Monetary policy is a modern idea of which David Hume is generally considered a precursor. Moreover, thanks to Milton Friedman and Robert Lucas, he is often presented as one of the first and most illustrious endorser of monetarism. This paper argues against this view, and in agreement with Joseph Schumpeter, that Hume's contribution to economics, while not insignificant, cannot claim any real novelties. It offers an interpretation of Hume as a descendant of a pre-modern understanding of money rather than a (...) forerunner of modern monetary ideas, and as a scholar exposing common ideas of his time rather than a prophet of economic theories developed centuries later, and argues that there is little in Hume that resembles today's monetary policy prescriptions. (shrink)

Abstract:This paper is a further development of two previous pieces of work (Moore 2002, 2005) in which modern virtue ethics, and in particular MacIntyre’s (1985) related notions of “practice” and “institution,” have been explored in the context of business. It first introduces and defines the concept of corporate character and seeks to establish why it is important. It then reviews MacIntyre’s virtues-practice-institution schema and the implications of this at the level of the institution in question—the corporation—and argues that the concept (...) of corporate character follows from, but is a novel development of, MacIntyre’s schema. The paper contrasts corporate character and virtues with the more familiar concepts of corporate culture and values. The constitutive and substantive elements of corporate character, including the essential corporate virtues, are then drawn out and illustrated with reference to the cases explored in Koehn (1998). Finally, the paper acknowledges and counters a specific criticism of this approach. (shrink)

This article interprets the state of “subjection,” which Foucault took to be characteristic of the modern subject of power/knowledge, as an abiding psychic disposition analogous to Heidegger’s “inauthentic self-understanding.” The author begins by arguing, against prevailing orthodoxy, that in Discipline and Punish, Foucault is already centrally concerned with the power effects of forms of psychic self-relation. He then argues that the psychic state of subjection should not be understood as a constellation of ideas, beliefs, or other “representations” but along de-essentialized (...) Heideggerian/aristotelian lines as a “habit” of the soul—the effect of training and technology rather than ideology. (shrink)

Airline pilots are attributed ultimate responsibility and final authority over their aircraft to ensure the safety and well-being of all its occupants. Yet, with the advent of automation technologies, a dissonance has emerged in that pilots have lost their actual decision-making authority as well as their ability to act in an adequate fashion towards meeting their responsibilities when unexpected circumstances or emergencies occur. Across the literature in human factor studies, we show how automated algorithmic technologies have wrestled control away from (...) airline pilots. The inter-related ethical and pragmatic consequences resulting from such a dissonance are presented. This includes pilots serving as ‘legal sponges’, being caught in ‘moral crumple zones’, as well as real impacts on safety and well-being of passengers and crew. One potential avenue presented in the literature involves a redistribution of responsibility towards all agential entities within the cockpit system. We discuss the possible pitfalls to this approach, including the reinforcement of pilot skills erosion as well as technology’s own limitations in adaptively dealing with unexpected circumstances. We justify our position by showing how algorithmic technology’s representational frames mask or severely limit the pilots’ natural reflex to ‘practically cope’ and gain an ‘optimal grip’ with a given context/situation at hand. Here, we present the concept of relevant or meaningful control, which pilots, when allowed to develop their natural brain-body reflexes, gain across gradual mastery of the aircraft. Finally, we propose a socio-technical design approach in which pilots can re-appropriate full human meaningful control of the aircraft, thus allowing them to meet their attributed responsibilities. (shrink)

This paper seeks to identify a mid-level unifying ethical principle that may help clarify and articulate the ethical responsibilities of business firms in the field of marketing ethics. The paper examines critically the main principles which have been proposed to date in the literature, namely consumer sovereignty, preserving the conditions of an acceptable exchange, paternalism, and the perfect competition ideal, and concludes that all of them are vulnerable to damaging criticisms. The paper articulates and defends the mutuality principle as the (...) most plausible candidate for the role of master principle in the relations between a firm and its customers. This principle requires that sellers look for reciprocity in their relations with their customers, seeking to provide to their customers something that helps them improve in some way their well-being and is commensurate with what they receive from them. (shrink)

Loyalty is a much-discussed topic among business ethicists, but this discussion seems to have issued in very few clear conclusions. This article builds on the existing literature on the subject and attempts to ground a definite conclusion on a limited topic: whether, and under what conditions, it makes sense for an employee to offer loyalty to his employer. The main ways in which loyalty to one’s employer can contribute to human flourishing are that it makes the employee more trustworthy and (...) therefore more valuable as an employee; makes it easier to form authentic relationships in other areas of the employee’s life; expands the employee’s field of interests and gives her or him a richer identity; provides greater motivation for the employee’s work; makes it possible to have a greater unity in the employee’s life; improves the performance of the organization for which the employee works; contributes to the protection of valuable social institutions; and, in so far as many employees share an attitude of loyalty towards the organization which employs them, it becomes possible for this organization to become a true community. Last, but not the least, loyal relationships have an inherent value. The article also reviews the main arguments that have been offered against employee loyalty and concludes that none of them offers a reason why it would be inappropriate in all cases for an employee to be loyal to her or his employer. The force of these arguments depends on the specific attributes of the organization for which the employee works. The main conclusion of the article is that while being a loyal employee involves risk, it has the potential to contribute significantly to the employee’s fulfilment. The main challenge for employees is to identify employers who are worthy of being loyal to. (shrink)

The starting-point of this article is Graham Richards’ (1995) claim that American psychology includes a moral project present even before the discipline got underway as a modern institution. We accept this, but identify a different kind of moral project, stemming from the radical critique of morality by Ralph Waldo Emerson, rather than the moral aims of Noah Porter and James McCosh. This leads to a morality based on (but not reducible to) psychological events, and worked out, not in academic psychology, (...) but in the practical disciplines of counselling and psychotherapy. We trace its elaboration from Freud to the writings and practice of Albert Ellis and Carl Rogers. The critique is of a traditional morality of obligation with its discourse of ‘shoulds’ and ‘oughts’. A parallel is drawn with a similar (and contemporaneous) critique in moral philosophy. (shrink)

Judgment is central to engineering, medicine, the sciences and many other practical activities. For example, one who otherwise knows what engineers know but lacks engineering judgment may be an expert of sorts, a handy resource much like a reference book or database, but cannot be a competent engineer. Though often overlooked or at least passed over in silence, the central place of judgment in engineering, the sciences, and the like should be obvious once pointed out. It is important here because (...) it helps to explain where ethics fits into these disciplines. There is no good engineering, no good science, and so on without good judgment and no good judgment in these disciplines without ethics. Doing even a minimally decent job of teaching one of these disciplines necessarily includes teaching its ethics; teaching the ethics is teaching the discipline (or at least a large part of it). (shrink)

_An exploration of philosophical and religious ideas about humor in modern philosophy and their secular implications._.

This volume focuses on dialogue and argumentation in contexts which are marked by truculence and discord. The contributors include well known argumentation scholars who discuss the issues this raises from the point of view of a variety of disciplines and points of view. The authors seek to address theoretically challenging issues in a way that is relevant to both the theory and the practice of argument. The collection brings together selected essays from the 2006 11th Wake Forest University Biennial Argumentation (...) Conference held at Florida Atlantic University in Boca Raton, Florida and the 2012 14th Wake Forest University Biennial Argumentation Conference held at Casa Artom in Venice, Italy. (shrink)

Gender greatly impacts access to opportunities, potential, and success in corporate leadership roles. We begin with a general presentation of why such discussion is necessary for basic considerations of justice and fairness in gender equality and how the issues we raise must impact any ethical perspective on gender in the corporate workplace. We continue with a breakdown of the central categories affecting the success of women in corporate leadership roles. The first of these includes gender-influenced behavioral factors, such as the (...) requirements and expectations of gendered verbal and nonverbal communication styles as well as appearance. We move on to address the impact of family on corporate leadership opportunities and success, discussing the asymmetrical evaluation of an individual’s potential, authority, and competence based on gender stereotypes of familial obligations and expectations. Finally, we address how gender impacts access to networking and sponsorship opportunities and the long-term effects of systematic limitations on women’s inclusion in the upper echelons of corporate leadership. We conclude with a summary of the questions and issues raised by our discussion and direct individuals to consider how different ethical systems and moral requirements might influence their interpretations of gender and leadership in the corporate workplace. (shrink)