The pastoral role is a significant leadership function within the global evangelical church and is critical to the ongoing health, nurturing and spiritual development of the church and its members. There is limited literature and reflection on hiring for the church, yet the selection of a pastoral leader is more than an employment exercise as it involves important Christian values, perceptions and priorities of the church and the denomination. This article records a study on pastoral hiring process within (...) a significant evangelical denomination in Canada. It uses a descriptive, multiple case-study approach involving four churches engaged in a pastoral search process. Findings revealed a convergence between church practices and typical organisational processes with pragmatic strategies for hiring decisions. In a secularising society of Canada, it is especially important that the church critically reflects on maintaining scriptural values on its hiring practices and not be shaped by the commercially driven business context to distinguish ethical practice and maintain its Christian witness. Contribution: This study provides new knowledge in the field of congregational studies on a much-neglected area of Christian practice, motivating for critical reflection and scriptural integrity within pastoral hiring processes. (shrink)

It is widely believed that preferential hiring practices inevitably result in hiring less qualified candidates for jobs. Indeed, this follows analytically from some definitions of preferential hiring (e.g. George Sher's). This paper describes several preferential hiring strategies that do not have this consequence. Sher's definition is thus shown to be inadequate and an alternative definition is proposed.

This paper presents the behavioral interview model that we developed to formalize our hiring practices when we, most recently, needed to hire a new clinical ethicist to join our staff at the Center for Ethics at Washington Hospital Center.

This paper presents the behavioral interview model that we developed to formalize our hiring practices when we, most recently, needed to hire a new clinical ethicist to join our staff at the Center for Ethics at Washington Hospital Center.

Women’s underrepresentation in science, technology, engineering, and mathematics (STEM) is related to the hierarchical social structure of gender relations in these fields. However, interventions to increase women’s participation have focused primarily on women’s interests rather than on STEM managers’ hiring practices. In this research, we examine STEM hiring practices, explore the implicit bias in criteria used by STEM managers, and suggest possible corrective solutions. Using an experimental design with 213 men and women STEM managers, we show (...) that when evaluating a female candidate, women and men STEM managers apply differential selection criteria, with men demonstrating implicit in-group gender favoritism in their hiring decisions. Specifically, the ability to work long hours was a more important criterion for male managers when evaluating a female candidate, forming an implicit gender bias, whereas female managers gave greater importance to problem-solving ability, a more gender-equal criterion. Adding a personal note to the curriculum vitae stating that the candidate had hired a full-time nanny was useful in decreasing the importance of the ability to work long hours criterion for men managers. We suggest individual and institutional interventions to reduce this bias, as a path to increasing women’s participation in STEM. (shrink)

The idea that jobs should be awarded purely on merit has become something of an axiom, but the moral basis of it remains elusive. If employers are under a duty to appoint the most qualified candidate, to whom exactly is this duty owed, and on what grounds? I distinguish two kinds of answers to this question. Candidate-centred arguments are those according to which qualifications generate entitlements for their bearer, such that the most qualified applicant for a job has some moral (...) claim or right to it. But of course job-seekers are not the only parties with a stake in personnel selection decisions. The existing employees of an organisation, its clients and creditors, its shareholders, and society more generally are also affected. The duty to hire on merit, one might argue, is owed ultimately to one or more of these “stakeholder” groups. I refer to arguments with this structure as stakeholder-centred. The purpose of the paper is to carefully distinguish, organise and scrutinise various arguments within these camps; to sketch a map of the ethical terrain, so to speak. What the sketch reveals is that both the scope and weight of the duty to hire on merit — the exceptions to it, and the stringency of it — vary depending on its grounds. The argumentative strategy that we adopt to justify meritocracy, then, is of both theoretical and practical importance. (shrink)

Popular clothing retailer Abercrombie and Fitch (A&F) is well-known for hiring attractive store sales clerks. While the economic benefits of this hiring practice for the company are undeniable, many commentators contend that it constitutes wrongful discrimination against unattractive job seekers. In this article, I explore the ethics of A&F-style lookism and challenge two common perspectives on this issue. I argue that on one hand, looks-based hiring cannot be defended based on its economic benefits alone, as race-based (...) class='Hi'>hiring also can be profitable in some circumstances. At the same time, I reject arguments that looks-based hiring is not “job relevant” given its economic impact in many contexts. Through a com- parison between race- and looks-based hiring, I conclude that at least for businesses that are relevantly similar to A&F—firms for which lookism produces clear economic benefits—looks-based hiring is permissible. (shrink)

Since the passage of Title VII of the Civil Rights Act of 1964 and more recent Federal legislation, managers, regulators, and attorneys have been busy in sorting out the legal meaning of fairness in employment. While ethical managers must follow the law in their hiring practices, they cannot be satisfied with legal compliance. In this article, we first briefly summarize what the law requires in terms of fair hiring practices. We subsequently rely on multiple perspectives to (...) explore the ethical meaning of fairness in hiring. Ethical fairness underlies the law and regulations in this area, but goes beyond them as well. We conclude by demonstrating that ethical hiring practices enable managers to make better hiring decisions. (shrink)

ABSTRACT:Lateral hiring is the intentional action of one employer to identify, solicit, and hire an individual or group of employees currently employed by another firm, a practice often pejoratively labeled “poaching.” We use the method of critical genealogy to demonstrate that the norms that discourage lateral hiring are constructions used by powerful employers to control the turnover of their employees, making them subjects of their employer’s power rather than free and autonomous people in their own right. We suggest (...) instead that ethical responsibility for entertaining or rejecting lateral hiring offers rests with the focal employee(s). We conclude that the form and symmetry of loyalty between employees and their current employers are the determinants of the appropriateness of an employee’s decision to entertain and accept outside offers. These conclusions imply responsibilities for employers to forge (and employees to honor) symmetrical relational loyalty in the workplace, but not for alternate employers to refrain from making lateral hiring offers. (shrink)

Employers sometimes use personality tests in hiring or specifically look for candidates with certain personality traits such as being social, outgoing, active, and extraverted. Therefore, they hire based on personality, specifically extraversion in part at least. The question arises whether this practice is morally permissible. We argue that, in a range of cases, it is not. The common belief is that, generally, it is not permissible to hire based on sex or race, and the wrongness of such hiring (...) practices is based on two widely accepted principles: the Relevance Principle and the Fairness Principle. The Relevance Principle states that hiring should be based on what is relevant to job performance, while the Fairness Principle states that hiring should be based on features that individuals can control. Since hiring based on sex or race violates these principles, it is wrong. However, we argue that, in a range of cases, hiring based on extraversion also violates these principles, and assuming the validity of the Relevance and the Fairness Principles, it follows that personality discrimination is morally wrong in those cases. (shrink)

Certification of banana plantations is widely used as a device for protecting and improving socio-economic conditions of wageworkers, including their incomes, working conditions and—increasingly—voice [related to labour relations and workplace representation]. However, to date, evidence about the effectiveness of certification in these domains is scarce. We collected detailed field data on economic benefits for improving household income, social benefits for labour practices, and the voice of wageworkers focusing on identity and identification issues amongst wageworkers at Fairtrade certified banana plantations (...) and comparable, non-certified plantations in the Dominican Republic. We used different types of regression models to identify significant relationships. Econometrical analysis of survey results complemented by field observations and outcomes from in-depth stakeholder interviews indicate that the impact of Fairtrade certification on wageworkers’ economic benefits is rather limited. However, the impact on the voice of wageworkers, is more evident. On Fairtrade certified plantations workers are more satisfied with the course of life and better represented. Thus while the additional value of Fairtrade certification on primary wages seems limited, Fairtrade has relevant positive effects on the labour force, particularly by delivering in-kind benefits, offering a sense of job-security, improving voice and enabling private savings. Benefits of certification, but also other interventions with a similar purpose, might therefore not be discerned in terms of economic benefits such as wages or basic labour conditions that are under direct control of national law, but they should be identified in terms of social benefits and improved norms of conduct for wageworker engagement. (shrink)

Veterinarians are increasingly confronted with new technologies, such as Precision Livestock Farming (PLF), which allows for automated animal monitoring on commercial farms. At the same time, we lack information on how veterinarians, as stakeholders who may play a mediating role in the public debate on livestock farming, perceive the use and the impact of such technologies. This study explores the meaning veterinarians attribute to the application of PLF in the context of public concerns related to pig production. Semi-structured interviews were (...) carried out with pig veterinarians located in the Netherlands and Germany. By using an inductive and semantic approach to reflexive thematic analysis, we developed four main themes from the interview data: (1) the advisory role of the veterinarian, which is characterized by a diverse scope, including advice on PLF, generally positive evaluations and financial dependencies; (2) the delineation of PLF technologies as supporting tools, which are seen as an addition to human animal care; (3) the relationship between veterinarian and farmer, which is context-related, ranging from taking sides with to distancing oneself from farmers; and (4) the distance between agriculture and society, in the context of which PLF has both a mitigating and reinforcing potential. The present findings indicate that veterinarians play an active role in the emerging field of PLF in livestock farming. They are aware of and reflect on competing interests of different groups in society and share positions with different stakeholders. However, the extent to which they are able to mediate between stakeholder groups in practice seems to be constrained by external factors, such as financial dependencies. (shrink)

The use of artificial intelligence (AI) in hiring entails vast ethical challenges. As such, using an ethical lens to study this phenomenon is to better understand whether and how AI matters in hiring. In this paper, we examine whether ethical perceptions of using AI in the hiring process influence individuals’ trust in the organizations that use it. Building on the organizational trust model and the unified theory of acceptance and use of technology, we explore whether ethical perceptions (...) are shaped by individual differences in performance expectancy and social influence and how they, in turn, impact organizational trust. We collected primary data from over 300 individuals who were either active job seekers or who had recent hiring experience to capture perceptions across the full range of hiring methods. Our findings indicate that performance expectancy, but not social influence, impacts the ethical perceptions of AI in hiring, which in turn influence organizational trust. Additional analyses indicate that these findings vary depending on the type of hiring methods AI is used for, as well as on whether participants are job seekers or individuals with hiring experience. Our study offers theoretical and practical implications for ethics in HRM and informs policy implementation about when and how to use AI in hiring methods, especially as it pertains to acting ethically and trustworthily. (shrink)

Increasing empirical research on productivity supports the use of statistical or ‘rational’ discrimination in hiring. The practice is legal for features of job applicants not covered by human rights discrimination laws, such as being a smoker, residing in a particular neighbourhood or being a particular height. The practice appears largely morally innocuous under existing philosophical accounts of wrongful discrimination. This paper argues that lawful statistical discrimination treats job applicants in a way that may be considered degrading, and is likely (...) to constrain people’s freedoms in relation to employment, thus giving us reason for moral concern. (shrink)

A distinctively Canadian text which provides theory and practice in case studies. More on Milton Friedman's views, ethics and the professions, South Africa, the environment.

s This paper reports studies designed to examine perceptions of preferential selection. Subjects evaluated the fairness of hypothetical cases of selection decisions based on either candidate sex or ethnic origin. A within-subjects design and a between-subjects design yielded convergent results showing that (1) preferential selection was perceived as unfair, irrespective of respondent sex or the basis for the preferential treatment (i.e., candidate sex or ethnic origin), (2) the level of perceived injustice was directly related to the discrepancy in merits between (...) the successful minority candidate and the more qualified yet unsuccessful majority candidate, and (3) the provision of either an ethical or legislative justification for the selection decisions further exacerbated feelings of injustice. Possible interpretations for the findings and practical implications of the study were then discussed. (shrink)

In this essay, we describe practices developed by the philosophy department at the University of Oklahoma to promote fair and inclusive recruitment, application review, and hiring for faculty positions.

The role of affective ties and informal social networks in management practices is recognised across many parts of the world; guanxi in China, yongo in Korea, blat in Russia and wasta in the Arab World are some manifestations. This paper explores the role of such informal networks in Pakistan by studying the role of sifarish—the act of achieving ends on the basis of network connections—in hiring in Pakistan using thematic analysis of inductively collected qualitative data from 104 individuals (...) from four large organisations. Using social network and social capital theory, the paper highlights the key characteristics of affective networks in Pakistan, comparing them to social networks in other cultural settings. Further, the concept of ethical relativism is used to create a distinction between ethical and unethical sifarish. Thus, the paper enhances understanding of HRM in Pakistan, and contributes towards the literature on cross-cultural HRM, social networks and ethical relativism. (shrink)

Shortened and mildly revised version of an essay that initially appeared in Murove (ed.) African Ethics (2009). This chapter is a work of applied ethics that aims to provide a convincing comprehensive account of how a government official in a post-independence sub-Saharan country should make decisions about how to allocate goods such as civil service jobs and contracts with private firms. Should such a person refrain from considering any particulars about potential recipients, or might it be appropriate to consider, for (...) example, family membership, party affiliation, race, or revolutionary stature as reasons to benefit certain individuals at some cost to the public? Which of these factors should be considered an unjust or corrupt basis on which to allocate state goods and which should not? Drawing on an African ethic, this chapter answers these questions with what it calls a “moderate partialism,” according to which a government agent may rightly favor at some cost to the public veterans and victims of state injustices, but not those in her family or party. This chapter seeks to provide a new, unified explanation of why characteristically sub-Saharan values permit some forms of partiality, such as the preferential hiring of those who suffered from or struggled against colonialism, but forbid other, nepotist or prebendalist forms of partiality. (shrink)

Under what conditions do motherhood penalties emerge in countries undergoing transition from state socialism to capitalism? This analysis identifies the ways managers in global financial firms employ gendered assumptions in constructing and implementing labor practices among highly skilled professional workers in Hungary. Relying on 33 in-depth interviews with employers as well as interviews with headhunting firms, labor and employment lawyers, and analysis of antidiscrimination cases brought before Hungary’s Equal Treatment Authority between 2004 and 2008, we identify several strategies global (...) employers use to shed, demote, and marginalize professional mothers. By demonstrating the salience of motherhood as a status characteristic in the postsocialist labor market, our work contributes to existing scholarship on motherhood penalties. Our work also extends this scholarship by showing how the salience of motherhood is strongly conditioned by state-level arrangements that shape the opportunity context in which employers design and carry out employment practices. (shrink)

Purpose This paper aims to examine whether there are morally defensible reasons for using or operating websites that offer distributed denial-of-service attacks on a specified target to users for a price. Booters have been linked to some of the most powerful DDoS attacks in recent years. Design/methodology/approach The authors identify the various parties associated with booter websites and the means through which booters operate. Then, the authors present and evaluate the two arguments that they claim may be used to justify (...) operating and using booters: that they are a useful tool for testing the ability of networks and servers to handle heavy traffic, and that they may be used to perform DDoS attacks as a form of civil disobedience on the internet. Findings The authors argue that the characteristics of existing booters disqualify them from being morally justified as network stress testing tools or as a means of performing civil disobedience. The use of botnets that include systems without the permission of their owners undermines the legitimacy of both justifications. While a booter that does not use any third-party systems without permission might in principle be justified under certain conditions, the authors argue that it is unlikely that any existing booters meet these requirements. Practical/implications Law enforcement agencies may use the arguments presented here to justify shutting down the operation of booters, and so reduce the number of DDoS attacks on the internet. Originality/value The value of this work is in critically examining the potential justifications for using and operating booter websites and in further exploring the ethical aspects of using DDoS attacks as a form of civil disobedience. (shrink)

Business Ethics: Best Practices for Designing and Managing Ethical Organizations, Third Edition focuses on how to create organizations of high integrity and superior performance. Author Denis Collins shows how to design organizations that reinforce ethical behavior and reduce ethical risks using his unique Ethical Systems Model that outlines how to hire and train ethical employees, make ethical decisions, and create a trusting, productive work environment. Taking a practical approach, this text is packed with tips, strategies, and real-world case studies (...) that profile a wide variety of businesses, industries, and issues. (shrink)

We all have beliefs, even strong convictions, about what is just and fair in our social arrangements. How should these beliefs and the theories of justice that incorporate them guide our thinking about practical matters of justice? This wide-ranging collection of essays by one of the foremost medical ethicists in the USA explores the claim that justification in ethics, whether of matters of theory or practice, involves achieving coherence between our moral and non-moral beliefs. Amongst the practical issues addressed in (...) the volume are the design of health-care institutions, the distribution of goods between the old and the young, and fairness in hiring and firing. In combining ethical theory and practical ethics this volume will prove especially valuable to philosophers concerned with ethics and applied ethics, political theorists, bioethicists, and others involved in the study of public policy. (shrink)

Epigrams of Lingayat saints of the 16th century espousing the Advaita school in Hindu philosophy; transcribed from a palm-leaf manuscript preserved in the Karnatak University.

At a time when more corporate employers are using genetic information as a cornerstone of their hiring practices, when workers find their chromosomes considered alongside their resumes, the ramifications of genetic testing demand further examination. Risky Business analyzes health screening in the workplace - three major types of testing are examined: genetic screening in which job applicants and employees are tested for inherited traits that may predispose them to the disease:genetic monitoring that aims to detect genetic damage among (...) current employees that could indicate exposure to dangerous chemicals; and teratogenic risk in which laboratory cultures and animals are used to provide evidence of the effects of chemical exposure on humans. (shrink)

On April 1, 2001, I joined the world of Health Information Technology. I started a solo gynecology practice with no income and only expenses. I hired a medical assistant to be my front desk person and my clinical helper. I rented a smaller space than most physicians could use for this purpose because my plan was to use technology to avoid both chart storage as well as the people needed to maintain a medical record library.I hired a hospital employee to (...) put together my “network.” He helped me install my software and set up an automatic backup system. I purchased a single robust desktop computer and brought in an older computer from home for the front desk. I bought a scanner and an inexpensive laser printer. The hardware including a router for my “network” of two computers cost me about $6000. The software, a combined practice management system with an associated EMR requiring only single entry of patient demographics, cost me about $7000. (shrink)

The study examines whether (a) personal and organizational values differ in private and public sectors, and (b) personal values and value congruence -the extent of matching between personal and organizational values -influence unethical practices and work behavior. Three hundred and forty middle-level managers from four manufacturing organizations rated 22 values as guiding principles to them to identify their personal values. In order to index organizational values, 56 top-level managers of the same organizations rated how important such values were to (...) the organization. Results revealed that the important shared values among managers of private and public sectors are product quality and customer service. Congruence between personal and organizational values is found to be higher in the private sector compared to the public sector. Middle-level managers in the private sector shared the organizational values more than the managers in the public sector. Irrespective of the type of organizations and age of managers, personal values more potently and consistently decreased unethical practices and increased work behavior compared to value congruence. Hiring managers emphasizing personal values can demote unethical practices and promote work behavior. (shrink)

This paper presents research conducted during two coffee farming seasons in Costa Rica. The study examined coffee farmers’ weed management practices and is presented in the form of a case study of small-scale farmers’ use of labor and herbicides in weed management practices. Over 200 structured interviews were conducted with coffee farmers concerning their use of hired labor and family labor, weed management activities, support services, and expectations about the future of their coffee production. ANOVA and regression analyses (...) describe the relationships between farm size, labor, and herbicide use, and three farm types (i.e., conventional, semi-conventional, and organic). Based on findings regarding the amount of labor used to manually control weeds on different types of farms (large farms, small conventional, semi-conventional, and organic farms) I am able to challenge small conventional farmers’ perceived need for herbicide use. Semi-structured interviews of coffee farmers and extension workers further revealed a dominant role played by agro-chemical companies in assisting farmers with production problems, and documented a high transaction cost for information provided from elsewhere. Chemical companies hire extension workers to visit farmers at their farms, free of charge, to offer recommendations on how to treat different pest problems, while government and cooperative extension agents charge for the service. There is a need to increase the amount of resources available to the National Coffee Institute to fund one-on-one farmer support services in order to balance the influence of agro-chemical company representatives and allow farmers to make better decisions regarding weed management. (shrink)

This essay will focus on the moral issues relating to surrogacy in the global context, and will critique the liberal arguments that have been offered in support of it. Liberal arguments hold sway concerning reproductive arrangements made between commissioning couples from wealthy nations and the surrogates from socioeconomically weak backgrounds that they hire to do their reproductive labor. My argument in this paper is motivated by a concern for controlling harms by putting the practice of globalized commercial surrogacy into the (...) context of care ethics. As I will argue, the unstable situations into which children of global surrogacy arrangements are born is symbolic of the crisis of care that the practice raises. Using the Baby Manji case as my touch point, I will suggest that liberalism cannot address the harms experienced by Manji and children like her who are created through the global practice of assisted reproductive technology. I will argue that, if commissioning couples consider their proposed surrogacy contracts from a care ethics point of view, they will begin to think relationally about their actions, considering the practice from an ethical lens, not just an economic or contractual one. (shrink)

Around 990, somewhere in Catalonia, a certain Julius was staying in the house of a certain Ramió. Unbeknownst to Ramió, Julius was stealing from him: mostly bread and wine, and perhaps other things as well. Eventually Ramió figured out what was going on, but instead of dragging Julius to the comital court, Ramió made a deal with him. As part of this deal, Ramió promised Julius not to involve the lawyers: neither he nor his descendants would get any count, viscount, (...) or advocate to prosecute the matter of the theft, under the heavy penalty of a pound of gold. How do we know about all this? Because Julius got Ramió to write up a document recording it: a scriptura securitate, which is currently preserved in the episcopal archive of Vic. This is the only such document that I have come across in Catalan sources, and it is absent from an influential tenth-century formula book from Catalonia. The scribe himself did not quite know how to handle the situation, as he began the document with the formula for a simple gift, as if Ramió were granting something tangible to Julius: “In nomine Domini. Ego Ramio donator …” Historians who do not work on Catalonia are no doubt tired of hearing those who do refer to the apparent mania for the written word in this society, but it is documents like this that lie behind such claims. If we may judge by the rarity of their names in contemporary documents from this region, Ramió and Julius are nobodies—a small-time landowner and a petty thief—but for some reason, in working out their dispute they decided that it was necessary to round up three witnesses and hire a scribe to put something down on parchment. (shrink)

Employers’ access to and use of criminal records as a selection mechanism in the labor market makes it far more difficult for ex-offenders to find jobs, especially regular, well-paid jobs, than those without criminal convictions. The paper asks whether there is anything morally problematic about this practice. The aims of the paper are twofold. First, arguments based on premises of wrongful discrimination against the current, commonest use of criminal records are critically discussed. It is argued that employers do not necessarily (...) engage in morally wrongful discrimination against job applicants when they use criminal records in recruitment screening. But it is also argued that ex-offenders who apply for jobs are subject to what can be called “structural and morally wrongful discrimination” when laws allow employers to request (or directly access) a job applicant’s full criminal record. Second, preliminary proposals on how criminal records can be used by employers in a way that avoids wrongful structural discrimination of ex-offenders will be presented and critically assessed. I suggest that it should be lawful for an employer to access an applicant’s criminal records only where there is a relevant and special match or link between the crime on the records and the job being applied for and the crime is serious. This proposal is defended against two objections, one based on concerns about crime prevention and the other based on the employer’s interest in knowing whom not to hire. (shrink)

This article offers a reconceptualization of “the political” from the standpoint of women working in and for low-income neighborhoods, with special emphasis on the contradictions between their actions as community workers and their understandings of the political aspects of their work. The author also examines how their gender and race identity influenced their political consciousness and practice. The date are drawn from in-depth interviews with forty-two perdominantly African American and Puerto Rican women from New York City and Philadelphia who were (...) hired in community action programs established by the Economic Opportunity Act of 1964. (shrink)

The Internet has drastically changed how people interact, communicate, conduct business, seek jobs, find partners, and shop. Millions of people are using social networking sites to connect with others, and employers are using these sites as a source of background information on job applicants. Employers report making decisions not to hire people based on the information posted on social networking sites. Few employers have policies in place to govern when and how these online character checks should be used and how (...) to ensure that the information viewed is accurate. In this article, we explore how these inexpensive, informal online character checks are harmful to society. Guidance is provided to employers on when and how to use these sites in a socially responsible manner. (shrink)

The Internet has drastically changed how people interact, communicate, conduct business, seek jobs, find partners, and shop. Millions of people are using social networking sites to connect with others, and employers are using these sites as a source of background information on jobapplicants.Employers report making decisions not to hire people based on the information posted on social networking sites. Few employers have policies in place to govern when and how these online character checks should be used and how to ensure (...) that the information viewed is accurate. In this article, we explore how these inexpensive, informal online character checks are harmful to society. Guidance is provided to employers on when and how to use these sites in a socially responsible manner. (shrink)

Couched in positive agency theory, it is shown that the straight-commission compensation system (SCCS) creates a conflict of interest between the agent''s and the client''s self-interests. Based on this, it is hypothesized that the SCCS will encourage agents to intend to act unethically towards their clients. Two hundred and forty five insurance agents in the U.S. were surveyed, with 59% responding. The results suggest that the SCCS does not significantly affect agents'' ethical intentions, positively or negatively. This lack of empirical (...) evidence may be due to the unique nature of the sample. Indeed, the company which enabled this sample appears to have found a practical solution to temper the potential negative effects of the SCCS in its commitment to selective hiring and marketing products which benefit both the client and the agent. (shrink)

Manuel M. Davenport PROFESSIONALS OR HIRED GUNS? LOYALTIES ARE THE DIFFERENCE . In The Contemporary literature of professional ethics, two different ways of ...