Cultural Diversity and Universal Ethics in a Global World

Cultural diversity and globalization bring about a tension between universal ethics and local values and norms. Simultaneously, the current globalization and the existence of an increasingly interconnected world seem to require a common ground to promote dialog, peace, and a more humane world. This article is the introduction to a special issue of the Journal of Business Ethics regarding these problems. We highlight five topics, which intertwine the eight papers of this issue. The first is whether moral diversity in different cultures is a plausible argument for moral relativism. The second focuses on the possibility of finding shared values and virtues worldwide. The third topic deals with convectional universalistic ethical theories in a global world and the problems they present. Fourth, we consider the traditional natural moral law approach in the context of a global world. The last topic is about human rights, as a practical proposal for introducing universal standards in business.     

An integrative model of effort propensity

Over twenty years ago, Mitchell [Mitchell, T.R. (1982) Motivation: New directions for theory, research, and practice. Academy of Management Review, 7:80–88.] called for research which integrates and competitively tests the multitude of motivation theories competitively. Yet, with few exceptions, theories of motivation tend to be narrow in focus. However, many motivation theories incorporate similar predictor variables such as job satisfaction, perceived equity, and organizational commitment, suggesting that theory integration is warranted. In this paper, several literatures are reviewed which deal with employee effort at different levels (e.g., withholding effort, offering extra effort). “Effort propensity” is offered as an appropriate integrating variable, and an integrative model of effort propensity which pulls these various literatures together and stimulates the type of research described by Mitchell [Mitchell, T.R. (1982) Motivation: New directions for theory, research, and practice. Academy of Management Review, 7:80–88.] is proposed.     

A note on refinancing costs,prepayment assumptions,and the value of mortgage-backed securities

This article analyzes the effect and timing of the FHA's streamline refinance program on the value of GNMA 15s. The program announced in March 1989 reduced the refinancing costs for those mortgages of 15 percent and above. The program is expected to reduce the value of GNMA's. The authors find a reduction of .47 to 3.40 points in the value of GNMA 15s during the 3-week to 13-week period following the announcement of the plan. The drop in value translates into a wealth loss for GNMA 15 holders of about $20 million over this time.     

Voting in small networks with cross-pressure

We present a model of participation in elections in small networks, in which citizens suffer from cross-pressures if voting against the alternative preferred by some of their social contacts. We analyze how the existence of cross-pressures may shape voting decisions, and so, political outcomes; and how parties may exploit this effect to their interest. We characterize the strong perfect equilibria of the game and show that, in equilibrium, the social network determines which party wins the election. We also show that to dispose of the citizens better connected in the network with the other faction is not a guarantee to win the election.      

Explaining intergovernmental grants: Australian evidence

… the Dodo suddenly called out, ‘the race is over!’ and they all croded round it panting, and asking, ‘But who has won?’

Lewis Carroll Alice's Adventures in Wonderland     

Organization of work in the company and family rights of the employees

The duty to respect, protect and help the family rights is related very closely with the organization of work in the firm. This paper summarizes and illustrates, using mini-case studies, the relationship between the organization of work in companies and the family rights and duties of employees.Domènec Melé is the Director of Business Ethics Dept. at IESE (the Business School of the University of Navarra in Barcelona, Spain). He has a Ph.D. in Industrial Engineering from Polytechnic University of Catalonia, Spain and a Ph.D. in Moral Theology from the University of Navarra, Spain.Before, he has been professor at the Polytechinc University in Valencia, Spain. His published works consist of several articles on engineering topics and more recently on Business Ethics and Social Teaching of the Church on economics and business.