This book is a selection of papers from a conference which took place at the University of Keele in July 1982. The conference was an extraordinarily enjoyable one, and we would like to take this opportunity of thanking all participants for helping to make it so. The conference was intended to allow scholars working on different aspects of symbolic behaviour to compare findings, to look for common ground, and to identify differences between the various areas. We hope that it was (...) successful in these aims: the assiduous reader may judge for himself. Several themes emerged during the course of the conference. Some of these were: 1. There is a distinction to be made between those symbol systems which attempt, more or less directly, to represent a state of affairs in the world (e. g. language, drawing, map and navigational skill) and those in which the representational function is complemented, if not overshadowed, by properties of the symbol system itself, and the systematic inter-relations that symbols can have to one another (e. g. music, mathematics). The distinction is not absolute, for the nature of all symbolic skills is, in part, a function of the structure of the symbolic system employed. Nonetheless, this distinction helps us to understand some common acquisition difficulties, such as that experienced in mathematics, where mental manipulation of symbols can go awry if a child assumes too close a correspondence between mathematical symbols and the world they represent. 2. (shrink)

This work has been selected by scholars as being culturally important and is part of the knowledge base of civilization as we know it. This work is in the public domain in the United States of America, and possibly other nations. Within the United States, you may freely copy and distribute this work, as no entity (individual or corporate) has a copyright on the body of the work. Scholars believe, and we concur, that this work is important enough to be (...) preserved, reproduced, and made generally available to the public. To ensure a quality reading experience, this work has been proofread and republished using a format that seamlessly blends the original graphical elements with text in an easy-to-read typeface. We appreciate your support of the preservation process, and thank you for being an important part of keeping this knowledge alive and relevant. (shrink)

This is the second in a series of two papers by the same author on organisational values. The first paper, in the previous issue of Philosophy of Management,1 showed how senior managers interpret texts to constitute organisational values. The research showed that organisational values are constituted through three hermeneutic circles — fragmentation/integration, conceptuality/contextuality and temporality — that provide an integrated medium for interpreting values. The three hermeneutic circles are mediated by a fourth: the tropological circle, where metaphor and homonymy fuse (...) horizons, and synecdoche and metonymy relate parts and whole. Both texts and tropes mediate the transvaluation of organisational values across time. The first paper reported the findings and built a theoretical framework, while this second paper builds on the theoretical and empirical work to consider the implications for management practice. (shrink)

This paper critically revises the organisational account of teleology, which argues that living systems are first and foremost oriented towards a goal: maintaining their own conditions of existence. It points out some limitations of this account, mainly in the capability to account for the richness and complexity of biological systems and their purposeful behaviours. It identifies the reason of these limitations in the theoretical grounding of this account, specifically in the too narrow notion of closure of constraints, focused on self-production. (...) It proposes to ground an organisational account of biological teleology in the capability of living system not just to produce and replace their parts, but to control their own internal dynamics and behaviours in such a way as to maintain themselves. This theoretical framework has two advantages. It better captures the distinctive features of biological organisations and consequently the richness and active nature of their purposeful behaviours. By doing so, it makes it possible to apply this framework beyond minimal theoretical models to real biological cases. (shrink)

The ethics of artificial intelligence is a widely discussed topic. There are numerous initiatives that aim to develop the principles and guidance to ensure that the development, deployment and use of AI are ethically acceptable. What is generally unclear is how organisations that make use of AI understand and address these ethical issues in practice. While there is an abundance of conceptual work on AI ethics, empirical insights are rare and often anecdotal. This paper fills the gap in our current (...) understanding of how organisations deal with AI ethics by presenting empirical findings collected using a set of ten case studies and providing an account of the cross-case analysis. The paper reviews the discussion of ethical issues of AI as well as mitigation strategies that have been proposed in the literature. Using this background, the cross-case analysis categorises the organisational responses that were observed in practice. The discussion shows that organisations are highly aware of the AI ethics debate and keen to engage with ethical issues proactively. However, they make use of only a relatively small subsection of the mitigation strategies proposed in the literature. These insights are of importance to organisations deploying or using AI, to the academic AI ethics debate, but maybe most valuable to policymakers involved in the current debate about suitable policy developments to address the ethical issues raised by AI. (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)

This paper aims to provide a philosophical and theoretical account of biological communication grounded in the notion of organisation. The organisational approach characterises living systems as organised in such a way that they are capable to self-produce and self-maintain while in constant interaction with the environment. To apply this theoretical framework to the study of biological communication, we focus on a specific approach, based on the notion of influence, according to which communication takes place when a signal emitted by (...) a sender triggers a change in the behaviour of the receiver that is functional for the sender itself. We critically analyse the current formulations of this account, that interpret what is functional for the sender in terms of evolutionary adaptations. Specifically, the adoption of this etiological functional framework may lead to the exclusion of several phenomena usually studied as instances of communication, and possibly even of entire fields of investigation such as synthetic biology. As an alternative, we reframe the influence approach in organisational terms, characterising functions in terms of contributions to the current organisation of a biological system. We develop a theoretical account of biological communication in which communicative functions are distinguished from other types of biological functions described by the organisational account (e.g. metabolic, ecological, etc.). The resulting organisational-influence approach allows to carry out causal analyses of current instances of phenomena of communication, without the need to provide etiological explanations. In such a way it makes it possible to understand in terms of communication those phenomena which realise interactive patterns typical of signalling interactions – and are usually studied as such in scientific practice – despite not being the result of evolutionary adaptations. Moreover, this approach provides operational tools to design and study communicative interactions in experimental fields such as synthetic biology. (shrink)

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)

The duty to protect patient welfare underpins undergraduate medical ethics and patient safety teaching. The current syllabus for patient safety emphasises the significance of organisational contribution to healthcare failures. However, the ongoing over-reliance on whistleblowing disproportionately emphasises individual contributions, alongside promoting a culture of blame and defensiveness among practitioners. Diane Vaughan’s ‘Normalisation of Deviance’ provides a counterpoise to such individualism, describing how signals of potential danger are collectively misinterpreted and incorporated into the accepted margins of safe operation. NoD is an (...) insidious process that often goes unnoticed, thus minimising the efficacy of whistleblowing as a defence against inevitable disaster. In this paper, we illustrate what can be learnt by greater attention to the collective, organisational contributions to healthcare failings by applying NoD to The Morecambe Bay Investigation. By focusing on a cluster of five ‘serious untoward incidents’ occurring in 2008, we describe a cycle of NoD affecting trust handling of events that allowed poor standards of care to persist for several years, before concluding with a poignant example of the limitations of whistleblowing, whereby the raising of concerns by a senior consultant failed to generate a response at trust board level. We suggest that greater space in medical education is needed to develop a thorough understanding of the cultural and organisational processes that underpin healthcare failures, and that medical education would benefit from integrating the teaching of medical ethics and patient safety to resolve the tension between systems approaches to safety and the individualism of whistleblowing. Data sharing not applicable as no datasets generated and/or analysed for this study. (shrink)

The aims of this study were to investigate what kinds of personal work goals managers have and whether ethical organisational culture is related to these goals. The sample consisted of 811 Finnish managers from different organisations, in middle and upper management levels, aged 25–68 years. Eight work-related goal content categories were found based on the managers self-reported goals: (1) organisational goals (35.4 %), (2) competence goals (26.1 %), (3) well-being goals (12.1 %), (4) career-ending goals (7.3 %), (5) progression goals (...) (6.8 %), (6) prestige/influence goals (4.2 %), (7) job change goals (4.2 %) and (8) employment contract goals (3.9 %). Ethical organisational culture operated as a context for personal goal setting: Those managers who evaluated their organisational culture as more ethical were more likely to report organisational goals (e.g. goals toward the success or performance of the organisation). However, if managers gave lower ratings regarding ethical culture, then they named job change and career-ending goals in more cases. Therefore, investing into ethical virtues of the organisational culture can promote managers’ personal work goals, which also benefit the organisation. (shrink)

To understand the mind, we need to draw equally on the fields of cognitive science and neuroscience. But these two fields have very separate intellectual roots, and very different styles. So how can these two be reconciled in order to develop a full understanding of the mind and brain.This is the focus of this landmark new book.

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)

How can organisations survive not only the substitution of members, but also other dramatic changes, like that of the norms regulating their activities, the goals they plan to achieve, or the system of roles that compose them? This paper is as first step towards a well-founded ontological analysis of the persistence of organisations through changes. Our analysis leverages Kit Fine’s notions of rigid and variable embodiment and proposes to view the (history of the) decisions made by the members of the (...) organisation as the criterion to re-identify the organisation through change. (shrink)

Measuring outcomes using quantitative analytic methods is the hallmark of scientific research in healthcare. For clinical ethics support services (CESS), tangible outcome metrics are lacking and literature examining CESS quality is limited to evaluation of single cases or the influence on individual healthcare professional’s perceptions or behaviour. This represents an enormous barrier to implementing and evaluating ethics initiatives to improve quality. In this context, Kok _et al_ propose a theoretical framework for how moral case deliberation (MCD) can drive quality at (...) an organisational-level, termed _morisprudence_ 1. By offering mechanistic insights into how MCD can lead to organisational learning and quality improvement (QI), they provide a roadmap for actionable items to measure quality. As conceptualised, _morisprudence_ follows accumulation of organisational practical wisdom from a repertoire of ‘paradigmatic’ MCDs, aiding identification of patterns of morally important features. Here, there are parallels between healthcare professionals’ clinical judgement, where past experience... (shrink)

Environmental organisations have been active since the early 1960s in putting environmental issues on the political agenda and in strengthening the environmental consciousness of the public. The struggle has been successful in the sense that there is now a strong demand for practical solutions among all kinds of actors. It is, however, difficult for states and political actors to manage environmental problems by traditional forms and instruments, due to the complex character of the problems. Therefore, environmental organisations take their own (...) initiatives to participate in policy-making by developing new forms, within new arenas, with the help of new instruments. Special attention is paid to the possibilities of identifying and developing constructive roles in relation to other actors and institutions as well as the capacity to organise standardisation projects and to mobilise and make use of power resources such as symbolic capital and knowledge. In order to interpret characteristics and implications of standardisation strategies, I draw on the ecological modernisation perspective. Empirically, I refer to the role of Swedish environmental organisations in standardisation projects such as eco-labelling. (shrink)

Background:Palliative carers constantly face ethical problems. There is lack of organised support for the carers to handle these ethical problems in a consistent way. Within organisational ethics, we find models for moral deliberation and for developing organisational culture; however, they are not combined in a structured way to support carers’ everyday work.Research objective:The aim of this study was to describe ethical problems faced by palliative carers and develop an adapted organisational set of values to support the handling of these problems.Research (...) design:Ethical problems were mapped out using focus groups and content analysis. The organisational culture were developed using normative analysis and focus group methodology within a participatory action research approach.Main participants and research context:A total of 15 registered nurses and 10 assistant nurses at a palliative unit at a major University Hospital in Sweden.Ethical considerations:The study followed standard ethics guidelines concerning informed consent and confidentiality.Findings:We found six categories of ethical problems and five categories of organisational obstacles. Based on these findings, we developed a set of values in three levels: a general level, an explanatory level and a level of action strategies.Discussion:The ethical problems found corresponded to problems in other studies with a notable exception, the large focus on patient loved ones. The three-level set of values is a way to handle risks of formulating abstract values not providing guidance in concrete care voiced in other studies.Conclusion:Developing a three-level set of values adapted to the specific ethical problems in a concrete care setting is a first step towards a better handling of ethical problems. (shrink)

This article presents a critical examination of the process of stakeholder dialogue in the Corporate Social Responsibility (CSR) field. It utilises data from a three-year research project into stakeholder dialogue processes to discuss three central themes: first, what is meant by the term ‘dialogue’, both from a theoretical perspective and from its practical application within CSR; second, the challenges of creating effective dialogue; and third, measuring and assessing the potential outcomes of dialogue. In providing a critical overview of these themes, (...) the article examines the nature of organisational learning through stakeholder engagement and dialogue. It questions the motives behind engagement in dialogue and highlights some of the potential challenges for organisational learning posed by opting for a stakeholder dialogue approach. It argues that organisations engaging in stakeholder dialogue must have a clear understanding of the implications of undertaking a dialogue process and have a long-term perspective regarding the outcomes and learning likely to emerge from it. While stakeholder dialogue may produce significant results, it is argued, many of these may be difficult to quantify on a short-term basis. (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)

Integrity is often conceived as a moral virtue that pertains to the coherence between one’s moral convictions and actions, as well as consistency in convictions over time. By contrast, I argue that integrity is primarily an epistemic virtue. To act with integrity, an individual or organisation must engage in responsible inquiry; that is, the collection, processing, sharing, and storage of information in ways that promote truth. Organisational structures such as division of labour and hierarchy present challenges to responsible inquiry, (...) thereby making epistemic integrity in organisations inherently vulnerable and increasing the risk of unintentional unethical behaviour. This epistemic perspective on organisational integrity emphasises the importance of developing virtuous epistemic infrastructure and an ethical epistemic culture. By aligning their beliefs with facts, organisations can also improve moral behaviour and reduce the risk of culpable ignorance. (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)

The aims of this research were twofold: first, to compare the levels of organisational harmony between family and non-family firms and, second, to study the influence of organisational harmony on family firms’ performance (profitability, longevity and group cohesion). Starting from a definition of organisational harmony as a value and considering the importance of the management of organisational values, we use the main topics indicated by the general literature (organisational climate, trust and participation) to analyse organisational harmony, as well as three (...) other topics for performance (profitability, survival and group cohesion). Results indicate that family firms have higher levels of these three qualities than non-family firms, and that the levels of trust, participation and organisational climate have a positive and significant influence on the performance of family firms. These results can be understood as a consequence of the influence of family social capital on organisational social capital and so on the performance of family businesses. From the perspective of institutionalism, the higher levels of harmony existing in family businesses are a reflection of the pressures that the owning family as an institution exercises on the organisational social capital in its companies. (shrink)

This paper analyses the use of strategies and instruments for organising ethics by small and large business in the Netherlands. We find that large firms mostly prefer an integrity strategy to foster ethical behaviour in the organisation, whereas small enterprises prefer a dialogue strategy. Both large and small firms make least use of a compliance strategy that focuses on controlling and sanctioning the ethical behaviour of workers. The size of the business is found to have a positive impact on (...) the use of several instruments, like code of conduct, ISO certification, social reporting, social handbook and confidential person. Also being a subsidiary of a larger firm has a significant positive influence on the use of instruments. The most popular instrument used by small firms is to let one member of the board be answerable for ethical questions, which fits the informal culture of most small firms. With respect to sectorial differences, we find that firms in the metal manufacturing and construction sectors are more actively using formal instruments than firms in the financial service sector and retail sector. The distinction between family and non-family firms hardly affects the use of instruments. (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)

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)

A range of stakeholders are interested in organisational values, with demands from consumers, trade unions and pressure groups. Organisations face the challenge of integrating employees from several cultures and overcoming value differences. Coupled with this emphasis on organisational values there is increasing interest in the role of discourse in constituting meaning. This research shows how texts constitute organisational values. Hermeneutics is used to analyse the texts of the Open University and UK FTSE4good companies. The research shows that organisational values are (...) constituted through three hermeneutic circles — fragmentation/integration, conceptuality/contextuality and temporality — that provide an integrated medium for interpreting values. The three hermeneutic circles are mediated by a fourth: the tropological circle, where metaphor and homonymy fuse horizons, and synecdoche and metonymy relate parts and whole. Both texts and tropes mediate the transvaluation of organisational values across time. In recontextualising its values the organisation becomes a metaphor of itself. (shrink)

This paper explores the possible impact of the recent legal developments on organizational whistleblowing on the autonomy and responsibility of whistleblowers. In the past thirty years numerous pieces of legislation have been passed to offer protection to whistleblowers from retaliation for disclosing organisational wrongdoing. An area that remains uncertain in relation to whistleblowing and its related policies in organisations, is whether these policies actually increase the individualisation of work, allowing employees to behave in accordance with their conscience and in line (...) with societal expectations or whether they are another management tool to control employees and protect organisations from them. The assumptions of whistleblower protection with regard to moral autonomy are examined in order to clarify the purpose of whistleblower protection at work. The two extreme positions in the discourse of whistleblowing are that whistleblowing legislation and policies either aim to enable individual responsibility and moral autonomy at work, or they aim to protect organisations by allowing them to control employees and make them liable for ethics at work. (shrink)

Organisational citizenship behaviour towards the environment (OCBE) aids in both environmental protection and in harnessing sustainable competitive organisational advantage. This study proposed a conceptual research model which investigated managerial perceptions of the relationship between OCBE and economic cost performance (ECP) in the UAE hospitality sector, with green innovative behaviour (GIB) mediating and green training moderating the relationship. Drawing on the theory of planned behaviour and abilities motivation opportunity theory, the study administered 479 structured questionnaires to hotel managers in the UAE (...) using purposive and snowball sampling techniques. Partial least squares structural equation modelling was applied to test the hypotheses in SmartPLS3.3. Findings showed that OCBE had a direct and significant impact on ECP, with GIB emerging both as a direct and mediating predictor. Additionally, green training directly and significantly moderated the OCBE–cost performance relationship. These results evince the integration of sustainable philosophies with innovative mindsets to encourage green innovative endeavours among hotel managers. (shrink)

This paper argues that biological organisation can be legitimately conceived of as an intrinsically teleological causal regime. The core of the argument consists in establishing a connection between organisation and teleology through the concept of self-determination: biological organisation determines itself in the sense that the effects of its activity contribute to determine its own conditions of existence. We suggest that not any kind of circular regime realises self-determination, which should be specifically understood as self-constraint: in biological systems, (...) in particular, self-constraint takes the form of closure, i.e. a network of mutually dependent constitutive constraints. We then explore the occurrence of intrinsic teleology in the biological domain and beyond. On the one hand, the organisational account might possibly concede that supra-organismal biological systems could realise closure, and hence be teleological. On the other hand, the realisation of closure beyond the biological realm appears to be highly unlikely. In turn, the occurrence of simpler forms of self-determination remains a controversial issue, in particular with respect to the case of self-organising dissipative systems. (shrink)

_Observing Organisations_ presents a unique approach derived from direct participant observation of small units within institutions, all in the health and social services sector. A range of contributors bring together the results of their own observational projects to show how they were able to come to a psychoanalytically informed understanding of the cultures that arise within healthcare organisations, and how this understanding can be used to overcome difficulties that arise.

Theorists of democratic multiculturalism have long-defended individuals’ religious exemptions from generally-applicable laws. Examples include Sikhs being exempt from motorcycle helmet laws, or Jews and Muslims being exempt from humane animal slaughter laws. This paper investigates religious exemptions for organisations. Should organisations ever be granted exemptions from generally-applicable laws in democratic societies, where those exemptions are justified by the organisation’s religion? The paper considers four arguments for this, which respectively rely on: the ‘transferring up’ to organisations of individuals’ claims to (...) autonomy or recognition; organisations’ own claims to autonomy or recognition; organisations’ status in the accountability-community; and organisations’ procedural constraints. The paper concludes that only the last argument works—and then, only with caveats. (shrink)