基于企业营销生态化伦理的竞争优势构建

市场经济也是一种道德伦理经济。在生态文明时代,一个企业开展营销时,如果能主动加强生态伦理建设,实现生态资源与环境约束的内涵式突破,在公众面前树立良好的生态伦理形象,那么他将极大地增强自身在市场中的竞争力。为此,根据生态的脆弱性、生态政策约束性趋紧、消费者生态消费意识渐浓、生态产品与生态技术价值凸显的时代趋势,本文结合前人的论述,利用层次分析法,构建了一个基于企业营销生态化伦理,涵盖5个一级指标、21个二级指标、34个三级指标、5个四级指标的竞争优势指标体系,为企业加强生态伦理建设、提升竞争优势提供了一个清晰的努力方向。     

在线零售商营销道德与口碑的关系研究

在企业识别理论和社会认同理论的基础上,构建了在线零售商营销道德、企业道德识别、消费者-企业认同与口碑之间的关系模型。研究发现,在线零售商营销道德通过企业道德识别和消费者-企业认同对口碑产生正向影响,但是其五个维度的作用路径并不完全相同。企业道德识别在直接正向影响口碑的同时,还通过消费者-企业认同间接正向影响口碑。因此,在线零售商应建立和维持一个有道德的身份,强化顾客对企业的认同感,以此形成传播效应。     

A moral principles framework for human resource management ethics

This paper argues that the analysis of ethical issues in human resource management is legitimate and important. It argues that the theory of ethical relativism should be rejected and that it is meaningful to search for universal moral principles. It then presents a comprehensive framework for making judgments about human resource management ethics that consists of five complementary moral principles that have been developed and studied by philosophers: utilitarian ethics, rights ethics (using Kant's categorical imperative), distributive justice ethics, care ethics, and virtue ethics. It illustrates the application of the moral framework by analyzing the ethics of deceiving employees about the hazardous nature of chemicals in the workplace, the ethics of discrimination in employment, and the ethics of sexual harassment.     

The economic and non-economic dimensions of social entreprises’ moral discourse: an issue of axiological and philosophical coherence

This paper focuses on the ethical frameworks of social enterprises, out of two basic organizational documents which are unveiling the corporate moral discourse (codes of ethics and values statements). Three types of well-known social entreprises have been chosen : (1) charitable clubs and associations ; (2) cooperatives and mutuals ; (3) conventional private sector foundations. The main contribution of the article is to present the basic connections between social enterprises’moral discourses and some philosophical schools of thought. The paper show how the moral discourse of social entreprises is more or less philosophically coherent. Rational coherence could be applied to values (axiological coherence), or to the philosophical grounds of the discourse (philosophical coherence). The ethical framework of social entreprises is conveying business concerns as well as socially-focused and philosophically-rooted concerns. It is both enhancing economic (business-focused) and non-economic (social) aims. The philosophical challenge of social entreprises is to build up sense of collective identity, without having an ambiguous moral discourse. The moral discourse of social entreprises should have an inner coherence : the various documents (such as the code of ethics and the values statement) should enhance the same set of values. Moreover, if social entrepreneurs are unable to provide a basic philosophical orientation to their corporate moral discourse, then they will not contribute to any social change, since their moral discourse will not be trusted by anyone who is carefully reading the main organizational sources of corporate moral discourse.     

企业社会责任动机、机制与模式研究——基于管理者价值观视角

基于管理者价值观对企业行为的影响作用,提出了经济性、关系性和道德性企业社会责任的动机类别。在此基础上具体分析不同类别动机对于企业社会责任行动的影响作用,提出了在受到制度环境,以及企业特性等因素影响在内的企业社会责任行动的整合机制模型。最后对不同管理者价值观动机驱动下的可能产生的社会责任行动类型进行了分析。     

Exploring the ethicality of firing employees who blog

This exploratory study evaluates the ethical considerations related to employees fired for their blogging activities. Specifically, subject evaluations of two employee‐related blogging scenarios were investigated with established ethical reasoning and moral intensity scales, and a measure of corporate ethical values was included to assess perceptions of organizational ethics. The first scenario involved an employee who was fired because of innocuous blogging, while the second vignette involved an employee who was fired because of work‐related blogging. Survey data were collected from employed college students and working practitioners. The findings indicated that the subjects' ethical judgments that firing an employee for blogging was unethical were negatively related to unethical intentions to fire an employee for blogging. Moral intensity was positively related to ethical judgments and negatively related to unethical intentions to fire an employee for blogging, while individual perceptions of ethical values were negatively associated with unethical intentions. Finally, subjects perceived that terminating an employee for innocuous blogging that did not target an employer was more ethically intense than was firing an employee for work‐related blogging. The implications of the findings for human resource professionals are discussed, as are the study's limitations and suggestions for future research. © 2010 Wiley Periodicals, Inc.     

Ethnic diversity,corruption and ethical climates in sub-Saharan Africa: recognizing the significance of human resource management

Most experts agree that human resource management plays a critical role in furthering ethics. The human resource management function can play an instrumental role in creating an ethical culture. However, a literature review shows that researchers have mostly ignored ethics in the African context. Given the growing importance of Africa in terms of global trade, it is critical to study ethics on the continent. This paper documents an exploratory study of ethical climates in sub-Saharan Africa. We develop propositions linking key social institutional factors, i.e. ethnic diversity and corruption, with three types of ethical climate, i.e. self-interest, benevolence and principle. The propositions are empirically investigated using a qualitative case study approach in five companies in Nigeria and South Africa. The results provide varying support for these propositions and highlight the critical role that both the national context and the organizational context play in shaping ethical climates in companies. Furthermore, given the role of human resource management in managing both ethnic diversity and ethics, we discuss the implications of our results for this critical management function.     

Implications to ethics education of recent neuroscience research on emotions

As it is currently taught, instruction in engineering ethics centers on cognitive learning even to the extent of suppressing the involvement of emotions in ethical decision making. The common belief is that emotional involvement will increase the likelihood of poor judgment. Recent neuroscience research with positron emission tomography and functional magnetic resonance imaging indicates that emotions actually play a significant role in ethical decision making. It then follows that emotions should be part of ethics education: That is, discussions of ethics should not be limited to cognitive thought. Instruction to improve emotional maturity must be accompanied by teaching of cognitive subject matter if long‐term learning is to occur. Emotions influence the solution of ethical problems as they affect the accuracy of the problem assessment and the accuracy, intensity, and duration of an emotive response. Specific emotions that relate to ethical decisions are listed. A theory of emotive learning is presented, and its application to the teaching of engineering ethics is discussed. Strategies for emotive learning are also presented.     

基于营销道德的企业公共关系模式构建

公共关系的形象价值、诚信价值、沟通价值以及创新价值在企业经营过程中发挥着无可替代的作用。企业在营销道德的约束下综合考虑全局利益制定、实施营销和公关战略,通过道德营销传播双向对称信息能有效的构建企业公共关系。从而为企业长期稳定的发展营造宽松的内外部环境。     

Cultural and Contextual Aspects in Business Ethics

Abstract

This conceptual paper reviews the literature on business ethics and reports prevailing controversies: (i) The Deontological/Teleological (Formalist Utilitarian), Controversy: Whether ethical values are absolute or are they judged by their consequences, (ii) The Universal/Relativist Controversy: Whether ethical values are primarily universal, shared by all cultures, or are they culturally bound, (iii) Does business ethics warrant study as a field of its own, and whether or not to teach ethics in business schools. Consequently, the paper addresses the dilemma of: what value judgment is to prevail in case of conflicting systems, the case inherent in global business. This taxonomy aims at providing a frame for a cross-cultural research currently being conducted in Scandinavia, China and in the Middle East.     

The role of human resources in ethics/compliance management: a fairness perspective

Many large corporations now have formal programs for managing ethical behavior and legal compliance. But the often minor role of human resources (HR) in companies' ethics management efforts is problematic. This is because ethics management efforts are likely to raise questions of fairness, and trigger a fairness heuristic among employees that can generate important outcomes for the ethics program specifically and the organization generally. Relying on research on fairness in organizations and corporate ethics practices, we explain why the extensive involvement of HR in corporate ethics programs is important to the perceived fairness, and thus the likely outcomes (e.g., employee commitment), of those programs.     

Business ethics: the materiel/manufacturing perspective

The discussion of purchasing practices and product integrity, which have ethical implications for materiel/manufacturing management, serves to illustrate how routine decisions can have larger implications for the firm as a whole. Management needs to take a proactive role in confronting ethical issues by (1) demonstrating a corporate commitment to sound ethics in business practices, (2) providing written policies where appropriate to provide a basis for sound ethical conducts, (3) educating various functional areas to understand their responsibility in seeming unrelated ethical problems, (4) delegating authority in ethical issues where such issues are considered in decision making, and (5) fostering interfunctional communication as a means in establishing corporatewide responsibility. The basic philosophical principles of JIT serve as a blueprint for recognizing and managing ethical responsibility. The unexpected by-products of a JIT implementation may be vendor/customer good will and an excellent reputation for the firm.     

中国乳制品企业的道德管理

中国乳制品企业自2008年频发质量安全事故,事故原因直指企业伦理道德。通过对当前我国乳制品企业的道德管理现状分析,找到改善和提升企业道德管理的途径。通过对大量资料的分析论证发现我国乳制品企业对道德管理不重视,观念落后,机制不健全是导致道德缺失的主要原因。企业应该系统建设企业文化,制定科学发展战略,重视供应链管理和质量控制,加强对企业的规范化管理,加快产品创新和升级以系统提升企业道德管理水平。     

National vs. corporate culture: Implications for human resource management

Corporate culture has been described as the “glue” that holds organizations together by providing cohesiveness and coherence among the parts. Multinational companies are increasingly interested in promoting corporate culture to improve control, coordination, and integration of their subsidiaries. Yet these subsidiaries are embedded in local national cultures wherein the underlying basic assumptions about people and the world may differ from that of the national and corporate culture of the multinational. These differences may hinder the acceptance and implementation of human resource practices, such as career planning, appraisal and compensation systems, and selection and socialization. This article discusses the assumptions about people and about the world underlying these HRM practices as they may differ from those of the national culture of the subsidiary. Finally, issues concerning the use of corporate culture as a mechanism for globalization will be raised.     

Conflict of Interest in Policing and the Public Sector

Abstract

Conflicts of interest are a key factor in the contemporary decline of trust in government and public institutions, eroding public trust in government and democratic systems. Drawing on two unique empirical studies involving policing and the broader public sector, this paper explores the meaning and dimensions of conflict of interest by examining public complaints about conflict of interest and providing distinctive insights into the nature of conflict of interest as a problem for public sector ethics. The paper analyses and explores appropriate regulatory and management approaches for conflict of interest, focusing on three elements: (1) dealing with private interests that are identifiably problematic in the way they clash with the duties of public officials; (2) managing conflicts as they arise in the course of public sector work (manifested in preferential and adverse treatment, and other problematic areas); and (3) developing ethical and accountable organisational cultures. It is concluded that effective and meaningful public sector ethics in the pursuit of the public interest must be based on an ethos of social accountability and a commitment to prioritise the public interest in both fact and appearance.     

Corporate Social Responsibility: Three Key Approaches

abstract    Corporate social responsibility remains an embryonic and contestable concept. This paper assesses three key approaches and offers a perspective gauging little prospect of theoretical synthesis. Ethical responsibility theory advocates strong corporate self-restraint and altruism duties and expansive public policy strengthening stakeholder rights. Economic responsibility theory advocates market wealth creation subject only to minimalist public policy and perhaps customary business ethics. These two viewpoints embed competing moral frameworks and political philosophies. Any theoretical synthesis must discover some subset of ethical principles yielding corporate competitive advantage. Corporate citizenship language invokes a political metaphor providing neither true intermediate positioning nor theoretical synthesis. Two conflicting interpretations abandon responsibility language without adopting the economic viewpoint. An instrumental citizenship interpretation expands philanthropy as a strategic lever for increasing corporate reputation and market opportunities while retaining managerial discretion. An ideal citizenship interpretation restates ethical responsibility into voluntarism language intended to influence managerial discretion concerning universal human rights.     

The ethics of corporate governance in public sector organizations

The current climate of increased accountability in public sector organizations has brought to public attention the ethical dimension of corporate governance. This article presents a conceptually informed method for undertaking of an ethically focused audit corporate governance. The conceptual-theoretical terrain is set out in three dimensions: ethics as applied moral philosophy; equity as social justice; and corporate governance as the moral health of an organization. At an operational level, the conceptual model proposed provides a framework to evaluate the overall integrity of an organization and embraces the inter-related themes of individual responsibility, social equity and political responsibility. A method for ethical audits is also set out. It emphasizes the significance of key personnel in (re)producing and challenging the organizational ethos, while recognizing the necessary limitations placed on researchers' commitment to anonymity and confidentiality in the collection, interpretation and analysis of data, and in the eventual sharing of such data.     

Resolving ethical dilemmas through international human resource management: a transaction cost economics perspective

This paper examines the interaction between cross-cultural variation in ethics and international human resource management. Literature is reviewed that suggests the ethical orientation of a culture can vary based upon whether the culture values collective outcomes or adherence to generally accepted rules, processes, and rights. Drawing on transaction cost economics and social contracts theory, it is suggested that differences in ethics between a multinational organization and its host culture(s) can damage the multinational's reputation, reduce its ethical decision-making capacity, raise its transaction costs, and reduce performance. Theory is developed suggesting the appropriate approach to international human resource management can attenuate these problems.     

The creation of company cultures: The role of stories and human resource systems

This article shows how informally told stories and human resource systems help create strong company cultures which can support a corporate strategy. It explains why stories are so powerful in creating company culture. It also suggests how managers can deal with negative stories and encourage the telling of positive stories both through their personal behavior and through the human resource systems they manage.     

Human Resource Systems and Ethical Climates: A Resource‐Based Perspective

We know very little about how ethical climates are built and the potential role of a firm's HR system in facilitating the development of this resource. The resource‐based view (RBV) of the firm suggests that human resource systems directly influence a firm's performance through the development of resources that are deeply woven in a firm's history and culture. How this occurs though has not been thoroughly considered in the research literature. Drawing on the theoretical insights from the resource‐based view of the firm, this article explores how HR systems can foster the development and maintenance of five types of ethical climates. In so doing, this article improves our conceptual understanding of why ethical climates may be seen as having strategic value for firms and how HR systems may influence that value. In addition, it contributes to theory by extending the domain of the resource‐based view of the firm by exploring its integration with the varied types of ethical climates. © 2014 Wiley Periodicals, Inc.