An ethical evaluation of employee participation to decision-making has to be based, obviously, on a theory about ethics, but also on an understanding of the role and the impact of participation in the organisation. This paper aims at sketching different organisational paradigms, and analysing their normative prescriptions w.r.t. participation. It will appear that the recognition of the social nature of man and the acknowledgement of the existence of differentiated goals could enhance the positive outcomes of participation. Next, we (...) will examine to what extent a systemic approach and a stakeholder concept of the firm can meet these requirements. The necessity of a global approach to participation will be emphasised. Consequently, we suggest in the last section of this paper that participation should be extended to the definition of a shared value horizon. (shrink)

This article offers an interpretation of theories of management and organisation from the perspective of Hannah Arendt’s theory of free action. This endeavour will contribute to criticism and eventually improvement of the conceptual framework of management and organisation theory. We discuss conceptual tensions in this field, for instance with respect to the relationship between human action and the constraints of an organisation. To the extent that management and organisation theory are practiceoriented, such an (...) analysis can help to understand tensions and ambiguities in practice. Some of the optimism and high hopes found in the literature may have to be tempered as a consequence of a more adequate analysis of free action. The analysis therefore provides a critical point of view on the problems of managing freely acting people. (shrink)

This article offers an interpretation of theories of management and organisation from the perspective of Hannah Arendt’s theory of free action. This endeavour will contribute to criticism and eventually improvement of the conceptual framework of management and organisation theory. We discuss conceptual tensions in this field, for instance with respect to the relationship between human action and the constraints of an organisation. To the extent that management and organisation theory are practiceoriented, such an (...) analysis can help to understand tensions and ambiguities in practice. Some of the optimism and high hopes found in the literature may have to be tempered as a consequence of a more adequate analysis of free action. The analysis therefore provides a critical point of view on the problems of managing freely acting people. (shrink)

This article offers an interpretation of theories of management and organisation from the perspective of Hannah Arendt’s theory of free action. This endeavour will contribute to criticism and eventually improvement of the conceptual framework of management and organisation theory. We discuss conceptual tensions in this field, for instance with respect to the relationship between human action and the constraints of an organisation. To the extent that management and organisation theory are practiceoriented, such an (...) analysis can help to understand tensions and ambiguities in practice. Some of the optimism and high hopes found in the literature may have to be tempered as a consequence of a more adequate analysis of free action. The analysis therefore provides a critical point of view on the problems of managing freely acting people. (shrink)

Neuromodelling is one of the techniques of modern neurosciences. The “at a distance” type of triadic synapse is probably the prevailing form of impulse transmission in many parts of the brain. If the genetically controlled cell-to-cell neuronal interconnections are abandoned, self-organisation may be the mechanism of structure formation in the brain. This assumption weakens the position of the reflex arc as the basic functional unit of nervous activities.

Cognition is usually associated with brain activity. Undoubtedly, some brain activity is necessary for it to function. However, the last thirty years have revolutionized the way we intend and think about cognition. These developments allow us to think of cognition as distributed in the sense that it needs tools, artifacts, objects, and other external entities to allow the brain to operate properly. Organizational Cognition: The Theory of Social Organizing takes this perspective and applies it to the organization by introducing (...) a model that defines the elements that allow cognition to work. This model shows that cognition needs the combined and simultaneous presence of micro aspects—i.e. the biological individual—and macro super-structural elements—e.g. organizational climate, culture, norms, values, rules. These two become practice of cognition as they materialize in a meso domain—this is any action that allows individuals to perform their daily duties. Due to the micro-meso-macro interactions, this has been called the 3M Model. Most of what happens in the meso domain relates to exchanges between two or more people, i.e. it is a social activity. This is usually mentioned in the perspectives above, but it is rarely explored. By bringing meso activities to the center of cognition, the book develops and presents the Theory of Social Organizing. Not only this is useful to organizational scholars, but it also opens a new path for cognition research. (shrink)

Recent corporate scandals in the USA forced regulatory change and brought the governance dialogue to new heights and domains. In an attempt to strengthen understanding of the role of governance in the nonprofit organisational setting, this manuscript reviews theoretical directions and practical approaches to corporate governance and discusses the applicability of these factors to nonprofit organisations. Instead of examining inter-organisational relationships, the focus is on the governance dimensions that inform stakeholders of the general operations and performance of nonprofits. It is (...) relevant to developed countries where there is a strong presence of nonprofit organisations operating. (shrink)

Trust is a fundamental aspect of the moral treatment of stakeholders within the organization–stakeholder relationship. Stakeholders trust the organization to return benefit or protections from harm commensurate with their contributions or stakes. However, in many situations, the firm holds greater power than the stakeholder and therefore cannot necessarily be trusted to return the aforementioned duty to the stakeholder. Stakeholders must therefore rely on the trustworthiness of the organization to fulfill obligations in accordance to Phillips’ principle of fairness (Business Ethics Quarterly7(1), (...) 1997, 51–66), particularly where low-power stakeholders may not be fully consenting (Van Buren III, Business Ethics Quarterly11(3), 2001, 481–499). The construct of organizational trustworthiness developed herewith is presented as a possible solution to the problem of unfairness in organization–stakeholder relations. While organizational trustworthiness does not create an ethical obligation where none existed before, stakeholders who lack power will likely be treated fairly when organizational trustworthiness is present. (shrink)

Sociological Jurisprudence and Legal Economics: Risks and Rewards Terence Daintith gunther teubner Firenze Introduction Contract and Organisation - these ...

This book is unique because it is the first single-author monograph which applies Bourdieu’s theory to management studies. It takes a theory-driven approach to develop models to describe service innovation. This will give the reader a full understanding of the variety of different theoretical concepts that Bourdieu created and used and how they can be applied to the study of management and innovation. Moreover, it is also the only book that links Bourdieu’s theory to his methodological approach, (...) providing the reader with a toolkit of methods to perform business ethnographies according to Bourdieu’s approach. The book acts as a primer for anyone wanting to learn how to model an organisational system from a Bourdieusian perspective. It contains all the information someone might need to begin to go out in the field and collect data. Consequently, the people that might want to read this publication include post-graduate students looking to learn business anthropology, as well as post-doctoral and other early career researchers. (shrink)

Trust is a fundamental aspect of the moral treatment of stakeholders within the organization–stakeholder relationship. Stakeholders trust the organization to return benefit or protections from harm commensurate with their contributions or stakes. However, in many situations, the firm holds greater power than the stakeholder and therefore cannot necessarily be trusted to return the aforementioned duty to the stakeholder. Stakeholders must therefore rely on the trustworthiness of the organization to fulfill obligations in accordance to Phillips’ principle of fairness (Business Ethics Quarterly (...) 7(1), 1997, 51–66), particularly where low-power stakeholders may not be fully consenting (Van Buren III, Business Ethics Quarterly 11(3), 2001, 481–499). The construct of organizational trustworthiness developed herewith is presented as a possible solution to the problem of unfairness in organization–stakeholder relations. While organizational trustworthiness does not create an ethical obligation where none existed before, stakeholders who lack power will likely be treated fairly when organizational trustworthiness is present. (shrink)

When examining the human being as a conscious being, we are still to arrive at an understanding of, firstly, the conditions required whereby physical processes give rise to consciousness and secondly, how consciousness is something fundamental to life as an intrinsic part of nature. Humans are complex organisms with myriad interacting systems whereby the convergence of the activities toward the support and development of the whole organism requires a high level of organisation. Though what accounts for the dynamic unity (...) of the human being? From an empirical perspective the question remains unanswered. The aim of this paper is to conceptually establish a fundamental biophysical organising principle to account for the unity and organisation of the human being. To this end I draw from David Bohm’s interpretation of quantum theory to provide an adapted and adjunct conceptual scheme in the form of a Triple-Aspect-Theory (TAT) of Being as a grounding ontology. David Bohm presented a holistic view of two interwoven orders of existence defined as the Explicate material world and the Implicate (quantum) enfolded world from which the former materialises. Consistent with David Bohm’s idea that matter at a fundamental level consists of a kind of protointelligence, the TAT facilitates a perspective based on aspect conditions of the human organism intended to furnish an explanation of the constitutive mechanism (TAT) inherent in the evolving human being. The TAT operates as an organising principle by which evolution inherently proceeds and maintains itself in an interactive relation between the Implicate and Explicate orders. The accumulated effect of natural selection is to produce adaptations, but without an organising principle: ‘Consciousness’, ‘Body-of-Experience’ and ‘Intellect-Reflective’ (the terms for the engaged coexistent aspects of being) it is argued could not occur. (shrink)

A contribution to management philosophy is made here by the development of a postcolonial-storytelling theory, created by drawing together parallel developments in quantum physics and tribal peoples’ storytelling. We argue that these developments resituate the hegemonic relationship of discursive representationalism over material storytelling practices. Implications are two-fold. First, this dissolves inherent dualisms presumed in the concept of interactionamong entities like actor–structure, subject–object and discursive–nondiscursive in favour of a profound ontology of entanglement and intra-action of materiality and discourse, where storytelling (...) is a domain of this discourse. Second, postcolonial phenomena are understood as results of entangled genealogies in which plural voices are present. This implies an understanding and awareness of the intra-action of imperial narratives and material storytelling and antenarrative resistance, and thus the resistance and contestation to imperial and colonising monologic narratives of spatial and temporal alignment. (shrink)

Organisations are computing systems. The university’s sports centre is a computing system for managing sports teams and facilities. The tenure committee is a computing system for assigning tenure status. Despite an increasing number of publications in group ontology, the computational nature of organisations has not been recognised. The present paper is the first in this debate to propose a theory of organisations as groups structured for computing. I begin by describing the current situation in group ontology and by spelling (...) out the thesis in more detail. I then present the example of a sports centre to illustrate why one might intuitively think of organisations as computing systems. To substantiate the thesis, I introduce Piccinini’s restrictive analysis of physical computation. As I show, organisations meet all criteria for being computing systems. Organisations are structured groups with the function of manipulating medium-independent vehicles according to rules. Furthermore, I argue for the modal claim that this is a necessary feature of organisations. Having sketched the computational account of organisations, I compare it to other proposals in the literature. (shrink)

Both natural and engineered systems are fundamentally dynamical in nature: their defining properties are causal, and their functional capacities are causally grounded. Among dynamical systems, an interesting and important sub-class are those that are autonomous, anticipative and adaptive (AAA). Living systems, intelligent systems, sophisticated robots and social systems belong to this class, and the use of these terms has recently spread rapidly through the scientific literature. Central to understanding these dynamical systems is their complicated organisation and their consequent capacities (...) for re- and self- organisation. But there is at present no general analysis of these capacities or of the requisite organisation involved. We define what distinguishes AAA systems from other kinds of systems by characterising their central properties in a dynamically interpreted information theory. (shrink)

Economics and social sciences in general have a long tradition of using theories, models, concepts, and so forth borrowed from the natural sciences to describe and explain the properties and behaviours of economic and social entities. However, unwarranted application of theoretical elements from the natural sciences in the economic/social domain can have adverse consequences for organisations, their employees and society in general. Focusing on biology and organisation studies, we discuss the general problems that may arise when theoretical elements from (...) natural science are applied in the economic/social domain. We examine one particular case, the organisational ecology research programme, and we argue that organisational ecology rests on the metaphorical, rather than literal, use of the notion of evolution. We conclude by showing how the use of the evolutionary metaphor in organisation theory can have adverse consequences for both managerial practice and society in general. (shrink)

Husserl’s theories, which systematise the role of reflection and consciousness, can be used to give an alternative view of organisational evolution as the flow of presence punctuated by absence. This perspective adopts a contrasting approach to that of the poststructuralist. A synthesis of the Identity metaphor with the theory of strategy allows us to contextualise an application of Husserl’s theory of the epoche (the intentional reduction) and link both ontological and epistemic dimensions in a theory of (...) class='Hi'>organisation. The firm is seen as acquiring a temporal dimension through the consciousness of strategic policy and its successive images are modelled as analogous with the epoche. This modelling process also links in with the collective belief system of the organisational paradigm, which is represented to the organisation and unfolded extrinsically as a series of images which are the discernible face of Strategic policy. This facilitates a modified social-constructivism which is better able to accommodate the actuality of organisational development than more extreme process-orientated accounts of organisation. A debate is re-opened on these themes which have influenced organisation studies from a philosophical slant. (shrink)

Definition of the problem Organisations play a vital role in modern societies. This article presumes a lack of sufficient organisational reflection of well-established forms of ethics and ethics counselling in institutions belonging to the health sector or sees particular challenges where it is implemented. Arguments We have therefore conceived a procedural type of organisational ethics which critically examines the organisational fit of processes in terms of ethical reflection, leading to practicable suggestions. Conclusions On the one hand they relate to where (...) differences are established when asking for the good; on the other hand they are concerned with background theories and the organisational fit of the reflection settings. (shrink)

This paper considers why wisdom is important in knowledge-intensive service sector organisations. The paper argues that although wisdom necessarily has links to knowledge, knowledge does not necessarily have links to wisdom. The paper also argues that a distinguishing feature of knowledge economies is the extent to which abstract forms of knowledge, particularly theory, are used for commercial purposes in the service sector. The commercial application of abstract knowledge presents particular challenges for managerial and organisational wisdom. An analysis of Enron’s (...) failure as an abstract knowledge and innovation intensive organisation that lacked wisdom is provided to illustrate this point. Finally, the paper considers particular organisational communication processes that facilitate wise organisational behaviour that will enable better use of abstract knowledge. (shrink)

The original intent of business education in America focused on the development of professional managers who would look after the interests of society. As economic and shareholder theories influenced business education, firm performance became the manager’s top – if not only – priority. The economic responsibility of the firm also appears to be dominating scholarly interest in organisations as well. However, business firms constitute part of the fabric of society and closer attention should be paid by organisation researchers to (...) the social responsibilities of the firm. In doing so, a more balanced research approach can be achieved. In this article, we give evidence that research within the study of the organisation, specifically in the field of management, has predominately turned its attention to the economic responsibility of the firm. We close by demonstrating that other fields within organisation research also appear to be favouring the study of performance and we offer suggestions as to how scholars might better address the firm’s role in society beyond its economic responsibility. (shrink)

ABSTRACT:Organization theory and business ethics are essentially the positive and normative sides of the very same coin, reflecting on how human cooperative activities are organized and how they ought to be organized respectively. It is therefore unfortunate that—due to the relatively impermeable manmade boundaries segregating the corresponding scholarly communities into separate schools and departments, professional associations, and scientific journals—the potential symbiosis between the two fields has not yet fully materialized. In this essay we make a modest attempt at establishing (...) further connectivity by surveying the terrain covered by the two disciplines jointly, as if the boundaries between them did not matter. We commence by providing a concise overview of the organization theory discipline for interested non-specialists from the field of business ethics. Next, we proceed to point out four research themes commonly investigated by members of both communities, and also a variety of organization-theoretical perspectives on each. In the final part of this essay we explore what organization theory has to offer business ethics, and what the boundaries of that potential contribution are. We warn skeptical readers in advance that the spirit and tone of our essay is most definitely upbeat, as we are convinced that the potential for symbiosis between the two fields is vast and inspiring, even though it has only been unleashed partially and incidentally thus far. (shrink)

In this paper, we draw inferences from the Nobel laureate Amartya Sen’s book, The Idea of Justice to inform the organisational justice literature. The extant societal-level theories of justice tend to emphasise aspects that are analogous to either the procedural or distributive dimensions of organisational justice. The Senian idea of comprehensive justice is different in that it synthesises the procedural- and distributive-related dimensions at the societal-level. We theorise that the Senian notion could be applied at the organisational-level to facilitate outcomes (...) that are actually valued by the workforce. Further, we contend that the emphasis on non-parochialism in the Senian notion of justice makes it particularly relevant to the ethics of multi-national corporations operating in alien cultures. To support our contention, we analyse the lean manufacturing practices of a Japanese MNC operating in India. Our case analysis demonstrates how Senian thinking helps one surface unjust outcomes that would otherwise go unacknowledged. Our analysis also offers tentative support to Senian claims about the capacity of human behaviour to undermine well-designed institutions. Concurring with the Senian view, which favours combating manifest injustice rather than fixating over designing perfectly just institutions, we derive some normative implications to advance the cause of striving for outcomes that are actually valued by the workforce. (shrink)

Organization and management theory as a field faces criticisms from several scholars that it has an unhealthy obsession with ‘theory’, while at the same time seeing very little cumulative theoretical progress. Some have even accused the field of being mired in the 1970s. Lounsbury and Beckman counter with an expansive review of several thriving domains of contemporary organizational research that demonstrate the theoretical vibrancy of the field. This article responds by seeking to define ‘theoretical progress’ in ways that (...) extend beyond just the volume of articles produced. It finds that 1970s‐era classics have seen a surge of citations since the turn of the twenty‐first century, consistent with a view of limited progress. It concludes by outlining three areas of problem‐driven research eminently worthy of attention from organizational researchers. (shrink)

As universities are increasingly called by their national governments for a more entrepreneurial management of public research results, they started to develop internal structures and policies to take a proactive role in the commercialisation of university research. For the first time, this paper presents a detailed chronicle of how country-level reforms on Intellectual Property Rights were translated into organisation-level mechanisms to regulate university-patenting activity. The analysis is based on the complete list of patent policies issued between 1993 and 2009 (...) by the population of Italian universities. Our evidence suggests that universities first dealt with legislative changes on IPRs by enacting isomorphic behaviours, then by creating a community of practices, and finally by leveraging on such community to influence government reforms on IP-related matters. We discuss our results in the light of institutional theory and public policy. (shrink)

In recent decades, several theories have claimed to explain the teleological causality of organisms as a function of self-organising and self-producing processes. The most widely cited theories of this sort are variations of autopoiesis, originally introduced by Maturana and Varela. More recent modifications of autopoietic theory have focused on system organisation, closure of constraints and autonomy to account for organism teleology. This article argues that the treatment of teleology in autopoiesis and other organisation theories is inconclusive for (...) three reasons: First, non-living self-organising processes like autocatalysis meet the defining features of autopoiesis without being teleological; second, organisational approaches, whether defined in terms of the closure of constraints, self-determination or autonomy, are unable to specify teleological normativity, that is, the individuation of an ultimate beneficiary; third, all self-organised systems produce local order by maximising the throughput of energy and/or material (obeying the maximum entropy production (MEP) principle) and thereby are specifically organised to undermine their own critical boundary conditions. Despite these inadequacies, an alternative approach called teleodynamics accounts for teleology. This theory shows how multiple self-organising processes can be collectively linked so that they counter each other’s MEP principle tendencies to become codependent. Teleodynamics embraces – not ignoring – the difficulties of self-organisation, but reinstates teleology as a radical phase transition distinguishing systems embodying an orientation towards their own beneficial ends from those that lack normative character. (shrink)

The last decade and a half has seen an ardent development of self-organised criticality, a new approach to complex systems, which has become important in many domains of natural as well as social science, such as geology, biology, astronomy, and economics, to mention just a few. This has led many to adopt a generalist stance towards SOC, which is now repeatedly claimed to be a universal theory of complex behaviour. The aim of this paper is twofold. First, I provide (...) a brief and non-technical introduction to SOC. Second, I critically discuss the various bold claims that have been made in connection with it. Throughout, I will adopt a rather sober attitude and argue that some people have been too readily carried away by fancy contentions. My overall conclusion will be that none of these bold claims can be maintained. Nevertheless, stripped of exaggerated expectations and daring assertions, many SOC models are interesting vehicles for promising scientific research.Author Keywords: Self-organised criticality; Scaling law; Models; Formal analogy. (shrink)

There is presently considerable interest in the phenomenon of "self-organisation" in dynamical systems. The rough idea of self-organisation is that a structure appears "by itself in a dynamical system, with reasonably high probability, in a reasonably short time, with no help from a special initial state, or interaction with an external system. What is often missed, however, is that the standard evolutionary account of the origin of multi-cellular life fits this definition, so that higher living organisms are also (...) products of self-organisation. Very few kinds of object can selforganise, and the question of what such objects are like is a suitable mathematical problem. Extending the familiar notion of algorithmic complexity into the context of dynamical systems, we obtain a notion of "dynamical complexity". A simple theorem then shows that only objects of very low dynamical complexity can self organise, so that living organisms must be of low dynamical complexity. On the other hand, symmetry considerations suggest that living organisms are highly complex, relative to the dynamical laws, due to their large size and high degree of irregularity. In particular, it is shown that since dynamical laws operate locally, and do not vary across space and time, they cannot produce any specific large and irregular structure with high probability in a short time. These arguments suggest that standard evolutionary theories of the origin of higher organisms are incomplete. (shrink)

An argument is made in this article that there exists a trend in today's society toward a phenomenon that can tentatively be called neocharisma and that this trend poses important challenges to organization theory and the modern organization. This phenomenon, it is suggested, is expressed in today's intense pressure for innovation, something that makes it imperative to develop a distinction between constructive and destructive innovation. Organization theory has some difficulty in handling innovations, radical change, and irrationality, as a (...) review of the literature shows. In order to better understand a phenomenon such as neocharisma, it is proposed that organizations be seen as embedded in society in a typology based on Max Weber's four types of social order (tradition, instrumental rationality, value rationality, and charisma). The article ends with a comparison between charisma and neocharisma, a discussion of what differentiates constructive from destructive innovations, and suggestions for future research related to neocharisma. (shrink)

In this paper, we draw inferences from the Nobel laureate Amartya Sen’s book, The Idea of Justice to inform the organisational justice literature. The extant societal-level theories of justice tend to emphasise aspects that are analogous to either the procedural or distributive dimensions of organisational justice. The Senian idea of comprehensive justice is different in that it synthesises the procedural- and distributive-related dimensions at the societal-level. We theorise that the Senian notion could be applied at the organisational-level to facilitate outcomes (...) that are actually valued by the workforce. Further, we contend that the emphasis on non-parochialism in the Senian notion of justice makes it particularly relevant to the ethics of multi-national corporations operating in alien cultures. To support our contention, we analyse the lean manufacturing practices of a Japanese MNC operating in India. Our case analysis demonstrates how Senian thinking helps one surface unjust outcomes that would otherwise go unacknowledged. Our analysis also offers tentative support to Senian claims about the capacity of human behaviour to undermine well-designed institutions. Concurring with the Senian view, which favours combating manifest injustice rather than fixating over designing perfectly just institutions, we derive some normative implications to advance the cause of striving for outcomes that are actually valued by the workforce. (shrink)

This volume explores key concepts that have gained currency in organization studies, and revisits traditional concepts such as change, strategy, and organization. It discusses organizational knowledge, judgment, and reflection-in-action, and suggests complex forms of theorizing that do justice to the complexity of organizations.

The organization, processing and representation of knowledge becomes increasingly important in all scientific and business contexts. This book focuses on qualitative methods for knowledge organization and their contributions to knowledge-based issues of marketing management research. Besides theoretical discussions of different approaches to and definitions of knowledge, as well as methods for knowledge organization, several case studies in the field of marketing management are presented. Questions of research design, adequate choice of methodologies and practical relevance of the results are addressed.

John Searle has mistakenly claimed that emergence is the central concept in the account of social ontology defended by Tony Lawson, the central figure in the project now regularly referred to as Cambridge Social Ontology. This is not the case. Rather, if any concept can be considered central for Lawson, it is organisation. In this paper, I explain how Searle could misunderstand Lawson and, in doing so, I bring out the importance of organisation for understanding how phenomena, both (...) social and non-social, are constituted. (shrink)

In this essay I propose a new reading of Michel Foucault’s main thesis about biopower and biopolitics. I argue that organisation represents the neglected key to Foucault’s new conceptualisation of power as something that is less political and more organisational. This unique contribution was lost even on his closest interlocutors. Foucault’s work on power had a strong influence on organisation and management theory but interestingly not for the reasons I am proposing. In fact, although theorists in management (...) and organisation studies have emphasised power in relation to discipline, control and subjectivity they have overlooked the transformative meaning of Foucault’s organisation. His work on biopolitics has attracted opposition, too, as evidenced by the controversy sparked by Giorgio Agamben about Foucault’s biopolitics. From Agamben’s critique, it appears that Foucault’s notions of politics and power do not allow a deconstruction of the violence of the concentration camp. However, a critical reading of Primo Levi’s biographical narratives reveals the camp as a place where the prisoners’ability to organise their daily lives secured survival. To make sense of Levi’s revelation, I use John Dewey’s notion of habits as forms of organisation and reconnect it to Foucault’s organisation. A shared understanding of the objective conditions of human activity and experience highlights the similarities between Dewey’s pragmatism and Foucault’s pragmatic metaphysics. In the end, however, Foucault’s metaphysical background has caught up with him, pushing him away from his own most radical proposal that organisation was the new form of power and the new substance of politics. (shrink)

Organising smallholder farmers into groups or co-operatives is widely promoted as a strategy to connect farmers to markets and turn them into price makers rather than price takers. This pathway usually combines co-operative organisational models, based on collective ownership and representation in internal governance, with measures to shorten the agri-food chain, shifting the ownership of intermediary sourcing, aggregating and trading functions to the group. The underlying assumption is that this improves smallholder farmers' terms of inclusion in markets. To scrutinise this (...) assumption, our study compares two examples of farmer-led auctions facilitating trading in the chilli market in Java, Indonesia. The auctions' ownership, management and performance evolved differently: one was run by a group and the other by a family. The comparison brings nuance to the prevalent emphasis on co-operative ownership structures. By researching practices central to collective trading at the chilli supplier–trader interface, this study unravels four dimensions—ownership, voice, reward and risk—capturing smallholder chilli farmers' terms of inclusion in both the auctions and the market. Our comparative analysis suggests that shared ownership and control of the trading function, a central feature of co-operative models, does not necessarily ensure favourable terms of inclusion for smallholder farmers with little capacity to take risks. The capacity to reconfigure the terms of market inclusion for vulnerable smallholder farmers involves direct payment modalities and risk taking. A collectively owned trading organisation does not necessarily imply an inclusive business concept when the organisation cannot acquire sufficient working capital to pay its suppliers. (shrink)

A countless variety of stakeholder approaches are referenced by management scholars and practitioners, with theories on stakeholders divided into normative and descriptive categories and managerial and instrumental theories. This paper addresses the normative stakeholder approach and evaluates its strengths and weaknesses in the context of a new framework. We argue that stakeholder theory arose from a philosophical and scientific tradition where the object of scientific analysis was divided into constituent parts that made them easier to understand and to analyse. (...) Although this process of ‘reduction to the minimum’ is powerful and has worked very well in the past, we argue that the excessive emphasis on elemental parts, while ignoring the whole, runs the risk of overlooking the actual nature of organisation:environment relationships. Moreover, this traditional stakeholder approach can overlook change as a fundamental variable in management processes. The specific contribution of this paper is integrating stakeholder theories with an organisation:environment approach grounded in niche-construction and specie preservation. Doing so allows stakeholder theory not only to embrace human agency as part of a broadened evolutionary dynamic but also to incorporate within this view an improved understanding of the co-evolutionary processes of organisation:environment relationships and the nature of change. In this proposed niche-construction framework, stakeholders are explicitly identified as integral actors in, and co-creators of, organisational-environmental change. (shrink)

While, as Marx argued, periods of expanded accumulation present the best conditions for increasing working-class living standards, the expansion that began in 1982 was based in large part on the rapidfallin the value of labour-power in the US. This recovery and rapid rise in the rate of surplus-value in the US was enabled by the collapse of union-resistance beginning in 1979 and the strategic choices made by union-leaders across the economy from that time on. The expansion was sustained in the (...) 1980s by dramatic work-reorganisation, enabled by the embrace of labour-management cooperation-schemes by much of the trade-union leadership, and the restructuring of several major industries that undermined the industry-wide bargaining on which rising postwar incomes had been based. Productivity, boosted by lean production-methods, would continue to outstrip real wages up until the ‘Great Recession’ of 2008 and resume again in the wake of a weak recovery in the US. The rapid geographic expansion of capital after 1990 provided new investment-possibilities, as did the explosion of financial instruments. What stands out, however, is that rising productivity, far from providing the basis for increases in working-class income, had become coupled with flat or declining real wages and a fall in the value of labour-power as the necessary condition to sustain almost any level of growth in the real economy. The link between productivity and wage-increases, central to Keynesian and institutional collective-bargaining theory, had been broken and Marx’s idea of the most favourable conditions stood on its head. The breaking of this link had, in the final analysis, been an outcome of class-struggle in which capital had the upper hand. All of this underlines the failed strategies and practices of most of the trade-union leadership in the US since 1979. New approaches to the workplace and broader forms of mobilisation will be needed. Signs of worker-resistance to the latest neoliberal clampdowns in Latin America, Europe, China, and even the US, however, may point to a renewed era of intensified class-struggle. (shrink)

This paper investigates qualitatively the significance of different dimensions of ethical organisation culture for the exercise of middle managers’ moral agency in ethical problems. The research draws on the social cognitive theory of morality and on the corporate ethical virtues model. This study broadens understanding of the factors which enable or constrain managers’ potential for moral agency in organisations, and shows that an insufficient ethical organisational culture may contribute to indifference towards ethical issues, the experiencing of moral conflicts, (...) lack of self-efficacy and morally disengaged reasoning. In contrast, a healthy ethical culture can contribute to motivation to tackle ethical problems, an increased capacity for self-regulation and ultimately ethical behaviour. (shrink)