally be viewed as individuals who have their own interests and rights or they can either be viewed strategically. They will be a resource for maximizing organizational revenues. Depicting employees as moral stakeholders provides a normative and practical model for ethical human resource management and the stakeholder theory holds the potential for presenting a framework. 
   
 
This will determine the darker side of HR and increase the theoretical understanding of this aspect.
 
 
 
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References
 
  1. CRANE Andrew et MATTEN Dirk, (2004) Business Ethics, New York, Oxford.
  2. Greenwood, M., & Simmons, J. (2004). A Stakeholder Approach to Ethical Human Resource Management. Business & Professional Ethics Journal, 23(3), 3-23. Retrieved February 3, 2021, from http://www.jstor.org/stable/27801346
  3. Greenwood, M.R. 2001. Community as a stakeholder: Focusing on corporate social and environmental reporting. Journal of Corporate Citizenship, 1(4): 31-45
  4. Greenwood, Michelle & Freeman, R.. (2011). Ethics and HRM. Business and Professional Ethics Journal. 30. 269-292. 10.5840/bpej2011303/413.
  5. https://www.theguardian.com/commentisfree/2014/may/15/poverty-wages-exploited-workers-mcdonalds-protests
  6. Kaler, John. (2002). “Morality and Strategy in Stakeholder Identication.” Journal of Business Ethics 39(1): 91–99.
  7. Miles, Samantha, and Andrew L. Friedman. (2002). “Exploring the Social Construction of Stakeholder Management in the UK.” Oxford Brookes University Business School: Discussion Papers in Governance and Accountability No 02/008
  8. Werhane, P. H., T. J. Radin, and N. E. Bowie. (2004). Employment and Employee Rights. Malden, MA: Blackwell Publishing.
 
 
 
 
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