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"Many countries in Latin America and the Caribbean have achieved considerable economic growth, yet the region still faces many seemingly intractable problems. The conventional wisdom in development agencies - that prioritization is impossible and that everything must be done - is simply not effective. Latin American Development Priorities shows how limited resources could be used for the greatest benefit of the Latin American and Caribbean region. A panel of economists met over three days in San Jose; to review proposals to tackle the ten most important challenges, which emerged from a survey by the Inter-American Development Bank. The expert panel was asked a question which appears simple but is actually very difficult to answer: What should Latin American governments do with an additional nominal $10 billion? Hard choices are needed if Latin America's problems are to be tackled effectively. This book provides the means to make those choices as objectively as possible"--Provided by publisher

The paper examines the claim that international migration and increased ethnic diversity challenge the sustainability and legitimacy of redistributive welfare states. Immigration might potentially lessen pressures related to demographic ageing, labour shortages in welfare services and the funding of future pensions in many European countries. The paper discusses three accounts of why a mutually beneficial relationship between immigration and welfare state sustainability so far has not been achieved. The first account claims that redistributive welfare states are undermined because increased immigration-based ethnic diversity diminishes social solidarity. The second account argues that immigration, especially from non-western countries, threatens the sustainability of redistributive welfare provision because there is an unfortunate interplay between the level of qualifications of immigrants and the work disincentives created by fairly generous and accessible social security benefits. The third account attributes the problems of immigrants' economic integration to discriminatory attitudes and practices of key decisionsmakers in the receiving countries, especially from employers and staff in employment and educational services. The paper questions the first of these accounts on theoretical and empirical grounds. The last part of the paper argues that there is a need for better longitudinal data about the employment contexts and work conditions of immigrants in receiving countries and the prevalence of discrimination, in order to enable an assessment of the relative merits of the second and third account.

Cover -- Title page -- CIP data -- Table of Contents -- List of Figures and Tables -- Preface -- Chapter 1 Introduction to Business Ethics and Its Benefits (or Disadvantages?) -- FACTORS DETERMINING COMPETITIVENESS AND LONG-TERM VIABILITY -- "THE STATE OF THE REALM" -- WHY DID I CHANGE MY WAYS? -- WHY SHOULD YOU CHANGE YOUR WAYS? -- Improved Employee and Organizational Motivation and Morale -- Customer Loyalty and the Ability to Attract New Customers -- Financial Performance -- Negative Exposure and Performance Backlashes -- Attracting Other Stakeholders -- Making the World a Better Place -- ANY REASONS WHY YOU SHOULD NOT CHANGE YOUR WAYS? (OR THE DISADVANTAGES OF CORPORATE SOCIAL RESPONSIBILITY) -- NAÏVE, REALISTIC, OR CYNICAL? -- TO REAP THE BENEFITS, YOU NEED TO MAKE IT WORK IN PRACTICE -- A SOCIALLY RESPONSIBLE BUSINESS MANAGEMENT MODEL -- THE BUSINESS ETHICS FRAMEWORK -- THE DIFFERENT AREAS AND ELEMENTS OF THE BUSINESS ETHICS FRAMEWORK -- BASIC ETHICS CONCEPTS DEFINITIONS -- Chapter 2 Bringing the Ethical Business Approach to Life-An Implementation Road Map -- THE BUSINESS ETHICS IMPLEMENTATION PROCESS -- DEFINING THE ETHICAL PROFILE OF YOUR ORGANIZATION -- DECIDING ON AND DEVELOPING ETHICAL BUSINESS PRACTICES -- ONE CHIEF EXECUTIVE OFFICER OR ALL EMPLOYEES AS CEOS? -- TRAINING THE ORGANIZATION IN ETHICAL MATTERS -- LAUNCH AND MARKET THE NEW GOOD CITIZEN ORGANIZATION -- ENSURING COMPLIANCE WITH THE NEW ETHICAL PROFILE AND BUSINESS PRACTICES -- Chapter 3 Building an Ethically Founded Platform for a Sound Organizational Culture: Remedial, Internal, and Strategic Instruments -- KEEPING ONE HAND CLEAN IS NOT EASY IF THE OTHER IS DIRTY -- EMPLOYEE TREATMENT AND WORK CONDITION POLICY (HUMAN RESOURCE POLICY IN OTHER WORDS) -- DIFFERENTIATED VERSUS GLOBAL HUMAN RESOURCE MANAGEMENT STANDARDS -- SAMPLE HUMAN RESOURCE MANAGEMENT POLICY.