The first British New Left formed in response to a crisis in international and British socialism. Although never a formal movement, its associated members set themselves the tasks of, first, confronting the rapid change transforming social life at both global and national scales, and second, articulating a new political culture able to accommodate the good and resist the bad of it. As part of this process, a series of intense debates took place on the role of the socialist intellectual in (...) stimulating such a culture. In this article, I consider three of the NL’s main protagonists, EP Thompson, Stuart Hall, and Raphael Samuel, and the different positions they took on this issue. I argue here that while all made important contributions to the argument, Samuel’s practice as an intellectual, currently the least well known of the three, is worth closer attention for its relevance to contemporary educational debates. (shrink)

In the management and organization studies literature, a key question to explore and explain is that of the family as an organizational stakeholder, particularly when working-from-home became the “new normal”. Departing from meta-analytic studies on the work-family relation and connecting with scholarly conversation on work-family boundary dynamics, we identify three main narratives. In the _separation narrative,_ work and family belong to different realms, and including the family in the domain of organizational responsibility is seen as pointless. The _interdependence narrative_ stresses (...) that organizations and families are overlapping domains in which it is important to acknowledge that the policies and practices of the former might have an impact on family life, and vice-versa. The _embeddedness narrative_, brought to the fore by the COVID-19 pandemic, sees employment and family as progressively convergent and hybrid work domains. The evolution of employment relations towards increased hybridity of the work situation being embedded in the familial/household context increasingly calls for consideration of the family/household as an integral rather than a peripheral stakeholder. (shrink)

While the volume of material inspired by Rawls’s reinvigoration of the discipline back in 1971 has still not begun to subside, its significance has been in serious decline for quite some time. New and important work is appearing less and less frequently, while the scope of the work that is appearing is getting smaller and more internal and its practical applications more difficult to discern. The discipline has reached a point of intellectual stagnation, even as real-world events suggest that the (...) need for what political philosophy can provide could not be more critical. What follows then is a set of statements about how I believe that we, as political philosophers, should approach what we do. It contains my view as to what political philosophy should be about, how political philosophy should be done, and how courses in political philosophy should be taught, interlaced with commentary on the current state of the profession. (shrink)

I argue that in recent years, the therapeutic ethos and the ideal of authenticity have become aligned with distinctively neo-liberal notions of personal responsibility and self-reliance. This situation has radically exacerbated the threat to political community that Charles Taylor saw in the ‘ethics of authenticity’. I begin by tracing the history of the therapeutic ethos and its early (Rieff, Lasch, MacIntyre) and late (Furedi) critics. I then discuss Charles Taylor’s argument that the culture of self-fulfillment generated by the therapeutic ethos (...) harbors an important moral ideal, namely, the ethic of authenticity. Pace Taylor, I argue that authenticity has now become thoroughly instrumentalized in the service of the guiding political rationality of neo-liberalism. I make this case through a discussion of its uptake in managerial techniques and practices and also in popular culture. (shrink)

What might happen if business leaders across the globe viewed their work as a sacred calling in a religious sense? Might not the world be a far better place? This paper is an effort to stimulate debate and discussion on this topic. Concepts addressed include: (a) ethics in business, (b) ethical standards in business settings, (c) the role of law, (d) levels of corporate responsibility, (e) the role of religion in business ethics, (f) the idea of business as a calling (...) in a religious sense, (g) the elements of modern corporate culture, (h) creating an ethical corporate culture, (i) demonstrating corporate social responsibility, and (j) providing servant leadership. The introduction to the paper shows how these concepts interrelate; its conclusion offers a challenge to business leaders to answer their call to business in the truest sense. (shrink)

The tendency to denigrate consumerism derives from the widespread acceptance of sociological theories that represent consumers as prompted by such reprehensible motives as greed, pride, or envy. These theories are largely unsubstantiated and fail to address the distinctive features of modern consumption, such as the apparent insatiability of wants and the preference for the novel over the familiar. A more plausible view of consumerism regards it as an aspect of hedonism, and links consumption to the widespread practice of daydreaming. Seen (...) in this light, one can discern an idealistic dimension to modern consumption. (shrink)

It is argued that the focus within organization studies on wisdom is one-sided in the sense that it ignores stupidity, wisdom's little stepbrother. Too often it is simply taken for granted that an increase in wisdom will lead to a decrease in stupidity. The problem with this assumption is that it is philosophically uninformed. Stupidity and wisdom stand in a deeply paradoxical relationship, which has been studied by philosophers at least since the Stoics. Some recent contributions to this endless debate (...) will be highlighted in this paper. However, the overall aim of the paper is to show that organizations too are familiar with these philosophical paradoxes. (shrink)

This article compares the experiences of U.S.-born white women, Asian men, and Asian women immigrant engineers in Silicon Valley. It focuses on two particular characteristics of the region’s economic structure: the norm of job-hopping and the centrality of networks to high-skilled workers’ career livelihoods. While these characteristics might be assumed to exacerbate ethnic and gender inequality, the specific history of these groups’ entrance into Silicon Valley’s hi-tech industry enabled them to use these characteristics to their advantage in circumventing bias. The (...) comparison of white women’s strategies to Asian immigrant men’s and women’s strategies highlights the interaction between the structure of opportunities, group histories, and network resources. (shrink)

Recognizing that truth is socially constructed or that knowledge and power are related is hardly a novelty in the social sciences. In the twenty-first century, however, there appears to be a renewed concern regarding people’s relationship with the truth and the propensity for certain actors to undermine it. Organizations are highly implicated in this, given their central roles in knowledge management and production and their attempts to learn, although the entanglement of these epistemological issues with business ethics has not been (...) engaged as explicitly as it might be. Drawing on work from a virtue epistemology perspective, this paper outlines the idea of a set of epistemic vices permeating organizations, along with examples of unethical epistemic conduct by organizational actors. While existing organizational research has examined various epistemic virtues that make people and organizations effective and responsible epistemic agents, much less is known about the epistemic vices that make them ineffective and irresponsible ones. Accordingly, this paper introduces vice epistemology, a nascent but growing subfield of virtue epistemology which, to the best of our knowledge, has yet to be explicitly developed in terms of business ethics. The paper concludes by outlining a business ethics research agenda on epistemic vice, with implications for responding to epistemic vices and their illegitimacy in practice. (shrink)

There is a fundamental tension in business ethics between the apparent need to ensure ethical conduct through hierarchical control, and the encouragement of individuals' potential for autonomous moral judgement. In philosophical terms, these positions are consequentialist and Kantian, respectively. This paper assumes the former to be the dominant position in practice, and probably in theory also, but regards it as a misplaced extension of the more general managerial tendency to seek and maintain control over employees. While the functions of such (...) control are recognized, the arguments in favour of individuals' moral autonomy are pursued from both a Kantian and a social–theoretic perspective. Reference is made to Kohlberg's research on moral development that provides an insight into how individuals, through participation in debate with colleagues, might become more effective moral agents within organizational settings. This is contrasted with a managerial perspective, which pays lip service to individuals' right to such genuine involvement. The paper considers psychological manipulation and the legitimacy of managerial authority on matters of ethics, as opposed to in the purely technical context. The wider societal significance of such hierarchical power in organizations constitutes an important background to the paper. It is concluded that genuine, non‐manipulative, participation by employees (and others) is the way forward for the ethical management of business ethics. (shrink)

The topic of spirituality is gaining an increasing visibility in organizational studies. It is the authors contention that every theory of organization has explicit or implicit views of spirituality in the workplace. To analyze the presence of spiritual ideologies in management theories, they depart from Barley and Kunda's Administrative Science Quarterly article and analyze management theories as spirituality theories with regard to representations of people and the organization. From this analysis, we extract two major dimensions of people (as dependent or (...) independent workers) and the organization (as spiritually informed or spiritually uninformed) that, in combination, result in a typology that advances four organizational types of spirituality: the soulful organization, the holistic organization, the ascetic organization, and the professional organization. The expression of spirituality in each of these forms is discussed with the aim of contributing to a critically informed analysis of organizational spirituality. (shrink)

This paper argues that the personal interview method is particularly appropriate for the kind of exploratory and complicated theory-building research that ethical decision-making, as a topic, represents at present. In doing so, it examines the key tasks of the ethics researcher, the suitability of interviews for obtaining the kind of data needed to accomplish these tasks, and the ensuing problems faced by the interview methodologist. It concludes with suggestions for enhancing the validity and reliability of interview-based ethics research.

During the past decade many individuals have sought to create a connection between their work persona and their religious/spiritual persona. Management education has a legitimate role to play in introducing teachings drawn from our religious traditions into business ethics and other courses. Thereby, we can help prepare students to consider the possibility that business endeavors, spirituality and religious commitment can be inextricable parts of a coherent life.

This article investigates the status assigned to Max Weber’s The Protestant Ethic and the Spirit of Capitalism as a case study on the development of the concept of theory in twentieth century sociology. I trace this development in the interplay between scholars in the United States and Germany and distinguish three waves of meaning given to the text. The transitions between these phases were brought about by an initial process of mystification of the text in the 1930s and a dynamic (...) of de- and re-mystification beginning in the 1980s. Following this process of (re)interpretation over time, I show that at the beginning of the century the work was perceived as an empirical inquiry, while at the end of the century it was treated as pure theory. Based on the example of the peculiarities of the Weberian expert communities in the United States and Germany, I analyze how the invention of a concept of theory as independent from empirical evidence helped to stabilize the value of scholarly expertise on Weber in the face of otherwise declining resonance of the text. The analysis of this paradigmatic case adds to our understanding of the development, uses, and meaning of theory in contemporary sociology. (shrink)

Excellence and frontier research have made inroads into European research policymaking and structure political agendas, funding programs and evaluation practices. The two concepts travelled a long way from the United States and have derived from contexts outside of science. Following their conceptual journey, we ask how excellence and frontier research have percolated into European science and higher education policies and how they have turned into lubricants of competition that buttress an ongoing reform process in Europe.

This article develops a concept of lyrical sociology, a sociology I oppose to narrative sociology, by which I mean standard quantitative inquiry with its "narratives" of variables as well as those parts of qualitative sociology that take a narrative and explanatory approach to social life. Lyrical sociology is characterized by an engaged, nonironic stance toward its object of analysis, by specific location of both its subject and its object in social space, and by a momentaneous conception of social time. Lyrical (...) sociology typically uses strong figuration and personification, and aims to communicate its author's emotional stance toward his or her object of study, rather than to "explain" that object. The analysis considers many examples and draws on literary criticism, the philosophy of time, and the theory of emotion. It also addresses contemporary debates in ethnography. (shrink)

This paper assesses the potential of organisational culture as a means for improving ethics in organisations. Organisational culture is recognised as one determinant of how people behave, more or less ethically, in organisations. It is also incresingly understood as an attribute that management can and should influence to improve organisational performance. When things go wrong in organisations, managers look to the culture as both the source of problems and the basis for solutions. Two models of organisational culture and ethical behaviour (...) are evaluated. They rest on different understandings of organisational culture and the processes by which ethics are enhanced. Firstly, the prevailing approach holds that creating a unitary cohesive culture around core moral values is the solution to enhancing ethical behaviour. Both the feasibility and desirability of this approach, in terms of ethical outcomes, is questioned. The second model queries the existence of organisational culture at all, arguing that organisations are nothing more than shifting coalitions of subcultures. In this second model, the very porousness of the subcultures provides a catalyst for the scrutiny and critique of norms and practices. Such diversity and debate is construed as potentially a better safeguard for ethical behaviour than the uniformity promised by the unitary, strong culture model. (shrink)

This article argues that changes in the organization of social reproduction, defined to include the activities, attitudes, behaviors, emotions, responsibilities, and relationships involved in maintaining daily life, can explain historical differences in women's political self-organization. Examining the Progressive period, the 1930s, and the 1960s and 1970s, the authors suggest that the conditions of social reproduction provide the organizational resources for and legitimation of women's collective action.

Although not always termed “organizational justice,” the fairness of organizations has been a consistent concern of management thinkers. A review of the 1900–1965 time period indicates that management theorists primarily conceptualized organizational justice in utilitarian terms, although each theory emphasized distributive and procedural justice to different degrees. There is clearly a need for contemporary scholars to consider non-economic rationales for organizational justice, but the willingness of earlier scholars to make utilitarian arguments about organizational justice and productive efficiency helped legitimize the (...) idea of fairness in organizations as an arbiter of value. Further, each theory tempered absolute managerial autonomy with some inherent check thereon. Researchers interested in organizational justice should therefore take a historical perspective in considering how management theory includes consideration of justice-related concerns. (shrink)

Veblen’s work contains a neglected, since for the most part implicit, theory of recognition centred on his concepts of waste and workmanship. This article tries to develop this theory in order to shed new light on the theorem of conspicuous leisure and consumption. The legitimacy of violence at the ‘predatory stage’ of culture has been partly superseded by a legitimacy of industrial efficiency, so that the leisure classes need to disguise their conspicuous waste as socially useful productive endeavours. At the (...) same time waste remains a powerful symbol of legitimate status, so that even the industrial classes turn to it in order to assert their social worth and demand social recognition. Waste - which is far more central in Veblen’s theory than is emulation - becomes an ambiguous symbol which can stand for both unproductive privilege and industrial efficiency. The utilitarian urge for efficiency and the meaninglessness of a struggle for recognition through conspicuous waste produce a desire for a romantic escape, also acknowledged by Veblen, but often overlooked in his sharp criticism of consumerism. (shrink)

The ArgumentIt is often observed by historians of postwar American art that painters and sculptors of the 1960s sought a more mechanized “look” for their art. I argue that the changes reflected in the art have their source in a deeper shift – a shift at the level of production, expressed in new studio practices as well as in the space of the artworks themselves.In the period immediately before, during, and after World War II, the dominant topos of the American (...) artist was that of a solitary genius, alone in his studio, sole witness to the miraculous creation of his art. I demonstrate that artists of the 1960s, against this backdrop of heroic modernism, engaged in a different rhetoric and practice, one based on the models of industry and business. The studio of Andy Warhol, named the “Factory,” is viewed as apodictic of this great change, with its rudimentary assembly line and highly social mode of production.The change in practice instantiated in Warhol's Factory is significant in and of itself, but I argue further that it expressed itself in the “place of knowledge” – the space within Warhol's paintings and objects, and the newly social space in which they signify. The context for that signification thus becomes crucial to our understanding of the “Warhol phenomenon” celebrated in popular and arthistorical texts. The ambivalencies embedded in Warhol's Factory, where the artist's role oscillated between manager and proletarian worker, are seen as a function of their context. Conflicting signals are also broadcast by the works of art, which speak in the dialect of mass production with the accent of the irreplaceably unique. (shrink)

There is a fundamental tension in business ethics between the apparent need to ensure ethical conduct through hierarchical control, and the encouragement of individuals' potential for autonomous moral judgement. In philosophical terms, these positions are consequentialist and Kantian, respectively. This paper assumes the former to be the dominant position in practice, and probably in theory also, but regards it as a misplaced extension of the more general managerial tendency to seek and maintain control over employees. While the functions of such (...) control are recognized, the arguments in favour of individuals' moral autonomy are pursued from both a Kantian and a social–theoretic perspective. Reference is made to Kohlberg's research on moral development that provides an insight into how individuals, through participation in debate with colleagues, might become more effective moral agents within organizational settings. This is contrasted with a managerial perspective, which pays lip service to individuals' right to such genuine involvement. The paper considers psychological manipulation and the legitimacy of managerial authority on matters of ethics, as opposed to in the purely technical context. The wider societal significance of such hierarchical power in organizations constitutes an important background to the paper. It is concluded that genuine, non‐manipulative, participation by employees is the way forward for the ethical management of business ethics. (shrink)

The financial crisis of 2007–2008 and the COVID-19 pandemic have caused many enterprises to suffer great losses. Thus, companies have to take measures such as pays cut, furloughs, or layoffs, which caused dissatisfaction among employees and triggered labor disputes. Therefore, this study explores the service-oriented organizational citizenship behavior based on the decomposed theory of planned behavior in order to understand the behavioral intentions of employees through their mental states, job attitudes, subjective norms, and perceived behavioral control. This study conducted questionnaire (...) surveys for employees in different industries, collected 281 valid questionnaires, and applied Structural Equation Model for the analysis. The results show: employees believe organizational justice in the organization is important, and when they feel treated fairly, their job attitudes and beliefs are enhanced. Employees’ job attitudes and beliefs support service-oriented organizational citizenship behavior, in other words, they have positive job attitudes and beliefs and will actively provide better service to customers. When employees are treated reasonably and fairly by the organization and have positive job attitudes and perceived behavior control, their spontaneous service-oriented organizational citizenship behavior is stimulated, thus increasing organizational development. (shrink)

The article explores a range of social scientific representations of credit and debt in the United States and Britain and how these have been organized around the problem of freedom. On the one hand, credit is projected as productive, embodying and securing liberal values of individual autonomy and self-determination. On the other, debt is portrayed as consumptive, ensnaring the individual, subverting her or his will and undermining the capacity for self-determination. The classic cultural injunction against consumer borrowing is captured under (...) the rubric of the Puritan ethic which portrays indebtedness as contrary to the values of individual freedom and autonomy; however, it is shown here how the meanings attached to credit and debt have always been ambiguous in practice. Over the 20th century, and continuing today, a number of economic writers have attempted to legitimize the development of consumer credit by demonstrating how it contributes towards freedom and security. However, it is shown how these accounts shift in response to changing economic discourses as well as credit’s growing pervasiveness. In contrast, sociological writers have tended to criticize the accumulation of debt as damaging to both individual autonomy and societal welfare. Again, these accounts also manifest a notable change in emphasis over time in response to shifting constructions of the problem of social change. Finally, recent empirical work is drawn upon to demonstrate the ways in which freedom itself can be a contingent and contextual element in the production of consumer credit. (shrink)

In this article I undertake an analysis of erotic sexual intercourse - commonly, and more accurately, designated as love-making - in the spirit of Durkheim's social analysis of religion. Thus, based on a phenomenological semiotic analysis of the peculiar things we do and feel in the course of making love, I propose, first, to uncover the implicit `logic' that generates and governs these distinctly sociable doings and sociable feelings. Second, I proceed to suggest that the sameself logic, albeit in an (...) attenuated version, also generates and governs the broad class of `social occasions proper', and that this homology calls for gathering erotic and social occasions under one and the same rubric, which I propose to call the `socio-erotic' (since the term `social' has been denatured through overuse). Third, I conclude with a discussion of how socio-erotic domains fit into a larger world structured and governed mainly by interest-driven and power-driven conflictual fields. (shrink)

This article uses interview data to examine changes over time in the cultural constructions of executive women's family responsibilities. The author delineates two gendered cultural structures: the family devotion schema and the work devotion schema. Respondents are caught in the conflict between each schema's competing vision of a worthwhile life. Older respondents are more likely to accept the devotion schema's definition of an irreconcilable conflict between work and family, prompting many to avoid marriage or childbearing. In contrast, many members of (...) the youngest cohort, who came of age after the early 1970s women's movement, are refashioning the family devotion schema by subcontracting out domestic responsibilities while maintaining demanding careers. Yet, the family devotion schema continues to haunt all cohorts, enduring in its cognitive, normative, and emotional power. Gender, as expressed in cultural models of family, remains a powerful constraint on the hearts and minds of even professionally successful women. (shrink)

A shift from top-down, hierarchical decision-making toward collaborative, consensus-oriented decision-making is taking place across many settings, leading to meetings in which diverse participants seek to reach agreement on issues of significance. This article proposes a new approach to analyzing such meetings that integrates conversation analysis and issue framing. While CA and IF have both been applied to collaborative decision-making, each approach, on its own, suffers from significant limitations. Combined, they allow negotiation talk in meetings to be examined holistically, integrating a (...) consideration of both process and content. New relationships among interactional sequences and framing processes are revealed, leading to the discovery of patterns across the decision-making activity as a whole. These patterns, in turn, can be situated in the context of the institutions within which the negotiations take place. This novel integrative approach is illuminated through application to a 162-turn decision-making activity. (shrink)

Loyalty is a much-discussed topic among business ethicists, but this discussion seems to have issued in very few clear conclusions. This article builds on the existing literature on the subject and attempts to ground a definite conclusion on a limited topic: whether, and under what conditions, it makes sense for an employee to offer loyalty to his employer. The main ways in which loyalty to one’s employer can contribute to human flourishing are that it makes the employee more trustworthy and (...) therefore more valuable as an employee; makes it easier to form authentic relationships in other areas of the employee’s life; expands the employee’s field of interests and gives her or him a richer identity; provides greater motivation for the employee’s work; makes it possible to have a greater unity in the employee’s life; improves the performance of the organization for which the employee works; contributes to the protection of valuable social institutions; and, in so far as many employees share an attitude of loyalty towards the organization which employs them, it becomes possible for this organization to become a true community. Last, but not the least, loyal relationships have an inherent value. The article also reviews the main arguments that have been offered against employee loyalty and concludes that none of them offers a reason why it would be inappropriate in all cases for an employee to be loyal to her or his employer. The force of these arguments depends on the specific attributes of the organization for which the employee works. The main conclusion of the article is that while being a loyal employee involves risk, it has the potential to contribute significantly to the employee’s fulfilment. The main challenge for employees is to identify employers who are worthy of being loyal to. (shrink)

ABSTRACTIn this paper, I trace out Alasdair MacIntyre’s assessment of managerial capitalism as a uniquely positioned critique occupying an intersection between the sociology of knowledge, ideology critique, and social science metatheory. The first part of this paper outlines MacIntyre’s historical claim that social science principles diffused into an ‘industrial social science’ in the first half of the twentieth century. Tracing out this history allows us to identify four major categories of critique levelled against managerialism, spanning managerialism’s practices to its social (...) location as a discourse of scientific, objective knowledge. That four category typology provides a framework to understand MacIntyre’s specific critique of managerialism as concerned primarily with metatheoretical flaws. MacIntyre's argument provides a valuable sociological account of how flawed presuppositions lend to the creation of flawed descriptions of social reality. These descriptions come to serve as the ‘ideology of bureaucratic control’ when taken up as authoritative knowledge of organizational dynamics. (shrink)

Current organizations are underpinned by utilitarian ethics of Modernity. Pure economic motive driven organizations detach themselves from larger societal interest. Rising number of corporate scandals and intraorganizational income inequalities are breeding similar trends in society at large. Current organizations base their competitive advantage on resources and capabilities which boils down to economic supremacy at all cost whether it is named I/o or RBV of the firm. This theoretical article posits Ethics-based Trust as the main competency and capability for attaining sustained (...) competitive advantage. It in no way condemns utility view of the firms but treats it as a natural yet secondary outcome of genuine ethicality of the firm. Cultivating an ethical culture in the firm through identifying antecedents, organizational practices, and the outcomes where profitability is an automatic but secondary outcome under the supremacy of ethics is detailed in the multilevel model presented in this article. The main call of this article is to posit ethics and morality over and above short-term profits so that organizations fulfill their trustee role for society through enacting socio-humanistic theories within organizations. A brief analysis of the proposed ethical theory of firm is undertaken in light of the “schooling” notion in the contemporary organization theory literature. (shrink)

The folklore of Groundhog Day is an invitation to reflect on continuity, choice, and reinvention in our daily lives. Groundhog Day is an annual opportunity to imagine how the future could unfold as a straightforward extension of what we are doing today in one another’s company, or as a departure from the typical course of our joined endeavors. The joined endeavor at issue in this paper is the act of justifying inclusion of the study of managerial practice, commonly called Management, (...) in the undergraduate college curriculum in the United States. Management is routinely shielded from a process of intellectual justification. There is a fruitful alternative to this de facto exemption. I argue that there is a place in the undergraduate curriculum for systematic attention to managerial practice, but that place need not be filled with a Management major per se. This new curricular place is anchored in the experience of living our everyday lives in a world managed by others. The inspiration for imagining this different place came one Groundhog Day, as I was sorting mail delivered to me by the US Postal Service. (shrink)

ZusammenfassungDieser Artikel beleuchtet die tragende Rolle, die Umweltdenken und Umgebungswissen für die Legitimation traditioneller Geschlechterrollen im 20. Jahrhundert spielten. Gezeigt wird, auf welche Weise einflussreiche psychologische und psychoanalytische Konzepte der Kindes- und Persönlichkeitsentwicklung Frauen dazu anhielten, sozio-naturale Umwelten herzustellen, ja, selbst Umwelt zu sein. Expertinnen und Experten verschiedener Denkrichtungen und Generationen propagierten ein ganz ähnliches Bild femininer „Environmentalität“, das heißt: der Disposition und Bestimmung der Frau, Umwelten zu erzeugen und zu verkörpern, die eine gesunde Kindesentwicklung ermöglichen und das Wohlbefinden und (...) den Erfolg des Mannes, gar den Erhalt der gesellschaftlichen Ordnung begünstigen sollten. Dieses Konstrukt weiblichen Umwelt-Seins verpflichtete Frauen auf Ehe und Vollzeitmutterschaft und fixierte sie in Raum und Zeit. Sein reaktionärer Gebrauch in Auseinandersetzungen über alternative weibliche Lebensentwürfe demonstriert, dass leitende Konzeptionen von Entwicklung, Wohlergehen und Identität nicht nur androzentrisch, sondern antifeministisch waren. (shrink)

Although the managerial practice of cheating spans complex and heterogeneous situations, most business ethics scholars consider that the very idea of cheating is indefensible on moral grounds, and quickly dismiss it as wrongdoing. This paper proposes to fine-tune this conventional moral assessment by arguing that some forms of cheating can be justified—or at least excused. To do so, it starts with a value-free definition of cheating that covers a wide diversity of situations: “breaking the rules while deliberately leading or allowing (...) others to think they have been respected.” While using this definition at the metaethical level, the paper contends that the moral assessment of cheating depends on the obligation to comply with the rules. There are rules which do not entail moral obligations, and there are special circumstances where other more important obligations override the obligation to comply with the rules. Furthermore, the paper argues that respecting the penalty rules also influences the moral assessment of cheating on the rules. The key interest of this endeavor lies in contributing to building a more solid theoretical framework for the study of cheating in management, which may replace our common prejudices and basic intuitions on this matter. (shrink)

If technology is the single most important factor in explaining the organization of modern societies, it is likewise the key to understanding the modern personality. The technological personality is the psychological counterpart to the technological society.Technology indirectly destroys the basis of a common morality and so leaves human relationships vague, insincere, and potentially dangerous. The technological personality possesses a façade of extroverted cheerfulness to conceal and compensate for an inner core of loneliness and fear of others. At the same time (...) the technological personality allows one to internalize technological stimuli, thus creating a shield against certain kinds of stress, it reinforces and deepens loneliness. (shrink)

This article offers an analysis of marketing as an ideological set of practices that makes cultural interventions designed to infuse social relations with biopolitical injunctions. We examine a contemporary site of heightened attention within marketing: the rise of online communities and the attendant profession of social media marketing managers. We argue that social media marketers disavow a core problem; namely, that the object at stake, the customer community, barely exists. The community therefore functions ideologically. We describe the ideological gymnastics necessary (...) for maintaining momentum behind a practice that barely exists and we ponder why such ideologies are necessary, and what they allow the marketer to do. Working with such concepts as ‘the wild’, ‘communicative capitalism’, and ‘biopolitical marketing’, we explore a genre of popular business literature that proselytizes for online customer communities and we reflect on the broader implications. (shrink)

In this article it is argued that much research into processes of moral learning and development in organisations has been conducted under somewhat controlled conditions, and that these do not permit testing of individuals' thought and action under more extreme circumstances. Therefore in practice one needs to acknowledge the effect of the actual organisational context. Three aspects or issues concerning the effect of this context on interventions are identified: first, systemic factors, especially corporate culture, impact on individual behaviour; second, consultants (...) and developers may have difficulty when working with people at different levels of moral development; and, third, differential influence among members of an organisation affects the possibility of, and the enactment of, moral development programmes.Each of these considerations is discussed while employing conceptualisations based on Kohlberg's ideas. However the question of influence and power is not one which has been addressed to any significant extent by writers in this particular area. The essential argument in this article is that this must be done if the full potential of research into moral development in organisations is to be realised. (shrink)

This paper addresses the question of the relationship between creativity and autonomy - originally related to each other in the concept of the `self' as one of the crucial parts of the Meadian and symbolic interactionist heritage - and asks how we should construe this relation today. After a brief reconstruction of the history of the notions of `self' and `identity' the paper takes up the postmodern challenge of these notions by clarifying and partially revising them. It discusses the three (...) aspects of a possibly over-socialized conception of the person, the irreducibility of difference between socialized individuals and the role of power and exclusion in processes of identity formation. (shrink)

This paper traces the intellectual development of the workplace privacy construct in the course of American thinking. The role of technological development in this process is examined, particularly in regard to the information gathering/dissemination dilemmas faced by employers and employees alike. The paper concludes with some preliminary considerations toward a theory of workplace privacy.

Over the last 50 years, the term professionalism has undergone a widespread expansion in its use and a semantic shift in its meaning. As a result, it is at risk of losing its descriptive and analytical value and becoming instead simply an empty evaluative label, a fate described by C. S. Lewis as ‘verbicide’. This article attempts to rescue professionalism from this fate by down-sizing its extension and reassigning some of its work to two other ethical domains, introduced as the (...) neologisms organizationalism and sur-moralism. Professionalism is defined as a morality based in system of obligations that are assumed by physicians over the course of their professional training and which primarily refer to two groups: patients and colleagues, including trainees. Organizationalism is also a morality, but the obligations are owed to the employing organization and on different grounds. A third ethical domain, here called sur-moralism, comprises actions that are not based in obligations. They are discretionary and potentially meritorious; they cannot be required by the profession or organization. This article presents a conceptual model of the three ethical domains and the shifting borders between them. One practical benefit of this typology is that physicians can more accurately understand the nature and sources of obligations that they are asked to accept, and when necessary prioritize them. Another is that physicians will be able to describe the potential tension between the three domains and understand how and why the borders between them can move. Both should help physicians to be more ethically oriented to their work settings. (shrink)

ABSTRACTAny conceptualisation of evil, arguably, has to empower us to resist or transform it in our lived worlds. The latter concern motivates this paper much more than a thorough analysis of evil itself. Drawing on Jewish and Christian thought, I tentatively consider evil as resulting from the incomplete or failed cultivation of the humane. Along this line, evil is the opposite of humanity; it is the antihuman, the subhuman, or the demonic. Gratuitous violence, hatred, resentment, and malice manifest this dark (...) ‘power’ of evil. In the aforementioned traditions, peace and justice are conceived as being dependent on the inner order or unity of the soul. Conversely, iniquity – as the manifestation of evil – in the world reflects conflicts or disorders in individual souls. Hence the need to constitute one’s personhood. Such continuous creation takes place through genuine human encounters, where and when love, friendship, and gratitude are allowed to unfold themselves. These ‘dispositions’ are conceived as counterweights to evil. I will work out this argument, but also briefly examine how education, rural and urban planning, economic and political ‘systems’ can either breed or curtail evil. (shrink)

Recent accounting scandals involving the collapse of large corporate firms have brought into question the adequacy of ethics education within accounting programs. This paper investigates the ethical decisions of accountancy students and in particular analyses the effect of group (as opposed to individual) decision-making on ethical decisions. Final year accountancy students (sample size of 165) were randomly allocated into two experimental conditions. The participants were then presented with five (5) ethical vignettes. One experimental condition involved completing the ethical decisions as (...) individuals (60). The other involved completing the ethical decision-making as a group of 3–4 participants (34). A consistent pattern of behaviour was observed in the analysis of individual versus group responses. Individuals displayed stronger tendencies than groups to take the extreme actions of acting either unethically or ethically (whistleblowing), whereas groups displayed stronger tendencies to take the safer (neutral) options. It was concluded that groups reached consensus decisions, in an ethical context, probably as a result of peer pressure. The significant implication of this finding is in relation to the emphasis accounting programs place on group work. Group work may enhance students’ abilities to work as a team. However, as revealed in this study’s results, group work may not be an effective means of producing the optimal decision in all subject matter areas, especially complex areas such as ethical decision-making. (shrink)

The character of the current controversy over geneticallymodified (GM) agriculture, typified by protesters' use of emotivesymbolism, has been largely inspired by the Green movement'snon-governmental organizations and political parties. This articleexplores the deeper philosophical and spiritual motivations of the Greenmovement, to inquire why it is implacably opposed to GM agriculture. TheGreen movement's anti-capitalism, exemplified by the hate-symbol statusof Monsanto as the company pioneering GM crops, is viewed within thewider context of alienation in the modern era. A complex of meanings isseen in (...) Frankenstein as the focal symbol of GM protests, includingperceptions of risk, fears of the remixing of living identities seen ingenetic engineering, and resentment at the spiritual nihilism of thereduction of life to the digital code of DNA. By contrast, RobertGoodin's Green Theory of Value, which postulates the deep psychologicalimportance of nature in locating the self in a meaningful context largerthan ourselves, can explain the power of the Green symbol of thethreatened environment, Gaia. The advent of GM agriculture seems toimply that capitalism and technology can now enframe nature itself,leaving a world devoid of natural myth or meaning, with no escape fromthe alienation and nihilism of modernity. The central question posed forprotagonists of the GM debate is whether their agenda is based on thesepowerful but mythical conceptions of the environment, or whetherpreservation of the real environment is their primary ethic. (shrink)

Employees of large blue chip corporations in the 1950s through the mid-1960s demonstrated great loyalty to their employers. In return, those employers provided cradle to grave job security and benefits for their workers. During the 1980s, however, this social contract between employees and employers seems to have undergone a change. The norms of the organization man of the earlier period passed from use and a new normative framework seems to have developed. The norm of loyalty on the part of both (...) parties seems to have passed from practice. Employers would now terminate employees if it was in their short term interest to do so, while employees began to move from company to company, no longer making a career with one employer. Many writers have attributed this new employment relationship to the dynamics of the times, as we move from modern to late modern/early post-modern times. This paper reports the findings of a pilot qualitative study done with graduating seniors from an AACSB accredited business school. The subjects were asked to write self-reflective essays on the following themes: Given the nature of the new employment contract, are careers a vestige of the past? How do you feel about such concepts as career self reliance and career resiliency? Do you feel "at risk" in the new world of work? If so why, if not why not? If so, how do you plan to deal with it? The paper reports the critical response patterns of these graduating seniors and draws insights and conclusions from the literature illuminating the student reflections. (shrink)