This article provides an overview of the field of business ethics.

Journal of Social Philosophy, EarlyView.

The current philosophical debate on just international trade has moved away from purely idealistic theorizing into the direction of non-ideal theory. At the same time most philosophical thought on just trade is still rather idealistic and the main argument of the paper is that some philosophical reasoning about international trade justice should be more realistic. The paper develops in three steps. In a first step I will give a short overview over normative questions that arise with respect to international trade. (...) I will then highlight a proposal brought forward by Leif Wenar, because he is aware of the realist challenge and tries to counter it. In a second step I will discuss why it is important to integrate a realist perspective into philosophical considerations of international trade justice. Trade agreements are embedded in political contexts that influence the normative perspective one should take on trade justice. This leads to the third part of the article, where I will explore how a realist approach can go along with more idealistic perspectives, which leads to a weakly realist perspective on trade justice. (shrink)

Is it a requirement of justice to democratize private companies? This question has received renewed attention in the wake of the financial crisis, as part of a larger debate about the role of companies in society. In this article, we discuss three principled arguments for workplace democracy and show that these arguments fail to establish that all workplaces ought to be democratized. We do, however, argue that republican-minded workers must have a fair opportunity to work in a democratic company. Under (...) current conditions, this means that a liberal order must actively promote workplace democracy. (shrink)

Recent social theory has begun to reconsider how the activity of work can contribute to well-being or autonomy under the right conditions. However, there is no consensus on what this contribution consists in, and so on precisely which normative principles should be marshalled to critique harmful or repressive forms of workplace organisation. This paper argues that Richard Sennett’s concept of work as craft provides a normative standard against which the organisation of work can be assessed, especially when explained within a (...) broadly Aristotelian account of the conditions of human flourishing. More precisely, the paper argues that a craft norm can meet the standards of social critique within the Frankfurt School tradition of Critical Theory, as this tradition has been interpreted by Axel Honneth. Honneth himself now rejects craft norms as too utopian and parochial to inform Critical Theory under contemporary economic conditions. In reply, this paper uses sociological studies of call centre workers to illustrate how work motivated by craft ideals can be sustainable rather than utopian, and how craftsmanship can inform social critique across a wide variety of industries and management practices. (shrink)

Examination of the application of virtue ethics to business has only recently started to grapple with the measurement of virtue frameworks in a practical context. This paper furthers this agenda by measuring the impact of virtue at the level of the organisation and examining the extent to which organisational virtue impacts on moral attentiveness and the perceived role of ethics and social responsibility in creating organisational effectiveness. It is argued that people who operate in more virtuous organisational contexts will be (...) expected to be more attentive to ethical issues and in turn perceive a greater role for ethics and social responsibility in business. Analysis of results based on a sample of 137 HR professionals shows that where people report that their organisation provides meaningful work, they are more likely to display reflective MA and the belief that ethics and social responsibility are compatible with business objectives, suggesting that organisations who are interested in promoting an ethical culture should focus on their work structures and practices. More generally, OV is shown to have a more complex relationship with PRESOR than hypothesised pointing towards a more nuanced view of OV. The paper examines the implications of the results for organisations and research. (shrink)

Volume 19, Issue 9, September 2019, Page 48-50.

To discuss moral behavior in organizations, a growing number of authors turn to a ‘virtue ethics’ approach. Central to this approach is the so-called moral character of individuals in organizations: a well-developed moral character enables organizational members to deal with the specific moral issues they encounter during their work. If a virtue ethics perspective is seen as relevant, one may ask how organizations can facilitate that their members can exercise and develop their moral character. In this paper, we argue that (...) the way tasks are defined and interlinked has a profound influence on “exercising and developing moral character”—it can enhance and frustrate it. In order to show how structures may support organizational members to exercise and develop their moral virtues, the paper first describes what it means to exercise and develop virtues in an organizational setting and what is required for it. Next, the paper sets out to explain how specific values on different structural parameters at different structural levels relate to exercising virtues in organizations. (shrink)

Artificial intelligence-driven technology increasingly shapes work practices and, accordingly, employees’ opportunities for meaningful work (MW). In our paper, we identify five dimensions of MW: pursuing a purpose, social relationships, exercising skills and self-development, autonomy, self-esteem and recognition. Because MW is an important good, lacking opportunities for MW is a serious disadvantage. Therefore, we need to know to what extent employers have a duty to provide this good to their employees. We hold that employers have a duty of beneficence to design (...) for opportunities for MW when implementing AI-technology in the workplace. We argue that this duty of beneficence is supported by the three major ethical theories, namely, Kantian ethics, consequentialism, and virtue ethics. We defend this duty against two objections, including the view that it is incompatible with the shareholder theory of the firm. We then employ the five dimensions of MW as our analytical lens to investigate how AI-based technological innovation in logistic warehouses has an impact, both positively and negatively, on MW, and illustrate that design for MW is feasible. We further support this practical feasibility with the help of insights from organizational psychology. We end by discussing how AI-based technology has an impact both on meaningful work (often seen as an aspirational goal) and decent work (generally seen as a matter of justice). Accordingly, ethical reflection on meaningful and decent work should become more integrated to do justice to how AI-technology inevitably shapes both simultaneously. (shrink)

I explore some surprising results concerning positive individual contributions, focusing on those made in one's job or in the position one holds. The replaceability of most people on the job or in positions of influence threatens our common sense notion of contribution. Two concepts of contribution are distinguished, and help to limit the sense of paradox, but do not completely eliminate it. The ideal of making a contribution that would not be done were one not to do it is seen (...) as both highly threatening and potentially very important for acquiring meaning in one's life. Finally, some hazards of our conclusions are seen to lead to thoughts about the dangers of open disclosure. (shrink)

It is often argued that in order to prevent migration from having social dumping effects, a strict enforcement of equal labour and welfare rights for both migrants and local workers is required. However, we claim that the specific circumstances of those migrants who engage in temporary migration may require a regime of special rights and labour standards that protect and further their distinctive interests and needs. We defend this claim by appealing to the principle that labour and welfare rights should (...) accommodate the life plans of workers and we show that not only these special arrangements are fairer to the migrants involved, but they could also help to prevent social dumping. (shrink)

I am grateful to Josiane Boulad-Ayoub and Wesley Cooper for their generous treatment of my Equality and Liberty and for their probing criticisms. They make me keenly aware that I have often not expressed myself clearly enough and they have set in motion a process of self-questioning that will extend well beyond this discussion. They drive home to me, once again, the realization of how difficult it is to get anything right in philosophy.Since they, for the most part, raise different (...) sorts of issues, I shall discuss their criticisms separately starting with Cooper's account. (shrink)

Volume 19, Issue 9, September 2019, Page 50-52.

Tolstoy's Iván Ilých lies near death, regretting a terrible life but unaware of what he could have done differently while alive. Although motivated to work for all the wrong reasons-money, self-esteem, social acceptance, and escape from home-by all formal accounts he has been a highly responsible professional. This analysis of a work about work illustrates the relationship between meaningful work, professional responsibility, and meaningful life.

The ethical tension over whether countries have differentiated responsibilities for climate change mitigation evokes the tale of a master and a man. The one who thinks she is the master is analogous to the wealthier, industrialized nations and their market actors, and the human is the rest of humanity, particularly those citizens of less developed countries. Since 1992, there has been formal, stated agreement that there should be differentiated responsibilities for climate change mitigation between developed and developing nations, but differentiation (...) remained a sticking point in negotiations over implementation at Copenhagen in 2009. Putting the parties in the climate change differentiation debate in analogy with the characters of Tolstoy’s story, “Master and Man,” this paper seeks to advance the common appreciation for the moral foundations of differentiation. (shrink)

Most normative accounts of meaningful work have focused on the value of autonomy and capability for self-development. Here, I will propose that contribution–having a positive impact on others through one’s work–is another central dimension of meaningful work. Being able to contribute through one’s work should be recognized as one of the key axiological values that work can serve, providing one independent justification for why work is valuable and worth doing. Conversely, I argue that having to do work that has no (...) positive impact, or where one is separated from such impact, is an underrecognized type of alienation. Such alienation as pointlessness can be as harmful as the more recognized types of alienation such as powerlessness. Recognizing contribution as a core dimension of meaningful work is compatible with both subjectivist and objectivist accounts of meaningfulness, but I come to support a mixed view where the subjective sense of contributing must be sufficiently warranted by the facts of the situation. Recognizing the inescapable interest humans have for being able to contribute and engage in work that is not pointless has implications for the duties societies, organizations, and individuals have as regards ensuring that work conducted includes a recognizable positive impact. Along with autonomy and self-development, contribution should thus be seen as an independent axiological value that work can serve, its frustration being associated with a specific type of alienation, and it itself playing a key role in what makes work valuable and meaningful. (shrink)

A growing literature documents the existence of individuals who make a living by participating in phase I clinical trials for money. Several scholars have noted that the concerns about risks, consent, and exploitation raised by this phenomenon apply to many (other) jobs, too, and therefore proposed improving subject protections by regulating phase I trial participation as work. This article contributes to the debate over this proposal by exploring a largely neglected worry. Unlike most (other) workers, subjects are not paid to (...) produce or achieve anything but to have things done to them. I argue that this passivity is problematic for reasons of distributive justice. Specifically, it fails to enable subjects to realize what Gheaus and Herzog call “the goods of work”—a failure not offset by adequate opportunities to realize these goods outside of the research context. I also consider whether granting subjects worker-type protections would accommodate this concern. (shrink)

We offer a precautionary account of why business managers should proactively rethink about what kinds of automation firms ought to implement, by exploring two challenges that automation will potentially pose. We engage the current debate concerning whether life without work opportunities will incur a meaning crisis, offering an argument in favor of the position that if technological unemployment occurs, the machine age may be a structurally limited condition for many without work opportunities to have or add meaning to their lives. (...) We term this the axiological challenge. This challenge, if it turns out to be persuasive, leads to a second challenge, to which managers should pay special attention: the teleological challenge, a topic especially relevant to the broad literature about corporate purpose and governance. We argue that both the shareholder profit-maximization model and its major alternative, stakeholder theory, are insufficient to address the meaning crisis. Unless rebutted, the two challenges compel business leaders to proactively rethink the purpose of business for future society. Otherwise, businesses will be contributors to a major ethical crisis and societal externality in the coming society. (shrink)

This paper develops a recognition-theoretical analysis of human dignity. I argue that a life with dignity requires social esteem (recognition for one’s contribution to socially shared goals) as well as respect (recognition of one’s equal status). I illustrate this through an empirically informed discussion of three aspects of the current social organization of labour which threaten human dignity: unemployment, precarity and low pay. I also argue that in class societies the assertion of dignity as a positional good can undermine its (...) general progressive appeal. (shrink)

When viewed as a question of distributive justice the evaluation of workfare typically reflects exclusively on the distribution of income: do the physically capable have a justified claim for state support, or is it fair to demand from those who do work to subsidise this support? Rarely is workfare appraised in terms of how it affects other parties such as employers or other workers, and on the structural effects the pattern of incentives it generates brings about, or as an issue (...) of distributive justice related to a more extensive range of objects of distribution such as access to pleasing jobs. -/- We propose to evaluate workfare by looking at its effects more broadly: (1) we discuss and dismiss on empirical grounds the two most common arguments in favour of workfare, namely that workfare develops self-reliance among participants and it is more economical in the use of altruism among taxpayers. (2) We suggest that workfare focuses on work as a burden and as a means to income, ignoring other beneficial aspects that are conducive to the worker’s self expression. These other benefits are distributed unevenly between two main groups: the privileged well off and the disadvantaged. (3) we argue that workfare functions as a mechanism to preserve these privileges to one class of workers at the expense of another. Or, to put it the other way, the payment of unconditional welfare to the long term unemployed might be justified as one method of mitigating unjustified privileges. (shrink)

The article explores the normative concerns raised for gig workers by algorithmic management (AM), by embracing an ethnographically sensitive approach to philosophical inquiry. Inspired by Michel de Certeau’s concept of ‘tactics’, the article suggests interpreting workers’ attempts to ‘trick the algorithm’ and escape some of AM’s constraints as ways to reclaim agency, in the absence of suitable organizational conditions for its affirmative exercise. The kind of agency specifically deployed by workers in cooperative settings is referred to as ‘contributive agency’, broadly (...) defined as workers’ control over their contribution in multiple dimensions – epistemic, relational, participatory and protective. Contributive agentic capacities are not mere properties of agents, but organizationally mediated capacities that can be more or less enabled or constrained depending on the contributive context. It is argued that below a certain threshold, AM’s agency-constraining features are objectionable and desirable agency-enabling organizational conditions are identified in the four dimensions. (shrink)

Moral identity and moral dissonance in business ethics have explored tensions relating to moral self-identity and the pressures for identity compartmentalization in the workplace. Yet, the connection between these streams of scholarship, spirituality at work, and business ethics is under-theorized. In this paper, we examine the Quaker tradition to explore how Quakers’ interpret moral identity and negotiate the moral dissonance associated with a divided self in work organizations. Specifically, our study illuminates that while Quakers’ share a tradition-specific conception of “Quaker (...) morality” grounded in Quaker theology and the Quaker testimonies to truth, integrity, peace, equality, and simplicity, they often foreground the pursuit of an undivided self through seeking work that enables an expression of Quaker moral identity, or by resigning from work organizations that do not. In most cases, however, Quakers’ face moral dissonance at work and engage in either identity compartmentalization and draw upon the metaphor of a ‘spiritual journey’ as a form of self-justification, or reframe, compartmentalize and engage in work tasks that are both subjectively moral and meaningful. We present a model that elaborates these negotiation processes and invite further research that examines how the spiritual traditions influence moral identity construction at work. (shrink)