Reeves and Sinnicks present Theodor Adorno as a philosopher with a sombre message to business ethics. Capitalist markets distort our needs and work in business organisations stultifies our moral capacities. Thus, the discipline’s self-understanding must be revised, and supplemented with reflections on what would be good work: free creative activity. After raising some questions about their interpretation of Adorno’s writings on human needs, I argue that the paper does not contain all the necessary resources to support its ferociously critical claims. (...) Once such resources are made available, however, the appeal to a notion of good work is no longer viable. (shrink)

Entry on MacIntyre and Business Ethics (2023). In Poff, D. C. & Michalos, A. C. (Eds.) Encyclopedia of Business and Professional Ethics. Springer.

Many philosophers working on virtue theory have resisted the idea that the virtues are practical skills, apparently following Aristotle’s resistance to that idea. Bucking the trend, Matt Stichter defends a strong version of this idea in The Skillfulness of Virtue by marshaling a wide range of conceptual and empirical arguments to argue that the moral virtues are robust skills involving the cognitive-conative unification of Aristotelian phronêsis (‘practical intelligence’). Here I argue that Aristotle overlooks a more delimited kind of practical intelligence, (...) strongly analogous to his own account of phronêsis, that unifies complex forms of expertise such as medicine or even high-level sports. Insofar as the skill model of virtue is compelling, it must draw on a robust conception of practical expertise (technê) like the one developed here rather than the ordinary, anemic conception of practical skills. (shrink)

This paper draws a distinction between ‘right MacIntyreans’ who are relatively optimistic that MacIntyre’s vision of ethics can be realised in capitalist society, and ‘left MacIntyreans’ who are sceptical about this possibility, and aims to show that the ‘left MacIntyrean’ position is a promising perspective available to business ethicists. It does so by arguing for a distinction between ‘community-focused’ practices and ‘excellence-focused’ practices. The latter concept fulfils the promise of practices to provide us with an understanding of the best work (...) for humankind and highlights the affinities between MacIntyre’s concept of a practice and Marx’s conception of good work as free, creative activity. The paper concludes with a suggestion that we reflect on the best forms of work so that we can strive to ensure the very best activities, those most consonant with our flourishing, one day become available to all. (shrink)

This paper seeks to show how MacIntyre’s concept of a practice can survive a series of ‘scope problems’ which threaten to render the concept inapplicable to business ethics. I begin by outlining MacIntyre’s concept of a practice before arguing that, despite an asymmetry between productive and non-productive practices, the elasticity of the concept of a practice allows us to accommodate productive and profitable activities. This elasticity of practices allows us to sidestep the problem of adjudicating between practitioners and non-practitioners as (...) well as the problem of generic activities. I conclude by suggesting that the contemporary tendency to regard work as an object of consumption, rather than undermining MacIntyre’s account of practices, serves to demonstrate the potential breadth of its applicability. (shrink)

This paper argues that attempts to apply Alasdair MacIntyre’s positive moral theory to business ethics are problematic, due to the cognitive closure of MacIntyre’s concept of a practice. I begin by outlining the notion of a practice, before turning to Moore’s attempt to provide a MacIntyrean account of corporate governance. I argue that Moore’s attempt is mismatched with MacIntyre’s account of moral education. Because the notion of practices resists general application I go on to argue that a negative application, which (...) focuses on regulation, is more plausible. Large-scale regulation, usually thought antithetical to MacIntyre’s advocacy of small-scale politics, has the potential to facilitate practice-based work and reveals that MacIntyre’s own work can be used against his pessimism about the modern order. Furthermore, the conception of regulation I defend can show us how management is more amenable to ethical understanding than MacIntyre’s work is often taken to imply. (shrink)

What can be learned from a small scale study of managerial work in a highly marginal and under-researched working community? This article uses the ‘goods–virtues–practices–institutions’ framework to examine the managerial work of owner–directors of traditional circuses. Inspired by MacIntyre’s arguments for the necessity of a narrative understanding of the virtues, interviews explored how British and Irish circus directors accounted for their working lives. A purposive sample was used to select subjects who had owned and managed traditional touring circuses for at (...) least 15 years, a period in which the economic and reputational fortunes of traditional circuses have suffered badly. This sample enabled the research to examine the self-understanding of people who had, at least on the face of it, exhibited the virtue of constancy. The research contributes to our understanding of the role of the virtues in organizations by presenting evidence of an intimate relationship between the virtue of constancy and a ‘calling’ work orientation. This enhances our understanding of the virtues that are required if management is exercised as a domain-related practice. (shrink)

We address how the leaders of a Catholic business school can articulate and assess how well their schools implement the following six principles drawn from Catholic social teaching : produce goods and services that are authentically good; foster solidarity with the poor by serving deprived and marginalized populations; advance the dignity of human work as a calling; exercise subsidiarity; promote responsible stewardship over resources; and acquire and allocate resources justly. We first discuss how the CST principles give substantive content and (...) meaning to the Good Goods, Good Work, and Good Wealth framework in The Vocation of the Business Leader and then discuss their congruencies and tensions with the UNGC and UNPRME principles. Next, we describe the Catholic Identity Matrix, an assessment tool that provides a quantitative and qualitative portrait of how well a Catholic business school integrates, within the scope of its mission and capacities, the three goods and related CST principles in its strategies, policies, activities, and processes. The concluding section discusses implications for ongoing UNGC and UNPRME assessment, reporting, and development efforts, and addresses the generalizability of our approach to business schools who draw their inspiration and moral principles from other faith-based or secular traditions. (shrink)

The notion that business organizations are akin to Aristotelian political communities has been a central feature of research into virtue ethics in business. In this article, I begin by outlining this “community thesis” and go on to argue that psychological research into the “just world fallacy” presents it with a significant challenge. The just world fallacy undermines our ability to implement an Aristotelian conception of justice, to each as he or she is due, and imperils the relational equality required for (...) shared participation in communities. In the final section, I offer a description of what Aristotelian community might look like within organizations, and some suggestions about how it may be possible to resist the challenge posed by the just world fallacy. (shrink)

MacIntyre argues that management embodies emotivism, and thus is inherently amoral and manipulative. His claim that management is necessarily Weberian is, at best, outdated, and the notion that management aims to be neutral and value free is incorrect. However, new forms of management, and in particular the increased emphasis on leadership which emerged after MacIntyre’s critique was published, tend to support his central charge. Indeed, charismatic and transformational forms of leadership seem to embody emotivism to a greater degree than do (...) more Weberian, bureaucratic forms of management; hence, MacIntyre’s central contention about our emotivistic culture seems to be well founded. Having criticised the details but defended the essence of MacIntyre’s critique of management, this paper sketches a MacIntyrean approach to management and leadership by highlighting the affinities between MacIntyre’s political philosophy and Greenleaf’s concept of servant leadership. (shrink)

This paper aims to critically analyze one of the most impactful events reported from the Indian corporate scenario in recent years, from the premise of its aesthetic underpinnings. Our focus is on the ambitious 2008 all cash cross-border acquisition of Jaguar and Land Rover businesses by Tata Motors Limited from Ford Motor Company, US. This move not only added stature to the already reputed brand but was also instrumental in positioning India in the global automotive arena. Using the Natyasastra, an (...) ancient Sanskrit scripture on Indian dramaturgy, as an aesthetic tool, we attempt to unravel the emotional performance depicted by various stakeholders partaking in the theatrics of the Jaguar Land Rover acquisition event. In the backdrop of theatrical performance, we examine the dialogical exchange between three distinct sets of actors, the firm, media, and equity market, to identify and elucidate the emotions they predominantly depict in the Jaguar Land Rover acquisition. This paper’s over-arching goal is to shift the preoccupation with metrics of organizational performance to focus instead on the emotional performance manifested through organizational activities, using an aesthetic and essentially Indian performative perspective. (shrink)

Best known as a political philosopher, Alasdair MacIntyre is also a critic of the modern university. The paper examines the grounds of MacIntyre's criticism of modern universities; it offers an assessment of the philosophical debate occasioned by MacIntyre's writings on the topic; and it proposes a way of taking this debate forward. The debate is shown to be centred around three objections to MacIntyre's normative idea of the university: that it is overly intellectualist, parochial, and moralizing. The merits of these (...) objections are considered and a different interpretation of the normative core of MacIntyre's conception of the university is presented: realization and promotion of the common good. An analysis is offered of the kinds of common good universities may serve to realize, including practices internal to the institution, education of a public, and flourishing relationships in various social roles. The implications of this neo-Aristotelian analysis of the normative core of universities is also shown to be at odds with some of MacIntyre's explicitly stated views on the role of universities in forming an educated pubic and educating students for work. (shrink)

If there is one question that has perplexed the best minds in every society, it is how to raise the individuals from their present state to a higher state of existence and perfection? The answers have been tried using different formulations in history: religious, scientific and political. The common factor in all these historical formulations was that they were designed in opposition to each other and therefore left many things unaccounted. The aim of this paper is to explore the idea (...) of self-perfection as a continuous streak of infinite vertical ascension. The paper has elaborated the idea of ‘Verticality’, propounded by Peter Sloterdijk for looking in to the domains of self-perfection and the stages of vertical ascension. For our purpose, we have relied on the example of discipline of Management that has progressively theorized about different aspects and stages of existence. (shrink)

The current economic and preceding financial crises seem to provide evidence in favour of the self-destruction thesis of capitalism. Responses to the crisis have been polarised. Some suggest that regulatory changes are all that is needed. Others suggest the need to change the economic system by developing a new global economic ethic. The first is too limited, the second too utopian. This article suggests that a MacIntyrean virtue ethics approach provides both a more convincing diagnosis of the problem and leads (...) to a more workable prescription. First, we need to understand the internal contradictions of the tradition that has developed of how to ‘do’ business. Then we need the virtues to be exercised inside practices and institutions. But virtue itself needs to be institutionalised; we need an appropriate governance of virtue in organizations. Even though governance is usually taken to ‘crowd out’ virtue, this article proposes an approach to governance that ‘crowds in’ virtue. (shrink)

Journal of Philosophy of Education, Volume 55, Issue 1, Page 83-98, February 2021.

This paper considers the resources MacIntyre provides for undertaking empirical work using his goodsvirtues-practices-institutions framework alongside the attendant challenges of doing such work. It focuses on methods that might be employed in judging the extent to which observed social arrangements may conform to the standards required by a practice-embodying institution. It concludes by presenting the outline of an empirical project exploring at a music facility in the North East of England, The Sage Gateshead.

We draw on Alasdair MacIntyre's virtues, practices, and institutions schema to argue that employee participation in governance practices can play an important role in developing virtue. Whereas MacIntyre's schema has been most widely employed to understand how productive practices can cultivate virtue, we focus instead on the way that meaningful deliberation about the common good can provide experiences requiring employees to exercise the virtues. We then apply this theoretical framework to an analysis of the Mondragon Cooperative Corporation. Our analysis emphasizes (...) the importance of participatory governance over employee ownership. Based on this analysis, we draw several implications for increasing participatory governance in a way that will prevent shareholder maximization from crowding out virtue, even in corporate contexts where productive activity itself does not provide a meaningful, virtue-instilling experience. (shrink)

‘Ethics and the Conflicts of Modernity’ begins with a consideration of how lives might go wrong through a series of failures in relation to desire. In probing the relationship between an agent’s desires and her beliefs, MacIntyre introduces a woman who has not considered “that she might run away and join the circus”, and as we learn a few lines later, this possibility evades her because she wrongly believes that she could not become a trapeze artist. Incautious readers may regard (...) this as a flippant illustration; but that would be an error. Trapeze is an example of the type of practice in which, on MacIntyre’s account, participation both requires and develops virtues, and the circus provides a context for the type of virtuous local political community to which MacIntyre gives his allegiance. This paper uses the example of circus to illustrate the relationship between self-understanding and social order that underscores MacIntyre’s diagnoses of developments in mainstream moral and self-understanding. ‘Ethics in the Conflicts of Modernity’ provides a largely sociological account as to why the distinctive and incoherent Morality of modernity persists, and moreover must persist, if the illusions of the conventional social order are to be maintained. MacIntyre’s allusions to such contexts as the circus manifest the same intimate relationship between self-understanding and social order, but in contrast to modernity, provide a context for coherence. (shrink)

The calling orientation to work represents the seed that has germinated into the exponentially growing ‘work as a calling’ literature. It was first articulated by Robert Bellah, Richard Madsen, William Sullivan, Ann Swidler, and Steven Tipton within Habits of the Heart in the 1980s. The following critical analysis of the ‘work as a calling’ literature, and of the moral foundation of the calling orientation more specifically, is intended for two particular audiences. The first audience broadly includes an interdisciplinary group of (...) scholars working within business ethics, management, organizational psychology, and vocational psychology, among other fields of study. Amidst these scholars’ exponentially increasing interest in the idea of ‘work as a calling,’ the anatomical structure of their research remains remarkably similar. Their notions of ‘work as a calling’ stress that work should provide individuals with a deep sense of personal fulfillment. In particular, they suggest that work should be a therapeutic source of individual meaning. To secure this meaning, they exhibit an apparent centeredness on the self and an emphasis on the unconstrained pursuit of personal preferences. In most cases, scholars within the ‘work as a calling’ literature tend to proffer notions of ‘meaningful work’ that are divorced from moral considerations about ‘good work.’ While this broad group of scholars copiously references the calling orientation within their research on ‘work as a calling,’ a deep-seated misunderstanding pervades the literature to the extent that notions of ‘meaningful work’ have been divorced from notions of ‘good work.’ To this broader audience, I demonstrate herein that they do not realize how antithetical their scholarly literature on ‘work as a calling’ is to the moral foundation of Bellah et al.’s calling orientation. Namely, I argue that the construal of calling as an orientation to work would not exist within the literature if Bellah et al. had not first articulated the calling orientation as a buffer against the unregulated pursuit of personal preferences. Therefore, I claim that this broader group of scholars either needs to abandon the notion of ‘work as a calling’ or engage with the appropriate virtue framework that undergirds the calling orientation. I suspect, however, that several of these scholars will be hesitant to take up the virtue framework that is inextricably linked to the calling orientation. For this reason, much of the work following chapter 2 is devoted to a narrower audience of MacIntyrean business ethicists. It is also dedicated to a few scholars from the broader ‘work as a calling’ group whom I trust will not wish to remain accidental contributors to the language of individualism that pervades the literature once I have unmasked it. Perhaps, in time, they will even become MacIntyrean business ethicists. Indeed, the appropriate moral framework that undergirds the ‘work as a calling’ literature is actively being worked out by a narrower group of MacIntyrean business ethicists, all of whom represent my primary audience for the research herein. To the MacIntyrean community, I hope not only to provide a complete list of tendencies within the ‘work as a calling’ literature that must be resisted, but also a picture of all of the ways that Bellah et al.’s calling orientation is wholly bound up with MacIntyre’s moral philosophy – particularly his theory of the virtues and the common goods that the virtues sustain. Bellah et al.’s calling orientation rests upon a vision of ‘good work,’ and this vision of ‘good work’ hinges on a MacIntyrean account of the virtues that is directed toward the achievement of three distinct types of common goods: the good and worthy ends of workplace practices, the goods of an individual life, and the goods of communities – or, more broadly, the interests of a good society. Furthermore, it will be shown to the MacIntyrean community that visions of ‘good work,’ which are sustained by the calling orientation, are accompanied by a nuanced vision of pluralistic collaboration that MacIntyre and Bellah et al. share.. Bellah et al. as well as MacIntyre’s vision of pluralism matters for research on the calling orientation because these figures demonstrate that individuals within the late modern workplace are informed by a plurality of religious and humanistic traditions, all of which account for ultimate meaning and goodness in different ways that ought to be recognized. Distinctive religious and humanistic visions of ultimate meaning indeed impact the perceived goodness of one’s calling. Hence, we must attend to the polysemic and multivocal nature of accounting for the goodness of any one particular calling. Still, however, Bellah et al. and MacIntyre’s account entails a hopefulness in the possibility of pluralistic, striving for the achievement of common goods that are practical enough to agree upon. (shrink)