ABSTRACT:This paper explores how corporations, through their Corporate Social Responsibility (CSR) activities, can help to effect positive developmental change. We use research on institutional change, deinstitutionalization, and institutional work to develop our central theoretical framework. This framework allows us to suggest more explicitly how CSR can potentially be mobilized as a purposive form of institutional work aimed at disrupting existing institutions in favor of positive change. We take the gender institution in the Arab Middle East as a case in point. (...) Our suggestion is that the current context of the Arab Spring, which combined with increasingly obvious endogenous institutional contradictions, has created a fertile ground for shaping change processes within the gender institution. Finally, we provide concrete examples of CSR initiatives that regional corporate actors can engage in for positive developmental change supporting women. (shrink)

In spite of a renewed interest in the relationship between spirituality and managerial thinking, the literature covering the link between Islam and management has been sparse – especially in the area of ethics. One potential reason may be the cultural diversity of nearly 1.3 billion Muslims globally. Yet, one common element binding Muslim individuals and countries is normative Islam. Using all four sources of this religion’s teachings, we outline the parameters of an Islamic model of normative business ethics. We explain (...) how this ethics model seeks to balance the needs of multiple stakeholders, and discuss its enforcement mechanisms. This Islamic approach to business ethics is centered around criteria that are in common with stakeholder theory such as justice and balance, and includes unique additional criteria such as trust and benevolence. (shrink)

This book develops some of the most important themes of Sen's works over the last decade. He argues in a rich and subtle approach that we should be concerned with people's capabilities rather than their resources or welfare.

Drawing on Connell's notion of gender projects, the authors assess the degree to which contemporary evangelical ideals of men's headship challenge, as well as reinforce, a hegemonic masculinity. Based on 265 in-depth interviews in 23 states across the country, they find that rather than espousing a traditional gender hierarchy in which women are simply subordinate to men, the majority of contemporary evangelicals hold to symbolic traditionalism and pragmatic egalitarianism. Symbolic male headship provides an ideological tool with which individual evangelicals may (...) maintain a sense of distinctiveness from the broader culture of which they are a part. At the same time, symbolic headship blunts some of the harsher effects of living in a materially rich, but time poor, culture, by defusing an area of potential conflict, creating a safe space within which men can negotiate, and strengthening men's material and emotional ties to their families. (shrink)

While there is much common ground between the writings of Amartya Sen and John Stuart Mill – particularly in their advocacy of freedom and gender equality – one is a critic, while the other is an advocate, of utilitarianism. In spite of this contrast, there are strong echoes of Sen's capability approach in Mill's writings. Inasmuch as Mill sees the capability to be happy as important he holds a form of capability approach. He also thinks of happiness as constituted by (...) the exercise of certain capabilities (including the higher faculties). Furthermore, Mill addresses the possibility that people can adapt to limited opportunity, which is central to Sen's critique of some ‘utility’-based views. By contrasting contentment and happiness Mill suggests one way in which a utilitarian might address cases of adaptation. His discussions of capabilities and of adaptation are consistent with his utilitarianism. (Published Online February 16 2006). (shrink)

ABSTRACT:We examine the practice of nepotism in the Arab World and analyze how a rational-legal model of bureaucracy was never able to take hold. We draw upon ideas from institutional theory and related notions of legitimacy to provide an explanation of nepotism’s extraordinary persistence. Then we use arguments to speculate how the appearance of institutional entrepreneurs who are advocates for a new hybrid form of nepotism might begin to colonize a social space created by larger political and economic changes that (...) are sweeping the Arab World. Those entrepreneurs must persuade other members of an extended family that the current practice of nepotism is typically destructive of a firm’s competitive performance. In addition, they will argue that nepotism as currently practiced violates teachings of Islam. This second argument is likely to be particularly effective with an audience that sees Islam as a source of universal notions of justice and fairness. (shrink)

I compare Mill's and Sen's accounts of the value of opportunity, focusing on a tension between two ideas they both uphold: that individual freedom is an important component of well-being, and that, because desires can be adaptive, actual desire is not always a good indicator of what will give well-being. The two writers' responses to this tension reflect different understandings of the relationship between freedom and desire. Sen links an individual's well-being to her freedom to choose what she has reason (...) to desire, and looks to a democratic political process for a collective judgement about what it is rational to desire. Mill links the individual's well-being to her freedom to act on her own desires, whatever they may be, within the constraints imposed by a fair initial distribution of resources. He sees no need for collective judgement about what is ultimately valuable in human life. I side with Mill. (Published Online February 16 2006). (shrink)

U.S. multinational enterprises must now follow the policies of Title VII of the Civil Rights Act of 1964 in their overseas operations, at least with respect to U.S. expatriate employees. Doing so in a culture which discourages gender equality in the workplace raises difficult issues, both practically and ethically. Vigorously importing U.S. attitudes toward gender-equality into a social culture such as Japan or Saudi Arabia may seem ethnocentric, a version of ethical imperialism. Yet adapting to host country norms risks a (...) kind of moral relativism. This article supports the view that MNEs which promote workplace equality in a host country such as Japan, which is actively involved in the international economic and political community, is not ethical imperialism in any pejorative sense and is preferable to a moral relativism or social contract approach.We hold these truths to be self-evident: that all men are created equal, and endowed by their creator with certain rights — life, liberty, and the pursuit of happiness. (shrink)