An autobiographical account of a formative experience -- Cassirer's philosophy of symbolic forms -- Art and science as supplementing forms -- The parting of the ways and the divide in organizational theory -- Cassirer in the light of neuroscience -- Bringing Cassirer into organizations -- The institution as a symbolic form.

Section I: Introduction -- Section II: Managing organizational pluralism: how individuals navigate moral contradictions and compromise -- Section III: Looking at organizations critically: rhetoric, justification and criticism-as-practice -- Section IV: Reconsidering valuation and evaluation in organizations -- Section V: Pushing the boundaries of pragmatic sociology's theoretical agenda.

In this paper we aim to contribute to the recent debate on non-empirical theory confirmation by analyzing why scientists accept and trust their theories in the absence of clear empirical verification in social sciences. Given that the philosophy of social sciences traditionally deals mainly with economics and sociology, organization theory promises a new area for addressing a wide range of key questions of the modern philosophy of science and, in particular, to shed a light on the puzzling (...) question of non-empirical theory assessment, acceptance, corroboration and development. Although institutional theory of organizations cannot be directly tested and evaluated via empirical data, this theory nevertheless became a dominant theory of organization-environment relations and most organizational researchers routinely use it as a standard theoretical framework for making sense of empirical findings. We analyze the trajectory of institutional theory development and proliferation and argue that it enjoys its current status of the standard theory of organizational sociology because (1) it is flexible enough to account for most organizational processes and phenomena; (2) it has suppressed existing alternative theories that are less flexible; (3) because scientists do not tend to look for alternatives for once winning theory and (4) due to the dysfunctional requirement to “develop theory” in top journals in organization and management studies. Finally, we argue that “a too-much-plasticity effect”, has a negative impact on institutional theory in the long run. It is explained why, despite the dominant position in organizational research, institutional studies cannot be regarded as a normal science while the progress of this theoretical problem is rather an illusory effect then a growth of knowledge. (shrink)

This paper makes the case for an inhabited institutionalism by pondering questions that continue to vex institutional theory: How can we account for local activity, agency, and change without reverting to a focus on individual actors—the very kinds of actors that institutional theory was designed to critique? How is change possible in an institutional context that constructs interests and sets the very conditions for such action? Efforts to deal with these questions by inserting various forms of individual, purposive actors into (...) institutional frameworks have created inconsistencies that threaten the overall coherence of institutional theory and move it farther from its sociological roots. To provide alternative answers, we turn to the growing line of work on “inhabited” institutions. Our exegesis of this literature has two goals. The first goal is to shift focus away from individuals and nested imagery and towards social interaction and coupling configurations. This move opens new avenues for research and helps to identify the spaces—both conceptual and empirical—and the supra-individual processes that facilitate change. This shift has important theoretical implications: incorporating social interaction alters institutional theory, and our second goal is to specify an analytic framework for this new research, an inhabited institutionalism. Inhabited institutionalism is a meso-approach for examining the recursive relationships among institutions, interactions, and organizations. It provides novel and sociologically consistent means for dealing with issues of agency and change, and a new agenda for research that can reinvigorate and reunite organizational sociology and institutional theory. (shrink)

The world of wage labour seems to have become a soulless machine, an engine of social and environmental destruction. Employees seem to be nothing but 'cogs' in this system - but is this true? Located at the intersection of political theory, moral philosophy, and business ethics, this book questions the picture of the world of work as a 'system'. Hierarchical organizations, both in the public and in the private sphere, have specific features of their own. This does not mean, (...) however, that they cannot leave room for moral responsibility, and maybe even human flourishing. Drawing on detailed empirical case studies, Lisa Herzog analyses the nature of organizations from a normative perspective: their rule-bound character, the ways in which they deal with divided knowledge, and organizational cultures and their relation to morality. The volume examines how individual agency and organizational structures would have to mesh to avoid common moral pitfalls and develops the notion of 'transformational agency', which refers to a critical, creative way of engaging with one's organizational role while remaining committed to basic moral norms. The volume goes on to explore the political and institutional changes that would be required to re-embed organizations into a just society. Whether we submit to 'the system' or try to reclaim it, Herzog argues, is a question of eminent political importance in our globalized world. (shrink)

ABSTRACT:Despite widespread attention to corruption and organizational change in the literature, to our knowledge, no research has attempted to understand the linkages between these two powerful organizational phenomena. Accordingly, we draw on major theories in ethics, sociology, and management to develop a theoretical framework for understanding how organizational change can sometimes generate corruption. We extend anomie theory and ethical climate theory to articulate the deinstitutionalization of the normative control system and argue that, through this deinstitutionalization, organizations (...) have the potential to become incubators for corruption. We qualify this process by proposing conditions more ripe for anomie and under which this deinstitutionalization is more likely to occur, propounding moderating relationships that influence organizational reconfiguration. Examples of turbulence in the contemporary business environment that can trigger change highlight our discussion. We conclude with managerial implications, offering means by which the deleterious effects of corruption may be arrested or controlled. (shrink)

American organizational theorists have not taken up the call to apply Bourdieu’s approach in all of its richness in part because, for better or worse, evidentiary traditions render untenable the kind of sweeping analysis that makes Bourdieu’s classics compelling. Yet many of the insights found in Bourdieu are being pursued piecemeal, in distinct paradigmatic projects that explore the character of fields, the emergence of organizational habitus, and the changing forms of capital that are key to the control of (...) modern organizations. A number of these programs build on the same sociological classics that Bourdieu built his own theory on. These share the same lineage, even if they were not directly influenced by Bourdieu. (shrink)

Despite some promising steps in the right direction, organizational analysis has yet to exploit fully the theoretical and empirical possibilities inherent in the writings of Pierre Bourdieu. While certain concepts associated with his thought, such as field and capital, are already widely known in the organizational literature, the specific ways in which these terms are being used provide ample evidence that the full significance of his relational mode of thought has yet to be sufficiently apprehended. Moreover, the almost (...) complete inattention to habitus, the third of Bourdieu’s major concepts, without which the concepts of field and capital (at least as he deployed them) make no sense, further attests to the misappropriation of his ideas and to the lack of appreciation of their potential usefulness. It is our aim in this paper, by contrast, to set forth a more informed and comprehensive account of what a relational – and, in particular, a Bourdieu-inspired – agenda for organizational research might look like. Accordingly, we examine the implications of his theoretical framework for interorganizational relations, as well as for organizations themselves analyzed as fields. The primary advantage of such an approach, we argue, is the central place accorded therein to the social conditions under which inter- and intraorganizational power relations are produced, reproduced, and contested. (shrink)

In this study revolutions and revolutionary movements of the 19th and 20th centuries are examined through the lens of the Hegelian-Marxian dialectic(s) and Marx's concept of revolutionary organisation.

In _The Very Idea of Organization_ Krijnen develops a new philosophical methodology for a social ontology in general and an organizational ontology in particular by rejuvenating the Kantian and Hegelian tradition of philosophy.

In the article, we propose to frame organizational learning as inquiry into and resolving tensions arising from the performance of different commitments to work and its organizing. We expand learning as participation with its focus upon identity and membership to the development of work and the experiences and knowledge of its participants. The proposal is inspired by pragmatist philosophy both through its emphasis on learning as ascribing meaning to experience and its sociological version, symbolic interactionism with its emphasis (...) on work and its organizing in social arenas/worlds. We show that a pragmatist learning theory, founded on principles of non-dualistic, non-hierarchy, and a non-linear view on relations, thinking and practice aligns well with the proposed refurbished learning approach via complexity theory in this special issue. Further, we propose that Dewey’s pragmatism adds an important feature to a refurbished theory of learning in organizations by emphasizing the tensional and uncertain aspects of situations as contextual wholes that for a pragmatist learning theory constitute the analytical point of departure. (shrink)

A review of the literature on Corporate Codes of Ethics suggests that whilst there exists an informative body of literature concerning the prevalence of such codes, their design, implementation and promulgation, it is also evident that there is a relative lack of consideration of their impact upon members' everyday organizational behaviour. By drawing upon organizational sociology and psychology this paper constructs a contextualist and interpretive model which seeks to enable an analysis and evaluation of their effects upon (...) individual, group and organizational behaviour. (shrink)

Prof. Burkard Sievers was born in 1942 in Kiel, Germany. After studying philosophy in Frankfurt and sociology in Münster he worked for a number of years in the United States at the University of Michigan, Columbia University in New York and in Washington. At present he is full professor of organisation development' at the Bergische Universität, Wuppertal, Germany.He has published a number of articles in the area of 'organisational sociology’ in which he approaches management problems in organisations (...) from a variety of unusual perspectives. His most important book was published by Walter de Gruyter in 1994 under the title Work, Death and Life Itself — Essays on Management and Organisation and was awarded the HBK prize for employee participation in an organisation in 1995. (shrink)

This book systematically elaborates Scott Eacott's "relational" approach to organizational theory in education. Contributing to the relational trend in the social sciences, it first surveys relational scholarship across disciplines before providing a nuanced articulation of the relational research program and key concepts such as organizing activity, auctors, and spatio-temporal conditions. It also includes critical commentaries on the program from key figures such as Tony Bush, Megan Crawford, Fenwick English, Helen Gunter, Izhar Oplatka, Augusto Riveros, and Dawn Wallin. As such, (...) the text models an approach to, or social epistemology for building knowledge claims in relation rather than through parallel monologues. Eacott's relational approach provides a distinctive, post-Bourdieusian variant of the relational sociological project. Shifting the focus of inquiry from entities (e.g., leaders, organizations) to organizing activity and recognizing how auctors generate - simultaneously emerging from and constitutive of - spatio-temporal conditions unsettles the orthodoxy of organizational theory in educational administration and leadership. By presenting its claims in the context of other approaches, the book stimulates intellectual debate among both relational sociologists and opponents of relational approaches. Beyond Leadership provides significant insights into the organizing of education. As it does not fit neatly into any one field, but instead blends educational administration and leadership, organizational studies, and relational sociology, among others, it charts new territory and promotes important dialogue and debate. (shrink)

The article presents a social phenomenology of naturalism. Starting from Stefan Bargheer’s Moral entanglements (2018), it argues that to understand the transformations of naturalist practices, we have to focus both on the shifting typifications of activity and their organizational moorings, but also on the experiential affordances of practice. Drawing on the work of Schutz and Merleau-Ponty, I focus on the transformation of animals from background into figure, the peculiar province of meaning that naturalist practice entails, as well as the (...) experience of “play” that Bargheer highlights. Doing so, I argue that the affordances of experience are a constitutive aspect of any historical account of practice: that a phenomenological approach is crucial not only for the micro-sociology of interaction and experience, but for understanding larger historical processes and transformations. (shrink)

Dans le but d'offrir une vue d'ensemble de ce champ d'études, ce livre propose une synthèse historique des différents courants qui le composent et des réponses aux questions suivantes : Qu'est-ce qui distingue la production des ...

This book presents a careful blend of conceptual, theoretical and applied research in regards to the relationship between technology and humans, exploring the importance of these interactions, aspects related with trust, communication, data protection, usability concerning organizational change, and e-learning"--Provided by publisher.

Routinen, Regeln, Rituale, Institutionen, Sprache, organisatorisches Räsonnieren, Begründen, Entscheiden und Kommunizieren, Vertrauen, Loyalität, Informationsaustausch und Wissenstransfer in Organisationen - sie alle sind auf Fiktionen angewiesen, auf ein vielfältiges Als Ob, auf Vorgriffe, die von ihrer nachträglichen Einlösung zehren, die sie selbst bewirken - jedenfalls bewirken sollen. Das öffnet Fälschungen, Manipulationen, bloßer Signalproduktion, bloß symbolischer Politik und organisierter Scheinheiligkeit Tür und Tor, zumal in einer Hypermoderne, in der die Jagd nach positionalen Gütern, nach ökonomischen und gesellschaftlichen Positionen mit immer größerer Hebelwirkung, (...) in immer neue Überbietungen treibt. Das Gegenteil zu berechnendem Schein, unter dem wir einander begegnen, ist die nicht auf Berechnung schielende Gabe. Die Logik und Ethik der Gabe ist für die Organisationstheorie von größtem Belang, weil sogar in Organisationen und gerade in Unternehmen Loyalität, Vertrauen, Fairness, Hilfe und Wissen immer auch nach Art einer solchen Gabe gewährt werden müssen - jenseits ökonomischer Kalkulation. (shrink)

Introduction -- Organization, society and politics -- An Aristotelian perspective -- The politics -- The public good -- The rhetoric -- Talk and texts -- The Nichomachean ethics -- Decision making and ethics -- The Poetics -- Bolshevism to ballet in three steps -- What is "public interest"?: a case study -- Where do we go from here?

Introduction to the Institutional Logics Perspective -- Precursors to the Institutional Logics Perspective -- Defining the Inter-institutional System -- The Emergence, Stability and Change of the Inter-institutional System -- Micro-Foundations of Institutional Logics -- The Dynamics of Organizational Practices and Identities -- The Emergence and Evolution of Field-Level Logics -- Implications for Future Research.

This article argues that while elements of Pierre Bourdieu’s sociology are increasingly employed in American sociology, it is rare to find all three of Bourdieu’s master concepts—habitus, capital, and field—incorporated into a single study. Moreover, these concepts are seldom deployed within a relational perspective that was fundamental to Bourdieu’s thinking. The article “Bourdieu and Organizational Analysis” by Mustafa Emirbayer and Victoria Johnson is a welcomed exception, for it draws on all three of Bourdieu’s pillar concepts to propose (...) a relational approach to the study of organizations. It both reframes existing thinking about organizations, particularly from the neo-institutional and resource dependence schools, and indicates new directions for research in organizations to move. This paper evaluates their contribution calling attention to its many strengths and suggesting a few points that need future clarification and elaboration. (shrink)

This paper investigates how reports concerning a given country’s prospects affect investment decisions in two stylized, artificial organizational settings. We designed a role-game laboratory experiment, where subjects were asked to make investment decisions for two types of fictitious companies from the same country. We found that when available reports included positive country prospects, subjects strategized more on investments regardless of the characteristics of their organization. When reports included negative prospects, however, certain organizational peculiarities influenced the subjects’ interpretations, with (...) decision-makers opting for more prudent plans when managing a more traditional company. Cognitive maps of decision makers showed that subjects considered investment strategies as a means to fulfil a company’s role expectations regarding appropriate decisions. Notwithstanding all caveats due to the artificial and simplified nature of our experimental setting, our findings indicate the need for more research on the effect of reports and prospect analysis on strategic decisions of companies, especially when business prospects are uncertain. (shrink)

Schools are interesting as complex organizations in and of themselves but even more so for how they refract the societal dynamics by which inequality is reproduced, an enduringly vexing question (Fligstein & McAdam, 2012:3). Educational attainment is core to socioeconomic status and connected to outcomes in housing, health, and employment. Unequal schools in fields characterized by stratification are often the subject of reform attempts (Tyack, 1974). We examine how a wealthier and a poorer school responded to a state-level regulatory mandate (...) for change, in the U.S. context of schools as putative engines of opportunity. Bourdieu’s “master concepts” of field, habitus, and cultural capital (Swartz, 2008) are often applied, and we used them to answer frequent but still relatively unanswered calls in the literature: first, to use the master concepts together rather than singularly, and second, to attend specifically to the organization level and what it refracts (Dobbin, 2008; Emirbayer & Johnson, 2008; Hallett & Gougherty, 2018; Lounsbury & Ventresca, 2003; Mohr, 2013). For this integrative and organizational level approach, we derived the concept of “class signature,” which enabled us to focus on practices in organizations. This lens revealed “resistant compliance” in the wealthier school and “compliant resistance” in the poorer school, both of which reshaped the stratified field, even if stratification was not rectified. These responses appeared to reproduce inequality, not simplistically, we argue, but along a winding path fraught with practical experiments, protection against penalties, redefinition of the reform’s terms, and some small gains to remedy intra-organizational inequalities. (shrink)

_On Mechanism in Hegel's Social and Political Philosophy_ examines the role of the concept of mechanism in Hegel’s thinking about political and social institutions. It counters as overly simplistic the notion that Hegel has an ‘organic concept of society’. It examines the thought of Hegel’s peers and predecessors who critique modern political intuitions as ‘machine-like’, focusing on J.G. Herder, Friedrich Schlegel and Novalis. From here it examines the early writings of Hegel, in which Hegel makes a break with the Romantic (...) way of thinking about ethical community. Ross argues that in this period, Hegel devises a new way of thinking about the integration of mechanistic and organic features within an organizational whole. This allows Hegel to offer an innovative theory of modern civil society as a component in ethical life. The second half of the book examines how Hegel develops this thought in his later works. It offers an in depth commentary on the chapter on mechanism in the Science of Logic, and it demonstrates the role of these thoughts in Hegel’s Philosophy of Right. _On Mechanism in Hegel's Social and Political Philosophy_ offers a critical response to debates over communitarianism by arguing against one of the central figures used by scholars to associate Hegel with communitarian thought, namely the notion that society is organic. In addition, it argues that Hegel political theory is deeply informed by his formal ontology, as developed in the Science of Logic. (shrink)

We need to reflect upon the historical origins of organizing that extend far further than people usually think. This reflection must be critical and open to alternative histories and explanations. Origins of Organizing does just that. This book offers fascinating insights not only for those interested in organization and management history or critically oriented management and organizational studies, but for anyone engaged with organization theory or management practice, seeking for a deeper understanding of what organizing is all about. This (...) is because the book is compiled and written in a reflexive manner that does not offer one truth but a number of perspectives that help to enrich our understanding of organizing and its various origins.'"-- Eero Vaara, Aalto University School of Business, Finland. (shrink)

Considers the potential of autopoiesis theory to provide an alternate unifying framework for the study of organizations as systems and of organizational phenomena as emergent phenomena. This title includes papers that integrate open systems theory with the pioneering work of Maturana and Varela (1980, 1992) on autopoiesis in biological systems.

Given the extraordinary politicization of culture in an era of globalization, it is surprising that Sesame Street has gained acceptance and legitimacy in more than fifty countries during the last five decades. Sesame Street’s ubiquity around the world presents us with the question I address in this article: how do partner organizations work together, on the ground, to locally adapt a hybrid cultural product? Using data from real-time interactions between NY staff and partners, I show how teams from different cultures (...) who do not share collective representations are able to create them through transnational interaction by: (1) constructing value to align their interests (2) exchanging complex cultural knowledge to customize and build alliances together. The Sesame Street case, then, allows us to grapple with “culture in interaction” at the transnational level, shedding light on culture in transnational interaction. (shrink)

During the last decade, in 1958 to be precise, an organizational confrontation took place: the essential issue before its membership was this: should the American Sociological Society be rechristened the American Sociological Association. The results of the vote conclusively demonstrated that for a majority of the participants, it was preferable to be known as a group of ASA's rather than a bunch of ASS's.

Organization in a tangled world -- Process views of organization -- Alfred North Whitehead on process -- Bruno Latour on relativizing the social, and the becoming of networks -- Niklas Luhmann on autopoiesis and recursiveness in social systems -- James March on decision processes and organization : a logic of streams -- Karl Weick on organizing and sensemaking -- A scheme for process based organizational analysis -- Some implications for organizational analysis.

„Es ist eine der großen Illusionen unserer Zeit, dass ‚Macht aus dem Lauf der Gewehre kommt.‘ In Wirklichkeit kommt Macht aus Organisationen...“ (John R. Searle) Organisationen regeln, was zählt und als was es zählt – nicht nur in ihren eigenen, inneren Angelegenheiten. Zwar werden sie ihrerseits reguliert. Auch bei der Regulation aber sind sie die mächtigen Akteure. Cum grano salis: Sie regeln sogar noch, wie sie selbst geregelt werden. Der Band mit renommiertesten Fachleuten geht daher den soziologischen, ökonomischen und philosophischen (...) Problemen des rule following und den Fragen nach: Wie regeln und steuern Organisationen? Wie werden sie geregelt und gesteuert? Welche Evolution und pfadabhängige Entwicklung machen Regeln, Institutionen und Organisationen durch? (shrink)

As a topic, organization design is poorly understood. While it is featured in most management books as a chapter dedicated to organizational structures, it is unclear whether organization design is a one-off event or an ongoing process. Thus, it has traditionally been understood to be the same as an organizational configuration, with neat lines of communication and distribution of responsibilities following pre-set typologies. Yet what can be said to constitute organizational structure in this first half of the (...) 21st century? The extraordinary growth of digital communications, the decreasing relevance of hierarchical bureaucracies, and the general demise of command-and-control have all but decimated the traditional notion of organizational structure. Organization design needs a theoretical revamping. Using a mix of design and social science theories and concepts, Rodrigo Magalhães outlines a new human-centric interpretation of design, design principles, and design culture. He puts forward a paradigm where the organization, for purposes of its design, is considered to be a social actor in a permanent state of transformation, with significant repercussions for social and economic life. He also proposes a model of 'leaderful organization design', distinguished as practice-based, guided by values of democratic participation, and driven by design logics which places meaning-making and meaning-taking at the center of organizational life and can be adopted and adapted to suit different environments. (shrink)

El sistema neuronal, máquinas triviales y no triviales - La empresa como tejido conversacional - Conversaciones que transforman el mundo - Conversaciones responsables - Tejiendo la red - Conversaciones que completan la conversación - Reabriendo conversaciones.

In the aftermath of the financial crisis, and regular corporate scandals, there has been a growing concern with the moral and ethical foundations of business. Often these concerns are limited to narrow accounts of governance codes, regulatory procedures or behaviour incentives, which are often characterized by neo-liberal bias underpinned by western masculine logics. This book challenges these limited accounts of ethics and responsibility. It looks at the writing of Gayatri C. Spivak who takes globally networked markets, people, and ideas and (...) provides tools to rethink subjectivity, ethics, and corporate governance. Eschewing strict hierarchical notions of authority and identity, Spivak's work invites us to consider who speaks for whom and for what in organizational contexts. Relationality is also to be found in the radical politics and feminist ethics of Judith Butler who continues to draw on and develop her account of performativity to interpret contemporary organizations, management and work. While popular accounts of corporate ethics often concern themselves with the aims and actions of those at the top of organisations, Lauren Berlant focuses on the struggles of those at the bottom of the new social structures created by contemporary forms of capital. Finally, the book also considers ecological challenges through the work of Val Plumwood, who spent a lifetime considering the threats and responsibilities we face in environmental terms, and developed a feminist ecological philosophy for understanding social and species differences. This book will be relevant to students and researchers across business and management, organizational studies, critical management studies, gender studies and sociology. (shrink)

The "tragedy of organization" -- The ideal and the real -- Organizations and ideals -- Institutional leadership -- Pathos and politics -- Jurisprudential sociology -- The rule of law : expansion -- The rule of law : transformation -- Values, conflict, development -- Morality and modernity -- Communitarian liberalism.

Organisationsidentität ist ein bedeutender Faktor für die Erklärung der Stabilität und des Wandels von Organisationen. Stefan Kirchner leistet einen grundlegenden Beitrag zur aktuellen Organisationsforschung, indem er mit dem Konzept der Organisationsidentität Ansätze des soziologischen Neo-Institutionalismus und der Pfadabhängigkeitstheorie zusammenführt.

Are the disciplines of education ghosts of a productive past or creative and useful forms of inquiry? Are they in a demographic and organisational crisis today? The contribution of the ‘foundation disciplines’ of sociology, psychology, philosophy, history and economics to the study of education has always been contested in the UK and in much of the English-speaking world. But such debates are now being brought to a head in education by the demographic crisis. Recent research has shown that (...) with the an ageing population of education academics, in ten years' time, there could be very few disciplinary specialists left working within faculties of education in UK universities. But does that matter and is the UK no more than a special case? How does this ‘crisis’ look from Europe where the disciplines of education are more embedded, and from the USA with its more diverse higher education system? In this book, leading scholars – including A.H. Halsey, David Bridges, John Furlong, Hugh Lauder, Martin Lawn and Sheldon Rothblatt – consider the changing fortunes of each discipline as education moved away from the dominance of psychology in the 1930s, 1940s and 1950s as a result of the growing importance of the other disciplines and new social questions, and how the changing epistemological and political debates of the last twenty years haves resulted in their progressive demise. Finally, the book confronts the question as to whether the disciplines have a place in education in the twenty-first century. The book brings the coming crisis into the public view and explores the issue of the past, current and future relevance of the disciplines to the study of education. It will be of interest to all international academics and researchers in the field of education and the contributory disciplines as well as to students on educational research methods courses. (shrink)

What are the ethical concerns among the growing populations of business people in Central & Eastern Europe, and how might they be dealt with practically in the course of business life? David Murray has been a management consultant since 1979 working primarily with the Hay Group in the area of strategic organisational change. Since founding Maine Consulting Services in 1991 he spends most of his time in the field of business and professional ethics, also holding a Visiting Fellowship at the (...) University of Central Lancashire. He is chairman of the Professional & Technical Board at the (British) Institute of Quality Assurance and a coordinating editor of the quarterly Organisations & People. Marek Kucia is a social researcher operating his own research agency (which organised the Polish part of this exercise) and an academic teaching sociology, and conducting and co‐ordinating Central European Studies at the Jagiellonian University, Krakow. He studied political science, sociology and philosophy at Krakow and studied for his PhD at Oxford. He has also worked for Gallup, London, in opinion and market research. This survey report is based on presentations made in April 1994 to the EBEN Research Centres Conference in Prague, and in June 1994 to the conference on “Ethics in Transition” organised in Gödöllö, Hungary, by the Democracy after Communism Foundation, Budapest. The authors wish to acknowledge the major contribution to this work of Mr Juraj Kusnierik of the Central European Foundation, SEN, Bratislava, who co‐ordinated the survey exercise. The project was sponsored by The Ethics Development Initiative, CARE, London; the Central European Foundation, SEN, Bratislava, Slovakia; SIS Ltd., Bratislava, Slovakia; and Maine Consulting Services, 16 Acrefield, Blackburn, Lancashire, England BB2 7BJ, to which all correspondence connected with this report should be addressed. (shrink)

What are the ethical concerns among the growing populations of business people in Central & Eastern Europe, and how might they be dealt with practically in the course of business life? David Murray has been a management consultant since 1979 working primarily with the Hay Group in the area of strategic organisational change. Since founding Maine Consulting Services in 1991 he spends most of his time in the field of business and professional ethics, also holding a Visiting Fellowship at the (...) University of Central Lancashire. He is chairman of the Professional & Technical Board at the (British) Institute of Quality Assurance and a coordinating editor of the quarterly Organisations & People. Marek Kucia is a social researcher operating his own research agency (which organised the Polish part of this exercise) and an academic teaching sociology, and conducting and co‐ordinating Central European Studies at the Jagiellonian University, Krakow. He studied political science, sociology and philosophy at Krakow and studied for his PhD at Oxford. He has also worked for Gallup, London, in opinion and market research. This survey report is based on presentations made in April 1994 to the EBEN Research Centres Conference in Prague, and in June 1994 to the conference on “Ethics in Transition” organised in Gödöllö, Hungary, by the Democracy after Communism Foundation, Budapest. The authors wish to acknowledge the major contribution to this work of Mr Juraj Kusnierik of the Central European Foundation, SEN, Bratislava, who co‐ordinated the survey exercise. The project was sponsored by The Ethics Development Initiative, CARE, London; the Central European Foundation, SEN, Bratislava, Slovakia; SIS Ltd., Bratislava, Slovakia; and Maine Consulting Services, 16 Acrefield, Blackburn, Lancashire, England BB2 7BJ, to which all correspondence connected with this report should be addressed. (shrink)