RESPONSIBILITIES OF

CORPORATION
A. PURPOSE OF BUSINESS FIRM

 GARRETT (1980)
2 Point of views relating to firm purpose:
 Social point of view – firms exist to supply

goods and services to consumers as efficiently

as possible.
 Individual perspective – the company exist to

provide:
 Income

 Power
 Prestige

 Creative satisfaction or;

 Combination of these to those who work for it

or with it.
 To put it in another way, the manager is obliged
to run the firm as efficiently as possible within the
limits set by the primary ethical standards.

B. ETHICAL CONSIDERATIONS IN TRANSACTIONS

WITH EMPLOYEES:
1. Identifying ethical concerns in employee
transactions.
- Supervisors and managers are continually
involved with employees and prospective
employees. They are responsible for numerous
decisions that affect the self-esteem, personal
growth, morale and economic well-being of those
they manage.
 1.1 Selecting new employees
 1.2 Awarding merit increases

 1.3 Setting goals and performance standards

 1.4 Evaluating performance

 1.5 Giving performance feedback

 1.6 Disciplining

 1.7 Selecting personnel for promotion

 1.8 Terminating employee services

 1.9 Communicating

 1.10 Supporting employee ideas and efforts

 1.11 Delegating work

 1.12 Arranging, training and development

opportunities
 1.13 Providing healthful, safe working conditions

 1.14 Granting time off with or without pay

2. Hiring – the act of starting to employ
someone.
-the practice of finding, evaluating, and
establishing a working relationship with future
employees, interns, contractors or consultants.

-a primary function of the employer or

personnel manager is hiring. Employer hire
people who will maximize the efficiency of the
firm, which is an organizational ideal.
 Fairness, along with honesty and integrity, are
two of the business ethics, or guiding moral
principles, concerns that come into play during
the hiring process. Non-discrimination in the
hiring process, in many cases governed by law,
is the basis of diversity in the work force.
Ethical decisions are "both morally and legally
acceptable to the larger community," writes
scholar Human resources protects the ethical
integrity of every step in the hiring process to
help managers avoid actions that could put the
organization at risk.
One useful way to approach some of the ethical
aspects of hiring is to examine the principal
steps involved in the process:
Screening

Testing
Interviewing
SCREENING
 refers to the process of investigating the
backgrounds of potential employees and is
commonly used to verify the accuracy of an
applicant's claims as well as to discover any
possible criminal history, workers compensation
claims, or employer sanctions.
 Screening potential employees by doing
background checks and verifying work histories
with previous employers protects a company and
its workers. Skipping pre-employment screenings
to save time and money may prove to be costly for
a company in terms of lawsuits, workplace violence
and employee theft.
 Generally speaking, a background check for
employment may show identity verification,
employment verification, credit history,
driver's history, criminal records, education
confirmation, and more.
 A screening interview is a type of job

interview that's conducted to determine if the

applicant has the qualifications needed to do
the job for which the company is hiring. A
screening interview is typically the first
interview in the hiring process. A screening
interview can be conducted over the phone or
in-person.
 Selection begins with a job description and
specification.
 A job description or JD is a written narrative that
describes the general tasks, or other related duties,
and responsibilities of a position. ... The analysis
considers the areas of knowledge, skills and abilities
needed to perform the job. Completeness is
important.
 The main purpose of any job description is to outline
the main duties and responsibilities that are involved
in a particular job. Additional information is often
requested in order that one document can fulfil the
needs of several processes, such as: recruitment and
selection; appraisal; job evaluation and training.
 How to Write a Job Description
 Job Title. Make your job titles specific.
Avoid internal lingo that may confuse
the job seeker.
 Job Summary. Open with a strong,

attention-grabbing summary. ...

 Responsibilities and Duties. Outline

the core responsibilities of the

position. ...
 Qualifications and Skills. Include a list

of hard and soft skills.

What items are typically included in the
job description?
 A job description may also include a

list of desired interpersonal skills such

as effective communication skills,
leadership skills, customer service
skills and business skills. The skill set
listed on a job description is
important so that employers can find
the most qualified person for the job.
 Age, race, national origin, religion and sex are
obvious examples of items that generally should
NEVER appear in job descriptions nor figure in
hiring.

WANTED! A Candy Factory in Candelaria, Quezon

needs a middle-level manager.
Applicants must possess the following
qualifications:
 A Ph.D. in Business Administration

 Male, between the age of 25-28

 Filipino-American origin, with a lot of contacts

here and abroad.

 A baptized INC
TESTS
-A process in Job hiring where
knowledge is test to measure a
candidate's technical or theoretical
expertise in a particular field.
-is an integral part of hiring process,
especially with large firms. Tests are
designed to measure the applicant’s
verbal, quantitative and logical skills.
APTITUDE TEST
 An aptitude test is a systematic means of
testing a job candidate's abilities to perform
specific tasks and react to a range of
different situations. The tests each have a
standardised method of administration and
scoring, with the results quantified and
compared with all other test takers.
 Help determine job sustainability.
EX: DIFFERENTIAL APTITUDE TEST
SKILL TESTS
 A Skills Test is used to evaluate whether or not
the potential employee possesses the necessary
skills required to perform the job in question.
 Measure the applicant’s proficiency in particular
area.
 One such tool is known as the skills test. Every
organization and or company will have its own
set of skill assessments. These are used to
evaluate the potential employee on whether or
not they possess the necessary skills required to
perform the job in question.
 Skills are your natural talents and the expertise you develop to
perform a task or a job. Life skills help you deal with daily
tasks in all areas of life while job skills allow you to perform
specific work duties. There are several key types of skills: soft
skills, hard skills, domain-general, and domain-specific skills.

For a job-winning resume, you’ll generally need to include two

sorts of abilities: soft skills and hard skills.
 
 Soft skills are universal and not associated with a particular job
or industry. Think communication, active listening, or empathy.
 
 Hard skills are abilities you learn on the job, through formal
education, or additional training. They are teachable,
measurable, and related to a specific job. For instance, if you
work in customer service, your hard skills will include Zendesk,
data-entry, and product knowledge.
 Skill assessment tests are the tests created to
measure and evaluate candidates' and employees'
skills needed for successful job performance.
Skills assessments aren't focused on measuring
knowledge (like job knowledge tests do) or
personality traits (like most of psychometric and
personality tests).
EXAMPLE:
 The Wonderlic Basic skills test is a cognitive

abilities test focusing on the verbal and math

skills of a test taker. It is used primarily by
companies to test their job candidates to evaluate
their language and written communication
abilities as well as their basic math knowledge.
PERSONLITY TESTS
 any of several tests that consist of standardized
tasks designed to determine various aspects of
the personality or the emotional status of the
individual examined.
 is an assessment used by employers to help
find a candidate whose character traits are best
suited for a specific position. The pre-
employment testing is designed to reveal
particular aspects of a candidate's personality
and estimate the likelihood that he or she will
excel in such a position.
 A personality test is a method of assessing
human personality constructs. Most personality
assessment instruments are in fact introspective
self-report questionnaire measures or reports
from life records such as rating scales.
 By giving each employee a common
understanding of different personality traits, the
test helps employees work more productively,
communicate with others and cooperate as a
team. ... It helps open up a conversation about
different personalities, showing how each trait is
important to team success.
DEXTERITY TESTS
 refers to the ability of a person to use the fingers,
hands and arms to perform a task. ... To pre-screen
employees for jobs that rely on fine motor skills and
coordination, dexterity tests measure the use of a
person's fingers, hands and arms while performing
certain tasks.
 products examine a person's motor skills with
regards to the fingers, hands, and arms. Various
tests exists to measure such performance abilities
as eye-hand coordination, quickness at performing
assembly tasks, and overall motor skill
development.
 Manual dexterity is the ability to make
coordinated hand and finger movements to
grasp and manipulate objects. Manual
dexterity includes muscular, skeletal, and
neurological functions to produce small,
precise movements. Development of these
skills occurs over time, primarily during
childhood.
VALID TESTS OR VALIDITY TESTS
 The term validity refers to whether or not the test
measures what it claims to measure. On a test with
high validity the items will be closely linked to the
test's intended focus. For many certification and
licensure tests this means that the items will be highly
related to a specific job or occupation.
 A test has content validity if it measures knowledge of
the content domain of which it was designed to
measure knowledge. Another way of saying this is that
content validity concerns, primarily, the adequacy with
which the test items adequately and representatively
sample the content area to be measured.
RELIABLE TESTS OR RELIABILITY TESTS
 Reliability is the degree to which an
assessment tool produces stable and
consistent results. Types of Reliability. Test-
retest reliability is a measure of reliability
obtained by administering the same test
twice over a period of time to a group of
individuals.
 IS VALIDITY TEST ALWAYS
RELIABLE?
Or
IS RELIABLE TEST IS ALWAYS
VALID?
 The tricky part is that a test can
be reliable without being valid.
However, a test cannot be valid
unless it is reliable. An
assessment can provide you with
consistent results, making it
reliable, but unless it is measuring
what you are supposed to
measure, it is not valid.
INTERVIEWS
 refers to a formal, in-depth conversation
between two or more persons, wherein the
exchange of information takes place, with a
view of checking a candidate's acceptability
for the job.
 The person who asks the questions of our
interview is called an interviewer. ... So, an
interview is formal meetings between two
people (the interviewer and the interviewee)
where questions are asked by the interviewer
to obtain information, qualities, attitudes,
wishes etc. Form the interviewee.
 The purpose of an interview is twofold: It

shows the employer what you can do for the

company, and it gives you an opportunity to
assess whether your qualifications and career
ambitions align with the position.
 Different Types of Interviews
 The Telephone Interview
Often companies request an initial telephone interview
before inviting you in for a face to face meeting in
order to get a better understanding of the type of
candidate you are. The one benefit of this is that you
can have your notes out in front of you. You should do
just as much preparation as you would for a face to
face interview, and remember that your first
impression is vital. Some people are better meeting in
person than on the phone, so make sure that you
speak confidently, with good pace and try to answer
all the questions that are asked.
 The Face-to-Face Interview
This can be a meeting between you and one
member of staff or even two members.
 The Panel Interview

These interviews involve a number of people sitting

as a panel with one as chairperson. This type of
interview is popular within the public sector.
 The Group Interview

Several candidates are present at this type of

interview. You will be asked to interact with each
other by usually a group discussion. You might
even be given a task to do as a team, so make sure
you speak up and give your opinion.
 The Sequential Interview
These are several interviews in turn with a different
interviewer each time. Usually, each interviewer
asks questions to test different sets of
competencies. However, if you are asked the same
questions, just make sure you answer each one as
fully as the previous time.
 The Lunch / Dinner Interview

This type of interview gives the employer a chance

to assess your communication and interpersonal
skills as well as your table manners! So make sure
you order wisely (no spaghetti Bolognese) and
make sure you don’t spill your drink (non-alcoholic
of course!).
Here’s a list of interview formats that you should
prepare your answers for;
 Competency Based Interviews
These are structured to reflect the competencies the
employer is seeking for the particular job. These will
usually be detailed in the job spec so make sure you
read it through, and have your answers ready for
questions such as “Give me an example of a time you
worked as a team to achieve a common goal
Formal / Informal Interviews
Some interviews may be very formal, others may be
very informal and seem like just a chat about your
interests. However, it is important to remember that
you are still being assessed, and topics should be
friendly and clean!
 Portfolio Based Interviews
In the design / digital or communications industry it is likely
that you will be asked to take your portfolio along or show it
online. Make sure all your work is up to date without too little
or too much. Make sure that your images if in print are big
enough for the interviewer to see properly, and always test your
online portfolio on all Internet browsers before turning up. 
 The Second Interview

You’ve passed the first interview and you’ve had the call to
arrange the second. Congratulations! But what else is there to
prepare for? You did as much as you could for the first
interview! Now is the time to look back and review. You maybe
asked the same questions you were asked before, so review
them and brush up your answers. Review your research about
the company; take a look at the ‘About Us’ section on their
website, get to know their client base, search the latest news on
the company and find out what the company is talking about.
 ETHICAL APPROCHES TO MAINTAINING DISCIPLINE

 It is a fundamental concept in organizations

that managers are responsible for maintaining
discipline among the employees they
supervise.

 Discipline comes from the root word “disciple”

means “to teach so as to mold”. Unfortunately
many managers never learn the “teaching and
molding” aspects of the discipline instead of
punishment or reprimanded.
DISCIPLINARY GUIDELINES
 As the coach will have to counsel the player.
This disciplinary guideline may take the form
of training, a warning or reprimanded. In
serious cases, it can involve suspension or
discharge.
 ETHICS AND COMMUNICATION WITH EMPLOYEES

 When employees discuss how trust it built in

work groups, they stress the importance of
open and honest communication. They refer
to this kind of communication as “leveling, or
telling it like it is”.
 Communication- a process by which
information is exchanged between individuals
through a common system of symbols.