This study begins with the question: "Is there a place for a Christian ethical code of conduct in the diverse and complex business world of today?" In chapter 2 I explain the context wherein one should understand this question. If you look at the history of South Africa you will see that there was discrimination that took place over a long period of time on the basis of race, religion and gender and that makes this issue a very sensitive one. The reason why it is so sensitive is if there were to be a Christian ethical code of conduct in the workplace could it lead to discrimination again? That is not allowed to happen under the current Constitution of South Africa. But the other side is also true, if you don?t have a Christian ethical code won?t you loose the beautiful things Scripture gives us on how to treat all people equally and fairly within the workplace? This study will show that according to the Constitution of South Africa it is possible to have a Christian ethical code of conduct as long it does not exclude any employee. In chapter 3 we have a look at Scripture that gives us guidelines on how to treat all people and also people in the workplace. Here are some examples: * the way employees should be handled; * the number of working hours the employees should be working; * the remuneration of the employees – is it fair; * how the Shareholders? / Stakeholders? interests are looked after; * the manner in which the business is being managed; * the Constitutional business environment; * the international law that transcends borders where macrobusinesses do business. In chapter 4 we look at the Christian ethical perspective in the business. We look at the role of the economy and the core values to manage a business. In chapter 5 we end with an example of a workable Christian ethical code of conduct and we compare two large business codes of conduct. / Thesis (Th.M. (Ethics))--North-West University, Potchefstroom Campus, 2011.

Au Québec, la Loi sur les services de santé et les services sociaux, Chapitre S-4.2, à son article 233, demande à ce que chacun des établissements de santé, dispose d’un code d’éthique qui essentiellement demande de préciser les droits des usagers et de fixer les conduites attendues du personnel. Le législateur souhaitait améliorer les conduites du personnel dès le début des années 1990 et envisageait désigner un organisme de surveillance pour s’en assurer. Cette contrainte ne fut pas retenue et 20 ans plus tard, la volonté d’assurer des conduites attendues n’est toujours pas assujettie de contraintes ou de contrôles même si elle est toujours souhaitée. En 2003 toutefois, le Ministre a mis en place un processus de visites ministérielles dans les milieux d’hébergement et à ce jour quelques 150 établissements ont été visités. Ces équipes se sont préoccupées entre autre de la fonction du code d’éthique pour soutenir les directions de ces établissements. Elles ne réussissent pas à pouvoir s’appuyer sur le code d’éthique pour qu’il soit l’assise pour baser les décisions cliniques, organisationnelles et de gestion de chacune des organisations du réseau de la santé et des services sociaux du Québec. Il faut à ce moment-ci faire le constat que le code d’éthique, obligatoire, figure au nombre des nombreuses contraintes rencontrées par les organisations. Les établissements doivent passer un processus d’agrément aux trois ans et le code d’éthique n’est pas davantage un élément dynamique retenu à ce processus de validation de normes de qualité. De plus, une revue québécoise spécialisée en gestion de la santé a consacré un numéro complet de 15 articles sur « éthique et comportements » et le code d’éthique y est absent sauf pour deux articles qui s’y attardent spécifiquement. Est-ce une question d’éthique dont il est question par ce code, ou si ce n’est pas davantage de la déontologie, d’autant que le législateur veut avant tout s’assurer de comportements adéquats de la part des employés et des autres personnes qui exercent leur profession. Est-ce qu’un code de conduite ne serait pas plus approprié pour atteindre les fins visées? Cette question est répondue dans ce mémoire qui regarde les concepts d’éthique, de déontologie, de codes, de régulation des comportements. De plus, des analyses détaillées de 35 codes d’éthique actuels de divers établissements et de diverses régions du Québec iv sont présentées. La littérature nous donne les conditions de réussite pour un code et outre l’importance à accorder aux valeurs énoncées dans l’organisation, il est également question des sanctions à prévoir au non-respect de ces valeurs. Elles se doivent d’être claires et appliquées. Enfin, beaucoup d’organisations parlent maintenant de code de conduite et ce terme serait tout à fait approprié pour rejoindre le souhait du législateur qui veut assurer des conduites irréprochables des employés et autres personnes qui y travaillent. C’est la conclusion de ce travail, énoncée sous forme de recommandation. / Quebec’s Health and Social Services Law, ch. S-4.2, art. 233, requires that every health institution have a code of ethics that, in essence, sets out the rights of patients and the manner in which staff are expected to conduct themselves. The legislator had hoped that improvements in the conduct of personnel would begin to be seen at the start of the 1990s, and wanted to set up a watchdog body to ensure that progress was made. In the end, no such body was created, and 20 years later, even though they are still very much wished for, constraints and controls over staff conduct remain sorely lacking. In 2003 the Minister of Health and Social Services began a series of official visits to hospitals which to date have covered 150 institutions, and in each of these visits the minister’s teams have, with the backing of the hospitals’ administrators, made a point of looking at how each institution’s code of ethics is working. The general consensus of administrators, however, is that no health institution in Quebec has been able to use the ethics code as a basis for making clinical, organizational or managerial decisions. On the contrary, having a mandatory ethics code is seen by many as a hindrance, one among many that the institutions have to deal with. Every three years each institution goes through a process of re-accreditation to ensure it complies with government standards of quality, but its ethics code is not considered an important and dynamic element in this re-evaluation. One example of this blind spot: When a Quebec periodical specializing in health-care management published a special issue on “ethics and behaviour,” only two of its 15 articles specifically mentioned the notion of a code of ethics. This raises the question: Is “ethics” too general a term? Given that the legislator’s goal is to ensure proper behaviour on the part of staff and others who exercise their profession in the institutions – in other words, a preoccupation with professional ethics – would it not be more appropriate to instead refer to a “code of conduct”? This question is addressed in this thesis, through an examination of the concepts of ethics, professional ethics, codes and regulation of behaviour. As well, a detailed analyses of 35 ethics codes in diverse institutions throughout Quebec is presented. The vi academic literature provides ways of measuring the success of a code of ethics, and besides the importance given to institutional values, there is also the question of sanctions to impose when those values are not respected. Values must be clear to be properly applied. Finally, many organizations now refer to “codes of conduct” – a highly appropriate term, given that the legislator’s goal is to ensure that the conduct of employees and other personnel in health establishments is beyond reproach. This, in fact, is my conclusion, spelled out in the form of a recommendation.

This study draws from Zygmunt Bauman´s theory that a governmental policy of values can reduce the personal responsibility and moral choices for employees, to focus only on maintaining the government’s internal rules and regulations. The apparent risk with this type of moral attenuation is that the employee is deprived of the possibility to react morally on conduct of the government’s external misuse of power. In this study, this theory is connected to the Swedish Armed Forces’ policy of values, as these values do not include a critical standpoint for officers and soldiers. The policy is instead aimed at maintaining the internal rules and regulations of the Armed Forces, thus neglecting moral functions’ for officers and soldiers applicable to the use of force.The purpose of this study is to show how development of the current policy of values can make it possible to mitigate the risk of moral attenuation, by using a postmodern theory for ethics. The study analyses the decision to use force in Afghanistan, and finds that the ethics for military violence are based on a liberal ontology. With a postmodern paradigm on ethics, the study then criticizes the liberal ethics at hand for the use of force in Afghanistan.The study concludes that the policy of values set by the Swedish Armed Forces could be revised by adapting an ethical awareness to the risks of moral attenuation. Further, the study suggests that the policy should include the fact that the use of language can dehumanize groups of people, with the apparent risk that the use of force aimed at these people, is morally unsound.

In the last years, we are witnessing an increasingly intense process of creating instruments on labor management in the transnational scope by the multinational companies, aimed at confronting from its autonomy to the very diverse needs generated by its integrated functioning at the global scale. Currently, the physiognomy of these instruments is not yet sufficiently defined; there are notable differences between one another, depending on the company that promotes them and function that assigns them. The present paper carries out a systematization of the criteria that have been presiding its construction, as well as the lines of evolution that are drawn through them. / En los últimos años asistimos a un proceso cada vez más intenso de creación de instrumentos de gestión laboral de ámbito transnacional por parte de las empresas multinacionales, dirigido a hacer frente desde su autonomía a las muy diversas necesidades generadas por su funcionamiento integrado a escala global. Actualmente la fisonomía de estos instrumentos no se encuentra todavía suficientemente definida, existiendo diferencias notables entre unos y otros, en función de la compañía que los impulsa y la función que esta se les asigna. El presente artículo lleva a cabo una sistematización de los criterios que vienen presidiendo su construcción, así como de las líneas de evolución que a través de ellos se dibujan.

Managing discipline in schools is one of the fundamentals of effective teaching and learning. It is evident that ineffective discipline management in schools would eventually jeopardize the efficacy of teaching and learning. So, it is crucial that legitimate, democratic disciplinary measures and procedures should be employed. The aim of this study was to investigate ways of managing discipline in selected secondary schools within Sekhukhune District, Limpopo. A qualitative research approach was chosen, employing research methods which included individual interviews, focus group interviews and non-participant observation. The investigation focused on four secondary schools which were purposefully sampled to participate in the study. The research concentrated only on the views of the educators and the principals. This investigation revealed that principals and educators still find themselves in a predicament in applying contemporary disciplinary measures due to a lack of training or minimal training regarding alternatives to corporal punishment. / Educational Leadership and Management / M. Ed. (Education Management)

Dès les années 1970, à l’appui de travaux scientifiques et statistiques, un groupe de scientifiques de la NASA convainc les plus hautes autorités américaines des conséquences désastreuses de la prolifération des débris dans l’espace extra-atmosphérique. Déjà, ils mettent en garde contre les tests antisatellites, accélérateurs du phénomène. Ces chercheurs essaiment leurs croyances au-delà des frontières américaines, et au-delà de la communauté scientifique. Ils sont aidés en cela par la popularisation du thème plus global de développement durable. Le résultat est qu’aujourd’hui, presque n’importe quel citoyen est capable de discourir sur le problème des débris dans l’espace. Une communauté épistémique s’est formée autour de ce sujet rassemblant scientifiques, ingénieurs, militaires, diplomates, étudiants et citoyens. Les savants et les profanes. Fort de ce contexte, la nécessité d’une norme semble s’imposer afin de sécuriser les activités spatiales. Bien qu’existante depuis la conquête de l’espace de manière latente, cette norme n’a jamais fait l’objet de consensus entre les Etats permettant d’aboutir à un régime. Or, de 2007 à 2016 il devient l’objet de toutes les attentions mais aussi de toutes les divisions entre puissances spatiales, amenant même à créer de manière schématique deux camps opposés. Cette thèse interroge la supériorité américaine dans l’espace au 21ème siècle, le rôle des institutions supranationales dans leur capacité à réguler les relations entre Etats, mais aussi la place de ces derniers face aux acteurs non étatiques. Dans cette même idée, elle analyse le rôle, l’influence voire le pouvoir des communautés épistémiques sur les Etats et inversement. / From the seventies, a small group of scientific in NASA convinced American authorities of the dangerousness of orbital debris. At that time already, they warned against the antisatellite weapons tests which exacerbate the phenomenon. These researchers disseminated their knowledge beyond the American borders and beyond the scientific community. In their struggle of recognition, they are helped by the global awareness on sustainable development. As a result, today, almost no citizen in the world ignores the problem of debris in outer space. Thus, an epistemic community made of scientifics, engineers, servicemen, diplomats, academics, students, and citizen arose. Scholars and laymen all together. Thanks to that global awareness, the need for a standard seems to be necessary in order to regulate and secure the space activities. Although it has existed since the conquest of space in a latent way, this norm has never been the object of a consensus between the States allowing reaching a regime. However, from 2007 to 2016, States renew their interest for this norm. But because they don’t agree with each other, the debate creates schematically two opposing camps.This dissertation aims at questioning the American superiority in the 21st century, the role of the international organizations to mitigate the conflicts between States, but also the influence of the latter facing the non-States actors. Similarly, the dissertation tries to assess the role and the influence of the epistemic communities on States and conversely.

Magister Legum - LLM / The culture of corruption is rooted deeply in Kenya. It may be described as an incurable infectious disease.1 Kenya has been ranked as one of the most corrupt countries in the world. For the last three years, Kenya has scored less than 27 percent in the Corruption Perceptions Index published by Transparency International. Corruption persists mainly because those in public office benefit from it and the existing institutions lack both the will and capacity to stop it. It persists despite the legislation, institutions and measures that have been put in place to fight it.3 The Ethics and Anti-Corruption Commission is the main institution mandated to combat corruption in Kenya. The primary anti-corruption laws are the Public Officer Ethics Act No 4 of 2003, the Leadership and Integrity Act No 18 of 2014, the Public Officer Ethics (Management, Verification and Access to Financial Declaration) Regulations of 2011 and the Kenyan Constitution of 2010. One of the key anti-corruption measures is the system of wealth declarations by public officials established by the Public Officer Ethics Act (POEA). The POEA did not have an easy passage into law. When it was introduced in 2002, Kenya was governed by the Kenya African National Union (KANU), led by President Moi. The regime was characterised by autocratic rule, high levels of politically sanctioned corruption, rapid economic decline and massive accumulation of wealth for the politically connected.4 Unsurprisingly, President Moi did not assent to the enactment of the POEA. The National Rainbow Coalition (NARC) came into power in 2003 and re-commenced the process to pass the POEA into law. This was done with a view to curbing corruption and bolstering donor confidence.5 Regrettably, the NARC administration quickly replicated the corrupt practices of its predecessor, despite being elected on a platform of zero tolerance towards corruption. The new administration, which had promised war on corruption, instead was embracing corruption and denying citizens constitutional reforms.

The apparel industry is one of the first industries being criticized and publicly shamed for not taking enough social responsibility for the workers in their supply chain. Today, most of the apparel production takes place in developing countries such as Bangladesh, China, Cambodia and Vietnam. Social issues in the apparel supply chain are often related to health and safety, minimum wages, overtime, child labor and the lack of freedom of association. Controlling these social issues is difficult since the apparel companies and their suppliers are geographically and culturally separated. Furthermore, the production of apparel takes place in countries with weaker legal frameworks not being strict enough to protect the workers' rights. Hence, the apparel companies face major challenges in controlling the fulfillment of international standards from the International Labor Organization and United Nations. There is a lack of research on the topic related to social sustainability practices in the supply chain and researchers state that it requires more attention, by focusing on how companies' code of conducts (CoC) and international standards can be used more effectively in the context of sourcing and social responsibility. To address the research gap, the purpose of the study is to understand how brand-owning apparel companies in Scandinavia control social sustainability in their supplier networks. Based on those findings, we will compare the relation between the empirical data and what theories and international standards illustrate as critical aspects for controlling social sustainability. In the study, we have conducted semi-structured interviews with seven Scandinavian apparel companies. Since social sustainability can be a sensitive topic for companies to share information on, we have also conducted an interview with Nina Wertholz, working at the non-profit organization Fair Action, providing a different perspective. By using a thematic analysis, two main themes have been identified that together answer the research question, namely control measures and factors affecting control. Firstly, control measures relate to what the companies' control consists of and our findings demonstrate risk assessments, code of conduct, audits, and measurement as the main tools. Still, we conclude that these control measures are not sufficient to control social sustainability in the supplier network. Secondly, factors affecting control can explain the outcome of controlling social sustainability. Findings advocate that a good collaboration, providing support and a shared interest can facilitate a higher degree of control. Additionally, our findings shows that companies with smaller order quantities have less influence and control over their supplier's social sustainability practices. We also infer that the number of suppliers and which countries the companies choose to source from will affect the obtained level of control. Furthermore, decisions regarding the supplier base and the sourcing country are active choices made by the companies. Lastly, we conclude that the companies' purchasing behavior can affect the level of control related to wages, incomes, and overtime for the workers in the apparel supply chain.

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It has become obvious that a worldwide awareness of the quality of children’s behaviour and therefore also of learner-behaviour exist (Lewis, 2001:307). Moreover, according to Lee and Powell (2005:83), the whole of America has turned concerned interest towards the dilemmas that are associated with the troublesome behaviour of young people at schools. The purpose of this non-experimental, descriptive survey was to react to Gossen (in Lee & Powell, 2005:85) who advocates the restructuring of school discipline to create an atmosphere that would support learners in re-adjusting their behaviour. As a result, the main aim of this study is to examine how learner discipline can be managed in Thabo Mofutsanyana District as informed by the literature study and empirical survey. This aim is conceptualised into objectives and was achieved by investigating the nature of learner discipline, investigated how learner discipline in the Thabo Mofutsanyana District was managed. A quantitative method of gathering data was used in this study. According to Leedy and Omrod (2005:950, quantitative research methods are those that seek to objectively measure the variables of interest. To qualify and quantify the effects of learner’s perception on behavioural choices, this study offers a guide to the data collection and analysis, which provides useful information that is relevant to pre-service and practicing educators. For the purpose of this research, structured questionnaire was selected as a research tool. Tuckman (2008:230) explains the fact that questionnaires are used by researchers to convert information directly given by people into data. The findings suggest that classroom management has an impact on how learners learn and how educators manage learning in a classroom situation. Findings also suggested that by means of a classroom policy, an educator can use rules and procedures to regulate all aspects of the classroom environment and all the actions and behaviour within the classroom. Also, findings confirm that the following issues are pivotal to schools when developing classroom policy: a good classroom policy must clearly reflect the objectives (long-term) and aims (short-term) for which the class is striving, the policy should also be consistent, be acceptable to the majority, facilitate decision-making about certain matters and make provision for the class rules and procedure. In conclusion, an overview of the challenges identified by this research project, as well as the aspects in need of further research, is highlighted. / Educational Leadership and Management / M. Ed. (Education Management)