Three general types of problems entail different strategies. Continuing to seek solutions to tame problems when we face messes, let alone wicked problems, is potentially catastrophic hence fundamentally irresponsible. In our turbulent times, it is therefore becoming a strategic necessity to learn how to solve the right problems. Successful problem solving requires finding the right solution to the right problem. We fail more often because we solve the wrong problem than because we get the wrong solution to the right problem. (...) Russell Ackoff (1974). But then, you may agree that it becomes morally objectionable for the planner to treat a wicked problem as though it were a tame one, or to tame a wicked problem prematurely, or to refuse to recognize the inherent wickedness of social problems. Rittel and Webber (1973). (shrink)

Discussions of fairness in the workplace are built on assumptions about the organization of work and about fairness. Writers on business ethics have not appreciated that work is often organized differently in different stages of the life cycle of a firm. In this paper it is argued that the conceptions of fairness applied to a mature firm are often not applicable to a fledgling one. In a mature firm authority and responsibility are typically delegated and divided into specific jobs with (...) relatively rigid boundaries. Thus, it has been argued that fairness in hiring requires specific job descriptions, fairness in remuneration requires standardized and graded salaries, and fairness in due process requires peer review. However, in the formative stages of a corporation, there may be very little differentiation or specialization. There is a continual re-definition of individual tasks through interaction with others as knowledge about products, production, and consumer demand are acquired by trial and error in the marketplace. Fairness takes a different form in this firm. The principle that similar people are to be treated similarly and different people differently can be operationalized in two ways. The mature firm typically focuses on differences; a fledgling, entrepreneurial one on similarities. How some of the issues of fairness in hiring, pay, and due process need to be reformulated once they are placed within the context of an entrepreneurial firm with its emphasis on similarity are then discussed. (shrink)

In the article, the recent social-philosophical discussions on authenticity and autonomy have been reviewed through the optics of power. The latter is understood as the regulation of the actors’ state of being marked or unmarked in the social-cultural space. Another dimension of the optics is the adjustment of the access to power and representation of the groups in media-related and legal discourses. The visibility asymmetry has been considered through the social representation of the groups, with attention paid to the concepts (...) of recognition, exoticization and adaptation, power, and powerlessness. The immediate and terminated effect of visibility on social cohesion and integration processes in communities has been reviewed in this context. The distortions of visibility, such as invisibility and super-visibility, require estimation of the unmarked normalcy threshold for the communities; therefore, the Ukrainian perspective on the issue involved the analysis of the conflict-related massive protracted inner displacement in the country. Based on the situation descriptions and action plans suggested in the project on the Strategy of Integration of Internally Displaced Persons and Implementation of Long-Term Solutions to Internal Displacement until 2023, the distortions of visibility in the Ukrainian communities have been assessed. One of the suggested perspectives implies the possible impact evaluation of media-type visibility of the internally displaced persons and residents of the non-government-controlled areas in Ukraine on the scenarios of reintegration of the territories temporarily occupied by the Russian Federation and Russia-backed forces. The theoretical adjustment lies in finding the visibility theory gap and formulation of the further research question on the correlation between the group visibility and reconciliation being facilitated by the actors. (shrink)

Little is known and understood about ethics management or the development of formal, systematic, and goal-directed initiatives to improve ethics in the public relations workplace. This study found little ethics training and written guidelines in the public relations workplace. Organizational ethics initiatives are poorly communicated to practitioners and rely mostly on punitive restraints with little reward for ethical behavior. For many practitioners, ethics is not learned through workplace ethics initiatives but rather is mostly informed by external influences including personal values, (...) family upbringing, and professional work experiences. (shrink)

In this study, we explore the global effect of the Internet on democracy over the period of 1992 to 2002 by observing the relationships between measures related to democracy and Internet prevalence. Our findings suggest that while Internet usage was not a very powerful predictor of democracy when examining full panel data from 1992 to 2002, it was a stronger predictor when we study data from just the years 2001 to 2002. We hypothesize that the jump in the ability of (...) Internet penetration indicators to explain variation in democratization that occurred in 2000 suggests that the Internet may have only recently come into its own as a positive force for democratization. However, these results are not globally consistent, and we show that some regions do not enjoy a positive Internet/democracy correlation suggesting that the Internet can be used both as a tool for democratization as well as an instrument for authoritarianism. (shrink)