Extraterritorial obligations and the obligation to protect

Since the late 1970s, what we today label ‘globalisation’ has altered many aspects of international law, not least international human rights law. This has been reflected inter alia in increased calls for universal respect for human rights beyond a state’s territorial border. The challenges to territoriality in this regard does not only relate to the actions of states abroad, but also with respect to their regulation of the conduct of business enterprises over which they exert significant influence. The chapter analyses the European Court of Human Rights’ jurisprudence and practice of the UN human rights bodies, and argues that extraterritorial human rights obligations have become an integral part of international human rights law. It is held that what has been seen as ‘exceptional’ now represent ‘common practice’. This conclusion is then applied to the discussion of the new treaty on human rights as currently being drafted

Jurisdiction - a barrier to compliance with extraterritorial obligations to protect against human rights abuses by non-state actors?

The obligation to protect individuals against human rights abuses by private and other ‘third’ parties is an accepted part of the tripartite human rights obligations’ classification. Ways of complying with this obligation are, however, not always clear, and some opposition has been voiced to it having reach beyond a state’s territorial border. This opposition is largely based on the reluctance of states to exercise their jurisdiction outside their territory. In this article, we address the content and reach of the human rights obligation to protect and how this relates to the exercise of jurisdiction to prevent human rights violations committed by private entities both within and beyond their home state’s territory. While the obligation to protect generally relates to the state’s obligation to regulate the conduct of any non-state actor, in this article we will use business enterprises as the actors in focus. The obligation to protect does not per se have a territorial limitation. The territorial limitation is brought in when the question of jurisdiction is added to the complexity. By addressing prescriptive jurisdiction, the article challenges the notion that jurisdiction in international human rights law is almost exclusively territorial, and argues that this is a misconception which results in many abuses of human rights that could have been addressed through regulation of conduct beyond a state’s border. Not tackling this misconception results in such conduct now being carried out with impunity. Consequently, the article argues that a restricted approach to jurisdiction is a barrier to full compliance with human rights obligation

Hvilke faktorer fører til høy turnover i revisjon?

Formålet med oppgaven er å besvare følgende problemstilling: «Hvilke faktorer fører til høy turnover i revisjonsbransjen?» Vi har valgt å fokusere på organisatoriske og menneskelige faktorer for å få en forståelse av hvilke faktorer som fører til høy turnover i revisjonsbransjen. Basert på dette vil oppgaven vår rette seg mot organisasjonspsykologi. For å diskutere våre funn har vi lagt et teoretisk rammeverk for oppgaven som tar utgangspunkt i menneskers individuelle behov, og hvordan organisasjonen kan ta hensyn til dette. Vi har introdusert motivasjonsteorier som definerer hvilke faktorer som må ligge til grunn for at den ansatte skal føle økt motivasjon for arbeidet. Videre tar vi for oss Hackman og Oldhams teori om jobberikelse, som sier noe om hvilke kriterier som må være til stede for at den ansatte skal føle tilknytning til arbeidet. Avslutningsvis introduserer vi i Bakker og Demeroutis JD-R modell, som viser i praksis hvordan organisasjonen kan oppnå høyt motiverte ansatte og gode resultater. For å besvare vår problemstilling, har vi brukt kvalitativ metode. Vi har gjennom forskningsintervju av tidligere ansatte i revisjon samlet inn data om deres oppfatning av bransjen og deres karriere i revisjon. Basert på vår problemstilling er det tre faktorer vi mener representerer de grunnleggende elementene for at den ansatte skal ønske en lang karriere i revisjon. De tre faktorene er: motivasjon, arbeidsmengde og arbeidsmiljø. Det viktigste funnet fra intervjuene er at det er en ubalanse mellom kravene som stilles til arbeidet og organisasjonens tilbud av ressurser for å veie opp for det. I revisjonsbransjen er arbeidsbelastningen delvis sesongbasert. Det betyr at i perioder med høy aktivitet må organisasjonen tilby tilstrekkelig kompensasjon for å opprettholde trivsel og høy motivasjon blant de ansatte.The purpose of this study is to answer the following research question: “What factors contribute to high turnover in the auditing industry?” Both organizational and human factors have been chosen as the focus to gain an overview of the changes that are necessary to reduce turnover in the auditing industry. Therefore, the focus of this study is directed towards organizational psychology. To discuss our findings, we have developed a theoretical framework that focuses on individual needs and how the organization can accommodate them. We have introduced motivational theories that define the factors that must be present for employees to feel increased motivation for their work. Furthermore, we have discussed Hackman and Oldham’s theory of job enrichment, which sheds light on the criteria that must be present for employees to feel a sense of attachment to their work. Lastly, we have introduced the JD-R model developed by Bakker and Demerouti. The model demonstrates how organizations can achieve highly motivated employees and good results for the organization in practice. To answer our research question, we have used a qualitative research method. Through research interviews with former employees in auditing, we have collected data on their perception of the industry and their careers in auditing. Based on our research question, we have selected three factors that we believe represent what must be present in the workplace for employees to desire a long career in the auditing industry. The factors are motivation, workload, and work environment. The main findings of this study reveal an imbalance between the demands of the job and the resources offered by the organization. In the auditing industry, the workload is partially seasonally based. This means that during periods of high activity, the organization must offer sufficient compensation to maintain the well-being and high motivation of employees

Understanding human rights obligations of states engaged in public activity overseas:the case of transnational education

Legal consideration of extraterritorial obligations contained in the European Convention of Human Rights have largely developed in respect of military occupation or the custodial control of individuals. For a number of reasons situations involving transnational cooperation have received little judicial scrutiny. This paper examines human rights concerns associated with the rapidly expanding field of transnational education an activity frequently reliant on interstate cooperation. By re-examining the jurisprudence of the European Court of Human Rights the legal obligations of countries establishing engaged in public activity overseas are explored. The analysis is structured around a case study on the oversight of a European education facility affected by Bahrain’s controversial response to pro-reform protests