The scope of the issues -- The moral relationship between leaders and followers -- The morality of leaders : motives and deeds -- Puzzles and perils of transformational leadership.

Is business ethics a contradiction in terms? Absolutely not, says Robert Solomon. In fact, he maintains that sound ethics is a necessary precondition of any long-term business enterprise, and that excellence in business must exist on the foundation of values that most of us hold dear. Drawing on twenty years of experience consulting with major corporations on ethics, Solomon clarifies the difficult ethical choices all people in business are faced with from time to time. He takes an "Aristotelian" approach to (...) ethical questions, reminding readers that a corporation--like an individual--is embedded in a community, and that corporate values such as fairness and honesty are meaningless until transformed into action. Values--coupled with action--become virtues, and virtues make possible any good business corporate relationship. Without a base of shared values, trust and mutual benefits, today's national and international business world will fall apart. In keeping with his conviction that virtue and profit must thrive together, Solomon both examines the ways in which deficient values actually destroy businesses, and debunks the pervasive myths that encourage unethical business practices. Complete with a working catalog of virtues designed to illustrate the importance of integrity in any business situation, this compelling handbook contains a goldmine of wisdom for either the small business manager or the corporate executive struggling with ethical issues. (shrink)

Using path-breaking discoveries of cognitive science, Mark Johnson argues that humans are fundamentally imaginative moral animals, challenging the view that morality is simply a system of universal laws dictated by reason. According to the Western moral tradition, we make ethical decisions by applying universal laws to concrete situations. But Johnson shows how research in cognitive science undermines this view and reveals that imagination has an essential role in ethical deliberation. Expanding his innovative studies of human reason in Metaphors We Live (...) By and The Body in the Mind, Johnson provides the tools for more practical, realistic, and constructive moral reflection. (shrink)

Examines the theories of Socrates, Kant, Dewey, Piaget, and others to explore the implications of Socrates' question "what is a virtuous man, and what is a virtuous school and society which educates virtuous men.".

Im Ausgang von den Differenzierungen, die bereits der junge Hegel an dem Begriff der Anerkennung vorgenommen hat, unternehme ich in diesem Aufsatz den Versuch, die Skizze eines moralphilosophischen Programms in ersten Zügen zu umreißen. Dabei soll in einem ersten, gewissermaßen negativen Schritt der Zusammenhang von Moral und Anerkennung dadurch vorgeführt werden, daß als der Kern moralischer Verletzungen die Erfahrung analysiert wird, in bestimmten Aspekten der eigenen Selbstbeziehung nicht anerkannt oder respektiert zu werden. Im Ausgang von dieser Beobachtung führt dann der (...) Vorschlag, drei Aspekte der individuellen Selbstbeziehung zu unterscheiden, zu einer Typologie von moralischen Verletzungen. Aus diesen Überlegungen gewinne ich die These, daß die Moral den Innenbegriff all der Einstellungen darstellt, die wir wechselseitig einzunehmen verpflichtet sind, um gemeinsam die Bedingungen unserer persönlichen Identität zu sichern. Am Ende führt dieses ethische Verständnis von Moral als differenziertes Verhältnis von Anerkennungsverpflichtungen zu einer Neuinterpretation der moralphilosophischen Tradition, derzufolge in den drei großen Begriffen der Fürsorge, der Gerechtigkeit und der Solidarität jeweils eine der Einstellungen artikuliert worden ist, die den drei Anerkennungsformen entsprechen, mit denen wir zusammengenommen unsere persönliche Integrität als menschliche Wesen schützen. (shrink)

In this paper I argue that a greater understanding of the part of ethics in leadership will improve leadership studies. Debates over the definition of leadership are really debates over what researchers think constitutes good leadership. The ultimate question is not "What is leadership?" but "What is good leadership?" The word good is refers to both ethics and competence. Research into leadership ethics would explore the ethical issues of current leadership research, serve as a critical study of the field, analyze (...) and expand normative theories of leadership, and develop new theories, research questions and ways of thinking about leadership. (shrink)

We understand responsible leadership as a social-relational and ethical phenomenon, which occurs in social processes of interaction. While the prevailing leadership literature has for the most part focussed on the relationship between leaders and followers in the organization and defined followers as subordinates, we show in this article that leadership takes place in interaction with a multitude of followers as stakeholders inside and outside the corporation. Using an ethical lens, we discuss leadership responsibilities in a stakeholder society, thereby following Bass (...) and Steidelmeier’s suggestion to discuss “leadership in the context of contemporary stakeholder theory” (1999: 200). Moreover, from a relational and stakeholder perspective we approach the questions: What is responsible leadership? What makes a responsible leader? What qualities are needed? Finally, we propose a so-called “roles model” of responsible leadership, which gives a gestalt to a responsible leader and describes the different roles he or she takes in leading stakeholders and business in society. (shrink)

In this paper I argue that a greater understanding of the part of ethics in leadership will improve leadership studies. Debates over thedefinition of leadership are really debates over what researchers think constitutes good leadership. The ultimate question is not “What is leadership?” but “What is good leadership?” The word good is refers to both ethics and competence. Research into leadership ethics would explore the ethical issues of current leadership research, serve as a critical study of the field, analyze and (...) expand normative theories of leadership, and develop new theories, research questions and ways of thinking about leadership. (shrink)

Dagger argues for a republican liberalism that, while celebrating the liberal heritage of autonomy and rights, solidly places these within social relations and obligations, which while ubiquitous, are often obscured and forgotten.

In management theory and business practice, the dealing with diversity, especially a diverse workforce, has played a prominent role in recent years. In a globalizing economy companies recognized potential benefits of a multicultural workforce and tried to create more inclusive work environments. However, many organizations have been disappointed with the results they have achieved in their efforts to meet the diversity challenge [Cox: 2001, Creating the Multicultural Organization (Jossey-Bass, San Francisco)]. We see the reason for this in the fact that (...) while much attention has been paid to the strategic dimension of diversity policies, systems, and processes, much less thought has been given to the normative dimension, the norms and values involved. Given the fact that diversity is essentially about cultural norms and values, appropriate reflection work becomes a fundamental task to create a truly inclusive work environment where people from diverse backgrounds feel respected and recognized. Therefore, we focus in this article on the challenge of building an inclusive diversity culture showing that such a culture of inclusion has to be built on solid moral grounds. We present a conceptual framework of inclusion based on a moral theory of recognition and introduce the founding principles of reciprocal understanding, standpoint plurality and mutual enabling, trust and integrity. After revealing barriers that hinder a culture of inclusion from emerging we shed light on the process of developing such a culture which involves four essential transformational stages: The first phase focuses on raising awareness, building understanding and encouraging reflection. The second phase deals with the development of a vision of inclusion as an important step to define the change direction. In a third phase key management concepts and principles should be re-thought. This leads to the fourth, action-oriented phase, that focuses on an integrated Human Relations Management (HRM)1 system that helps implement change by doing both, translating the founding principles via competencies into observable and measurable behavior and fostering the development, reinforcement and recognition of inclusive behavior. (shrink)

Ziel dieser Arbeit ist es, einen Beitrag zur Systematisierung der aktuellen erkenntnistheoretischen Diskussion in den Sozialwissenschaften zu leisten, und einer denkbaren Alternative zum traditionellen Wissenverständnis schärfere Kontur zu verleihen. Zwar verlieren vertraute Grundannahmen wissenschaftlicher Erkenntnis im Zuge des postmodernen Diskurses rapide an Tragfähigkeit, eine konsistent formulierte Alternative, an der sich Wissenschaft orientieren könnte, steht derzeit aber noch nicht zur Verfügung. In dieser Situation ist es nicht ausreichend, traditionelle Wissenschaftstheorie stets nur zu kritisieren, sondern es geht primär darum, Ansätze zu einer (...) Neuorientierung zu formulieren und diskursfähig zu machen. (shrink)