The interdisciplinary framework for bringing humanistic management and service research together contained in “Humanistic Management of Social Innovation in Service : An Interdisciplinary Framework” is analyzed in this commentary. The humanistic management framework for social innovation in service that the authors propose is quite invigorating. The authors identify many new future service research opportunities.

Since the introduction of the concept of “sustainable development” by the World Commission on Environment and Development in 1987, a number of programs and policies have been offered, enacted, and pursued that profess to those ideals. The extent to which they actually accord with them, however, is the subject of a growing body of debate and literature. Some critics have argued that despite its promise, the concept of sustainable development has merely been reformulated and used to continue promoting the goal (...) of economic growth as the primary measure of progress. This viewpoint argues that sustainable development can never be more than sustainable economic growth under the current growth development paradigm. This article examines these arguments through an analysis of sustainable development as pursued in the United States. It focuses on the sustainable development component of the U.S. government's comprehensive approach to solving urban problems through the creation of empowerment zones. (shrink)

An alternative to Aggleton & Brown's interpretation is presented suggesting that the perirhinal cortex and hippocampus mediate different attribute information, but use the same processes, supporting the idea of parallel processing based on attribute (visual object and spatial location) rather than process characteristics (item recognition and familiarity).

Fibril‐forming (fibrillar) collagens are extracellular matrix proteins conserved in all multicellular animals. Vertebrate members of the fibrillar collagen family are essential for the formation of bone and teeth, tissues that characterise vertebrates. The potential role played by fibrillar collagens in vertebrate evolution has not been considered previously largely because the family has been around since the sponge and it was unclear precisely how and when those particular members now found in vertebrates first arose. We present evidence that the classical vertebrate (...) fibrillar collagens share a single common ancestor that arose at the very dawn of the vertebrate world and prior to the associated genome duplication events. Furthermore, we present a model, ‘molecular incest’, that not only accounts for the characteristics of the modern day vertebrate fibrillar collagen family but demonstrates the specific effects genome or gene duplications may have on the evolution of multimeric proteins in general. BioEssays 25:142–151, 2003. © 2003 Wiley Periodicals, Inc. (shrink)

Society is at a crossroads. Interconnected systems, radical transparency, and rapidly increasing sophistication in skills, communications, and technologies provide a unique context for fostering social innovation at a planetary scale. We argue that unprecedented rates of systemic social change are possible for co-creating a future where humans and all life can thrive. Yet, this requires innovation in the conceptions, practice, teaching, and researching of social innovation itself to reimagine what it is and can be. As a multidisciplinary group of academics, (...) practitioners, and educators, we integrate our perspectives on social innovation and humanistic management to suggest the notion of systemic social innovation. We introduce the concept of “transformative collaboration” as central to facilitating systemic social innovation and propose a multilevel model for accelerating systems change. We then develop an integrated framework for conceptualizing systemic social innovation. Four levels of social impact are identified, and these levels are bracketed with a call for transforming individual consciousness at the micro level and new collective mindsets at the macro level. Blooom is presented as a case study to illustrate transformative collaboration, demonstrate the role of mindset shift in practice, and introduce four key ingredients to systemic social innovation. Finally, a call to action is issued for social innovation practice, teaching, and research. Most importantly, we seek to inspire and accelerate systemic social innovation that enables the flourishing of every human being and all life on earth. (shrink)

Culture has been identified as a significant determinant of ethical attitudes of business managers. This research studies the impact of culture on the ethical attitudes of business managers in India, Korea and the United States using multivariate statistical analysis. Employing Geert Hofstede's cultural typology, this study examines the relationship between his five cultural dimensions (individualism, power distance, uncertainty avoidance, masculinity, and long-term orientation) and business managers' ethical attitudes. The study uses primary data collected from 345 business manager participants of Executive (...) MBA programs in selected business schools in India, Korea and the United States using Hofstede's Value Survey Module (94) and an instrument designed by the researchers to measure respondents' ethical attitudes (attitudes toward business ethics in general and toward twelve common questionable practices in particular). Results indicate that national culture has a strong influence on business managers' ethical attitudes. In addition to national culture, respondents' general attitudes toward business ethics are related to their personal integrity; their attitudes toward questionable business practices are related to the external environment and gender, as well as to their personal integrity. A strong relationship exists between cultural dimensions of individualism and power distance and respondents' ethical attitudes toward certain questionable practices. The analysis of the relationship between cultural dimensions of masculinity, uncertainty avoidance and long-term orientation and respondents' ethical attitudes toward questionable practices produced mixed results, likely due to the lack of notable differences in cultural dimension scores among the countries surveyed. (shrink)

The excellent quality and depth of the various essays make [the book] an invaluable resource....It is likely to become essential reading in its field.—CHOICE.

The article focuses on the ‘meaningfulness in work’ concept and addresses three theoretical gaps by investigating ‘meaningfulness in work’ from the perspective of Heidegger’s ‘authenticity’ and ‘Dasein’ constructs as well as virtue ethics. First, it adapts Heideggerian phenomenology and argues that meaningfulness in work may be revealed to an ‘authentic’ employee, while they performs everyday activities by ‘existing’ in their world and discovers their Dasein. Second, it emphasizes the normative, as opposed to instrumental implications of meaningfulness and invokes virtue ethics (...) towards this end. Third, it integrates the Heideggerian approach with virtue ethics to describe how an ‘authentic’ and ‘virtuous’ employee may achieve meaningfulness in work (conceptualized as ‘eudaimonia’). An ‘authentic virtuous employee’ ‘exists in their world’ and discovers what is truly meaningful in work to them. They also displays temperance and courage in terms of closing the gaps between current and desired levels of meaningfulness in work, and continually contemplates it. We describe a ‘professional’ as an example of an ‘authentic virtuous employee’. (shrink)

These original essays by seven leading contemporary political philosophers spanning the political spectrum explore the possibility of achieving agreement in political theory. Each philosopher defends in a principal essay his or her own view of social justice and also comments on two or more of the other essays. The result is a lively exchange that leaves the reader to judge to what degree the contributors achieve agreement or reconciliation.

This paper concludes a special feature of Sustainability Science that explores a broad range of social value theoretical traditions, such as religious studies, social psychology, indigenous knowledge, economics, sociology, and philosophy. We introduce a novel transdisciplinary conceptual framework that revolves around concepts of 'lenses' and 'tensions' to help navigate value diversity. First, we consider the notion of lenses: perspectives on value and valuation along diverse dimensions that describe what values focus on, how their sociality is envisioned, and what epistemic and (...) procedural assumptions are made. We characterise fourteen of such dimensions. This provides a foundation for exploration of seven areas of tension, between: (1) the values of individuals vs collectives; (2) values as discrete and held vs embedded and constructed; (3) value as static or changeable; (4) valuation as descriptive vs normative and transformative; (5) social vs relational values; (6) different rationalities and their relation to value integration; (7) degrees of acknowledgment of the role of power in navigating value conflicts. In doing so, we embrace the 'mess' of diversity, yet also provide a framework to organise this mess and support and encourage active transdisciplinary collaboration. We identify key research areas where such collaborations can be harnessed for sustainability transformation. Here it is crucial to understand how certain social value lenses are privileged over others and build capacity in decision-making for understanding and drawing on multiple value, epistemic and procedural lenses. (shrink)

This little textbook of 146 pages clarifies the basic concepts of ethics, introduces basic ethical principles, explains a strategy for ethical decision-making in difficult cases, and offers forty-five case descriptions for students to apply the RESOLVEDD strategy.

ETHICS ON THE JOB guides the reader through a step-by-step analysis to help them make good decisions in the face of ethical conflict. With the RESOLVEDD strategy, the authors have devised a powerful system for ethical decision-making in the workplace, which they teach students to implement through timely case studies and detailed analyses. Students develop a working grasp of important philosophical principles and their application in ethical conflicts, and learn to apply the RESOLVEDD strategy to ethical issues in their own (...) lives. A classic text in ethical decision-making, ETHICS ON THE JOB is widely used in business ethics classes and corporate training programs across the country. Important Notice: Media content referenced within the product description or the product text may not be available in the ebook version. (shrink)

This is a book for practical, ethical decision-makers. The first half of the book presents a strategy for making ethical decisions in the presence of a conflict of values. The main theories of ethics are presented, along with strategies for applying and evaluating their import. Two cases are described and analyzed in full, following the RESOLVEDD strategy. The second half presents detailed descriptions of 45 ethical conflicts that are found in contemporary workplaces, and that can be addressed using the RESOLVEDD (...) strategy. (shrink)

This paper concludes a special feature of Sustainability Science that explores a broad range of social value theoretical traditions, such as religious studies, social psychology, indigenous knowledge, economics, sociology, and philosophy. We introduce a novel transdisciplinary conceptual framework that revolves around concepts of ‘lenses’ and ‘tensions’ to help navigate value diversity. First, we consider the notion of lenses: perspectives on value and valuation along diverse dimensions that describe what values focus on, how their sociality is envisioned, and what epistemic and (...) procedural assumptions are made. We characterise fourteen of such dimensions. This provides a foundation for exploration of seven areas of tension, between: (1) the values of individuals vs collectives; (2) values as discrete and held vs embedded and constructed; (3) value as static or changeable; (4) valuation as descriptive vs normative and transformative; (5) social vs relational values; (6) different rationalities and their relation to value integration; (7) degrees of acknowledgment of the role of power in navigating value conflicts. In doing so, we embrace the ‘mess’ of diversity, yet also provide a framework to organise this mess and support and encourage active transdisciplinary collaboration. We identify key research areas where such collaborations can be harnessed for sustainability transformation. Here it is crucial to understand how certain social value lenses are privileged over others and build capacity in decision-making for understanding and drawing on multiple value, epistemic and procedural lenses. (shrink)

When do people say that they are moved, and does this experience constitute a unique emotion? We review theory and empirical research on being moved across psychology and philosophy. We examine feeling labels, elicitors, valence, bodily sensations, and motivations. We find that the English lexeme being moved typically (but not always) refers to a distinct and potent emotion that results in social bonding; often includes tears, piloerection, chills, or a warm feeling in the chest; and is often described as pleasurable, (...) though sometimes as a mixed emotion. While we conclude that it is a distinct emotion, we also recommend studying it in a more comprehensive emotion framework, instead of using the ambiguous vernacular term being moved as a scientific term. (shrink)