The principle of humanity is, surely, one of the most significant moral principle regulating the influence of a teacher as a mature moral agent, since teachers, by means of their work, contribute to shaping the humanity and human dignity of students. The principle and value of humanity can, first of all, be applied to the relationship of the teacher towards students. Teachers should, by their humane approach, contribute to removing moral barriers, fear in children and youths, and accept them as (...) morally equal partners. The author of paper deals with the forms of humanity within the teaching profession on the basis of the ethics of social consequences, which is a version of non-utilitarian consequentialism. This ethical conception is based on the principle and value of consequences resulting from decisions and actions as well as opinions and attitudes of a moral agent. The core of the value structure is mainly composed by the values of humanity, human dignity and moral rights of man, because a moral way of life helps the development of human life, it protects and supports it. At present, contemplations on these issues have been revived, thanks to, in part, discussions on ethics and morality regarding various professional aspects of human life. (shrink)

The name remains: Jewish questioner -- London and language: English writer -- Familial socialism: political Marxist -- King's and kibbutzim: Cambridge Zionist -- Paris, California: French intellectual -- Generation of understanding: East European liberal -- Unities and fragments: European historian -- Age of responsibility: American moralist -- The banality of good: social democrat.

Most advanced industrial societies are ‘work-centered,’ according high value and prestige to work. Indeed, belief in an interpersonal moral duty to work is encoded in both popular attitudes toward work and in policies such as ‘workfare’. Here I argue that despite the intuitive appeal of reciprocity or fair play as the moral basis for a duty to work, the vast majority of individuals in advanced industrialized societies have no such duty to work. For current economic conditions, labor markets, and government (...) policies entail that the conditions for a reciprocity-based argument to apply to most workers are not usually met. More specifically, many workers fail to provide valuable goods through working or their working does not result in net social benefit. Concurrently, many workers do not receive adequate benefits from working in that they neither have their basic needs met or do not even enjoy an improvement in welfare thanks to working. Hence, workers neither provide nor receive the benefits needed for a reciprocity-based duty to work to apply to them. Furthermore, these conditions are conditions over which workers themselves have very little control. Most workers therefore could not fulfill their ostensible duty to work even if they made conscientious efforts to do so. In most cases, a person who fails to work morally wrongs no one, and in the case of any particular individual or worker, the defeasible presumption ought to be that she has no duty to work. (shrink)

What were the causes and consequences of the revolutions of 1989 in Eastern and Central Europe? The causes lie in the exhaustion of the model of Soviet-type economic organization, the failure of reform efforts in the USSR, and the persistence of opposition to Soviet-type rule in Central Europe. The ramifications of the events are examined through the prism of three questions: how do they change our evaluation of the past?; what was the significance of 1989 as a moment in time?; (...) and how have they shaped the present? (shrink)

What were the causes and consequences of the revolutions of 1989 in Eastern and Central Europe? The causes lie in the exhaustion of the model of Soviet-type economic organization, the failure of reform efforts in the USSR, and the persistence of opposition to Soviet-type rule in Central Europe. The ramifications of the events are examined through the prism of three questions: (1) how do they change our evaluation of the past?; (2) what was the significance of 1989 as a moment (...) in time?; and (3) how have they shaped the present? (shrink)

The aim of the paper is to study socio-ethical aspects of Slovak higher education policy in the context of contemporary discussions on university assessment criteria. I conduct an ethical analysis and assess the criteria introduced in Slovakia that consider employment opportunities and the graduate unemployment rate, publishing in high impact journals, participation in European research programmes, etc., which often discriminates against the humanities and social sciences. On the other hand, I also point to the absence of a social contract regarding (...) the common good provided by Slovak universities, drawbacks of a legislative nature which often provide a basis for unethical behaviour within the Slovak academic community and, most often, problems concerning academic ethics in contemporary Slovakia. (shrink)

This article shows that the various regimes of “real socialism” uniformly failed to transcend the horizon of capitalism. They have remained class societies based on wage labour, commodity production, a money economy and welfare systems fed by redistribution. At the same time, they present peculiar features that are different from other versions of “state capitalism.” Traditional elites were annihilated, private property of capital in the hands of individuals or autonomous groups was prohibited, and the advantages accruing to leading positions were (...) not inherited, although equality in income was very modest. The main political invention of “real socialism” was the Party, a unique institution unlike any other, grounded in theory, but an institution of the state, over the executive, which had unprecedented powers of mobilisation and cultural influence. It had to be intellectual in character, as the system was steered through the Plan which was, in the final analysis, a text. The changes of 1989 took place partly mediated by the Party, partly against its rule. The successor regimes are conspicuously political owing to the nature of the adversary. (shrink)

Drawing on stakeholder theory and the evolutionary approach to institutions, this paper investigates the channels through which corporate social responsibility (CSR) is developed in post‐communist economies by focusing on the employee background factors that shape the employees' expectations with regard to corporate socially responsible behaviour. We identify three channels through which exogenous and endogenous CSR are developed: employees with work experience in multinational enterprises (MNEs) (leading to exogenous CSR), employees with CSR knowledge (leading to exogenous CSR) and employees with experience (...) of the socialist system (leading to endogenous CSR). Furthermore, we argue that the interactions between these channels lead to hybrid CSR in transition economies. We use a questionnaire‐based survey with employees of domestic and MNEs in Romania and we conduct regression analysis. We find that employees with work experience in MNEs act as channels for exogenous CSR, while employees with experience of the socialist system act as channels for endogenous CSR. Furthermore, employees with experience of the socialist system and CSR knowledge or work experience in an MNE act as channels for hybrid CSR in transition economies. Based on our results, we put forward implications for theory, managers and policy makers. (shrink)

Drawing on stakeholder theory and the evolutionary approach to institutions, this paper investigates the channels through which corporate social responsibility (CSR) is developed in post-communist economies by focusing on the employee background factors that shape the employees' expectations with regard to corporate socially responsible behaviour. We identify three channels through which exogenous and endogenous CSR are developed: employees with work experience in multinational enterprises (MNEs) (leading to exogenous CSR), employees with CSR knowledge (leading to exogenous CSR) and employees with experience (...) of the socialist system (leading to endogenous CSR). Furthermore, we argue that the interactions between these channels lead to hybrid CSR in transition economies. We use a questionnaire-based survey with employees of domestic and MNEs in Romania and we conduct regression analysis. We find that employees with work experience in MNEs act as channels for exogenous CSR, while employees with experience of the socialist system act as channels for endogenous CSR. Furthermore, employees with experience of the socialist system and CSR knowledge or work experience in an MNE act as channels for hybrid CSR in transition economies. Based on our results, we put forward implications for theory, managers and policy makers. (shrink)

Drawing on stakeholder theory and the evolutionary approach to institutions, this paper investigates the channels through which corporate social responsibility (CSR) is developed in post‐communist economies by focusing on the employee background factors that shape the employees' expectations with regard to corporate socially responsible behaviour. We identify three channels through which exogenous and endogenous CSR are developed: employees with work experience in multinational enterprises (MNEs) (leading to exogenous CSR), employees with CSR knowledge (leading to exogenous CSR) and employees with experience (...) of the socialist system (leading to endogenous CSR). Furthermore, we argue that the interactions between these channels lead to hybrid CSR in transition economies. We use a questionnaire‐based survey with employees of domestic and MNEs in Romania and we conduct regression analysis. We find that employees with work experience in MNEs act as channels for exogenous CSR, while employees with experience of the socialist system act as channels for endogenous CSR. Furthermore, employees with experience of the socialist system and CSR knowledge or work experience in an MNE act as channels for hybrid CSR in transition economies. Based on our results, we put forward implications for theory, managers and policy makers. (shrink)

Contemporary HRM was introduced into Poland by the arrival of international corporations with their professional systems of Human Resource Management, which emphasizes ethical personnel management. This research is based on data collected from a questionnaire and interview of 40 women and men professional graduates of the 2004 Weekend MBA Program at Poznan University of Economics eliciting their perceptions of ethical issues in Polish HRM. The present Polish economic situation, with 19% unemployment, precipitates many ethical challenges. The questionnaire and interviews resulted (...) in 217 observations and specific examples of ethical HRM issues. Examples fall in two broad categories and five specific Human Resource areas. The broad external categories are: History and cultural attitudes and Exploitation of the current unemployment situation. Historical and cultural attitudes influence attitudes toward work; company discipline; property and ownership; law and social expectations at work. The history of personnel departments in Socialistic Poland explains many of these attitudes. The five specific categories are: Ethical issues in recruitment; Ethical issues in hiring ; Ethical issues in performance appraisals and promotions; Abuse of authority, and “Mobbing”. Ethical issues in these categories include correlation with appropriate Polish Labor and Penal Laws. This research reveals some HRM ethical challenges unique to Polish HRM. The research emphasizes professional HRM and ethical expectations, which are now being recognized and accepted as a strategic component of Polish management. (shrink)

The aim of this literature-based study is to explore the influence of socio-cultural factors on business ethics in post-soviet countries with dissimilar cultural contexts. Specifically, this article seeks to identify and compare contextual influences on informal norms of morality in business in transitional post-soviet societies. In order to pursue this investigation, the countries of Belarus and Estonia were identified as being among the most noteworthy examples of culturally different post-soviet countries in transition. The study reveals contradictory manifestations of mixtures of (...) business norms in both Estonia and Belarus, which are conditioned by the merger of an autocratic bureaucratic soviet system with more participative and empowering forms of western management. The most persistent changes relate to moves from patriarchal and paternalistic types of relationship and low work motivation. The significance of these differences, which include nationality and religious legacies, will almost inevitably be overlooked should the countries be placed under the general umbrella of'former soviet states' when considering business ethics in these contexts. (shrink)

The paper highlights the dependence of the level of organizational trust on work ethic and aims to show that development of trust in organizations can be␣stimulated by raising the level of work ethic with organizational practices. Based on the framework by Kanungo, R. N. and A. M. Jaeger (1990, ‘Introduction: The Need for Indigenous Management In Developing Countries’, in A. M. Jaeger and R. N. Kanungo (eds.), Management in Developing Countries (Routledge, London), pp. 1–23), historical–cultural analysis of the Lithuanian context (...) is carried out. The country is chosen as an example of a post-socialist context where work ethic and trust in the society tended to be rather low. The authors discuss organizational practices, particularly the ones related to people management, which can facilitate development of work ethic, and thus, trust in organizations operating in a post-socialist context. The importance of a processual approach to the development of organizational trust and the ethical content of organizational practices, which are aimed at developing organizational trust is highlighted. Directions for further research are indicated. (shrink)

The paper highlights the dependence of the level of organizational trust on work ethic and aims to show that development of trust in organizations can be stimulated by raising the level of work ethic with organizational practices. Based on the framework by Kanungo, R. N. and A. M. Jaeger, Management in Developing Countries, pp. 1-23), historical-cultural analysis of the Lithuanian context is carried out. The country is chosen as an example of a post-socialist context where work ethic and trust in (...) the society tended to be rather low. The authors discuss organizational practices, particularly the ones related to people management, which can facilitate development of work ethic, and thus, trust in organizations operating in a post-socialist context. The importance of a processual approach to the development of organizational trust and the ethical content of organizational practices, which are aimed at developing organizational trust is highlighted. Directions for further research are indicated. (shrink)

The article I am going to propose is a reflection on the theme of recognition in working and social contexts, and focuses on problems and troubles people cope with in this historical moment. This is a period during which reciprocity and recognition relationships involving our education and work career seem to have no more value, because the world of work now focuses on involving people in production and does not care about involved subjects' life plans. I also wish to point (...) out risks and sufferance affecting subjects who perceive with always greater precision that they are more and more often oppressed by labor and mind exploitation, rather than considered human resources with a working competence who can participate in a wider project. (shrink)

Reviewing major accounts in Christian ethics and theology concerning work reveals a set of assumptions that together form the field's current “common sense” regarding this central human activity: work is part of what it fundamentally means to be a human; there is an aspect of work that is intrinsically good, because it reflects God's work; and work that is degrading can be transformed into this intrinsic good. An emerging body of social thought, however, interrogates work from an anti-work perspective, rejecting (...) capitalism's demand that people be integrated as fully as possible into the profit-generating modern-day work structure. After exploring core tenets of the anti-work perspective, this essay reconsiders the assumptions often made about work in Christian ethics and theology and delineates some contours of anti-work Christian normative interpretations of work. (shrink)

Meaningful work refers to the idea that human work is an integral part of the way we think of our lives as going well. The concept is prevalent in sociology and business studies. In philosophy, its discussion tends to revolve around matters of justice and whether the State should take steps to eradicate meaningless work. However, despite the breadth of the recent, general literature, there is little to no discussion about how it is in fact the case that work is (...) meaningful. There is a basic assumption that certain facts about work make it meaningful. After noting the shortcomings in the literature, this essay argues that we can better understand the production of meaning in work by an analogy to speech acts. Using Paul Ricoeur’s theory of action as discourse, one can see how meaning is predicated in the performance of work in ways that are locutionary, illocutionary, and perlocutionary. (shrink)

Although Henry David Thoreau stands outside the Christian canon, his outlook on the relations among spirituality, ecology, and economy highlights how Christian theologians can develop a theological work ethic in our era of economic and ecological precarity. He can furthermore help theologians counter the pro-work bias in much Christian thought. In Walden, Thoreau shows that the best work is an ascetic practice that reveals and reaps the abundance of nature and connects the person to the immanent divine and thereby glimpsing (...) eternity. Thoreau thus offers the outline of a transformed theology of work even as he challenges Protestant vocationalism in the early industrial era. He is therefore a fitting if challenging guide for formulating a theology of the self as agent and product of work, at a moment when the postindustrial ideal of work that is both meaningful and remunerative seems ever more unattainable while the negative impact of our work on nonhuman nature is ever more apparent. (shrink)

The implementation of tools and techniques of the management of ethics in the academic environment has its own peculiarities arising from the nature of the expert, scientific, pedagogical, but also administrative work of university staff, requiring a considerable degree of autonomy and freedom. The aim of this case study is to present the views of university teachers and PhD students from a selected faculty of a public university in Slovakia on the implementation of tools and techniques for the management of (...) ethics and to identify specific risks associated with the nature of the code of ethics and its introduction into practice. Qualitative research was conducted using focus groups during the implementation of the code of ethics, while quantitative research was subsequently conducted by an anonymous electronic questionnaire shortly after the introduction of the code into practice. (shrink)

The evaluation of labour markets and of particular jobs ought to be sensitive to a plurality of benefits and burdens of work. We use the term 'the goods of work' to refer to those benefits of work that cannot be obtained in exchange for money and that can be enjoyed mostly or exclusively in the context of work. Drawing on empirical research and various philosophical traditions of thinking about work we identify four goods of work: 1) attaining various types of (...) excellence; 2) making a social contribution; 3) experiencing community; and 4) gaining social recognition. Our account of the goods of work can be read as unpacking the ways in which work can be meaningful. The distribution of the goods of work is a concern of justice for two conjoint reasons: First, they are part of the conception of the good of a large number of individuals. Second, in societies without an unconditional income and in which most people are not independently wealthy, paid work is non-optional and workers have few, if any, occasions to realize these goods outside their job. Taking into account the plurality of the goods of work and their importance for justice challenges the theoretical and political status quo, which focuses mostly on justice with regard to the distribution of income. We defend this account against the libertarian challenge that a free labour market gives individuals sufficient options to realise the goods of work important to them, and discuss the challenge from state neutrality. In the conclusion, we hint towards possible implications for today’s labour markets. (shrink)

This book engages with widespread current anxieties about the future of work and its place in a fulfilled human life.

In the article, we analyse ethical and moral issues of public administration in region of Eastern Slovakia through some cases of the last years. We focused on self-governing regions, namely the Košice and Prešov self-governing regions. We identified two fundamental situations where failures on the side of public administrators occur: selection processes for vacant positions, be it directly in public administration or institutions that fall under its domain, and public procurement with regard to the acquisition of goods and services. The (...) year 2009 was the year of elections to self-governing regions which is why a great number of negative cases dealt with the election campaign. Further, we stated that negative cases dealt with failures of bodies of self-governing regions from both the legal (breaking the law) and moral viewpoint. By claiming that public administrators failed morally, we meant breaking moral norms and rules. Contradictions, which were identified (from the ethical viewpoint), predominantly result from the conflict between public and private interests. In many cases, private interests of public administrators are preferred at the expense of public interests. And it is exactly this preference (a conflict of interests) that is sensitively perceived by the public. (shrink)