Mad as Hell or Scared Stiff? The Effects of Value Conflict and Emotions on Potential Whistle-Blowers

Existing whistle-blowing models rely on “cold” economic calculations and cost-benefit analyses to explain the judgments and actions of potential whistle-blowers. I argue that “hot” cognitions – value conflict and emotions – should be added to these models. I propose a model of the whistle-blowing decision process that highlights the reciprocal influence of “hot” and “cold” cognitions and advocate research that explores how value conflict and emotions inform reporting decisions. I draw on the cognitive appraisal approach to emotions and on the social-functional value pluralism model to generate propositions.     

Creationism versus Evolutionism in Economics: Societal Consequences of Economic Doctrine

In the 1940s and 1950s, institutionalist economists rapidly lost their influence over American economics. In parallel, a new mainstream emerged, and the institutionalists were extremely dissatisfied with the path taken by the economic science. We analyze the opinions and feelings about this context to shed light on the institutionalists’ understanding of the new mainstream economics. We construct a historical account of the institutionalists’ dissatisfaction with post-war economics based on archival material from the personal papers of Allan Gruchy, John Gambs, John Blair, and Clarence Ayres. In the period analyzed, the economists, who would later found the Association for Evolutionary Economics, acted as dissenters rather than institutionalists. In part, this explains the pluralistic path that the association has followed ever since its foundation.     

Rights and responsibilities of dissent: Cooperative conflict

Cooperative conflict research supports the value of the right to dissent and self-expression as contributing significantly to organizational effectiveness. Through conflict, problems are identified, and solutions created and accepted, and a sense of justice and fairness established. Research also proposes a corresponding responsibility that employees and employers should establish a strong cooperative context for managing conflict. Structuring a conflict-positive organization is a powerful way to capture the benefits of conflict and support the right of dissent.     

ENVIRONMENTAL JUSTICE AND DISSENT FOR POSTCOLONIAL URBAN SUSTAINABILITY TRANSITIONS

Environmental justice principles are widespread at national and global levels of transition discourse, but this is sometimes irrelevant to marginalized communities. To address this issue, we apply environmental justice theory to a participatory postcolonial urban case study where poverty, unemployment and inequality continue to incentivize unregulated exploitation of vulnerable environments and people. It is unclear how national legislation can provide for indiscriminate access to environments that promote wellbeing in complex postcolonial communities, where xenophobic and economic discrimination reproduces colonial-style inequalities. To resist this injustice, the combination of academic and ordinary expressions of critique that confront regressive praxis and orthodoxies becomes a valuable and constructive political innovation for transitions. Empirical results suggest that enfranchising the most vulnerable proponents of transformation could advance their political capital to advocate for themselves, formulate and enculturate decolonized visions of urban sustainability, demand governmental and commercial accountability and foster urban reform that is relevant to them.