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1.
Whistle-Blowing and Morality 总被引:1,自引:0,他引:1
Mathieu Bouville 《Journal of Business Ethics》2008,81(3):579-585
Whistle-blowing is generally considered from the viewpoint of professional morality. Morality rejects the idea of choice and
the interests of the professional as immoral. Yet the dreadful retaliations against the messengers of the truth make it necessary
for morality to leave a way out of whistle-blowing. This is why it forges rights (sometimes called duties) to trump the duty
to the public prescribed by professional codes. This serves to hide the obvious fact that whether to blow the whistle is indeed
a choice, not a matter of objective duty. One should also notice that if it fails to achieve anything then blowing the whistle
was the wrong decision (or maybe the right decision that nobody would want to make). There is nevertheless a tendency to judge
it based on the motivation of the whistle blower. In a way, whistle blowers should strive to act like saints. Yet, it is logically
impossible to hold both whistle-blowing as mandatory and whistle-blowers as heroes or saints. Moreover, this tends to value
the great deeds of a few over the lives of the many, which is incompatible with the basic assumptions of morality. But consistency
is not a main feature of professional morality. 相似文献
2.
This study examines the similarities and differences in pre- and post-Sarbanes-Oxley corporate ethics codes and codes of conduct
using the framework of structuration theory. Following the passage of the Sarbanes-Oxley (SOX) legislation in 2002 in the
United States, publicly traded companies there undertook development and revision of their codes of ethics in response to
new regulatory requirements as well as incentives under the U.S. Corporate Sentencing Guidelines, which were also revised
as part of the SOX mandates. Questions that remain are whether these new or revised codes are effective means of communicating
changed ethical foci and attitudes in organizations. Centering resonance analysis (CRA) is used to identify differences and
similarities across time and industries by analyzing word networks of 46 pre- and post-SOX corporate codes of ethics. Analyses
focus on content and structure of generated word networks as well as resulting factors that emerged from the texts. Results
are interpreted from the structuration perspective that content and structure of codes are constrained and enabled by system
structures while they function to produce and reproduce those structures. Results indicate that corporate codes of ethics
are formal discourses of ethics, laws, and control. Code structure has changed across time, with an increased emphasis on
compliance in post-SOX codes. Implications for research and practice are discussed in light of findings. 相似文献
3.
Daniel Nyberg 《Journal of Business Ethics》2008,81(3):587-598
This article attempts to understand and develop the morality of everyday activities in organizations. Aristotle’s concept
of phronesis, practical wisdom, is utilized to describe the morality of the everyday work activities at two call centres of
an Australian insurance company. The ethnographic data suggests that ethical judgements at the lower level of the organization
are practical rather than theoretical; emergent rather than static; ambiguous rather than clear-cut; and particular rather
than universal. Ethical codes are of limited value here and it is argued that by developing phronesis members of the organization
can improve their capacity to deal with this ethical complexity. 相似文献
4.
As more women enter the work force and assume management positions in corporations, increasing attention is being given to employment diversity. In addition, studies suggest that females have more propensity for ethics than males. However, these results may be debatable and limited data are available to substantiate these claims or assess gender differences among employees. Ethics codes can aid in supporting policies and enhancing corporate diversity. To assist one company in the development of an ethics code, a survey of 4005 employees in one U.S. corporation was conducted to ascertain their opinions of the ethical environment of the company. The survey used the Ethics Environment Questionnaire (EEQ), consisting of twenty items on a 5-point Likert-type scale; reliability on Cronbach's alpha was 0.94. Response rate was 50%, with the sample paralleling the population in proportion of males and females. Respondents reported a profile of 3.18 out of the high of 5.0, but with several significant differences between the male and female employees, including differences on education and position. Males were more in agreement than females that the firm had an ethical environment. On some items, however, males and females were in strong agreement. Comparisons to prior studies were drawn, including suggestions for ways corporations could use an ethics survey to tailor in-service training, enhance diversity in the work force, and support the development of an ethics code. 相似文献
5.
Josep M. Rosanas 《Journal of Business Ethics》2008,78(3):447-462
There are many theories about organizations that are mutually inconsistent with each other, which explain phenomena to very
similar extents. Most of them ignore the ethical dimension completely. In this paper I put forth the basic principles for
a theory of decision-making in organizations, which integrates ethics in the core of the theory. It is based on the work of
Juan Antonio Pérez López [1991, Teoría de la Acción humana en las organizaciones (Ediciones Rialp, Madrid), 1993, Fundamentos de la Dirección de Empresas (Ediciones Rialp, Madrid)] and is essentially a humanistic view of the interrelationships between people and its implications
for organizational decision-making. I will first show that in any relationship between two people, the learning of the two
is crucial for such a relationship to last; and then I will expand on the different aspects of that learning. This analysis
will then be applied to the organizational context as a basis for organizational decision-making, Second, it applies the previous
analysis to the organizational context as a basis for organizational decision making, showing how any decision in an organization
needs to be analyzed on the basis of three criteria (short-run effectiveness, development of distinctive competence, and unity
and identification with the organization) and how ethics is included in the last two.
Josep M. Rosanas is professor of Accounting and Control and “Crèdit Andorrà” Chair of Markets, Organizations and Humanism,
IESE Business School, University of Navarra, Spain. He is a Ph.D. in Accounting and Information Systems (Northwestern University,
1977), Doctor in Industrial Engineering (Polytechnical University of Catalonia, 1981) MBA (IESE, University of Navarra, 1971)
and Nuclear Engineer (Polytechnic University of Catalonia, 1969). He is the author of several books and articles related with
management control and ethics and has been consultant to many organizations. 相似文献
6.
The purpose of this paper is to explore job performance, mergers and acquisitions (M&A) from an ethical perceptive. A great number of studies have extensively discussed the link between M&A and performance; however, most focused on the financial functions and strategy selections. Although ethical issues emerge in the M&A process, it is a less studied area. This study adopted the structural equation modeling approach to empirically test our hypotheses. Based on 264 samples from financial companies, data analyses indicated that ethical conduct in M&A is significantly correlated with employee job performance. Ensuring employment security and caring practices can significantly explain organizational commitment. Organizational commitment also plays a significant mediating role between a company’s ethical conduct and employee job performance. Managerial implications are also provided.Carol Yeh-Yun Lin is a Professor of the Department of Business Administration at National Chengchi University in Taiwan. She received her Ph.D. in Human Resource Development from the University of Texas at Austin in 1992. She has published previously in the Journal of Small Business Management, Journal of Psychology, Journal of Engineering and Technology Management, Industrial Relations Journal, International Journal of Human Resource Management, and a number of other scholarly journals.
Yu-Chen Wei is a doctoral candidate of the Department of Business Administration at National Chengchi University. Her research interests include intellectual capital, high-performance work system and business ethics. 相似文献
7.
John Kaler 《Journal of Business Ethics》2002,39(1-2):91-100
Definitions of what it is to be a stakeholder are divided into "claimant" definitions requiring some sort of claim on the services of a business, "influencer" definitions requiring only a capacity to influence the workings of the business, and "combinatory" definitions allowing for either or both of these requirements. It is argued that for the purposes of business ethics, stakeholding has to be about improving the moral conduct of businesses by directing them at serving more than just the interests of owners. On that basis, influencer definitions are eliminated on the grounds that they only concern morally neutral strategic considerations and combinatory definitions on the grounds that the combining of ethical and strategic considerations they promise can be less confusingly achieved through an exclusively claimant definition. It is concluded that for the purposes of business ethics, stakeholders are claimants towards whom businesses owe perfect or imperfect moral duties beyond those generally owed to people at large. 相似文献
8.
Loyalty and Trust as the Ethical Bases of Organizations 总被引:1,自引:0,他引:1
The last years of the 20th Century have been somewhat contradictory with respect to values like loyalty, trust or truthfulness. On the one hand, (often implicitly, but sometimes very explicitly), self-interest narrowly defined seems to be the dominant force in the business world, both in theory and in practice. On the other hand, alliances, networks and other forms of cooperation have shown that self-interest has to be at least "enlightened".The academic literature has reflected both points of view, but frequently in an ambiguous way, since the concepts of loyalty and trust are somewhat elusive and equivocal. This paper attempts to analyze the concept of loyalty in depth, examining the different conceptions about the word that can be found in the literature. We begin by going to the management classics (specifically, Follett, Barnard and Simon), and we then turn to the anthropological approach of Pérez López (1993), with its built-in ethical analysis, and show how trust and loyalty are crucial to the development of organizations. We end by suggesting in what ways loyalty and trust can be created and fostered in organizations. 相似文献
9.
The faculty within the undergraduate businessdepartment at Nova Southeastern University hasinstituted an Ethics Across The Curriculum Policy. This paper shares the steps the faculty followed inthe development and adoption of this policy. It isour hope that sharing our experiences concerning thispolicy implementation will help others consider asimilar policy. Recommendations are provided forpolicy development. 相似文献
10.
Designing business ethics teaching as anintegrated part of business school curriculashould start with a school-wide dialogue aboutgoals and working conditions. This articlesuggests different premises that can serve asnext steps to follow the school-widedialogue about goals and working conditions. The paper also provides several experienceswith offering business ethics modules withinother courses. Since the article is written asan invitation to a dialogue, assumptions andsuggestions are formulated in a discussionthesis format. 相似文献
11.
This study attempts to help explain the ethical decision making of individual employees by determining how the perceived organizational environment is related to that decision. A self- administered questionnaire design was used for gathering data in this study with a sample size of 245 full-time employees. Perceived supervisor expectation, formal policies, and informal policies were used to assess the expressed ethical decision of the respondents. The findings indicate that the perceived organizational environment is significantly related to the ethical decision of the respondent. 相似文献
12.
Characteristics of Ethical Business Cultures 总被引:2,自引:0,他引:2
Alexandre Ardichvili James A. Mitchell Douglas Jondle 《Journal of Business Ethics》2009,85(4):445-451
The purpose of this study was to identify general characteristics attributed to ethical business cultures by executives from
a variety of industries. Our research identified five clusters of characteristics: Mission- and Values-Driven, Stakeholder
Balance, Leadership Effectiveness, Process Integrity, and Long-term Perspective. We propose that these characteristics be
used as a foundation of a comprehensive model that can be engaged to influence operational practices in creating and sustaining
an ethical business culture. 相似文献
13.
Darryl Reed 《Journal of Business Ethics》2002,37(3):223-247
Corporate governance reforms are occurring in countries around the globe. In developing countries, such reforms occur in a context that is primarily defined by previous attempts at promoting "development" and recent processes of economic globalization. This context has resulted in the adoption of reforms that move developing countries in the direction of an Anglo-American model of governance. The most basic questions that arise with respect to these governance reforms are what prospects they entail for traditional development goals and whether alternatives should be considered. This paper offers a framework for addressing these basic questions by providing an account of: 1) previous development strategies and efforts; 2) the nature and causes of the reform processes; 3) the development potential of the reforms and concerns associated with them; 4) the (potential) responsibilities of corporate governance, including the (possible) responsibilities to promote development, and; 5) different approaches to promoting governance reforms with an eye to promoting development. 相似文献
14.
Michael L. Maynard 《Journal of Business Ethics》2001,30(1):17-27
Transnationals operate in what may be called the margins of morality because the historical, cultural, and governmental mores of the world's nation-states are not uniform. There is a gray area of ethical judgment where the standards of the transnational's home country differ substantially from those of the host country. Following the argument of institutional theory in providing stability and meaning to social behavior, in matters of moral conduct the transnational is likely to yield to at least four policing authorities: (1) itself, in terms of the integrity of its management and by decision-making that follows its own code of ethics, (2) other corporations within its competitive set, (3) governmental agencies including those of the host country, and (4) public exposure, which includes the media as well as non-governmental agencies such as offshore watchdog groups. The fourth mechanism, public exposure, is thought to be the most effective in policing transnational conduct. 相似文献
15.
This paper proposes that structuration theory provides a useful framework for analyzing ethical dilemmas. Traditional deontological and teleological approaches to case analysis focus on identification and resolution of ethical dilemmas through a prioritization of rights and/or consequences. These approaches can be complemented by structuration theory, which provides a framework for understanding how structural forces of meaning, power, and social norms influence, and are influenced by, the actions of individuals. We develop an approach for using structuration theory to analyze an ethical dilemma, and present handouts that can be used by students to apply this approach. We demonstrate the approach by applying it to a standard ethical dilemma. We believe that a structuration perspective can contribute to flstudents' understanding of ethical dilemmas by highlighting the dynamic and evolving nature of ethics, and their own roles in creating work and professional environments that promote ethical behavior. 相似文献
16.
Golden parachutes are often viewed as a form of excessive compensation because they provide senior management with substantial
payouts following an acquisition while other stakeholders are subjected to layoffs, disrupted business relationships and other
negative externalities. Using a sample of S&P 500 firms, an economic and ethical justification for this type of contract is
given. Golden parachutes ensure effective corporate governance that, in turn, preserve the firm's value for all stakeholders.
Boards of directors enter into parachute agreements to protect recently hired CEOs' human capital during periods of financial
uncertainty and, thus, potential takeover activity. From an ethics viewpoint, golden parachutes are valuable to all stakeholders
because they encourage merger or acquisition in lieu of bankruptcy. 相似文献
17.
Carla C. J. M. Millar Chong-Ju Choi Philip Y. K. Cheng 《Journal of Business Ethics》2009,87(4):455-462
Despite the importance of the co-evolution approach in various branches of research, such as strategy, organisation theory,
complexity, population ecology, technology and innovation (Lewin et al., 1999; March, 1991), co-evolution has been relatively neglected in international business and ethics research (Madhok and Phene, 2001). The purpose of this article is to show how co-evolution theory provides a theoretical framework within which some issues
of ethics research are addressed. Our analysis is in the context of the contrasts between business systems (North, 1990), and in particular the distinction between informal systems and those systems where institutions are formalised in law.
This complements the growing research on comparative corporate governance and capitalisms (Chandler and Hikino, 1990; Choi et al., 1999; Whitley, 1994). The synthesis of co-evolution and analysis of divergent institutional environments in ethics research can also complement
the globalisation and MNE approaches to international business research. 相似文献
18.
This paper offers a speculative elaboration on downward workplace mobbing – the intentional and repeated inflictions of physical or psychological harm by superiors on subordinates within an organization. The authors cite research showing that workplace mobbing is not a marginal fact in today's organizations and that downward workplace mobbing is the most prevalent form. The authors also show that causes of and facilitating circumstances for downward workplace mobbing, mentioned by previous research, match current organizational shifts taking place within a context of globalisation. This paper argues that it is not the organizational shifts themselves which are to "blame", but an inadequate transformation of leadership and power in reaction to those shifts. Using Foucault's power-knowledge-rules of right triad, the authors offer an explanation for downward workplace mobbing beyond the organizational changes themselves. More precisely, as the organizational changes can be characterized by a new power/knowledge bond calling forth new rules of right, downward workplace mobbing could be seen as manifestations of power outside of the delineations drawn by these new rules of right. In other words, downward workplace mobbing is pathology of current organizational shifts, resulting from not acting out the full ethical potential of the discourse of excellence, adventure, creativity and responsibility, which characterizes these shifts. 相似文献
19.
Ancient Observations on Business Ethics:
Middle East Meets West 总被引:1,自引:1,他引:0
Alex C. Michalos 《Journal of Business Ethics》2008,79(1-2):9-19
Drawing on a small sample of writings from distinguished philosophers and poets living in the Middle East in the period from the eighth to the first century BCE, it is shown that a variety of business practices provided familiar examples of how people ought to act and live, morally speaking, to enjoy the best sort of life and to be the best sort of person. The writings reveal that we share a common heritage and humanity with people living 20 to 28 hundred years ago, and that some of the observations are as important and useful today as they were when they were originally made. 相似文献
20.
Patricia Doyle Corner 《Journal of Business Ethics》2009,85(3):377-389
The author extends theory on the relationship between workplace spirituality and business ethics by integrating the “yamas”
from yoga, a venerable Eastern spiritual tradition, with existing literature. The yamas are five practices for harmonizing
and deepening social connections that can be applied in the workplace. A theoretical framework is developed and two sets of
propositions are forwarded. One set emanates from the yamas and another one conjectures relationships between spirituality
and business ethics surfaced by the application of these spiritual practices from yoga. 相似文献