performance work practices on employers and employees. The primary goal of most businesses is to maximize profits for the owners. High performance work practices (HPWPs) are a methodology used by various organizations to maximize workforce potential. HPWP is a combination of various theoretical models working alongside a receptive organizational climate and culture. This analysis will state the merits of HPWPs on employers and scrutinize its shortcoming on employees. The essay has been structured
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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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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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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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word-of-mouth publicity by employees themselves that make these organisations highly coveted by job seekers across the country. That’s called employment branding (e-branding)-- positioning a company as a ‘great place to work for’ by using a well-crafted messaging strategy backed by consequential and relevant employee-oriented initiatives. In an era where organisations are falling over each other to recruit the best talent and employees hop jobs for just a few thousands rupees‚ employers need to stand out
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|: |LAW 1 | |II. |Course Title |: |OBLIGATION AND CONTRACTS | |III. |Course Credit |: |3 units
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ROL: Concepts of Employer Branding Employer branding is a relatively new field in research and management. Scientific literature on the topic is still scarce whereas quite a few management handbookshave evolved in recent years (cf. Backhaus & Tikoo‚ 2004; Edwards‚ 2010; Sutherlandet al.‚ 2002). Employer branding and its related concepts‚ such as employer attractiveness‚ are characterized by a lack of structure and some confusion with regard to definitions and termini (Sponheuer‚ 2009). One
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Bush administration‚ but his decisions tremendously affected the way CIA is run today. Review Questions: 1. As suggested by Waldo’s essay‚ the advice about ethical behavior in the public office is a set of “maps” divided into 12 different obligations: to the Constitution‚ to Law‚ to Nation or Country‚ to Democracy‚ to Organizational-Bureaucratic‚ to Profession and Professionalism‚ to Family and Friends‚ to Self‚ to Middle-Range Collectives‚ to the Public Interest or General Welfare‚ to Humanity
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Throughout the chapter‚ Genetic Choices‚ the issue of moral obligations in regards to genetic information about potential disease and illness. Upon review‚ I find individuals to have a moral obligation to warn others if they have knowledge about their genetic predisposition in regards to disease and/ or illness. The first case I will discuss is when an individual knows their family members are either at great risk or are certain to have a specific disease and/ or illness due to their diagnosis or
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1. Obligation is a juridical necessity because one of the sources of our obligation is the law. 90% of our obligations comes from law. 2. 4 sources: Law‚ contract‚ quasi-contract‚ delict tas may isa pa e. quasi-delict. 3. Generic thing- object to ng obligation tas kung nawala sya‚ pwede pang palitan kasi nga generic. Tas kapag specific once na nawala yung object‚ hindi na pwedeng palitan. Tas liable yung debtor sa damages sa creditor. 4. Obligations of the debtor: to give‚ to do or not to
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