This article examines why an organization might wish to manage workplace romance, and describes a number of alternative approaches to managing dating. At first sight the ethics of dating bans balances the need to protect female employees from harassment against employee rights to privacy and freedom of association — a rights versus rights issue. However, dating bans seem not to be directed at protecting female employees from harm, but rather protect employers from sexual harassment liability claims -an employer self-interest versus (...) employee rights issue. This article advocates a consequentialist approach to the problem, via the factoring in of other harms caused by prohibiting workplace romance. Given that most workplace romances end up in marriage or long-term partnerships, a ban on workplace romance is argued to be antisocial. The incidence of sexual harassment is very low in comparison to the number of longterm relationships initiated in the workplace. This article concludes by citing examples of firms that encourage romance, showing that is feasible to manage any resulting problems within these firms' existing conflict of interest and sexual harassment rules. (shrink)

This introductory textbook presents Christian philosophical and theological approaches to ethics. Combining their expertise in philosophy and theology, the authors explain the beliefs, values, and practices of various Christian ethical viewpoints, addressing biblical teachings as well as traditional ethical theories that contribute to informed moral decision-making. Each chapter begins with Words to Watch and includes a relevant case study on a vexing ethical issue, such as caring for the environment, human sexuality, abortion, capital punishment, war, and euthanasia. End-of-chapter reflection questions, (...) illustrations, and additional information tables are also included. (shrink)

The self-psychology theories used as motivational tools in work organizations during the past 20 years have collided with a confluence of societal changes. The individual has been enticed by more freedom in the work organization and an increasing array of life choices in a pluralistic society. At the same time, the economic environment has become hostile, threatening to limit the individual's choices. The confluence of expanding social choice and contracting economic resources has made it difficult for many individuals to make (...) life choices that may lead to personal self-fulfillment. As a result, employees may most need and most appreciate order and predictability from their work organizations at the very time when more flexible work organization structures are most needed for the wave of new products and production technologies that need to be explored and developed. Hope for a resolution to this dilemma may be found in strengthening society's more durable social institutions, such as the family, organized religion, and the local community. If individuals can find the stability their lives need in these institutions, they may respond better to change, challenge, and freedom in the work organization. (shrink)

This paper describes the professional ethical context behind the failure of Arthur Andersen’s audit of Enron. It is argued that the evolution of extreme industrial concentration in the accounting profession, and the subsequent unrestrained diversification of the “Big Five” accounting firms were the sources of multiple conflicts of interest that were unresolved by the time of the Enron debacle. In the post-Enron era, the problems of commercial conflicts of interest and of highly concentrated power in the profession remain important issues.

The marketing of infant formula in third-world countries in the 1970s by Nestlé S.A. gave rise to a consumer boycott that came to be a widely taught case study in the field of Business Ethics. This article extends that case study by identifying three specific individuals who were associated with managing Nestlé’s response to that boycott. It reveals their subsequent direct involvement in a number of additional “classic” 1980s business scandals (some of which ended with major criminal trials and the (...) imprisonment of eminent business figures)—and describes tangential linkages to other business scandals of the time. The article discloses a behind-the-scenes pattern of business villainy, adding both depth and breadth to previous accounts of these scandals. The article offers a conceptual framework that goes beyond personal greed as an explanatory factor for such unethical behavior in the business world, suggesting the presence of personal and organizational networks of intrigue and opportunity. The linkages between the scandals suggest an epidemiological process with the plotters acting as “virus” carriers contaminating various corporate cultures. (shrink)

Interpreters of Aquinas’s theory of natural law have occasionally argued that the theory has no need for God. Some, such as Anthony Lisska, wish to avoid an interpretation that construes the theory as an instance of theological definism. Instead Lisska sees Aquinas’s ontology of natural kinds as central to the theory. In his zeal to eliminate God from Aquinas’s theory of natural law, Lisska has overlooked two important features of the theory. First, Aquinas states that the desire for God is (...) a primary precept of the natural law and thus constitutes a critical aspect of his ontology. Secondly, Aquinas’s theory of natural law must be seen in the larger context of his theory of participation since he says, “The natural law is the rational creature’s participation in the eternal law.”. (shrink)

What is Reflection? -- Human Factors -- Models of Reflection -- Reflection and NMC Revalidation -- Writing Reflectively -- Improving Care Through Reflection -- Critical Reflection -- Reflective Assignments -- Case Study 1 - Reflection in Practice - Newly Qualified Nurse (using Through the looking glass model of reflection) -- Case Study 2 - Reflection in Practice - Nursing Associate (using ERA Model of reflection) -- Case Study 3 - Reflection in Practice - Mental Health Nurse (using Rolf et al (...) Model of reflective practice) -- Case Study 4 - Reflection in practice - Qualified Nurse (using the REFLECT Model of reflection) -- Case Study 5 - Reflection in Practice - Learning Disability Nurse (using the Gibbs Model of Reflection) -- Case Study 6 - Reflection in Practice - Midwife (using the NMC Reflective accounts model) -- Reflection in Practice - Reflective Journal extract. (shrink)

The world's largest industry is trying to become environmentally sensitive, but is it succeeding? Judy Karwacki, currently working towards an MBA, has an MA in Political Studies; she runs a travel agency in Saskatoon and has a very strong personal interest in ecotourism. Colin Boyd is Professor of Management at the College of Commerce, University of Saskatchewan, Saskatoon, Sask., Canada S7N 0W0, and an Associate Editor of this Review.

The world's largest industry is trying to become environmentally sensitive, but is it succeeding? Judy Karwacki, currently working towards an MBA, has an MA in Political Studies; she runs a travel agency in Saskatoon and has a very strong personal interest in ecotourism. Colin Boyd is Professor of Management at the College of Commerce, University of Saskatchewan, Saskatoon, Sask., Canada S7N 0W0, and an Associate Editor of this Review.

Steve Wilkens edits a debate between three different understandings of the relationship between faith and reason, between theology and philosophy. The three views include: Faith and Philosophy in Tension, Faith Seeking Understanding and the Thomistic Synthesis. This introduction to a timeless quandary is an essential resource for students.

In the late 1980s there was a series of sensational business scandals in the United Kingdom. There was particular public outrage at the plundering of pension funds by Robert Maxwell, at the failure of auditors to expose the impending bankruptcy of the Bank of Credit and Commerce International, and at the apparently undeserved high pay raises received by senior business executives. The City of London responded by creating a special committee to examine the financial aspects of corporate governance. This paper (...) describes the resulting Code of Best Practice produced by the Cadbury Committee. To reduce the power of executive directors in the boardroom the Code recommends a greater role for non-executive directors, changes in board operations, and a more active role for auditors. The paper reviews the various published reactions to the Cadbury Report, and concludes that the Code is unlikely to halt the incidence of business scandals in the United Kingdom. (shrink)