Moral Vision: Iris Murdoch and Alasdair MacIntyre

This article explains Iris Murdoch’s notion of moral vision and its importance as a basic concept within applied ethics. It does so by exploring the influence of Iris Murdoch upon Alasdair MacIntyre whose ideas are frequently discussed by business ethicists. Arguably, the British philosopher Iris Murdoch (1919–1999) who wrote – amongst others – Metaphysics as a Guide to Morals (1992), along with her contemporaries, Philippa Foot and Elizabeth Anscombe, pioneered the resurgence of Aristotle’s virtue ethics. Furthermore, Iris Murdoch influenced Alasdair MacIntyre. Heather Widdows, in her biography of Iris Murdoch lists Alasdair MacIntyre amongst those ‘thinkers she inspired’ (Widdows, The moral vision of Iris Murdoch, Ashgate Publishing, Aldershot, 2005, p. 10). And in his writings MacIntyre does both examine Murdoch’s work and acknowledge that ‘Iris Murdoch has … put us all in her debt’ (MacIntyre, 1993, The New York Times on the Web, January 3, http://www.nytimes.com/books/98/12/20/specials/murdoch-metaphysics.html, p. 3). Murdoch was both an influential philosopher and a successful novelist. MacIntyre has stated that ‘Iris Murdoch’s novels are philosophy: but they are philosophy which casts doubt on all philosophy, including her own’ (London Review of Books, 3–16 June, 1982, p. 15). I therefore explore in this article the influence of Iris Murdoch’s literary work, where ‘true vision occasions right conduct’ upon Alasdair MacIntyre’s portrayal of us as ‘storytelling animals’ on a ‘narrative quest’.     

A Study of Deviance as a Retaliatory Response to Organizational Power

In a time when ethical scandals are commonplace in the media, one begins to wonder just what organizations are doing wrong. This article analyzes the Fall 2006 boardroom spying scandal at Hewlett–Packard to determine whether the workplace deviance observed can be linked to a retaliatory response to organizational power. A summary of the events leading up to, during, and the fall-out of the scandal is reported.     

Management as Science versus Management as Practice in Postgraduate Business Education

This first article in our Special Feature on Management Education aims to set the scene and ask fundamental questions about the function and methodology of teaching business studies. The authors start by summarising the history of management education from a US perspective. Distinguishing between research and education, they then argue that in education the pendulum needs to swing away from what they call "scientism" and that management should be taught as a craft rooted in action.     

Advancing Entrepreneurial Leadership as a Practice in MSME Management and Development

Consistent with recent studies, we emphasize that entrepreneurial leadership benefits from mutual cross‐fertilization between entrepreneurship and leadership, making it an effective mechanism for studying micro small and medium enterprise (MSME) management and development. Since it is an emerging concept and existing knowledge on MSME management and development so scattered, our comprehensive entrepreneurship and leadership literature review provided us in‐depth insights and new perspectives. From our analysis, a framework emerged mapping a new path for MSMEs. The model presents a nuanced leadership paradigm for small businesses. Thus, by presenting a mechanism that offers new methods aimed at managing and developing MSMEs, we extend existing leadership theories.     

Virtues, Managers and Business People: Finding a Place for MacIntyre in a Business Context

Critics point to four issues as presenting barriers to the use of virtue in the context of business. They focus on the relationship between management and practice, the potential for virtuous behaviour in a competitive environment, the ability to develop a reflexive critique of management that can be acted on, and the differentiation between work and wider social roles and people's propensity to take responsibility for them. In this paper we propose a solution to criticisms levelled at the use of virtue within Business Ethics. We examine the critiques of management in the context of Virtue Ethics and the application of these to business. In arguing for a role for business in being virtuous and promoting virtue we accept that the concept of management that is based on the type of liberalism founded on personal preference and benefit is deeply problematic and that management that is driven solely by profit is not compatible with the development of practice based virtue. However, we argue that to exclude those activities in which management is involved as a result would be wrong and dangerous. Instead we see the great advantageof a Virtue Ethic is that it conjures up an alternative vision to the dominant practice, and such an alternative vision is urgently needed in business today.     

管理是一种实践

管理学大师德鲁克有一句名言：管理‘是一种实践,其本质不在于“知”而在于“行”;其验证不在于逻辑,而在于成效;其唯一的权威就是成效。社会责任管理,也情同此理。2011年6月15日,第六届金蜜蜂企业社会责任国际论坛。为适应中国企业社会责任深化发展的需要,由本刊倡议发起的中国金蜜蜂2020社会责任倡议应运而生。     

Response to social media influencers: Consumer dispositions as drivers

Brand managers use social media influencers (SMIs) to influence consumers' attitudes and intentions. However, there is still ambiguity about the mechanisms by which SMIs influence their followers, as well as the metrics by which their performance can be evaluated. The existing literature has restricted itself to consumers' purchase intentions in order to evaluate SMIs influence and is silent on the role of the consumers' individual characteristics in SMIs influence mechanisms. Based on these research gaps and to provide a clearer picture of the SMI influence mechanism to practitioners, the present study assesses the role of consumer characteristics such as their social media attachment (SMA), parasocial relationships with social media influencer (PSR-SMIs), and susceptibility to SMIs influence (SSMII) in driving consumer response to SMIs influence through SMI compliance intentions. Study 1 found the sequential mediational role of PSR-SMIs and SSMII in the SMA-SMI compliance intentions relationship. Study 2 found the same sequential mediation and demonstrated how SMI skepticism negatively moderates the relationship between PSR-SMIs and SMI compliance intentions. To the best of the authors' knowledge, this is the first time that this skepticism variable is being explored in the SMI literature.     

A Path to a Public–Private Partnership: Commercial Logistics Concepts Applied to Disaster Response

This paper initiates an exploratory investigation with the aim of providing a better understanding of the applicability of several commercial logistics processes to humanitarian logistics. The paper begins with background information, including humanitarian logistics literature and then summarizes current government agencies' and nongovernmental organizations' policies. Stakeholder theory is used to explore the motivations of commercial organizations to participate in humanitarian logistics operations. Next, the adequacy of emergency management policy is evaluated and four commercial logistics frameworks are analyzed for application to immediate disaster response. The analysis includes ratings of the frameworks and open‐ended comments from a sample of logistics experts. Findings provide guidance to the implementation of commercial logistics processes to disaster response efforts.     

Ethics as a Risk Management Strategy: The Australian Experience

This article addresses the connection of ethics to risk management, and argues that there are compelling reasons to consider good ethical practice to be an essential part of such risk management. That connection has significant commercial outcomes, which include identifying potential problems, preventing fraud, the preservation of corporate reputation, and the mitigation of court penalties should any transgression arise. Information about the legal position, examples of cases, and arguments about the potential benefits of ethics are canvassed. The orientation of this article is essentially Australian. It is hoped that it may provide some insights of value to other countries.     

Research for Practice: The Management of Expatriates

The objective of this article is to identify expatriate management research questions of interest to international human resource (IHR) managers. We conducted an in‐depth literature review, interviewed a small sample of IHR managers, and reviewed commercially available large sample surveys of IHR managers. Results suggest that IHR managers are concerned about determinants of the decision to accept an offer of expatriation, why expatriates show so little interest in training, perceived equity in rewards, and other areas not well studied to date. The article discusses implications for academics wishing to make their research more relevant to IHR managers and global organizations. © 2013 Wiley Periodicals, Inc.     

Romanticism,Introspection and Consumption: A Response to Professor Holbrook

This paper is concerned to challenge representational discourses which profess to identify the existence of a distinct and objectively identifiable “women's market” for financial services. Aided by an array of postmodern deconstructive techniques this paper reveals the discourse of a “women's market” as productive of, as well as constituted by, a particular form of modern society, one dominated by mass consumption to individualised subjects desperate for a sense of collective meaning and identity both as distinctive and embedded in a recognisable culture.     

Ethnicity as a Management Issue and Resource: Examples from Malaysia

There has been recognition for some time that the management policies in overseas operations of multinational companies may be complex. This is not only due to diverse business or product market strategies, but also because the political, economic, social, legislative and cultural environment varies between locations. In particular, a neglected aspect of the context is ethnicity, especially in locations which are multi-ethnic. Such environments provide not only ‘constraints’, but also ‘opportunities’ in terms of management. Ethnicity is not only an issue which calls for ‘management’ itself, but is itself a potential managerial resource. Ethnicity is important for organizations at both external (contextual) and internal (operational) levels. We use the example of Malaysia to highlight such issues.     

The Nature of Emotional Response to Advertising: A Further Examination

Abstract

We are pleased that our typology of emotional response to advertising (Stout and Leckenby 1986) has generated continuing interest. The comment by Page et al. has raised several important issues. To clarify our point of view, which is in many ways consistent with literature which has appeared since the original article, we first present the fundamental assumptions of our typology. We then address the main points raised by Page et al., questioning the validity of some of their arguments.

In addition, we have discovered during reanalysis that some of the results presented in our original article were based on data sets which were not properly merged. We present the results of the reanalysis, taking the opportunity to incorporate some of the suggestions made by Page et al. The findings are now even more strikingly significant than in the original article, and are even more consistent with other research and theory in the emotional response literature.     

Diversity as Polyphony: Reconceptualizing Diversity Management from a Communication-Centered Perspective

In this paper, we propose reconceptualizing diversity management from a communication-centered perspective. We base our proposal on the observation that the literature on diversity management, both in the instrumental and critical traditions, is primarily concerned with fostering the diversity of organizational members in terms of individual-bound criteria (e.g., gender, age, or ethnicity). By drawing on Bakhtin’s notion of polyphony as well as the ‘communicative constitution of organizations’ (CCO) perspective, we suggest reconsidering diversity as the plurality of ‘voices’ which can be understood as the range of individual opinions and societal discourses that get expressed and can find resonance in organizational settings. We contribute to the literature on diversity management by moving away from a focus on individual-bound and inalterable criteria of diversity and toward a reconceptualization of diversity management as dynamic processes of voice articulation and mediation.