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Grant J. Rozeboom
Saint Mary's College of California
  1.  25
    Working as Equals: Relational Egalitarianism and the Workplace.Julian David Jonker & Grant J. Rozeboom (eds.) - 2023 - New York, US: Oxford University Press USA.
    Are hierarchical arrangements in the workplace, including the employer-employee relationship, consistent with the ideal of relating to one another as moral equals? With this question at its core, this volume of essays by leading moral and political philosophers explores ideas about justice in the workplace, contributing to both political philosophy and business ethics. Relational egalitarians propose that the ideal of equality is primarily an ideal of social relationships and view the equality of social relationships as having priority over the distributive (...)
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  2.  59
    Nudging for Rationality and Self-Governance.Grant J. Rozeboom - 2020 - Ethics 131 (1):107-121.
    Andreas Schmidt argues that ethicists have misplaced moral qualms about nudges insofar as their worries are about whether nudges treat us as rational agents, because nudges can enhance our rational agency. I think that Schmidt is right that nudges often enhance our rational agency; in fact, we can carry his conclusion further: nudges often enhance our self-governing agency, too. But this does not alleviate our worries that nudges fail to treat us as rational. This is shown by disambiguating two conceptions (...)
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  3.  41
    The Anti-Inflammatory Basis of Equality.Grant J. Rozeboom - 2018 - Oxford Studies in Normative Ethics 8:149-169.
    We are moral equals, but in virtue of what? The most plausible answers to this question have pointed to our higher agential capacities, but we vary in the degrees to which we possess those capacities. How could they ground our equal moral standing, then? This chapter argues that they do so only indirectly. Our moral equality is most directly grounded in a social practice of equality, a practice that serves the purpose of mitigating our tendencies toward control and domination that (...)
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  4.  26
    How to Evaluate Managerial Nudges.Grant J. Rozeboom - 2021 - Journal of Business Ethics 182 (4):1073-1086.
    A central reason to worry that managers should not use nudges to influence employees is that doing so fails to treat employees as _rational_ and/or _autonomous_ (RA). Recent nudge defenders have marshaled a powerful line of response against this worry: in general, nudges treat us as the kind of RA agents we are, because nudges are apt to enhance our limited capacities for RA agency by improving our decision-making environments. Applied to managerial nudges, this would mean that when managers nudge (...)
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  5.  33
    Roles, Rousseau, and Respect for Persons.Grant J. Rozeboom - 2022 - Social Theory and Practice 48 (4):769-795.
    Why does respect for persons involves accepting that persons have responsibilities, and not just authority, for their lives and interactions? I show how we can answer this question with a role-based view: respect for persons is an attitude of recognizing others for a social role they occupy. To fill in a role-based view, we need to describe the practice into which the pertinent role figures. To do this, my account draws on the Rousseauian idea of inflamed amour-propre. Roughly, respect for (...)
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  6.  27
    The Virtues of Relational Equality at Work.Grant J. Rozeboom - 2022 - Humanistic Management Journal 7 (2):307-326.
    How important is it for managers to have the “nice” virtues of modesty, civility, and humility? While recent scholarship has tended to focus on the organizational consequences of leaders having or lacking these traits, I want to address the prior, deeper question of whether and how these traits are intrinsically morally important. I argue that certain aspects of modesty, civility, and humility have intrinsic importance as the virtues of relational equality – the attitudes and dispositions by which we relate as (...)
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  7. Corporate Moral Credit.Grant J. Rozeboom - 2024 - Business Ethics Quarterly 34 (2):303-330.
    When do companies deserve moral credit for doing what is right? This question concerns the positive side of corporate moral responsibility, the negative side of which is the more commonly discussed issue of when companies are blameworthy for doing what is wrong. I offer a broadly functionalist account of how companies can act from morally creditworthy motives, which defuses the following Strawsonian challenge to the claim that they can: morally creditworthy motivation involves being guided by attitudes of “goodwill” for others, (...)
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  8.  40
    When Vanity Is Dangerous.Grant J. Rozeboom - 2020 - Philosophy and Public Affairs 48 (1):6-39.
    Unjustifiably expecting a higher form of regard from others than one deserves is a familiar vice; call it the “vanity-vice.” How serious of a vice is it? Rousseau claims that it is uniquely morally dangerous. I show how Rousseau’s claim is true of only one form of the vanity-vice. I first develop an account of dangerous vices that takes seriously Rousseau’s concern about the anti-egalitarian vices associated with inflamed amour-propre. I then apply two, cross-cutting distinctions in vanity: a distinction in (...)
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  9.  88
    Sangiovanni, Andrea. Humanity without Dignity: Moral Equality, Respect, and Human Rights. Cambridge, MA: Harvard University Press, 2017. Pp. x+308. $39.95. [REVIEW]Grant J. Rozeboom - 2018 - Ethics 128 (2):505-509.
  10.  30
    Grow the Pie: How Great Companies Deliver Both Purpose and Profit, by Alex Edmans. Cambridge: Cambridge University Press, 2020. 382 pp. [REVIEW]Grant J. Rozeboom - forthcoming - Business Ethics Quarterly.