This paper explores the role of mentoring and networking in the career development of global female managers. The paper is based on data collected from interviews with 50 senior female managers. The voices of the female managers illustrate some of the difficulties associated with informal organisational processes, in particular mentoring and networking, which hinder their career development. The findings confirm that female managers can miss out on global appointments because they (...) lack mentors, role models, sponsorship, or access to appropriate networks – all of which are commonly available to their male counterparts. The interviewees suggest that men, as the dominant group, may want to maintain their dominance by excluding women from the informal interactions of mentoring and networking. The findings further suggest that if females had more access to networks and mentors they could be socialised in both the formal and informal norms of the organisation and gain career advantages from these. The managers reveal that they encounter additional barriers in ‹a man’s world’ and remind us that there is still much to be changed. (shrink)

Persuaded by the observed positive link between the flow of appropriately skilled and trained female talent and female presence at the upper echelons of management (Plitch, Dow Jones Newswire February 9, 2005), this study has examined current trends on women’s uptake of graduate and executive education programs in the world’s top 100 business schools and explored the extent to which these business schools promote female studentship and career advancement. It contributes by providing pioneering research insight, albeit at (...) an exploratory level, into the emerging best practice on this important aspect of business school behavior, an area which is bound to become increasingly appreciated as more global economic actors wise up to the significant diseconomies inherent in the under-utilization of female talent, particularly in the developing world. Among the study’s main findings are that female graduate students averaged 30% in the sample business schools, a figure not achieved by a majority of the elite schools, including some of the highest ranked. Only 10% of these business schools have a specialist center for developing women business leaders, and only a third offered women-focused programs or executive education courses, including flextime options. A higher, and increasing, percentage of business schools, however, reported offering fellowships, scholarships or bursaries to prospective female students, and having affiliations with pro-women external organizations and networks that typically facilitate career-promoting on-campus events and activities. The implications of the foregoing are discussed, replete with a call on key stakeholder groups to more actively embrace the challenge of improving the supply of appropriately trained female talent, or top management prospects. Future research ideas are also suggested. (shrink)

Persuaded by the observed positive link between the flow of appropriately skilled and trained female talent and female presence at the upper echelons of management, this study has examined current trends on women's uptake of graduate and executive education programs in the world's top 100 business schools and explored the extent to which these business schools promote female studentship and career advancement. It contributes by providing pioneering research insight, albeit at an exploratory level, into the emerging best (...) practice on this important aspect of business school behavior, an area which is bound to become increasingly appreciated as more global economic actors wise up to the significant diseconomies inherent in the under-utilization of female talent, particularly in the developing world. Among the study's main findings are that female graduate students averaged 30% in the sample business schools, a figure not achieved by a majority of the elite schools, including some of the highest ranked. Only 10% of these business schools have a specialist center for developing women business leaders, and only a third offered women-focused programs or executive education courses, including flextime options. A higher, and increasing, percentage of business schools, however, reported offering fellowships, scholarships or bursaries to prospective female students, and having affiliations with pro-women external organizations and networks that typically facilitate career-promoting on-campus events and activities. The implications of the foregoing are discussed, replete with a call on key stakeholder groups to more actively embrace the challenge of improving the supply of appropriately trained female talent, or top management prospects. Future research ideas are also suggested. (shrink)

Persuaded by the observed positive link between the flow of appropriately skilled and trained female talent and female presence at the upper echelons of management, this study has examined current trends on women’s uptake of graduate and executive education programs in the world’s top 100 business schools and explored the extent to which these business schools promote female studentship and career advancement. It contributes by providing pioneering research insight, albeit at an exploratory level, into the emerging best (...) practice on this important aspect of business school behavior, an area which is bound to become increasingly appreciated as more global economic actors wise up to the significant diseconomies inherent in the under-utilization of female talent, particularly in the developing world. Among the study’s main findings are that female graduate students averaged 30% in the sample business schools, a figure not achieved by a majority of the elite schools, including some of the highest ranked. Only 10% of these business schools have a specialist center for developing women business leaders, and only a third offered women-focused programs or executive education courses, including flextime options. A higher, and increasing, percentage of business schools, however, reported offering fellowships, scholarships or bursaries to prospective female students, and having affiliations with pro-women external organizations and networks that typically facilitate career-promoting on-campus events and activities. The implications of the foregoing are discussed, replete with a call on key stakeholder groups to more actively embrace the challenge of improving the supply of appropriately trained female talent, or top management prospects. Future research ideas are also suggested. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Global Empires and The Roman ImperiumBrent D. ShawP. Fibiger Bang, C. A. Bayly, and W. Scheidel, eds. The Oxford World History of Empire. 2 vols. Oxford: Oxford University Press, 2021; xxviii + 552 pp.; xxxiv + 1,318 pp.The volumes under review are an impressive if unequal diptych. The first, the slimmer of the two, entitled "The Imperial Experience," comprises a series of analytical studies on the creation, management, (...) and ideologies of empires, and forms of resistance to them. The second, "The History of Empires," is a forbidding tome of forty-four specific studies of individual empires and imperial ventures, from Ur III and Middle Kingdom Egypt to the Mongols and the British, ending, naturally, with America's "global imperium." In the analytics, the usual suspects, including Michael Doyle, Frederick Cooper and Jane Burbank, are on display; and the conceptual approaches of Michael Mann and Ernest Gellner are favorite points d'appui. For premodern empires, the ideas of the Maghribi thinker Ibn Khaldūn provide a different focus, so it is heartening to see Bang and others applying them more consistently (e.g., 1:13, 40, 326–9; 2:162, 246–8, 253). Especially for premodern empires, these volumes can be seen as an extension of earlier handbooks devoted to the state, one devoted to the ancient Near Eastern and Mediterranean state and another on ancient empires.1 As an aspect of world history, the endeavor is the culmination of a decades-long project on the history of empires fronted by Peter Bang.2 He has usefully produced detailed historical introductions not only to both volumes, but also to the subsections in each of them. Perhaps not surprisingly, empire turns out to be a virile enterprise. As Ian Morris notes, "the story of empire... is so strongly gendered that it [End Page 505] seems reasonable to call rulers and commanders 'he' throughout" (1:162 n. 14). The muscular subject is mirrored by its principal actors and by its students. All the editors are men. Reflecting the same balance, out of the forty-five authors of individual studies in the large history of empires volume, there are five (lonely) female voices. In both volumes, women as subjects of empire are, for all intents and purposes, absent.3From the perspective of an historian who has actually worked on the history of an empire, it must be plainly stated that almost all of the theories, adequately reviewed by Bang (1:20–48), are worth about as much as the paper or pixilated screens on which they have been written. Obvious and serious exceptions to every one of the definitions and hypotheticals abound. In fact, a fair number of the exemplary histories in the second volume do not obey the strictures of most of the theories advanced in the first. So it is with a sense of relief that one turns from theory to the hard quantities offered by Walter Scheidel (1:chap. 2). To a considerable degree, his analysis depends on the well-known measurements made by Rein Taagepera. Rather alarmingly, Taagepera counted as an empire "any large sovereign political entity whose components are not sovereign," say, like the well-known empires of Algeria, Finland, or Canada.4 What an analysis of these global entities confirms is that size or orders of magnitude mattered, and that the first entities to count as empires emerged in the 7th to 5th centuries bce in southwestern Asia (1:53; 2:161, 245). The neo-Assyrian empire was the first super-large territorial state and its successor, the Achaemenid empire, was the first "hyper-power without rival" (1:172; 2:83, 111, 161). Subsequent premodern empires were able to reach higher levels of millions of square kilometers of territory and larger populations of dozens of millions of subjects nominally under their aegis. The magnitudes reached by a given generation of super-states set base-lines above which a successor might be able to reach greater sophistication of rule, numbers of subjects, and extent of territory. In some cases, being able to piggy-back on existing empires, they were able to skip early developmental stages and to advance quickly to imperial status, as a succession... (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Sexual Difference as Model: An Ethics for the Global FutureGail SchwabIn Éthique de la différence sexuelle (1984), Luce Irigaray targeted language and love—for her, inseparable from each other—as the two areas of focus for the elaboration of an ethics of sexual difference. The heterosexual couple seemed to have taken on a new, and somehow inappropriately central, importance in Irigaray’s thought in the early eighties; however, the projected mutations (...) in language and love theorized in Éthique did not exclusively concern the heterosexual relationship, even though many readers of Irigaray expressed just such reservations about the book. Éthique foregrounded the couple in the love relationship in order to rethink the philosophical basis of ethics in general, to develop new paradigms, beyond or outside of Western totalizing phallo- and logocentrism, for human relations—not only relations between women and men, but also, and perhaps even more importantly, relations among women and relations among men. Irigaray carried on this project in subsequent works, in Sexes et parentés (1987), which as the title explicitly indicates, opens up the ethical debate to familial and genealogical issues and broadens her focus to include children and the ethical basis of their relationships to parents and more generally to adults of both sexes, and in Sexes et genres à travers les langues (1990), a cross-cultural report on her empirical studies of gender differences in language usage, which sheds new light on the linguistic and communicational issues she had presented in Éthique and even before, in several seldom read and even more rarely analyzed works of the late seventies and early eighties. J’aime à toi (I Love to You) (1992) returns specifically to the more traditionally philosophical approach to the problems of language and love and their intertwining, and carries on the work projected in Éthique, but it goes much further in both the theoretical and the practical development of the concept of sexual difference as the foundation for a new ethics, a new culture of universal validity. J’aime à toi can be read as a follow-up to Éthique and as a founding text for the construction of an ethics of difference modeled on sexual difference, an ethics for the future of humanity in all of its diversity.Western Feminism and the Global FutureIrigaray is very much aware of the limits of the various Western political and academic feminisms, of the need to broaden their scope, both horizontally across cultures and vertically within specific cultures, before they can serve as the basis for a new ethics. Irigaray expresses the concern that Western feminists, rather than represent the exploited women of the world, may exploit them ideologically for their own personal or political purposes, at the risk of preventing them from coming to a feminism of their own making, appropriate to their own cultures and historical moments. “Certain women do implement power strategies—including the power of the media—but not solely for the benefit of the exploited women they use as an alibi. They thus run the risk of clouding the issues and [End Page 76] preventing their consciousness from being raised” [Irigaray, J’aime à toi 15]. 1 Irigaray calls this “egological” feminism (Dare I invent a new term here? Now we have “egofeminists” as well as “ecofeminists”...) and demonstrates its totally undemocratic orientation, despite its representative claims.Certain militants..., practicing direct democracy or an egological feminism, based on their own real, or imagined, needs and desires, rather than on those of all women, leave women subject to existing legislation. Indifferent to the rights necessary for all women—including the little girls of the present and the future, and the women of other cultures—they make decisions that perpetuate, and even aggravate, through unnecessary misunderstandings, the injustices done the female gender.[J’aime à toi 13]As a feminist, in general, it always pains me to read criticisms of feminism, even cogent and theoretically valid criticisms, and I am even now painfully aware of the political dangers of criticizing feminism myself in a public forum such as this one. However, if I have managed to learn anything from the works of Western feminists of color and from Third World feminists, it is... (shrink)

This article seeks to synthesise three fields of inquiry – management studies, linguistics and cognitive psychology – to explore an arguably emerging phenomenon of global management knowledge impoverishment. To this end, three literatures are reviewed and interrogated for the insights they may provide into the underlying factors affecting global MK: trends in knowledge production, Englishisation of management scholarship and the culturally determined differences in cognition. Arguments are developed through descriptive investigation, discussion and analysis. The central proposition of this (...) article is that the politics of knowledge production, the hegemony of English as the dominant language of management studies and the variations in thinking styles are synergistically interlinked in a way that facilitates Anglophone homogenisation of management research and potentially leads to global MK impoverishment. The ways of addressing the situation are discussed. (shrink)

In our age of globalization, we need a theory of global management consistent with our common human nature. The place to begin in developing such a theory is the philosophy of traditional cultures. The article focuses on African philosophy and its fruitfulness for contributing to a theory of management consistent with African traditional cultures. It also looks briefly at the Confucian and Platonic-Aristotelian traditions and notes points of agreement with African traditions. It concludes that the needed theory of (...) class='Hi'>global management should regard the firm as a community, not a collection of individuals, and should understand the purpose of management as promoting the common good. (shrink)

We examine whether sex discrimination contributes to the underrepresentation of female executives in large corporations. China’s strong cultural preference for sons has made newborn boys greatly outnumber newborn girls. Using the male-to-female sex ratio at birth as the proxy for discrimination against women, we find that firms headquartered in more discriminatory areas hire fewer female executives. Even conditional on a woman reaching an executive position, she faces a higher likelihood of dismissal and receives lower compensation than her (...) male counterparts. Overall, our findings suggest that sex discrimination plays an important role in preventing women from climbing the corporate ladder. (shrink)

'Take care of the means and the ends will take care of themselves'By the time you are reading this instalment I will have been in my new position as Team Leader for a Community Conservation Project for more than one year. Why I left my previous position will perhaps become clear in this instalment. I may be unsuited to working in institutions that in theory value knowledge and analysis, but in practice become increasingly uncomfortable when the critical analysis is turned (...) inwards. I find I am not alone; witness the prominent case of the response of the World Bank to criticisms from their own former Chief Economist, the Nobel Economics laureate Joseph Stiglitz. His criticism of the International Financial Institutions after years of working with them could not be dismissed as the work of an uninformed outsider and were therefore treated with the disdain due to some one who had 'jumped ship'. (shrink)

Through the personal stories of managers running global business, this book takes an inside look into the dilemmas of managers who are asked to make profits ethically according to the dictates of their company's ethics code. It examines what companies `think" they are doing to help managers in those situations and how those managers are actually affected. Thanks to the boost from the 1991 Sentencing Guidelines which minimizes penalties for companies with ethics codes caught in (...) ethical wrongdoing, more than 85% of US companies and two thirds of all Canadian companies and half of all European companies now have Codes of Ethics. Yet, over and over, we hear of stories of personal dilemmas and conflicts experienced by individual managers navigating those business waters in other cultures. "Eileen Morgan does an excellent job of mapping the course for navigating the previously uncharted global ethical waters. By identifying best practices, she leads the reader on a journey from Surviving, to Understanding to Knowing the ethical issues that frequently confront international business people. This is a must read for anyone who wants to successfully compete in world markets." -Michael J. Litwin, Executive Vice President, Chief Credit Officer, Heller Financial, Inc. "Eileen Morgan has combined the pragmatic concerns of the individual manager with the moral concerns that come from personal-life history, cultural roots, and corporate ethical culture …This book focuses on the constructive task of formulating and using an "ethical map," and is sure to be a tonic to conscientious managers who want to navigate cross-cultural commerce with integrity. It has done a superb job of creating order out of the complexity of cross-cultural moral experience by insisting that the complexity must be honored and appropriated rather than ignored or suppressed." -Dr. Richard Beauchamp, Professor of Ethics, Christopher Newport University "In this groundbreaking book, Eileen Morgan has provided scores of real-life examples and developed a framework for approaching ethical leadership in international business. This is mandatory reading for anyone involved in global management today...This is an important book on an important subject." -Stephen H. Rhinesmith, Ph.D. Author, A Manager's Guide to Globalization "Eileen Morgan provides us with a much needed roadmap for how to walk the path of ethical leadership with practical feet. She reminds us that ethical decision-making is a critical aspect of every day leadership, and that we can all choose to be 'ethical pioneers' in our companies and our communities. Every leader engaged in global business can benefit from the lessons and stories included in this book." -Christi A. Olson, Ph.D. Chair, Telecommunications Management Department, Golden Gate University "Eileen Morgan's thoughtful analysis of 'ethical capital' should be read by anyone who does business in a global environment…Morgan's book presents the issue clearly, comprehensively and compellingly, demonstrating that ethics is an indispensable aspect of individual leadership and organizational credibility. …It provides a clear roadmap for business leaders who need to communicate their commitment to integrity and accountability to their employees, their partners, and their customer, making their 'ethical capital' one of their most valuable assets." -Nell Minnow, Principal, Lens, The Corporate Governance Investors "Eileen Morgan gives excellent insight into ethical practices. She focuses on business but her insights have general application. This book also describes differences in ethical interpretation that can arise between diverse cultures. Ms. Morgan has made an excellent contribution to understanding the benefit of positive ethical practices." -David C. Lincoln, Sponsor, Lincoln Center for Applied Ethics, College of Business, Arizona State University President, Arizona Oxides, LLC · First in-depth look at how managers in global companies actually bridge the gap between their organizations and their daily decisions · Explains the need for internal and external ethical operations¦and how organizations often create confusion rather than clarity with the label of "ethics". (shrink)

This study examined the impact of gender on perceptions of various business practices by male and female Russian managers. Female managers considered various activities such as doing personal business on company time, falsifying time/quality/quantity reports, padding an expense account more than 10 percent, calling in sick to take a day off, and pilfering organization materials and supplies more unethical than male managers. Female managers also perceived the acceptance of gifts and favors in exchange (...) for preferential treatment more unethical than male managers. (shrink)

This paper reports the results of a qualitative analysis of female entrepreneurs'' accounts of their role in their organizations using Relational Theory as the analytical frame. Content analysis of focus group comments indicated that the women used a relational approach in working with employees and clients. Relational skills included preserving, mutual empowering, achieving, and creating team. Findings demonstrate that Relational Theory is a useful frame for identifying and explicating women entrepreneurs'' interactive style in their own businesses. Implications and future (...) directions for research are discussed. (shrink)

Normative theorists of migration are beginning to shift their focus away from an earlier obsession with whether the ‘liberal' or ‘legitimate’ state should have a right to exclude, and toward evaluation of how states engage in immigration control. However, with some notable exceptions – such as work of Rebecca Buxton, David Owen, Serena Parekh, and Alex Sager – this work tends not to focus on the global coordination of such control, and is still largely concerned with issues of membership. (...) In this paper I aim to show the value of shifting normative attention to the fundamentally interdependent nature of state control of migration, and the management of all forms of movement – not just settlement. This global management is greatly facilitated by the rapid digitisation of border controls. As such, I outline three aspects of the way digital border controls work – profiling, biometric identification, and the data sharing practices upon which they rest – and highlight ethical challenges of accountability, consent and the reach of the state, and entrenching global inequalities in access to movement. Ultimately, I hope to show that the globally interconnected nature of migration management is a combination of practices that normative theorists of migration should turn their attention to. (shrink)

Ethics in managing climate change most often involves two issues that are tightly connected. The first involves considerations about the just distribution of entitlements and burdens, and the second concerns the fair differentiation of responsibilities. The chapter explains the most important ethical implications of international climate politics and shows why justice plays a key role in all areas of climate policy. Furthermore, it introduces the main domains of climate justice: historical, global, and intergenerational justice. Depending on the policy area (...) at issue, different combinations of principles of climate justice seem most appropriate. The chapter concludes by showing that the differentiation of responsibilities depends not only on which principles of justice are employed but also on the particular climate policy area and level that are at issue. (shrink)

This study examines whether the gender of the directors on fully independent audit committees affects the ability of the committees in constraining earnings management and thus their effectiveness in overseeing the financial reporting process. Using a sample of 525 firm-year observations over the period 2003 to 2005, we are unable to identify an association between the proportion of female directors on audit committees and the extent of earnings management.

Amongst a backdrop of debate regarding Codes of Conduct and their raison d’etre this paper provides a detailed summary of the management systems used by multinational enterprises in the Code implementation process. It puts forth a framework for analysis based on the elements of – the creation of a vision, the development of understanding and ability, integration into operations and feedback, improvement and remediation – and then applies it across the sports footwear, apparel and retail sectors in order to firstly, (...) demonstrate the complexities of the Code implementation process and secondly, to provide useful examples and lessons-learned to companies, policy-makers and others interested in implementing their own Code of Conduct or who are actively involved in this field. (shrink)

The increasing number and influence of women in society brings up several issues related to values and ethics. Looking at business ethics from the gender perspective made us ponder if it would be fruitful to analyse the feminine and masculine dimensions of decision-making style. The article follows the research tradition using the multidimensional ethics scale, and it aims at developing the scale to better include female decision-making. We came to the conclusion that, as the multidimensional ethics scale used in (...) measuring managers' moral decision-making is derived from modern ethical theories focusing on indications of masculinities more than femininities, the scale leaves feminine decision-making dimensions invisible. Our argument is that in seeking a deeper understanding of (female) managers' moral decision-making, we must find a broader basis for the analysis and develop the scale further so that it allows different voices to be heard and different dimensions to be seen. (shrink)

SummaryHuman height is a heritable trait that is known to be influenced by environmental factors and general standard of living. Individual and population stature is correlated with health, education and economic achievement. Strong sexual selection pressures for stature have been observed in multiple diverse populations, however; there is significant global variance in gender equality and prohibitions on female mate selection. This paper explores the contribution of general standard of living and gender inequality to the variance in global (...) female population heights. Female population heights of 96 nations were culled from previously published sources and public access databases. Factor analysis with United Nations international data on education rates, life expectancy, incomes, maternal and childhood mortality rates, ratios of gender participation in education and politics, the Human Development Index and the Gender Inequality Index was run. Results indicate that population heights vary more closely with gender inequality than with population health, income or education. (shrink)

This study examines the impact of impression management and overclaiming on self-reported ethical conduct of 174 managers (67 male, 107 female) who worked for a large not-for-profit organization. As anticipated, impression management and overclaiming positively influenced perceived unethical conduct of managers. Female managers were more prone to impression management than male managers. There was no significant difference in perceived unethical conduct or level of overclaiming of male and female managers.

Models of global governance abound: expert governance, networked governance, algorithmic governance, and old-fashioned juridico-political governance vie for explanatory power. This article takes up style as a way of analysing configurations of governance that do not readily fit a particular model of governance. Style is particularly revealing when it comes to deliberately unspecified or over-specified, genre-busting, and bet-hedging ways of imagining governance. The UN’s use of the phrase ‘convening power’ is a case in point. This article looks at how the (...) UN has styled itself as a convening power in the area of counter-terrorism governance. A visual analysis of promotional materials for the UN’s Counter-Terrorism Week suggests that the UN’s self-styling as a convening power is shaped by anxieties as well as aspirations. (shrink)

We examine recent evolution in corporate responsibility in the forest industry, an important natural-resource-based industry which is under rapid internationalisation and structural change under challenging financial pressures. We address two recent trends in corporate communication: corporate disclosure, that is the adoption of consistent external reporting standards [namely the Global Reporting Initiative (GRI) ], and the growing awareness of engagement with and impact on local communities through philanthropy, generation of prosperity, communication and the social impact of core activities. This study (...) uses a comparative qualitative case approach to forest industry multinational enterprises (MNEs) based on a combination of secondary (reporting, company newsletters and other documentation) and interview data. Three large-scale multinational forest industry firms, all pursuing different strategies in terms of internationalisation and geographical and product diversification, were chosen for the study: Stora Enso, SCA and Sappi Ltd. Our results show that the overall quality of sustainability reporting has improved in these companies from 2005 to 2009 with the adoption of GRI. However, based on our fourfold categorisation of social impact, the core social impact indicator in GRI (SO1) has been interpreted very differently in these MNEs, and the adoption of GRI has not actually much improved the comparability of the reports or transparency of practices. (shrink)

We examine recent evolution in corporate responsibility in the forest industry, an important natural‐resource‐based industry which is under rapid internationalisation and structural change under challenging financial pressures. We address two recent trends in corporate communication: corporate disclosure, that is the adoption of consistent external reporting standards [namely the Global Reporting Initiative (GRI) ], and the growing awareness of engagement with and impact on local communities through philanthropy, generation of prosperity, communication and the social impact of core activities. This study (...) uses a comparative qualitative case approach to forest industry multinational enterprises (MNEs) based on a combination of secondary (reporting, company newsletters and other documentation) and interview data. Three large‐scale multinational forest industry firms, all pursuing different strategies in terms of internationalisation and geographical and product diversification, were chosen for the study: Stora Enso, SCA and Sappi Ltd. Our results show that the overall quality of sustainability reporting has improved in these companies from 2005 to 2009 with the adoption of GRI. However, based on our fourfold categorisation of social impact, the core social impact indicator in GRI (SO1) has been interpreted very differently in these MNEs, and the adoption of GRI has not actually much improved the comparability of the reports or transparency of practices. (shrink)

Global Corruption and Ethics Management: Transforming Theory into Action is focused on integrating research from a diverse array of scholars and translating it into proactive skills; the empirical content is presented clusters of short chapters, each cluster or section is followed by a synopsis of skills for implementation based upon this new knowledge. The scope of the content encompasses the work of top scholars and experienced professionals from across the globe to strategically outline the mercurial nature of corruption, its (...) causes, the systems and practices that facilitate it, its short- and long-term consequences, new measures for assessing and diagnosing remedies, and steps that can be taken to prevent it. Scholars and students can use it as a jumping-off point for further research, and practitioners can immediately expand their repertoire of tools in preventing and fighting corruption through implementation of the skills synopses. Further, incorporating digital media resources such as a companion website offering links to measurements and assessments, and accessible instructors' tools will dramatically shift the benchmark for studying and implementing Global Corruption and Ethics Management; there is no other book on corruption AND ethics management with the empirical gravitas, variety of application tools, and with this level of accessibility. (shrink)

In today’s world there is diversification of different models of higher education. At the same time, the multiplicity, the diversity of higher education models does not exclude their identity. Internationalization and integration of higher education in a global and international dimension raise a lot of new questions to the theory and practice. Almost every developed country has the rich experience of building the higher education system. The analysis of this experience can aid development and enrichment of the national educational (...) system; it provides an opportunity to avoid repeating the same mistakes and to discover the new approaches to solving some problems in this area. Therefore, based on this, we consider that it is impossible to claim the creation of the strategy of modernization educational and scientific reforms, which affect the educational and scientific institution of the society in the management of scientific and educational space without analysis of the existing models, schools, directions, their classification in contemporary philosophy of education. It concern as well the sphere of the social philosophy of education as the sphere of management of education. The continuity of public education, qualitative management, their intensity can only be achieved under two conditions of the fundamental character. The first one is use of new, theoretically grounded and practically proven management, philosophically developed, accessible and technically supported high technology of social activity, education, training, and learning. The second condition is the perfect acquisition of the methodology of socio-axiological and research activity. The structure must provide the same conditions for equitable selection of civil, educational and scientific-educational actions, excluding coercion and domination. It is noted that the existence of developed civil society among the existing conditions and prerequisites for the successful formation and functioning of educational systems and effective models of multilevel educational management is necessary. Thus, we can conclude that the strategy of the modern world development proposed by the social philosophy of upbringing and education is a key in the field of social administration, philosophy, and pedagogy. This is what we exactly mean by education, science or some of the paradigms of upbringing and education as a dominant one on a certain socio-historical stage. This understanding largely depends on the manner of organization and functioning of civil society in the present and future. (shrink)

Business Ethics, the Environment & Responsibility, EarlyView.

Something should be done for a better global environment as soon as possible. This paper investigates the direction of management of the global environment and proposes new, concrete ideas for it.

Paul A. Vatter, Lawrence E. Fouraker Professor of Business Administration, Harvard University, writing of Global Disasters: Inquiries into Management Ethics, ‘In my view one of the most important things that can be done to improve ethics in management is, through cases, to sensitize managers to ethical issues in situations in which they did not perceive themselves as being involved. His well-documented and detailed cases stimulate great interest. His diagnosis of the process through which ethical behavior could have prevented (...) each disaster is provocative and sensitising.’ -/- A. L. Minkes, Fellow, Royal Society of Arts, Emeritus Professor of Business Organization, University of Birmingham, in writing of Global Disasters: Inquiries into Management Ethics, ‘Dr. Allinson has very substantially enlarged the whole nature of the discussion of crisis, disaster and safety. The powerful and highly apposite phrase that he has coined, ‘The Buck Stops Here and It Stops Everywhere Else As Well’, illustrates the significant contribution of his philosophical analyses to a wide range of applied managerial problems in organizations. -/- S. Prakash Sethi, Director, Center for Management Development and Organization Research, Baruch College, City University of New York, writing of Global Disasters: Inquiries into Management Ethics, ‘Global Disasters is a thought-provoking book and provides excellent insights into how management systems can be built that would prevent hitherto “unpreventable” disasters. Professor Allinson makes a convincing argument and an intriguing suggestion that, notwithstanding commonly held beliefs, most industrial crises are preventable through sound management structures and decision-making processes only when they are rooted in ethical values and beliefs on the part of top management.’ This book, by a professor of philosophy at Soka University of America, former professor of philosophy at The Chinese University of Hong Kong and former Visiting Fellow of Business Ethics at the University of Oxford argues that major disasters can be prevented. He shows how corporate management must accept its moral responsibility to create a corporate ethos that recognizes the basic principle that people matter most. (shrink)

This study contributes to the growing interest in how hybrid organizations manage paradoxical social–business tensions. Our empirical case is “impact sourcing”—hybrids in global supply chains that hire staff from disadvantaged communities to provide services to business clients. We identify two major growth orientations—“community-focused” and “client-focused” growth—their inherent tensions and ways that hybrids manage them. The former favors slow growth and manages tensions through highly integrated client and community relations; the latter promotes faster growth and manages client and community relations (...) separately. Both growth orientations address social–business tensions in particular ways, but also create latent constraints that manifest when entrepreneurial aspirations conflict with the current growth path. In presenting and discussing our findings, we introduce preempting management practices of tensions, and the importance of geographic embeddedness and distance to the paradox literature. (shrink)

Ethics in managing climate change most often involves two issues that are tightly connected. The first involves considerations about the just distribution of entitlements and burdens, and the second concerns the fair differentiation of responsibilities. The chapter explains the most important ethical implications of international climate politics and shows why justice plays a key role in all areas of climate policy. Furthermore, it introduces the main domains of climate justice: historical, global, and intergenerational justice. Depending on the policy area (...) at issue, different combinations of principles of climate justice seem most appropriate. The chapter concludes by showing that the differentiation of responsibilities depends not only on which principles of justice are employed but also on the particular climate policy area and level that are at issue. (shrink)

This article examines the impact that the interplay between workplace, the welfare state and global working life has on female workers when they become pregnant. By focusing on two highly educated Norwegian female workers, it explores how this change process takes place in two companies operating in the global market located in different countries: Norway and the US. Pregnancy contributes to transforming the neutralized bodiless female worker into an embodied worker with gender. The female (...) workers' experiences and negotiations represent forms of global action on local stages. This is illustrated by four processes: `married to work', `pregnant and still married to work', `negotiating separation from work' and `excluding mothering'. The findings indicate the significance of taking welfare state and workplace policy approaches into consideration in studies of global effects on employees. (shrink)

This paper aims to study the determinants of subjective happiness among working females with a focus on female managers. Drawn on a large social survey data set in China, this paper constructs gender development index at sub-national levels to study how institutional settings are related to female managers’ happiness. We find that female managers report higher levels of happiness than non-managerial employees. However, the promoting effect is contingent on individual characteristics and social-economic settings. The (...) full sample regression suggests that female managers behaving in a masculine way generally report a high level of happiness. Meanwhile, female managers who refuse to support gender equality report low happiness levels. Sub-sample analysis reveals that these causalities are conditioned on regional culture. Masculine behavior and gender role orientation significantly predict subjective happiness only in gender-egalitarian regions. This study is one of the first to consider both internal and external factors when investigating how female managers’ happiness is impacted. Also, this study challenges the traditional wisdom on the relationship between female managers’ job satisfaction and work-home conflict. This study extends the literature by investigating the impacts of female managers’ masculine behavior on their happiness. This study is useful for promoting female managers’ leadership effectiveness and happiness. (shrink)

This essay introduces a special issue dedicated to the theme ‘accumulation and management in global historical perspective’. The concepts and practices of accumulation and management are explored in ways that work to de-center the history of science and empire. Particular attention is paid to four intertwined elements: 1) the networked location of centres of accumulation around the world; 2) knowledge as a tool, object and consequence of accumulation; 3) the complex interactions between management and governance; and 4] the geographically (...) dispersed processes of ascribing value. (shrink)

This paper uses a novel account of non-ideal political action that can justify radical responses to severe climate injustice, including and especially deliberate attempts to engineer the climate system in order reflect sunlight into space and cooling the planet. In particular, it discusses the question of what those suffering from climate injustice may do in order to secure their fundamental rights and interests in the face of severe climate change impacts. Using the example of risky geoengineering strategies such as sulfate (...) aerosol injections, I argue that peoples that are innocently subject to severely negative climate change impacts may have a special permission to engage in large-scale yet risky climate interventions to prevent them. Furthermore, this can be true even if those interventions wrongly harm innocent people. (shrink)

The author's analysis of conceptual aspects of global human resource management shows the lack of unified mechanisms anf forms. Thus, we state that at the beginning of the XXI century at all management level, the contours of the management influence methodology on human resources are formed. This gives the possibility of determining only the main backbone constituent elements. Due to the complexity of the process of people management as a resource, management mechanisms are formalized only in the framework of (...) different social and economic systems. Their formalization appears extremely difficult due to uncertainty about quantitative and qualitative changes in the global environment of human activity and financial turbulence. Therefore, the priority becomes the problem of providing targeted safe dynamics of mankind development which can be achieved through a civilized and humane management of effects on certain thoroughly scientific basis. (shrink)

A retired manager and university teacher reflects on global ethics, on the purpose of life, and on the challenges facing global ethics in a contemporary world where there is no certainty about shared belief or shared values. The future lies, he concludes, with process and with a deeper understanding of one another.

Even if there were widespread cross-cultural agreement on the normative issues of business ethics, corporate ethics management initiatives (e.g., codes of conduct, ethics telephone lines, ethics offices) which are appropriate in one cultural setting still could fail to mesh with the management practices and cultural characteristics of a different setting. By uncritically adopting widely promoted American practices for managing corporate ethics, multinational businesses risk failure in pursuing the ostensible goals of corporate ethics initiatives. Pursuing shared ethical goals by means of (...) culturally inappropriate management practices, in short, can undermine the effectiveness of ethics management efforts. This article explicates how several important dimensions of culture can influence the effectiveness of common ethics initiatives, and recommends the development and application of a culture-structure contingency analysis in the task of encouraging ethical behavior in global businesses. (shrink)

This article develops an "ordonomic" approach to business ethics in the age of globalization. Through the use of a three-tiered conceptual framework that distinguishes between the basic game of antagonistic social cooperation, the meta game of rule-setting, and the meta-meta game of rule-finding discourse, we address three questions, the answers to which we believe are crucial to fostering effective business leadership and corporate social responsibility. First, the purpose of business in society is value creation. Companies have a social mandate to (...) organize mutually advantageous cooperation. Second, business ethics should teach the management competencies necessary to fulfill business's societal mandate. These competencies are optimization competence in the basic game of value creation, governance competence in the meta game of (political) rule setting, and the three discourse-related skills of orientation competence, reception competence, and communication competence necessary for engaging in the meta-meta game. Third, companies can help solve global problems through global corporate citizenship if they participate as political and moral actors in rule-setting processes and rule-finding discourse aimed at laying the foundation for value creation on a global scale. (shrink)

The key concept in Business Ethics has changed from ‘corporate social responsibility’ to ‘integrated risk‐management’. This change, first wrought by American laws, has been extended to other countries through globalization. The most important laws concern corruption, anti‐trust, consumer safety, environmental protection and insider‐trading. The ‘Federal Corporate Sentencing Guidelines’ have particularly been helpful in identifying and valuing business risks. The author proposes a ‘next‐generation’ Business Ethics integrating personal, professional and organizational ethics in the context of an institutionalized, country‐sensitive ‘corporate culture’.