Although it is clear that many of the major contemporary social problems center on the extent to which social institutions do or do not function as they are meant to do, it is still unclear exactly what the function of a social institution is—and thus when this function is undermined. This paper presents and defends a novel theory of social functionalism—presentist social functionalism—to answer these questions. According to this theory, the function of social institutions is grounded in those of their (...) features that, in the current cultural environment, increase their chances to survive or reproduce. To bring out the fruitfulness of this account, the paper analyzes the (still controversial) question of the function of corporations, and shows that present social functionalism (a) points to the kinds of data that would be helpful to determine this function, (b) brings up hitherto overlooked theoretical possibilities, and (c) allows for the clearer assessment and handling of corporate corruption. (shrink)

A standard framework for business ethics views the inquiry as an application of major ethical theories to specific issues in business. As these theories are largely presented as being principled, the exercise therefore becomes one of applying general principles to business situations. Many adopting this standard approach have thus resisted the implementation of the most prominent development in ethical theory in recent history: that of particularism. In this article, I argue that particularist thinking has much to offer to business ethics (...) and that standard resistance to particularist business ethics is based largely on misunderstandings. I do so by illustrating how the harbinger of particularism, W. D. Ross, countenances the practical wisdom of particularist ethics while being 1) invulnerable to standard objections to particularist business ethics and 2) compatible with the generalism of the standard approach. The Rossian business ethic is therefore one that the standard approach should be eager to include. (shrink)

This paper will show that if we take conventional ethics seriously, then there is no moral justification for business profits. To show this, we explore three conventional ethical theories, namely Christian ethics, Kantian ethics and Utilitarian ethics. Since they essentially reject self-interest, they also reject the essence of business: the profit motive. To illustrate the relationship, we will concretize how the anti-egoist perspective expresses itself in business and business ethics. In business, we look at what many businesses regard as proof (...) of their virtue. In business ethics, we look at what many business ethicists say about the relationship between morality and self-interest and, thus, the profit motive. Ultimately, we will argue that conventional ethics can, at most, only justify the means of business, but not the end of business. (shrink)

After a brief review of the ethical judgment research, the Potter Box, a four‐step ethical judgment tool used primarily in media ethics, is introduced. The paper proposes that the Potter Box's usefulness for evaluating ethical dilemmas could be improved by re‐sequencing the steps, by incorporating philosophical intuitionism as a mechanism for structuring its inherent pluralism and by adding a post‐decision, pre‐action reflective step. The resulting modified Potter Box has five steps – analyze the situation, identify stakeholders, specify duties, weigh obligations (...) and check for universalizability – and should provide a useful structure for analyzing difficult ethical dilemmas and for creating transparency in the judgment process that accommodates improved discussion. (shrink)

Both the organization and recruiter provide signals to candidates that ultimately affect organizational attraction. Ethics is an important area that communicates vital information to candidates. Drawing on social identity theory, signaling theory, and person–organization fit, this study finds that ethical signals during the recruitment process do affect applicant attraction. Additionally, two important moderators, self-importance of moral identity and firm performance were examined. Using a robust laboratory study, this research found results generally consistent with the hypothesized relationships.

Philosophy of the Social Sciences, Volume 52, Issue 1-2, Page 53-80, January-March 2022. Although it is clear that many of the major contemporary social problems center on the extent to which social institutions do or do not function as they are meant to do, it is still unclear exactly what the function of a social institution is—and thus when this function is undermined. This paper presents and defends a novel theory of social functionalism—presentist social functionalism—to answer these questions. According to (...) this theory, the function of social institutions is grounded in those of their features that, in the current cultural environment, increase their chances to survive or reproduce. To bring out the fruitfulness of this account, the paper analyzes the question of the function of corporations, and shows that present social functionalism points to the kinds of data that would be helpful to determine this function, brings up hitherto overlooked theoretical possibilities, and allows for the clearer assessment and handling of corporate corruption. (shrink)

Both the organization and recruiter provide signals to candidates that ultimately affect organizational attraction. Ethics is an important area that communicates vital information to candidates. Drawing on social identity theory, signaling theory, and person–organization fit, this study finds that ethical signals during the recruitment process do affect applicant attraction. Additionally, two important moderators, self-importance of moral identity and firm performance were examined. Using a robust laboratory study (n = 665), this research found results generally consistent with the hypothesized relationships.

A recent conference had as a theme, Ethics in the Fractured State. That theme presumes that there is a fractured state – if not everywhere then somewhere, if not now, then soon. This paper looks at the nature of the fracture and at the implications for the teaching of ethics. Three important lines of fracture – plural, secular, anti-business – are considered in the paper, each described and distinguished separately. The fracture makes ethics more relevant not only in business schools (...) but also in professional faculties such as engineering and pharmacy. The recent rise in anti-business sentiment and its potential impact for the teaching of ethics, especially business and professional ethics, is discussed. The focus is on the implications for the teaching of applied ethics. (shrink)

Name der Zeitschrift: Semiotica Jahrgang: 2016 Heft: 208 Seiten: 79-101.

Business ethicists have written much about ethical issues in employment. Except for a handful of articles on the very high pay of chief executive officers and the very low pay of workers in overseas sweatshops, however, little has been written about the ethics of compensation. This is prima facie strange. Workers care about their pay, and they think about it in normative terms. This article's purpose is to consider whether business ethicists' neglect of the normative aspects of compensation is justified. (...) I examine several possible justifications for neglecting compensation and show that they fail. What remains is a case for thinking that it is worthy of normative analysis. (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)

Integrating and building on the constitutional ethics paradigm proposed by Paul Roush and the neo-intuitionist moral decision-making scheme proposed by Robert Audi, I defend a novel decisionmaking procedure for hard moral choices in the military. The key to Roush’s model of justifiable disobedience is a soldier’s ability to recognize when an ostensibly legal order constitutes a ‘fundamental violation of justice’. However, the nature and structure of this act of moral recognition requires more elucidation than Roush has provided. In order to (...) avoid grounding moral recognition and decision-making on a narrowly partisan account of moral theory, I appeal to Audi’s neo-intuitionist account of prima facie moral duties. I then repurpose and develop further a decision procedure that Audi proposed for the business context. When faced with an ethical dilemma in military service, a soldier should classify his/her obligations; identify the conflicts between his/her obligations; assess the weightiness of his/ her obligations; determine ethically viable options; and then make a decision. I close the discussion with an examination of the practical problems one might face in adopting the proposal. (shrink)