There has been no systematic study in the literature of how self-deception differs from other kinds of self-distortion. For example, the term ‘cognitive dissonance’ has been used in some cases as a rag-bag term for all kinds of self-distortion. To address this, a narrow definition is given: self-deception involves injecting a given set of facts with an erroneous fact to make anex antesuboptimal decision seem as if it wereex anteoptimal. Given this narrow definition, this paper delineates self-deception from deception as (...) well as from other kinds of self-distortions such as delusion, moral licensing, cognitive dissonance, manipulation, and introspective illusion. (shrink)

This thesis explores Officer Cadets' social construction of leadership at the Royal Military Academy Sandhurst (RMAS). It addresses calls for more research into leadership behaviours. Taking a social constructionist perspective, the thesis focuses on unmasking the social construction of Leadership amongst Officer Cadets. This study adopts a reflexive approach, acknowledging the centrality of the researcher in the co-construction of the data. The thesis develops interdisciplinary links between the theoretical areas of Dark Leadership to problematize and inform contemporary understandings of Officer (...) Cadets' social construction of leadership through the emergent findings of the study. This qualitative study employed a mono-method research design consisting of semistructured interviews. Through these, participants shared their lived experiences and gave descriptions and understandings of their past leadership experiences before and current experiences within Sandhurst with a reflexive interview approach. The thesis utilises Reflexive Thematic analysis to interpret the data, with the results presented thematically. The thesis uses reflexive thematic analysis to explore dark leadership through a social constructionist lens; the research has evidenced functional changes to practices within Sandhurst and developed a model of what dark leadership at Sandhurst is from an Officer Cadets view. This approach highlights the importance of contextuality, the person and the situation through a holistic Leadership approach. The thesis proposes a holistic framework for leadership, which would advance toward de-coupling the dichotomies of leadership. (shrink)

Interest in ethical leadership from academics and practitioners has grown enormously in recent years. This article addresses this literature through a framework that identifies three interlocking questions. First, who are ethical leaders and what are their characteristics? Second, how do ethical leaders do what they do? Third, why do leaders do as they do and what are the outcomes of ethical leadership? Different dimensions to ethical leadership are examined and presented as three interlocking circles; Virtues, Purposes and Practices. This framework (...) presents an integrated approach to ethical leadership and argues that future research take this holistic framework and apply it to different sectors or contexts. (shrink)

Although leadership of organizations rarely is discussed in terms of the religious construct of repentance, we propose that repentance and continuous improvement are closely related ideas that profoundly impact individuals and organizations. We identify six parallels between repentance and continuous improvement and then show how these parallels apply to the fundamental principles associated with highly regarded leadership perspectives. We conclude by identifying five contributions of the article to the management literature.

Economic progress in the United States has been attributed to the successful combination of two social structures — capitalism as an economic system and democracy as a political system. At the heart of this interaction is a particular work ethic in which hard work is considered the path to both immediate and future rewards. This article examines the evolution of work ethic in the United States, as well as the returns experienced through various adaptations in the country's history. From this (...) grounding, the information is structured into a proposal that key messages contained in the current, accepted work ethic are subject to distortions that may contribute to unethical decision making. These distortions result from two potentials: (1) efforts to reconcile the work ethic with contradictory messages and (2) exaggerations of the work ethic that become dysfunctional. The intent is to provide a framework that may explain to organizational leaders how people with the same basic work ethic can behave differently in terms of ethical work. Along with this understanding comes the potential to offset possible distortions and to encourage more ethical behavior. (shrink)

Unethical conduct has reached crisis proportions in business :A1–A10, 2011) and on today’s college campuses :58–65, 2007). Despite the evidence that suggests that more than half of business students admit to dishonest practices, only about 5 % of business school deans surveyed believe that dishonesty is a problem at their schools :299–308, 2010). In addition, the AACSB which establishes standards for accredited business schools has resisted the urging of deans and business experts to require business schools to teach an ethics (...) class, and fewer than one-third of businesses schools now teach a business ethics course at the graduate or undergraduate levels. In this paper we briefly introduce the status of business ethics education and report the results of a survey of business students, deans of the top business schools, and business ethics subject matter experts about ten ethical outcomes. We then offer five specific recommendations to encourage business ethics faculty and decision makers to improve the teaching of business ethics. (shrink)

Psychologists and moral philosophers have much to say about self-awareness and so it is no surprise that in leadership research self-awareness also has come to play an important role. For some time now, leadership research has been dominated by psychologists and we argue that their version of the self-awareness is very thin. It is empty of morality and therefore offers only a partial understanding of humanity. That make its conclusions for leadership ineffective and unethical. Psychology-driven approaches to leadership stress effectiveness: (...) leaders make followers work towards a given goal in an effective manner. Self-awareness, to them, is a thorough understanding of one’s strengths, weaknesses, values, how others see one, all with the goal of turning people into followers. Since ethics is excluded, this view of self-awareness lacks a foundational moral concept: respect/dignity and is closer to self-assessment. Building on Immanuel Kant and other German Idealists, Georg Friedrich Wilhelm Hegel proposed a theory of the development of self-awareness that is more holistic as it situates the individual in a social and moral context and thus transcends the purely functional view of the self-other relationship propagated in psychological approaches. We concretely argue that psychological approaches to leadership systematically drive managers into a catastrophic situation that Hegel describes in the Master-Slave Dialectic. Understanding Hegelian self-awareness prevents leaders becoming self-less masters. Truly self-aware leaders heed the warning of the Humanity Formulation of Kant’s Categorial Imperative, namely that they must always treat humanity, whether in their own person or in the person of any other, never merely as a means to an end, but always at the same time as an end. They understand their self, they understand its social and moral dimension, and they see their self-reflected in the other. (shrink)

Building on research and measures on solitude, ethical leadership theories, and decision making literatures, we propose a conceptual model to better understand processes enabling ethical leadership neglected in the literature. The role of solitude as antecedent is explored in this model, whereby its selective utilization focuses inner directionality toward growing authentic executive awareness as a moral person and a moral manager and allows an integration between inner and outer directionality toward ethical leadership and resulting decision-making processes that will have an (...) impact on others’ perceptions of leader authentic ethical leadership. Thus it is proposed that utilization of solitude positively predicts executive-level authentic ethical leadership action and in turn, ethical decision making perceived fairness and integrity. We also propose two moderators, strengthening the hypothesized (positive) association between solitude and ethical leadership; these are the executive’s ability for moral reasoning and a motivation for socialized (as opposed to personalized) power. (shrink)

Disabled people are impacted by ArtiBicial Intelligence including Machine Learning linked neuro and brain based scientiBic and technological advancements. How disabled people are portrayed and what role is linked to disabled people in AI/Neuro discourses impacts how AI/Neuro are advanced in relation to disabled people. A content analysis was performed on 786 academic abstracts obtained from Scopus and the 70 databases of EBSCO-HOST, 208 Canadian newspaper articles and 286 tweets. Within the academic literature, Canadian newspapers and tweets covered, the main (...) portrayal of disabled people was a medical or deBiciency one, and the main roles of disabled people evident were the ones of being a medical/ therapeutic user and medical focused research participant of AI/Neuro advancements. The following roles were not present: “victim” of AI/Neuro advancements; “educator”, advocate”, or “knowledge producers” on the social and other implications of AI/Neuro, and “stakeholder”. No role was linked to AI/Neuro governance, ethics and policy discourses. The limited scope of roles of disabled people in the AI/Neuro literature covered and the medically slated portrayal of disabled people revealed decreases the utility of how AI/Neuro advancements are discussed, especially the AI/Neuro ethics and governance discourses. (shrink)

Emotion is a kind of micro foundation that can affect human behaviors even in the digital era. Emotional intelligence is an important psychological factor that affects the growth and development of organizations from the view of emotion. Based on current bodies of literature, a comprehensive review of EI can contribute to its theory development in organization research and facilitate EI research burgeoning. We visualize the landscape of EI by analyzing 1,996 articles with CiteSpace their concepts, dimensions, and measurement. We propose (...) two specific mechanisms, which clarify how individuals with high EI use emotional information to influence themselves and others. Following this, we develop a theoretical framework of EI at levels of individual, team, and organization. Finally, future directions and research agenda are addressed. This research contributes to the literature of EI and provides practical insight for practitioners. (shrink)