Legal Ethical Nursing Situation Essay Example | Topics and Well Written Essays - 2000 words

Legitimate Ethical Nursing Situation - Essay Example (Scott, 2000) Practice sisters in GP bunch rehearses who regularly do the genuine ailment notice are not the ones to get the legal installment. Senior HIV/AIDS release co-organizers (medical caretakers) and examination attendants have been utilized with an aspect of their responsibilities characterized in wording which are ordinarily part of the specialist's job. Obviously, they are paid not as much as specialists. There is commonly an absence of acknowledgment and worry for the predicaments medical attendants are confronted with in this field. In spite of the fact that the moral codes of both the clinical and nursing callings are not at chances on these issues, the real practice is. Truth be told, the nursing code specifically is very best in class and clear, however the contentions and force battles which despite everything exist among medication and nursing make it hard for attendants supporters of the patients-to live by the letter and soul of their code. Not exclusively does the individual me dical caretaker endure in this circumstance, yet any average attendant is constrained into shielding the privileges of the patient contrary to the nature of the information gathered. This isn't a contention against medical caretakers entering the field of the study of disease transmission, yet rather a contention for bringing the privileges of the individual patient and the open points of the study of disease transmission and wellbeing strategy together. Medical attendants are regularly in the best situation to recognize these issues and ought to be tuned in to. (De Selincourt, 2000) Writing Review/Case Study A young lady, Amanda, is pregnant. She goes to the antenatal center, where a birthing assistant takes her wellbeing history and runs a progression of tests, for example, blood, pee and circulatory strain. She is directed by the birthing assistant on, in addition to other things, the ramifications of human immuno-insufficiency infection (HIV) and of being tried for it. In spite of the fact that the birthing assistant has no motivation to accept that Amanda has been presented to HIV, she offers her a HIV test. Amanda decreases, as there is by all accounts no requirement for one. She is additionally mindful of the troubles in acquiring a home loan in the event that she has this test. The blood test taken by the birthing assistant is sent to a research center for investigation for hemoglobin content, rubella antibodies, and syphilis. Simultaneously a modest quantity of blood from this example is put in an anonymous test tube which is then sent to a focal research facility to be tried for HIV. The maternity specialist is totally unconscious this has happened so can't illuminate Amanda. Whenever that Amanda visits the antenatal center the other blood results are come back to her and, as they are ordinary, she proceeds with her pregnancy uneventfully. Obscure to her the mysterious blood test has been tried and seen as HIV counter acting agent positive and this is recorded at the national reconnaissance place, where information on HIV and (AIDS) and different irresistible maladies are gathered. The data going with this example incorporates Amanda's age go (for example somewhere in the range of 35 and 40 years), her sexual orientation and the topographical source of the example. For this situation the disease transmission specialist won't have data about the methods by which HIV was contracted. The information will give data about the patterns of HIV among pregnant ladies who go to antenatal facilities over a five-year time span. Amanda's pregnancy

nuclear defense essays

atomic protection expositions About a year back I was having the comfortable issue with Army scouts. At last, rather than saying that I was intrigued and hanging up, I chose to converse with the person. I revealed to him I didnt need to join the Army since I was a really large enthusiast of harmony. He let me know that is the thing that battling wars was about. That they were battling for harmony. Hmph. War is Peace. So I requested that he clarify precisely how slaughtering individuals might bring harmony. I... Im not certain, he said. I could see that he was starting to feel mediocre this trooper that was probably twice my size. I could have played with him for an additional ten minutes, however I just stated, Well perhaps you should think about it before submitting as long as you can remember to it. He said Yeah and hung up. I havent got notification from them since. How can it be that such a large number of Americans accept that we are the saints? Since President Bush is pushing the medication of nationalism? That word is by all accounts the blood of Jesus washing our offenses to cause them to appear to be unadulterated. Samuel Johnson stated, Patriotism is the last guard of a miscreant. Directly on Sam. Let me reveal to you something significant, we are not the legends. America, while dangling Iraq by their lower legs and shaking them until a weapon of mass obliteration tumbles from their pockets, happens to have the universes biggest and deadliest stockpile of toys intended for the round of death. Its simply swell to think about these weapons as security from underhanded foes (who as of now are being delivered by the most broken and penniless places on Earth), yet they were structured and worked for one explanation: to demolish a large number of individuals simultaneously. Our circumstance is this way: A corporate man possesses about portion of the condos in the city. Without a doubt, he doesnt care for his inhabitants. A large number of them gripe about discovering rodent droppings in their kitchens, earth and grime on the... <!

New Student Photo Entry #3 COLUMBIA UNIVERSITY - SIPA Admissions Blog

New Student Photo Entry #3 COLUMBIA UNIVERSITY - SIPA Admissions Blog These photos come from incoming MIA student Emily Donnan. This is a photograph taken in a rural village in Malawi during the summer of 2008; I volunteered with the organization World Camp for Kids and spent six weeks helping to provide HIV/AIDS and deforestation education to over 1,800 Malawian children.   In this photo I am building a solar oven with one of our students out of cardboard and tin foil.   I hope to merge joint interests in child welfare and sustainability at SIPA. This is a photo of me reading to my new nephew in June 2008; I am ecstatic to be an Aunt! __________________________________________________ The following comes from new student Rostyslav R. Korchysnkyy who will be entering the PEPM program. This photo was taken in late May, 2009 in the Carpathian mountains, Western Ukraine. Colorful and intricate craftsmanship of the 18-th century clothing of Hutsuls, an ethno-cultural group of Ukrainian highlanders who for centuries have inhabited the Carpathian mountains, mainly in Ukraine, but also in the northern extremity of Romania, as well as in Slovakia and Poland.

The Scientific Method Is An Endless Cycle Of Logical And...

The scientific method is an endless cycle of logical and rational order of steps that consists of observation, regularity, theory, prediction, and testing (Trefil Hanzen, 2013). The scientific method is a way for individuals to ask and answer scientific questions by making observations and conducting experiments. The scientific method is a process used to ensure that the experiments conducted can provide a good answer or solution to a specific question. The steps of the scientific method include: ask a question, gather information and make observations, guess the answer, conduct experiments and test the hypothesis, analyze the results of the tests, and come to a conclusion. For the first scenario, the problem is the lemon- pepper seasoning for the chicken wings is missing and there is only one hour left to prepare the dish for guests. The data: after washing and drying the chicken wings, I went to the pantry to get some lemon-pepper seasoning. After searching all the shelves in the pantry I realized that I was out of lemon-pepper seasoning. I must formulate possible solutions to the problem and the following questions: how long will it take to cook the wings, what other ingredient or ingredients can I use to replace the seasoning, when will I have time to go buy more lemon- pepper seasoning, who can I send to the store to get a replacement, which shall I use bottled lemon juice or the juice from a freshly squeezed lemon, and where could I have possibly stored theShow MoreRelatedThe Role Of Religion And The Rise Of Capitalism2243 Words   |  9 Pagesthere were various militant workers that valued God by working hard. Weber had argued that other re ligions are irrational in his eyes, as he disliked other people speaking to others about God. He also stated that when reading the Bible you had a rational relationship as you are reading it for yourself. Max Weber’s The Protestant Ethic and the Spirit of Capitalism gave an indication between the ethics of ascetic Protestantism and the development of the spirit of modern capitalism. Weber claims thatRead MoreTexas Rangers13480 Words   |  54 Pagesthe young Hoesli was not merely bilingual but,along with so many other Continentals,able to move comfortably about within a central European culture.Hence,Italy,France,and Germany were all equally accessible.He graduated from high school within a scientific and mathematical discipline.Significantly,however,in later years this early orientation seemed to him to have unduly limited his options.Rene Furer,professor of theory at the GTA(Institut fur Geschichte und Theorie der Architektur,ETH school ofRead MoreMGT1FOM Key Management Th eorists26579 Words   |  107 Pagesoriented like his contemporaries, Babbage, through his application of technological aids to human effort, earned a place in history as the patron saint of operations research and management science. He theorized and applied a scientific approach to management long before the scientific management era began in the United States. 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Atmospheric Aromatherapy The Smell of Rain

Many people claim they can smell a storm coming (meaning they can sense when bad luck is headed their way), but did you know that this weather expression also has literal meaning? Its true, there are some kinds of weather that actually do produce a unique smell, and were not just talking the smell of flowers in spring.  Based on personal accounts, here are some of the weathers recurring aromas, plus, the scientific reason behind them.   When Rainstorms Wet Dry Earth Rainfall is one of natures most  soothing sounds, but its also behind one of the weathers most pleasing smells. Described as an  earthy scent, petrichor is  the aroma that arises when raindrops fall onto the dry soil. But, contrary to belief, it isnt the rainwater that youre smelling. During dry spells, certain plants secrete oils that become attached to the soil, rocks, and pavement surfaces. When it rains, the falling water disturbs these molecules and the oils are released into the air along with another soil inhabitant;  a naturally occurring chemical called  geosmin  thats  produced by fungi-like bacteria.   Had a recent rainstorm, but didnt have the  lingering petrichor afterward? How strong the scent will depend on several things, including how long its been since the last rainfall and  rainfall  intensity. The longer the geosmin and plant oils are allowed to accumulate during periods of dry weather, the stronger the scent will be. Also, the lighter the rain shower, the stronger the petrichor scent, since lighter rains allow more time for the grounds scent-carrying aerosols to float. (Heavier rains keep them from rising up as much into the air, which means less smell.)  Ã‚  Ã‚  Ã‚   Chlorinated Clashes of Lightning If youve ever experienced a lightning strike thats too-close-for-comfort or stood outdoors just before or after a thunderstorm, you may have caught a whiff of another rain-related scent;  ozone (O3). The word ozone comes from the Greek  ozein  meaning to smell, and is a nod to ozones  strong odor, which is described as a cross between chlorine and burning chemicals. The smell doesnt come from the thunderstorm itself, but rather, the storms lightning. As a bolt of lightning travels through the atmosphere, its electrical charge splits airs nitrogen (N2) and oxygen (O2) molecules apart into separate atoms. Some of the lone nitrogen and oxygen atoms recombine to form nitrous oxide (N2O), while the leftover oxygen atom combines with an oxygen molecule in the surrounding air to produce  ozone. Once created, a storms downdrafts can carry the ozone from higher altitudes to nose level, which is why youll sometimes experience this smell before it starts storming or after the storm has passed.  Ã‚   Unscented Snow Despite some peoples claims that they can smell snow, scientists arent entirely convinced. According to olfactory scientists like Pamela Dalton of Philadelphias Monell Chemical Senses Center, the smell of cold and snow isnt so much about a particular smell, its more about the absence of smells, as well as the noses ability to sense that air is cold and moist enough for the weather to possibly turn snowy. Were not as sensitive to odors in winter... and odors arent as available to be smelled, Dalton says. Not only do smells not waft as easily when air is cold, but our noses dont work as well. The smelling receptors within our noses bury themselves more deeply within our nose, likely as a protective response against the colder, drier air. However, when cold air becomes more humid (as it does before a snowstorm), the sense of smell would sharpen ever so slightly. Its possible that we humans link this small change in smell  to an oncoming snowstorm and hence, why we say we can smell snow. Crisp, Clean Autumn Air Like winter, autumns crisp, clean smell is partially thanks to the drop in air temperature which suppresses strong odors. But another contributor is  autumns hallmark symbol; its foliage. Although leaf peepers are disappointed  when falls brilliant crimsons and golds fade to grayish-brown, this is when leaves take on their sweetest smell. During the autumn season, a  trees cells begin the process of sealing off its leaves in preparation for winter. (During winter, temperatures are too cold, sunlight too dim, and water too scarce and susceptible to freezing to support growth.) A corky barrier is formed between each branch and each leaf stem. This cellular membrane blocks the flow of nutrients into the leaf.  As leaves are sealed off from the rest of the tree and lose moisture and nutrients they begin  drying out and are further dried by autumns sun and lower humidity. When they fall to the ground, they begin to decay; that is, theyre broken down into essential nutrients. Also, when leaves are brown it means theyre carbon-rich. The dry, decomposition process gives off a mildly sweet, almost floral-like aroma.   Wondering why the leaves in your yard dont smell as sweet in other seasons? Its largely because theyre full of moisture and are  nitrogen-rich. An abundance of moisture, nitrogen, and improper aeration generates pungent, rather than sweet, odors.   Tornadoes Terrible Sulphur Scent Most of us are familiar with the sound a tornado makes, but what about its accompanying smell? According to a number of storm chasers, including the late Tim Samaras, the air sometimes smells of a mix of sulfur and burning wood (like a freshly lit  match) during a tornado. Researchers havent determined why this is a recurring smell with observers. It could be from broken natural gas or sewage lines, but no one knows for sure.  Ã‚   In addition to sulfur, others report  the smell of fresh-cut grass during a tornado, likely as a result of tornado debris tearing tree limbs and leaves, and of the storm itself uprooting trees and turf. Which smell you get depends on how close you are to the tornado, how strong of a twister it is, and what objects  it destroys.  Ã‚  Ã‚   Eau de Exhaust   Temperature inversions are another weather phenomenon linked to atmospheric odors,  but rather than trigger a certain smell, they exacerbate odors that are already airborne. Under normal circumstances, air temperature decreases as you move from the ground up.  However, under an inversion, this is reversed and air near the ground cools faster than that a few hundred feet above it.  This setup of relatively warm air overlying cooler air means the atmosphere is in a stable configuration, which, in turn, means there are little wind and mixing of air. As the air sits motionless and stagnant, exhaust, smoke, and other pollutants build up near the surface and hang in the air we breathe. If youve ever been under an  air quality alert in summer, an inversion (and the presence of high pressure domed over the region) is likely the cause.   Similarly, fog can sometimes hold a light smoky smell. If gasses or dirt particles are suspended in the air and weather conditions are right for moisture to condense onto them, these pollutants essentially dissolve into the water droplets and are suspended in the air for your nose to breathe them in. (Such an event is different from smog, which is a dry cloud of smoke that hangs in the air like a thick fog.)   Your Nose vs. Your Forecast   While being able to smell the weather may mean your  olfactory system is as acute as they come, take care not to depend solely on your sense of smell when sensing your weather risk. When it comes to forecasting approaching weather, meteorologists are still a nose above the rest.

Code of Ethics ( Automobile Industry ) Free Essays

Subject: Business Ethics Project: ONZAA Automobiles Dated: 20/04/2012 Submitted To: Sir Assad Submitted By: Muhammad Naeem ( 068 ) Muhammad Adeel Kahlid ( 021 ) Adil Farooq ( 039 ) Umar Sadiq ( 041 ) Muhammad Ziad Iftikhar ( 032 ) Department:Management Table of contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦05 Guiding Principles at ONZAA†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 What is the â€Å"ONZAA Code of Conduct†Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦07 ONZAA AND US†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. We will write a custom essay sample on Code of Ethics ( Automobile Industry ) or any similar topic only for you Order Now . 08 OUR ACTIVITIES IN THE COMPANY†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 09 1. Compliance with laws and regulations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 2. Use and Management of Assets and Confidential Matters†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 3. Insider trading†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 10 4. Activities promoting safety†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11 5. Environmental preservation activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 6. Research and Development Activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 7. Production and Distribution Activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 8. Sales Activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 12 9. Overseas Business Activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 13 10. Profitability Enhancement Activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 13 SOCIETY AND US†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦14 1. Corporate Communication Activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 14 2. Philanthropy and Community Relationsâ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦14 3. Corporate Communication Activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 15 4. Shareholder Relations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 15 5. Political and Religious Activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 15 6. Government Relations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â ‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦16 7. Traffic Safety Education Activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦16 8. Disaster Prevention and Crime Prevention Activities†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 16 With Our Business Partners†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 17 1. Social Responsibility†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 17 2. Sustainable Relationships†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 17 3. Global Procurement†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 17 4. Business Continuity Plan†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 17 Integrity in the Workplace†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦18 Fair Treatment and Respect†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦18 1. Equal Employment Opportunity †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦18 2. Health and Safety †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦18 Accurate Information, Records, and Communications†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦19 Treat Everyone with Respect†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 0 Gifts, Favors and Conflicts of Interest†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 21 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â ‚¬ ¦.. 24 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 25 Introduction: Since our founding, we have always pursued the development of products that offer superior value and contribute to an affluent lifestyle for our customers. The Suzuki name and our current lineup of products, consisting mostly of motorcycles, automobiles, outboards, electric vehicles, etc. , is respected by many not only domestically, but as a global brand in countries throughout the world. We believe that in order to maintain our business activities and continue to hold the trust and respect, it is important to provide the customer with satisfaction through our valued products, be fairing obeying the rules, and show transparency in free activities as a global corporate citizen. Corporate Social Responsibility (CSR) has become increasingly prominent and as described pre-previously, we fully acknowledge its meaning and importance. Corporate Social Responsibility to Suzuki is providing our customers with products of value and above all, obeying the laws and rules, and acting fair and in good faith. In a word â€Å"Compliance† in its Literal sense. We must maintain the trust of our customers, business partners, investors, local communities, employees and other stakeholders, and build solid relationships through compliance. Our first â€Å"Environmental Report† has been published since 1999. Last year, with the addition of social aspects, we published our â€Å"Environmental and Social Report. From this year we present ONZAA’s CSR Concepts and Activities, in a more comprehensive and systematic format so that more people can read with greater interest. We hope that this report provides the reader with a good opportunity to understand our CSR activities. Guiding Principles at ONZAA 1. Honor the language and spirit of the law of every nation and undertake open and fair corporate activities to be a good corporate citizen of the world. 2. Respect the culture and customs of every nation and contribute to economic and social development through corporate activities in the communities. 3. Dedicate ourselves to providing clean and safe products and to enhancing the quality of life everywhere through all our activities. . Create and develop advanced technologies and provide outstanding products and services that fulfill the needs of customers worldwide. 5. Foster a corporate culture that enhances individual creativity and teamwork value, while honoring mutual trust and respect between labor and management. 6. Pursue growth in harmony with the global community through innovative management. 7. Work with business partners in research and crea tion to achieve stable, long-term growth and mutual benefits, while keeping ourselves open to new partnerships. What is the â€Å"ONZAA Code of Conduct†? Our daily business operations are built on and supported by the corporate philosophy and its Values and methods that have developed through years of diligent effort and passed down from Generation to generation through ONZAA MOTOR CORPORATION and its subsidiaries ( â€Å"ONZAA†). ONZAA US Through our communication and dialogue with the company, we (people working for ONZAA) strive to build and share fundamental value of â€Å"Mutual Trust and Mutual Responsibility†. ONZAA (ONZAA MOTORCORPORATION and its subsidiaries) endeavors to improve its business achievements so that ONZAA can continue to provide employment and air and stable working conditions for each of us. Simultaneously, ONZAA promotes a work environment in which each of us can work in harmonious and dynamic manner. In return, each of us implement the â€Å"ONZAA Code of Conduct â€Å"and endeavor to fulfill our duties with integrity. By fully utilizing our ability and capabilities and cooperating with others working for ONZAA, we continue to improve the business performance of ONZAA. OUR ACTIVITIES IN THE COMPANY Based on a philosophy of â€Å"Customer First†, ONZAA strives to provide attractive products and services that meet the needs of customers worldwide. ONZAA also seeks to achieve the top-level world standard in environmental protection and safety measures. In these regard, ONZAA is unfolding daring plans both domestically and abroad concerning environment and safety, and in relation to research, development, procurement, production, distribution, sales and services. When carrying out our work, each of us should all be aware that our work is linked to all of the business activities of the company. In this regard, ONZAA does not tolerate illegal or criminal acts or acts in violation of the company policy and rules, regardless of whether such acts were motivated â€Å"in the interests of the company† or â€Å"in the interests of the customer†. We should comply with the law and should always act with awareness and responsibility. We should rise to the challenge of solving the many issues that arise, as customer needs diversify and as progress is made in Toyota’s globalization, such as mastering of the world’s most advanced technologies, establishing the world’s most suitable procurement and supply networks, meeting environmental and safety standards, and improving customer satisfaction. 1. Compliance with laws and regulations: ONZAA will comply with applicable laws, internal company policies and rules, abide by sound Social norms, and take appropriate action against any illegal or criminal acts or act in violation of The Company’s policies and rules. ONZAA will not make any exceptions to this commitment, regardless of whether an unlawful act is motivated â€Å"in the interests of the company† or â€Å"in the interests of the customer†, or carried out under the instructions of one’s superior. We should implement the â€Å"ONZAA Code of Conduct† and make a commitment to comply with applicable laws, as well as internal company policies and rules, and to abide by sound social norms in all aspects of our work. 2. Use and Management of Assets and Confidential Matters: Ensuring asset maintenance and confidentiality management ONZAA possesses a wide variety of tangible and intangible assets that are indispensable and invaluable to its successful business operations. In order for ONZAA to use such assets effectively and at any time during the course of its business activities, ONZAA manages such assets with a firm hand in order to prevent such assets from being lost, stolen or used illegally or wrongfully. ONZAA endeavors to manage and protect confidential information (e. g. , its trade secrets) and tousle such information in an appropriate manner. At the same time, ONZAA does not tolerate the illegal use of another party’s assets or intellectual property or the unauthorized use of another party’s confidential information. We must manage and protect ONZAA’s assets, intellectual property, company secrets (such astride secrets etc. ) and personal information, as well as respect the assets, intellectual property and confidential information of others. 3. Insider trading: ONZAA possesses a large amount of valuable internal (confidential) information and does no tallow people working for it to engage in insider trading, such as using confidential information to buy and/or sell stocks. We must understand that insider trading is clearly not permitted. Not only is it illegal in many countries, but it also destroys the mutual trust that ONZAA has built with its investors, affiliated companies and business partners. Therefore, we shall not engage in or permit any insider trading. 4. Activities promoting safety: For an automotive manufacturing company such as ONZAA, the pursuit of safer vehicles is always one of its main challenges and mission. ONZAA endeavors as a group, in cooperation with our suppliers and dealers, to engage in research and development, design, production, quality control and after-sales services in order to deliver its customers ONZAA and/or Lexus vehicles that display sophisticated safety levels under various conditions and that provide a comfortable experience for drivers. ONZAA will also be actively involved with â€Å"People Education† (i. e. , Driver Education) and with improving the â€Å"Traffic Environment. †We should endeavor to think from the standpoint of our customers and pursue ways to make vehicles safer and offer our customers safety and trust. . Environmental preservation activities: ONZAA has a deep understanding of the necessity of environmental conservation on a global scale. Therefore, ONZAA has decided to â€Å"dedicate ourselves to providing clean and safe products and to enhancing the quality of life everywhere through all our activities† (Guiding Principles 3 ). Furthermore, ONZAA has developed a proactive policy and plans to assure continual improvements in environmental performance in the â€Å"ONZAA Earth Charter† and â€Å"ONZAA Environmental Action Plan†. ONZAA regards environmental issues as one of the company’s major challenges and takes environmental impact into consideration at all life-cycle stages of its vehicles, including development, production, usage and disposal. ONZAA promotes compliance with international environmental standards, implementation of enhanced environmental assessments, and realizing the principle of â€Å"building people and environmentally friendly vehicles† in cooperation with its suppliers, dealers, etc. We must endeavor to attain the highest level of environmental stewardship in each country and area. . Research and Development Activities: Developing vehicles from the standpoint of our customers In order to provide innovative, safe and outstanding high-quality products and services that meet the needs of customers through â€Å"research and innovation†, ONZAA has established research and development centers around the world. These centers are well-staffed with leading innovators and actively cooperate with other ONZAA group companies, as well as universities and research institutes, in order to strongly promote research and evelopment of advanced technologies in various fields. ONZAA does not tolerate research and development that violates any applicable laws or breaches of its agreements with its research and development partners. ONZAA also does not tolerate the illegal or unauthorized use of another party’s intellectual property. Our goal is to develop vehicles from the customers’ perspective and to promote research and development. We respect the views of our research and development partners and seek to cultivate and maintain mutual trust. In addition, we use our best efforts to build a relationship of mutual trust by satisfying our obligations to our partners. We shall be mindful of respecting the intellectual property rights of others when conducting research and development and when realizing production. 7. Production and Distribution Activities: ONZAA endeavors to produce high-quality ONZAA and Lexus vehicles and parts and deliver them in an efficient manner in order to meet customers’ expectations. In order to realize such production and supply goals, ONZAA endeavors to build the â€Å"world’s optimum production network† and a â€Å"global distribution network†. In addition, in order to enhance the global competitiveness of ONZAA and Lexus vehicles, ONZAA developed the Toyota Production System, which continues to evolve according to the characteristics of particular regions of the world and aims to achieve worker and environmentally friendly plants. We endeavor to maintain the safety and quality of products and to comply with laws related to production and distribution. 8. Sales Activities: Winning the trust of customers and dealers Based on the following three ideas, ONZAA strives to build a sales and service structure that meets various customer needs in a timely manner. In order to achieve such structure, ONZAA endeavors to build relationships with dealers based on mutual trust, and to bring mutual growth and support for fair competition and transactions. (a) Philosophy of â€Å"Customer First† Based on a â€Å"Customer First† philosophy, ONZAA strives to create a sale and service structure that promptly responds to the various needs of customer’s world wide. To achieve this, ONZAA develops products that meet customer expectations and implements a marketing strategy and sales style that matches the product profiles and various customer needs. (b) Mutual growth based on mutual trust ONZAA develops and provides attractive product lineups, various styles of dealer showrooms and sales styles, and a meticulous customer and revenue management system. ONZAA does this to contribute to the improvement of sales efficiency and profitability of its dedicated dealers, to build mutual trust and to bring mutual growth. c) Importance of fair market competition ONZAA respects free trade and market competition, implements ambitious sales strategies in order to obtain customer satisfaction and support in various areas of the world, and endeavors to engage in fair competition and transactions. We conduct our sales activities with the above ideas in mind. 9. Overseas Business Activities: To become a global company trusted worldwide ONZAA engages in business w orldwide and many of its activities are conducted outside Japan, including not only manufacturing activities, but also research and development. ONZAA recognizes the ever-changing environment surrounding its business operations, global diversity, the specificity of each local area in terms of its own rules and customs, etc. , and the rapid changes in world political and economic climate. ONZAA respects international rules and laws, as well as the culture, customs and history of local societies. Thus, ONZAA promotes its business activities from â€Å"both a global and local† standpoint so as to contribute to the development of local economies and society. We contribute to expansion of ONZAA’s business overseas by respecting the culture, customs and history of each country, as well as national, regional and international laws and rules. 10. Profitability Enhancement Activities: Building a stronger profit foundation In order to respond to the expectations of investors and society, ONZAA endeavors to perform various measures to improve business management efficiency, achieve sustainable increases in profit and strengthen the foundation of its management and profit. When determining investments or financing for various domestic and overseas projects. SOCIETY US Through its business, ONZAA creates close relationships with society and its stakeholders (customers, shareholders, local communities, etc. ). Based on the basic understanding that â€Å"as a member of society, the company engages in business that contributes to society†, ONZAA operates its business in an open and fair manner. Through active public relations activities, investor relations and philanthropy, ONZAA aims to be a â€Å"good corporate citizen† that is trusted by the international community. ONZAA’s business is expanding rapidly worldwide. ONZAA feels that the support and trust of stakeholders in ONZAA has helped the company realize such expansion, and ONZAA should not forget gratitude towards its stakeholders. Thus, ONZAA will respond strictly with respect to illegal or criminal acts and acts that are not socially acceptable, regardless of whether job-related or whether in private situation. ONZAA also strongly desires that the people working for ONZAA, a company engaged in automotive business, are aware of traffic safety and lead safe and pleasant lives. We support ONZAA’s aim â€Å"to become ‘a good corporate citizen’ that is trusted by the international community†. We strive to communicate openly and fairly with stakeholders, to gain more â€Å"ONZAA fans†, as well as to engage in activities that contribute to society’s sustainable development. We must also act, at all times, including when carrying out our works, in a manner that does not provoke unnecessary misunderstanding or misapprehensions, and to act with humility, honesty, and integrity. Regardless of whether at work or in a private situtation, we should pay careful attention to traffic safety, obtain basic legal knowledge, and be aware of common social protocol. We need to do this so that we can be sensitive to illegal or criminal acts or acts that are against society’s common morals, and take swift and forceful actions against such acts. 1. Corporate Communication Activities: Communicating facts in an accurate and timely fashion Being Open and Fair -In order to become an â€Å"open company† and win the trust of society, ONZAA strives to communicate accurate and timely information to its stakeholders through active public relations and public dialogue, so as to enhance its corporate image and transparency. ONZAA listens to and respects its stakeholders’ criticisms and suggestions, and incorporates these as appropriate into its business. We endeavor to build positive relationships with stakeholders through open and fair communication. 2. Philanthropy and Community Relations: Becoming a corporate citizen trusted by international society -Towards attaining an enriched society and sustainable development, ONZAA, in cooperation with society, strives to effectively use its resources and to engage in activities contributing to society. Such activities are aimed at alleviating societal problems or issues and include initiatives with respect to the â€Å"nurturing of personnel†, the â€Å"environment†, and â€Å"traffic safety†. As a global company, ONZAA contributes to creating a sustainable society from the broad perspective of the future of the earth and humanity. As a good corporate citizen, ONZAA also focuses on local communities and focuses on social issues that each local community faces and endeavors to resolve such social issues. As members of the local community, we will take an interest in and gain awareness of local social issues. Based on such awareness, we will actively take part in philanthropic initiatives such as volunteer activities. 3. Corporate Communication Activities: Communicating facts in an accurate and timely fashion – Being Open and Fair -In order to become an â€Å"open company† and win the trust of society, ONZAA strives to communicate accurate and timely information to its stakeholders through active public relations and public dialogue, so as to enhance its corporate image and transparency. ONZAA listens to and respects its stakeholders’ criticisms and suggestions, and incorporates these as appropriate into its business. We endeavor to build positive relationships with stakeholders through open and fair communication. 4. Shareholder Relations: Respect for shareholders’ benefit In order to respond to the expectations of shareholders and investors worldwide, ONZAA strives to operate its business globally and to enhance corporate value, while achieving stable and long-term growth. ONZAA considers relationships with investors to be important, and through timely and fair investor relationship activities, endeavors to promote understanding of its corporate management and business activities. As for corporate governance, ONZAA strives to enhance the transparency of its management and actively incorporates management -checks conducted by independent parties. We endeavor to contribute, through our work, to ONZAA’s efforts to meet the expectations of its shareholders and investors worldwide. 5. Political and Religious Activities: Moderate participation In the absence of any circumstances of concern (e. g. , such as the possibility that the activity will hinder the conduct of business), ONZAA respects participation in politics by people working for ONZAA and does not, in any way, interfere with individuals’ religious activities. However, these are private activities and, in principle, they cannot be conducted on company premises or in company time. We respect the rights of other people working for ONZAA to participate in political and religious activities in a moderate manner. 6. Government Relations: Maintaining proper and transparent relations ONZAA strives to build transparent and fair relationships with political parties or administrative bodies (government agencies and public officials) and takes appropriate actions to comply with applicable laws and regulations. We maintain healthy and transparent relationships with political and administrative bodies and public officials. 7. Traffic Safety Education Activities: Improve traffic safety awareness of society as a whole In order to help create a safe and comfortable society, in addition to pursuit of safer vehicles, ONZAA actively promotes traffic safety education activities designed for today’s realities. ONZAA strives to enhance traffic safety awareness not only among people working for ONZAA, but within society as a whole. Recognizing the responsibilities of a company engaged in the automobile industry, we abide by traffic rules, and endeavor to be role models by safe driving and actively promoting traffic safety. 8. Disaster Prevention and Crime Prevention Activities: Creation of a safe society ONZAA, in cooperation with the local community, engages in disaster prevention activities and contributes to the recovery of local communities in the event of an actual disaster. ONZAA actively engages in crime prevention activities and the promotion of a safe society. Each one of us will maintain high moral standards and actively participate in the creation of a safe society. With Our Business Partners 1. Social Responsibility: We feel that the highest priority must be placed on our mission statement â€Å"Develop products of superior value by focusing on the customer† when contributing to society. And in creating products of value, it is our belief that the procurement section’s role is to work in mutual cooperation with our business partners so that both parties may prosper. We select our business partners through an impartial procedure based on quality, cost, deadline delivery, and technical development capabilities. And we have an open door policy, which offers the chance of teaming up with ONZAA regardless of size or track record. 2. Sustainable Relationships: In creating trusting relationships with our business partners we hope to build sustainable relationships. And because we feel that mutual communication is an important part of this, we promote the sharing of ideas not only with the top management but also among middle management and project heads, etc. . Global Procurement: We are working to develop stronger global procurement activities by working with global manufacturing bases. Procurement activities in the past were mainly focused on individual bases, but we have shifted to a more global approach to obtain the most suitable parts at competitive prices. This benefits not only ONZAA, but also our business partners who benefit with volume order stability, and also give way to the accumulation of technology. By sharing these merits we can build more confident relationships. 4. Business Continuity Plan: In addition to earthquake-proof reinforcing of individual office buildings, we have started compilation of a business continuity plan (BCP). We also recognize our responsibility to local communities, our business partners and customers for being prepared for large-scale disasters, including earthquakes, and recommend quakeproofing measures to our partners located in areas that are likely to experience heavy damage. We are also prepared to aid our business partners in their recovery if they should fall victim to such disaster. Integrity in the Workplace Fair Treatment and Respect: We hire, promote, train, and pay based on merit, experience, or other work-related criteria. We value the wide range of backgrounds of our employees. Our diversity is a strength in the increasingly diverse marketplace. And we strive to create work environments that accept and tolerate differences while promoting productivity and teamwork. Each of us is responsible for creating and maintaining a productive work environment where the dignity of all employees is respected. 1. Equal Employment Opportunity: ONZAA is committed to equal employment opportunity. ONZAA extends employment opportunities to all qualified applicants and employees and strives to maintain workplace environments free of discrimination, hostility and physical or verbal harassment with respect to age, race, color, sex, religion, national origin, disability, sexual orientation, gender identity/expression, or being a disabled veteran, a veteran of the Vietnam Era, or other covered veterans. ONZAA employees are entitled to a work environment free from conduct that even appears disrespectful. Certain jokes, cartoons, pictures, language, gestures, and touching may offend people and may result in a hostile work environment, which ONZAA does not tolerate. 2. Health and Safety: ONZAA’s overriding priority is to protect the health and safety of each employee. We all have a stake in a healthy, injury-free work environment that protects the health and safety of each employee. We should not compromise any person’s well-being in anything we do. This means following procedures for reducing accident risks, and it means using equipment safely. It means following safe workplace practices ? no exceptions, no shortcuts. It means promptly voicing safety concerns to supervisors, so we can correct situations that may endanger employees. Don’t assume that a safety hazard has been reported – take responsibility for reporting it yourself. ONZAA encourages employees to continue safe practices outside of the office, such as following safe driving practices: wearing your seatbelt; avoiding distractions (cell phones and texting); not driving while impaired; and obeying traffic laws and speed limits. Accurate Information, Records, and Communications Intentionally creating or inserting false or misleading information in any ONZAA financial or other business record is strictly prohibited. Inaccurate information leads to bad decisions by ONZAA. And our customers, suppliers, investors, business partners, communities, and government officials rely on us for accurate information. All business records are to be maintained accurately. Whenever an inaccuracy finds its way into a record, it should be corrected and, where appropriate, the reasons for the correction should be noted. This is also important in engineering records. An inaccurate record is an â€Å"open loop. † We need to â€Å"close the loop† by clarifying and supplementing the â€Å"open loop† record with the accurate data or judgment. We must also ensure that ONZAA’s business records are available to meet the company’s business needs, including legal and tax requirements. That’s why we must comply with ONZAA’s Information Lifecycle Management (ILM) policies in creating, managing, and disposing of all ONZAA records. Be alert to and observe Litigation Holds. These are instructions from the Legal Staff requiring that certain records be retained beyond normal retention periods for legal or compliance reasons. Failure to comply with Litigation Holds can result in serious harm to ONZAA and its employees. It is unlawful to destroy, conceal, alter, or falsify any ONZAA business or other record, document, or object for the purpose of obstructing or influencing any lawsuit or other legal or governmental proceeding or investigation. The ONZAA Information Security Policy and Practices provide guidance on the classification and protection of ONZAA information. The ONZAA ILM policies provide guidance on creating, maintaining, and disposing of all ONZAA records containing ONZAA information, and for the Acceptable Use Practices that govern use of ONZAA information resources. These policies also apply to those third parties, including contract workers, who have access to ONZAA information. Each of us must learn and comply with ONZAA Information Security and Information Lifecycle Management policies and Acceptable Use Practices applicable to our jobs. This includes everything from securing workstations, to keeping passwords secret, and much more. Treat Everyone With Respect Remember that customers, colleagues, supervisors, suppliers and competitors may have access to whatever you post. These individuals reflect a diverse set of customs, values and viewpoints. Offensive, demeaning, abusive or inappropriate remarks are as out-of-place online as they are offline. You are expected to abide by the same standards of behavior both in the workplace and in your social media communications. Be Aware That Your Online Communications Travel Fast, Remain Forever and Are Usually NOT â€Å"Private† There are no secrets on the Internet. Information you may think you have protected as â€Å"private† on some social media sites may be accessed by others. Make sure you will have no regrets about what you said or did online if a reporter, a relative or your manager were to view it. If you are still unclear what actions are considered to be a violation of ONZAA policy, please refer to the Social Media Policy? Whether you are using email, voice mail, or social media channels, never make any illegal, unethical, unauthorized, or disruptive use of ONZAA information systems or equipment. This includes, for example, accessing, transmitting, or storing inappropriate material (e. g. , pornography, depicted nudity, lewd or violent materials, chain letters, sexually oriented jokes or cartoons, or other offensive/demeaning material related to age, race, color, sex, religion, national origin, disability, or sexual orientation). Violations will subject you to disciplinary action up to and including discharge. If you get an inappropriate message, or are confronted with instances of unethical business practices or behavior, report it to your leader, or contact the Aware line. Gifts, Favors and Conflicts of Interest †¢ Do not use your position at the Company to privately enrich yourself or others (such as family or friends). In fact, you should avoid situations that could even look to outsiders as if you are doing something improper. Never ask for a gift or favor from an individual or organization that does business with the Company, or is actively seeking to do business with the Company. †¢ Accept a gift or favor that is freely offered by suppliers, dealers, and others only if it is of nominal value, involves a normal sales promotion, advertising, or publicity, and there is a legitimate business purpose. In the United States, $50 is considered to be nominal value. See your local appendix, or ask your Human resources representative to find out what is considered â€Å"nominal value† in your country. Never accepts any of the following types of gifts or favors from an individual or organization that does business with the Company, or is actively seeking to do business with the Company: – Cash, gift certificates, or a gift of packaged alcohol (including beer or wine) – Tickets to any event, unless the supplier is in attendance and the situation meets all other entertainment limitations – A loan, unless it is from a regular financial institution on normal terms – Discounts on goods or services, unless the supplier makes them generally available to all employees in the Company – Gifts or other donations for parties or social events attended principally by Company personnel (for example, retirement or holiday parties) †¢ Return inappropriate gifts with a polite note explaining the Company’s policy. If it is not possible or practica l for you to return the gift, consult your local Human r resources representative to determine what to do with the gift. †¢ Ask if you are not sure if something is appropriate. You may ask your manager, your local Human resources representative, the office of the General Counsel, or your local legal office. Know and follow Company policies regarding accepting refreshments, entertainment, and other social events associated with your work at the Company: – You may accept refreshments provided by a supplier while attending a business meeting. – You may accept only one meal per quarter per supplier. – You may accept only one meal per week, in total, from all suppliers. – You may accept up to two entertainment events (such as a golf outing, or a sporting, theatrical, or cultural event) per calendar year, per supplier, provided that the supplier is in attendance and the event does not require extensive travel or an overnight stay. Do not attend an event that involves adult entertainment when you are on Company business. †¢ Do not travel on a supplier’s aircraft or vehicle for transportation unless it is an authorized Compan y business trip (such as a trip to a supplier’s plant for a Quality review, or a local social event that complies with the Company’s entertainment policies). Additionally, any travel on a supplier’s aircraft must meet the requirements of directive. †¢ Although you may accept invitations from multiple suppliers, remember that frequent acceptance of gifts or invitations (even if within policy limitations) may create an appearance of impropriety. †¢ You may accept a gift while at a supplier-paid event, as long as the gift is of nominal value. Remember, prizes given out at such events are considered gifts. Therefore, you may not accept a prize of greater than nominal value, even if you win a contest to qualify for the prize. See your local appendix, or ask your Human resources representative to find out what is considered â€Å"nominal value† in your country. †¢ Use good judgment when you are offered gifts or invitations. If there is any doubt whether the conduct is appropriate, you should consult your Human resources represented d o not act on behalf of the Company with an organization in which you or a family member has a financial interest, or which employs a family member or close friend. Do not give preferential treatment, and avoid a situation that would raise the suspicion of preferential treatment. Consult with your management, Human resources representative, or the office of the General Counsel or your local legal office about any questionable situation. †¢ Do not use any nonpublic information gai ned through the Company for your personal advantage, or to enable others to profit from it. For example: – do not profit from a business transaction in which the circumstances indicate that the opportunity belongs to the Company. – do not disclose any Company information outside the Company, including financial, product, or bid information, prior to its authorized release. If you are a salaried employee, obtain prior written approval from the Company for the following circumstances: – Before working or performing services for an organization with which the Company does business – Before becoming a director, officer, or consultant of any other business – For employees who are ll 5 (or its equivalent) or above, before becoming a director, officer, or consultant of a nonprofit or charitable organization (such as the United Way or a disaster relief organization) at the national level, or before accepting a local position (in a similar organization) tha t has high, community-wide visibility †¢ Consult with your local Human r sources’ representative before you act, if you are in doubt about how this policy affects you. I’ve or pay your own way. Conclusion We strive to act with personal and institutional integrity in the workplace, the marketplace, and the communities where we live. We must all understand and apply our values and policies to ensure that we compete – and win – with integrity. Winning with Integrity poses a challenge to each of us. It requires strength of character to act when the easier course would be to ignore the problem. We can all fulfill our responsibilities by: * Following Winning with Integrity, ONZAA’s Code of Conduct; * Raising potential instances of misconduct to leadership; * Giving feedback on problem areas and suggesting improvements to leadership; * Listening to the concerns of customers, co-workers, dealers, and suppliers – and Making sure this information gets proper attention; and * Conducting ourselves with the highest ethical standards. Employees who violate these requirements are subject to disciplinary action that, in the judgment of management, is appropriate to the nature of the violation, which may include termination of employment. Employees may also be subject to civil and criminal penalties if the law has been violated. References 1. http://www. toyota-global. com/company/vision_philosophy/pdf/code_of_conduct. pdf 2. http://www. mitsubishicorp. com/jp/en/about/philosophy/pdf/conduct100624e. pdf 3. http://corporate. ford. com/doc/corporate_conduct_standards. pdf 4. http://www. globalsuzuki. com/corp_info/environmental/pdf/2005_env_soc_report_e. pdf 5. http://www. gm. com/content/dam/gmcom/COMPANY/Investors/Corporate_Governance/PDFs/Winning_With_Integrity. pdf How to cite Code of Ethics ( Automobile Industry ), Essay examples

Essay on Human Resource Management Issues At Foxconn

Question: 1. What is the impact of globalisation on International HRM? (50%) In answering this question you may find it useful to consider a) Why have the multinational companies been using Foxconn as a supplier b) What sort of HR strategy is adopted by Foxconn in China and why? 2: What are theHRM challenges faced by MNCs in their global operations? (50%) In answering this question you may find it useful to consider a) What are the main HR issues identified in the Foxconn Case b) What further changes might be required in thecurrent practices of Foxconn? What could help these changes to become a reality? Answer: Globalization can be defined as the set of process that is complex in nature and operate very erratically in both space and time. The transnational corporations are focusing on their extensive operations geographically and also in states through their industry policies, foreign investment and trade which is supporting to reshape and shape their global economic map (Abrishami and Peivandi, 2012). Further, the revolutionary, time and technological changes in the production processes, transport and communication have facilitated the globalization and internationalization for production of both goods and services (Hunter and Katz, 2012). The changes in the external factors of the organization and also increase in various opportunities and innovation is enabling the companies to expand and extent their operations in the foreign market. Thus to adapt to the changing demand in the business operations due to globalization, the top management of the organizations are focusing on changing thei r business model, to gain market entry in the international markets and also operate effectively (Gachunga, 2009). In this context, the essay will analyze the case of Foxconn in China. The essay will highlight the reason behind why most of MNCs choose Foxconn as their supplier presently and also discuss the current HR strategy adopted by Foxxconn in China to help the employees in meeting their needs. The essay will also demonstrate the HRM challenges faced by the multinational in operating globally and also discuss the HR issues that Foxxconn had to face. Human Resource Management can be termed as the practices and policies that mainly emphasizes on carrying out different aspects of people including the training, screening, recruiting, appraising and rewarding(Ohtaki and Bucknall, 2005). However, it is too be noted that the key activities of the business remains same even if the country is working outside its domestic country but the scale and context of activities might change to emergence of globalization. There are three dimensions of International Human Resource Business: The first dimension involves the utilization and distribution of Human resources including the work relations, training, performance evaluation, salary and compensation, employee recruitment and selection and also pertinent planning. The second dimension mainly includes different countries that involve various internal activities related to human resource management. The third dimension is the different employee types working for the international organization li ke Host-Country Nationals (HCNs), Third-Country-Nationals (TCNs) and Parent-Country National (PCNs) (Maksimovic, 2003). Due to globalization, the expansion of international market has issues related to employees like acquainting and coordination with employees of different culture, the feeling of loss of identity, learning new international business rules etc. Human Resource management helps to deal with such differences. Human resource management plays a vital role in this globalization process. It helps to determine the fitness of cultural scale among the companies before finalizing the possible arrangement. This globalization process has led Foxconn improve its competence, teamwork and creativity(Almond, 2006). Foxconn is the International Technological group from China which is engaged in electronic business contracts for manufacturing channel business, digital contents, automotive electronics, consumer electronics, telecommunication and computers. Presently, it is the largest Contracted Electronic Manufacturer (CEM) of the world. It has become the first choice supplier for most of the multinational corporations (LaPedus, 2010). The main reason behind this is Foxconn commits its clients to provide the best solution of IT products and services. The major clients are Japanese electronics, European and American companies. It has contracts with Toshiba, Sony, Samsung, Nokia, Nintendo, Motorola, Microsoft, Intel, Dell, Cisco, Apple, Acer and Amazon.com. America, Europe and Asia are the three designed and manufacturing zones where the design is implemented and assembled through vertical integration process, at high quality/low cost/ high efficiency/large scale (Pistono, 2012). The vision of Foxconn is to make solace of electronic products use a feasible reality for all humankind; Through the restrictive one-quit shopping vertical coordinated e-cmms model to change the traditional wasteful gadgets outsourcing model; Through the commitment to more noteworthy social agreement and higher moral benchmarks to accomplish a win-win model for all stakeholders including shareholders, workers, group and administration. Foxconn prides itself on its dedication to having "on-time delivery and zero inventory that increases the value of existing products, creates new product offerings, and beats rivalry to the business sector, and where reasonableness meets technological changes. Through its backups and subsidiaries around the world, Foxconn furnishes its clients with an "all-in-one service" and forefront IT products around the world. The leadership of Foxconn is established on the premise of keeping up a steady concentrate on Component Module Move and Service (CMMS), a plan of action that was conceived by its CEO and founder, Terry Gou. Foxconn offers a phenomenal arrangement of capacities on the outline of segments and modules that empowers it to convey a one-stop solution to design, manufacturing, logistic, repair and maintenance worldwide. The five key fundamentals of the basic plan of action cost-efficiency, flexibility, technology, quality and speed - have demonstrated sustainability of Foxconn that lies at the center of its journey for achievement (Management Association, Information Resources, 2012). With its entrenched innovation on tooling and embellishment, Foxconn has advanced from being a maker to an imaginative innovation designer and to turning into the business pioneer in electronic, optical and mechanical integration. It is now trying to discovers another areas like heat transfer technology, networking systems, nanotechnology, green environmental technology, CAD/CAE, sputter technology, optical film, designing of networking chipset and SMT. The legacy of Foxconn reflects the list of priorities and core technologies that helped the organization to be the leading supplier: Foxconn applies its six "C" key competencies (content, car, channels, consumer electronics, communication and computer) and propelled technologies to address the various and complex issues confronting its clients. Its wide base of abilities likewise permits the Company to grow the frontiers of the seventh "C" (health care) and the eighth "C" (CSER investment). The organization stays focused on fortifying its position as a reasonable corporate national on a worldwide scale (foxconn.com, 2009). The key HR strategy of Foxconn is to create trust, collaboration and openness in their work relationships through integrity, values and dignity. The HR policy of Foxconn focuses on value diversity, leveraging innovation where the employees of Foxconn can develop themselves and fulfill their potentials. No Forced Labor and No Child Labor are two most important policies that Foxconn strictly implements. The recruitment and selection policy of Foxconn focuses on hiring the best candidate and also prohibit discrimination with regards to disability, culture, religion, nationality, citizenship and political preference. To be the best employer in China, Foxconn implements the local hiring policy through presently in its manufacturing sites 99% of the employees are citizens of China. Further, the living and working environment of Foxconn also contributes to success of HRM. The organization nurtures positive, invigorating and equal opportunity working environment. It offers individually-tailored salary and compensation packages that comprises of equity components, bonus and rewards. It encourages active living at work where employees get the opportunity to participate in various recreational activities like reading rooms, basket ball courts, gymnasiums etc. This policy helps to optimize the work-life balance and also incorporate the social and health practices in daily working patterns. Foxconn conducts employee performance appraisal process annually to assess the performance of their employees and give them a chance to improve based on their performance outcome. It hosts various award ceremonies to honor the best performance employees. The organization also makes sure the safety and healthy environment for employees. To ensure good health of the employees, the organization has implemented testing machines, safety regulations and also conducts health related activities and made employees to have access to health education (Price, 2004). Foxconn also believes that effective training and development helps to improve the skills and capabilities of the employees. It also motivates the employees to enhance their skills which contribute towards creation of positive working environment. Thus Foxconn facilitates classroom based training along with off-site, on-site and e-learning sessions. This facilitates the employees to attend after-hour seminars and training sessions (L aird, Naquin and Holton, 2003). Finally, for welfare of employees, Foxconn had established Labor Union which works for the protection of workers. The primary duties of The Foxconn Labor Union are to strengthen the ability and cognitive skills of employees, to guide in management and corporate growth, to encourage union democracy and lastly to protect the legal rights and interest of the employees. These functions help the organization to lead the market of China and to sustain in this competitive market. Through these strategies Foxconn emerges as a market leader in its business stream (Jacobsen and Skillman, 2004). However, even after implementing the best strategies, the MNCs are facing huge challenge while operating in international market. Due to globalization there is an increase in the business internalization. This is creating a great impact on the MNCs while operating globally like unfamiliar work ethics, management styles, competitions, practices, languages, laws etc. The HR managers of the MNCs are finding difficulty in dealing with heterogeneous functions. They are also facing issues in managing the workforce diversity and also unfamiliar ways of doing business, customer needs thus creating a big issue in integrating the share global working values with the diverse value system. Similarly, Foxconn also faced some HR issues while operating in China. The recent suicidal news at Foxconn has raised various questions against the HR policy of the organization. In the year 2010, 10 employees had committed suicide to avoid ghastly and long working hours. 150 workers protested against the working condition of the organization. Further in the year 2011, 18 employees were injured and 4 were dead due to explosion in the factory. These all led to unprecedented challenges in the organization (Integrity HR, Inc., 2012). Analyzing the fact, it can be said that Foxconn operated on 3 key principles discipline, control and authority which created mental pressure for the employees working in the plants. Since Foxconn mainly emphasized on delivering the best to its clients to beat the competition, there was high physical and mental work pressure on the employees leading no work-life balance. Further, there was huge income gap for the employees working in Foxconn. They felt unfair towards their effort they put in and also felt low in status in the society. Altogether, Foxconn had to face a huge challenge with suicide, self-injury and unexpected death (Guo et al., 2012; (Srivastava and Agarwal, 2012; Kapoor, n.d.).. In coming future, Foxconn can also face challenge for working in China as it is no longer a cheap place to outsource services or manufacture goods. Cost is increasing in China making it as an expensive place to do business (kpmg.com, 2012). To overcome all these issues, Foxconn need to develop a HR framework that would help to maintain sustainability through HR activities. Foxconn need to appoint an HR officer who would be responsible for reviewing all the core functions of HR relating with the organizational culture, employee rights, recruitment, training and development, salary and compensation etc. The process should involve alignment of HR infrastructure with the sustainability ways. Throughout the process, the HR officer should use the metric based tool that would help to measure the sustainability performance. Foxconn should ensure that the HR department of the organization is following a broad roadmap (shown below) for high business outcomes (Cohen, Taylor and Muller-Camen, 2011). In conclusion, this essay demonstrates the impact of globalization on HRM practices with respect to Foxconn Group. The essay identifies the HR issues and challenges that the organization faced in recent years and what are the recent HR strategies that the organization is following presently to sustain in the market of China. The essay found that Foxconn have implemented various strategies related to training and development, recruitment and selection policy, the labor union, performance management, working and living environment, everything has helped the organization to lead ahead in the Chinese market. The recent suicides and injuries have made the management to take proper steps for better life of the employees. References Abrishami, M. and Peivandi, A. (2012). The Impact Of Globalization on The Transformation From Traditional to Modern Business Practices and Operations in India. IJSR, 3(4), pp.79-83. Almond, P. (2006). International Human Resource Management: Globalization, National Systems and Multinational Companies ? Tony Edwards and Chris Rees. Human Res Manag J, 16(4), pp.432-433. Cohen, E., Taylor, S. and Muller-Camen, M. (2011). HRs Role in Corporate Social Responsibility and Sustainability. [online] shrm.org. Available at: https://www.shrm.org/about/foundation/products/documents/csr%20exec%20briefing-%20final.pdf [Accessed 6 Jan. 2015]. foxconn.com, (2009). Foxconn- CSER Annual Report. [online] Available at: https://ser.foxconn.com/.../2009+Foxconn+CSER+Annual+Report.pdf [Accessed 6 Jan. 2015]. Gachunga, H. (2009). Impact of Globalization on the Human Resource Management Function in Developing Countries: A Case Study of Kenya Public Corporations. KCAJBM, 1(1). Guo, L., Hsu, S., Holton, A. and Jeong, S. (2012). A case study of the Foxconn suicides: An international perspective to framing the sweatshop issue. International Communication Gazette, 74(5), pp.484-503. Hunter, L. and Katz, H. (2012). The impact of globalization on human resource management and employment relations in the US automobile and banking industries. The International Journal of Human Resource Management, 23(10), pp.1983-1998. Integrity HR, Inc., (2012). Foxconn Horror Stories Make Our HR Professionals Cringe - Integrity HR, Inc.. [online] Available at: https://integrityhr.com/foxconn-horror-stories-make-our-hr-professionals-cringe/ [Accessed 6 Jan. 2015]. Jacobsen, J. and Skillman, G. (2004). Labor markets and employment relationships. Malden, MA: Blackwell Pub. Kapoor, B. (n.d.). Impact of Globalization on Human Resource Management. [online] jimsjournal.org. Available at: https://www.jimsjournal.org/6%20Bhushan%20Kapoor.pdf [Accessed 6 Jan. 2015]. kpmg.com, (2012). The Future for MNCs in China. [online] Available at: https://www.kpmg.com/ru/en/services/nationaldesk/china-practice/documents/future-for-mnc-in-china.pdf [Accessed 6 Jan. 2015]. Laird, D., Naquin, S. and Holton, E. (2003). Approaches to training and development. Cambridge, Mass.: Perseus Books Group. LaPedus, M. (2010). Foxconn wants to dominate LCD market | EE Times. [online] EETimes. Available at: https://www.eetimes.com/document.asp?doc_id=1258219 [Accessed 6 Jan. 2015]. Management Association, Information Resources, (2012). Supply Chain Management: Concepts, Methodologies, Tools, and Applications: Concepts, Methodologies, Tools, and Applications. IGI Global, pp.1009-1010. Maksimovi, M. (2003). Strategic human resources management in international management,Strategijski menadzment, Vol. 7, No. 1-2/2003. September, Faculty of Economics Subotica, Subotica, YU ISSN 0354-8414, pp. 160 162 Ohtaki, R. and Bucknall, H. (2005). Human resource management. Singapore: John Wiley Sons (Asia). Pistono, F. (2012). Robots will steal your job but that's ok. Lexington, KY: Createspace. Price, A. (2004). Human resource management in a business context. Australia: United Kingdom. Srivastava, E. and Agarwal, N. (2012). The Emerging Challenges in HRM. INTERNATIONAL JOURNAL OF SCIENTIFIC TECHNOLOGY RESEARCH, [online] 1(6), pp.46-48. Available at: https://www.ijstr.org/final-print/july2012/The-Emerging-Challenges-In-HRM.pdf.