Executive compensation has long been a prominent topic in the management literature. A main question that is also given substantial attention in the business ethics literature—even more so in the wake of the recent financial crisis—is whether increasing levels of executive compensation can be justified from an ethical point of view. Also, the relationship of executive compensation to instances of unethical behavior or outcomes has received considerable attention. The purpose of this paper is to explore the social, ecological, and existential (...) costs of economic incentives, by discussing how relying on increasing levels of executive compensation may have an adverse effect on managerial performance in a broad sense. Specifically, we argue that one-dimensional economic incentives may destroy existential, social, and systemic values that influence the manager’s commitment to ensure responsible business conduct, and have negative spillover effects that may reduce the manager’s performance. There are well-documented findings that demonstrate that reliance on sources of extrinsic motivation (such as economic incentives) may displace intrinsic motivation. Our perspective is a holistic one, in the sense that we will explore the influence of sources of extrinsic motivation on the manager’s intrinsic commitment to different types of values. We will in particular investigate how it may influence the manager’s ethical reflection and behavior or lack thereof. (shrink)

This article empirically investigates how Chinese executives and managers perceive and interpret corporate social responsibility (CSR), to what extent firms' productive characteristics influence managers' attitudes towards their CSR rating, and whether their values in favour of CSR are positively correlated to firms' economic performance. Although a large proportion of respondents express a favourable view of CSR and a willingness to participate in socially responsible activities, we find that the true nature of their assertion is linked to entrepreneurs' instincts of (...) gaining economic benefits. It is the poorly performing firms, or rather, firms with vulnerable indicators -smaller in size, State-owned, producing traditional goods and located in poorer regions that are more likely to have managers who opt for a higher CSR rating. Managers' personal characteristics per se are not significant in determining their CSR choice. Moreover, controlling for other observed variables, we find that managers' CSR orientation is positively correlated with their firms' performance. The better-off a firm is, the more likely its manager is to get involve in CSR activities. Firms with better economic performance before their restructuring would sustain higher postrestructuring performance. (shrink)

The first goal of this paper is to develop a theoretical and practical framework which can help to measure the emotional value generated by organizations in quantitative terms. Its second goal is to use data obtained from the UCAN in Spain as a case study to illustrate the quantification of the emotional value generated, with a view to factoring that value into a social accounting system. Ever greater recognition of the social role of organizations in recent years (...) has led to a need for a consistent definition of the concept of socio-emotional value, and for instruments that can be used to measure that value in terms of generic social accounting. Taking the current lack of standardization in such models and instruments, especially those that deal with emotional value as its starting point, the paper proposes a new instrument for measuring that value quantitatively in such a way as to overcome some of the limitations of earlier proposals. The underlying perspective is that the monetary values identified in market and non-market transactions do not accurately account for all the value generated for different stakeholders, and that adjustments are required through a correction factor applied to the value variables identified. The quantification of the socio-emotional value generated by an organization is seen as a more comprehensive indicator of its performance, given that it provides more information and takes into account the value generated for stakeholders as a whole in all dimensions. (shrink)

Research has shown that corporate social responsibility (CSR) can have a positive impact on the firm’s reputation and financial performance. Moreover, CSR activities can have a positive impact on employees’ workplace experience. Consistent with past research, we argue that perceived organizational CSR value can have a positive impact on job satisfaction. We also argue that employees’ moral identity can play an important moderating role on the perceived CSR effect. Specifically, the current study was designed to test the predictive (...) effects of perceived organizational CSR value on job satisfaction. In addition, the study was designed to test the moderating roles of two moral identity dimensions, internalized and symbolic moral identity, on the effect of perceived organizational CSR value on job satisfaction. The study results were generally supportive of the hypotheses. Managerial implications of the study findings were also discussed. (shrink)

Recent allegations of unethical decision-making by leaders in prominent business organizations have jeopardized the world's confidence in American business. The purpose of this research was to develop a measure of managerial moral judgment that can be used in future research and managerial assessment. The measure was patterned after the Defining Issues Test, a widely used general measure of moral judgment. With content validity as the goal, we aimed to sample the domain of managerial ethical situations by establishing (...) links to dimensions of managerial performance, as well as to the types of organizational justice issues managers encounter. Proposed scenarios were evaluated for realism by ethics officers and human resource managers. Results indicated that the new measure is reliable and correlates with a number of relevant variables in the hypothesized manner, demonstrating evidence of construct validity. Implications for future research and for human resources management are discussed. (shrink)

While commentators have long decried managerial short-termism, the deleterious effects of managerial short-termism on corporate social performance (CSP), and how to ameliorate those negative effects, remain underexplored. Specifically, due to the difficulty of unobtrusively measuring what is fundamentally a cognition in managers, empirical evidence at the organizational level of managerial short-termism’s effect on CSP is relatively sparse. Here, we measure managerial short-termism by content analyzing firms’ publicly filed annual reports (10-Ks). Using a combined dataset for (...) 1,665 U.S. firms for the period 2000–2012, we show that managerial short-termism is negatively associated with CSP. However, we also show that this effect can be reduced through increased external monitoring by important stakeholders who value CSP. Specifically, we show that increasing dedicated institutional ownership and increasing analyst coverage both decrease the negative effect of managerial short-termism on CSP. We contribute to theory by predicting and showing the negative effect of managerial short-termism on CSP, and how external monitoring can reduce its deleterious effects. We contribute to practice by showing how this managerial cognition can be identified, and how its negative effects can be ameliorated, at the organizational level. (shrink)

Recent allegations of unethical decision-making by leaders in prominent business organizations have jeopardized the world’s confidence in American business. The purpose of this research was to develop a measure of managerial moral judgment that can be used in future research and managerial assessment. The measure was patterned after the Defining Issues Test, a widely used general measure of moral judgment. With content validity as the goal, we aimed to sample the domain of managerial ethical situations by establishing (...) links to dimensions of managerial performance, as well as to the types of organizational justice issues managers encounter. Proposed scenarios were evaluated for realism by ethics officers and human resource managers. Results indicated that the new measure is reliable and correlates with a number of relevant variables in the hypothesized manner, demonstrating evidence of construct validity. Implications for future research and for human resources management are discussed. (shrink)

The field of public policy is dominated by the social sciences. Schools and departments of public policy and public administration are largely populated by economists, political scientists, and sociologists, and the vast majority of work in prestigious public policy journals employs empirical methods. This is unsurprising, in one respect, for collecting data, predicting and identifying the causal impacts of policies, and understanding political institutions and processes are massive, important tasks that require the tools of the social sciences. It is surprising, (...) in another respect however, since much policy scholarship and analysis aspires to offer recommendations to policymakers, and recommendations necessarily involve evaluative judgments, for example, that the status quo is deficient and that a certain course of action will make things better. To defend such judgments, policy scholars and analysts cannot appeal to the social sciences alone for these judgments concern the realm of values, not facts. Instead, careful ethical reflection and analysis is required. This need for ethical reflection in public policy is particularly evident in the practice of policy analysis, a principal analytic tool of the field. Policy analyses involve the identification of policy problems, the specification of criteria for evaluating possible solutions, and the recommendation that a policy option offers the best balance of trade offs. This identification of bads, the specification of goods policies should realize, and the weighing of these goods with the judgment that policymakers should or ought to pursue this course of action or that, are all deeply ethical activities. Ethical reflection and analysis is thus a constituent feature of policy analysis, and like the amassing of evidence and projection of outcomes, this reflection and analysis may be performed well or badly. The overall aim of this book is to provide students, scholars, and practitioners of public policy with guidance regarding the ethical dimensions of policy analysis. My aim in this chapter is to set the stage, providing an overview of these dimensions. After providing a brief overview of the practice of policy analysis, I identify the steps of an analysis where analysts must make ethical judgments in order to move forward, and fully articulate the ethical questions they must confront and take a position on. (shrink)

The Corporate Social Performance (CSP) model (Wood, Acad Manag Rev 164:691–718, 1991) assesses a firm’s social responsibility at three levels of analysis—institutional, organizational and individual—and measures the resulting social outcomes. In this paper, we focus on the individual level of CSP, manifested in the managerial discretion of a firm’s principles, processes, and policies regarding social responsibilities. Specifically, we address the human resources management of employees as a way of promoting CSR values and producing socially minded outcomes. We show (...) that applying the humanist philosophy to the managerial discretion of a business organization leads to the creation of an “autonomy supportive work environment”—as defined by the self-determination theory—which in turn, facilitates the internalization of social values, citizenship behaviors, and cooperation. The objective of promoting self-determination at work (i.e., the core of a humanist management) fits well with the ontology of social responsibility since autonomy and consideration of individuals as moral actors are central tenets. Furthermore, we show that applying humanistic management philosophy to the discretion of managers can lead to socially responsible outcomes. First, intra-organizational stakeholders (e.g., employees) are treated with respect and focus is put on their well-being, satisfaction, and self-actualization at work. Second, as employees’ need of self-determination is addressed by managers, it is likely that pro-social behaviors toward other stakeholders of the organization will be adopted, leading to socially responsible outcomes for extra-organizational stakeholders (Gagné, Motiv Emot 77:58–75, 2003). Thus, this paper ultimately posits that humanistic management applied to the HRM can be a solution for developing and maintaining socially responsible outcomes as determined at the individual level of the CSP model, through managerial discretion. (shrink)

Existing discussions about automated decision-making focus primarily on its inputs and outputs, raising questions about data collection and privacy on one hand and accuracy and fairness on the other. Less attention has been devoted to critically examining the temporality of decision-making processes—the speed at which automated decisions are reached. In this paper, I identify four dimensions of algorithmic speed that merit closer analysis. Duration (how much time it takes to reach a judgment), timing (when automated systems intervene in the (...) activity being evaluated), frequency (how often evaluations are performed), and lived time (the human experience of algorithmic speed) are interrelated, but distinct, features of automated decision-making. Choices about the temporal structure of automated decision-making systems have normative implications, which I describe in terms of "disruption," "displacement," "re-calibration," and "temporal fairness," with values such as accuracy, fairness, accountability, and legitimacy hanging in the balance. As computational tools are increasingly tasked with making judgments about human activities and practices, the designers of decision-making systems will have to reckon, I argue, with when—and how fast—judgments ought to be rendered. Though computers are capable of reaching decisions at incredible speeds, failing to account for the temporality of automated decision-making risks misapprehending the costs and benefits automation promises. (shrink)

This article presents an alternative rationale for corporate philanthropy based on managerial values of benevolence and integrity. On the one hand, top managers with benevolence and integrity values are more likely to spread their intrinsic concern for others into the wider society in the form of corporate philanthropy. On the other hand, top managers high in benevolence and integrity are likely to contribute to improved managerial credibility and trusting firm-stakeholder relationships, thereby improving corporate financial performance. Therefore, the (...) article makes the argument that both corporate philanthropy and corporate financial performance can better be interpreted as resulting from managers’ benevolence and integrity values. (shrink)

Shareholders with standard monetary preferences will give a manager incentives to increase firm profits, which can be achieved with equity grants. When shareholders are socially responsible, in the sense that they also value corporate social performance, it is not clear which incentives the manager should receive. Yet, in a standard principal–agent model, we show that the optimal contract is surprisingly simple: it consists in giving equity holdings to the manager. This is notably because the stock price will incorporate (...) expected profits as well as the social performance of the firm, to the extent that it is valued by shareholders. Consequently, equity holdings give the manager incentives to jointly maximize the profits and the social performance of the firm according to shareholders’ preferences. To facilitate alignment of interests, more socially responsible firms will optimally hire more socially responsible managers. We conclude that neither the shareholder primacy model nor equity-based managerial compensation is necessarily inconsistent with the attainment of social objectives. (shrink)

Frederick Douglass's socio-political narrative is explored through an existential lens, arguing that Douglass is contesting the proposition that essence precedes existence. Douglass, through his fight with Covey, a white 'slave breaker', and his escape to freedom, affirms his ex-istence (etymologically, 'standing out') as being for it-self (pour-soi) over and against the reduction of his existence to that of being in-itself (an-soi). Drawing from the work of Simone de Beauvoir, who was greatly influenced by the phenomenological and politico-praxic work of Black (...) novelist Richard Wright, it is argued that Douglass disrupts the power/knowledge regime of white American slavery, exercising his existential capacity for transcendence. Examining whiteness as a species of what Beauvoir calls 'the serious man', it is argued that whites within Douglass's text are in a state of flight, performing their whiteness as 'the serious man', that is, where whiteness is accepted as an unconditioned state of being. Douglass's narrative depicts whiteness as a flight from freedom (bad faith); for his very act of protestation against whiteness demonstrates that whiteness is not an objective, hypostatized thing, but a performative choice that sustains white hegemony. Key Words: American slavery • Simone de Beauvoir • Frederick Douglass • existentialism • Michel Foucault • genealogy • Lewis Gordon • the 'serious man' • value code • whiteness • womanism • Richard Wright. (shrink)

Life comes from physical or biological survival. But the good life comes from what we care about, what we value, what we think truly important, as distinguished from what we think merely trivial. What we care about is the source of the criteria we use to evaluate ideas, ideals, persons, events, things, and their importance in our lives. And it is these criteria that determine the judgments we make in our everyday lives. In the second edition of Thinking in (...) Education, Matthew Lipman has indicated the importance of fostering critical, creative and caring thinking in children, if one is to prepare them to make better judgments and live qualitatively better lives. He tells us that caring thinking is appreciative thinking, active thinking, normative thinking, affective thinking and empathetic thinking and then goes on to list a number of mental acts under each of these categories. Maybe it is because ‘caring thinking’ is not as common a term as ‘critical thinking’ and ‘creative thinking’ in everyday educational language that we stop for pause when we hear it. However when we read what Lipman says about caring thinking, we find ourselves nodding and saying to ourselves, ‘Yes, that makes sense. To think caringly means to think ethically, affectively, normatively, appreciatively and to actively participate in society with a concern for the common good’. In a real sense what we care about is manifest in how we perform, participate, build, contribute and how we relate to others. It is thinking that reveals our ideals as well as what we think is valuable, what we are willing to fight and suffer for. (shrink)

In this article, we empirically assess the impact of corporate ethical identity (CEI) on a firm's financial performance. Drawing on formulations of normative and instrumental stakeholder theory, we argue that firms with a strong ethical identity achieve a greater degree of stakeholder satisfaction (SS), which, in turn, positively influences a firm's financial performance. We analyze two dimensions of the CEI of firms: corporate revealed ethics and corporate applied ethics. Our results indicate that revealed ethics has informational worth (...) and enhances shareholder value, whereas applied ethics has a positive impact through the improvement of SS. However, revealed ethics by itself (i.e. decoupled from ethical initiatives) is not sufficient to boost economic performance. (shrink)

BackgroundValue-driven career attitude is considered a dimension of a protean career attitude. Individuals with this attitude seek out personally meaningful experiences and set their own psychological career success standards. This study investigates the association between value-driven career attitude and job performance. It looks at how organizational citizenship behavior affects the relationship between value-driven career attitudes and job performance.MethodsA self-reported questionnaire was used to collect data from 400 random employees of SMEs in Pakistan during the early pandemic. (...) We chose Cochran’s formula to determine the appropriate sample size, and PLS-SEM was used to analyze the model. P-O fit and self-determination theory is the theoretical lenses used in this study. The underpinning theories to this study enable the researchers to establish a link between VDCA, OCB, and job performance.ResultsBy analyzing a sample of 400 employees from active enterprises, we discover that VDCA contributes to an improvement in job performance. Furthermore, OCB plays an intervening effect in the relationship between VDCA and job performance. Thus, the study provided evidence for the underpinning models of P-O fit and self-determination theory.ConclusionThis study adds to the body of knowledge by investigating the connections between VDCA, OCB, and job performance in SMEs. The existing literature sheds scant light on these linkages, leaving a gap that this study will address. The current study expands on other themes to provide an in-depth analysis of many under-explored PCA outcomes, which may open up new avenues for future researchers to broaden and strengthen PCA with other constructs. (shrink)

In a globalizing world, cross-national differences in values and business culture and understanding these differences become increasingly central to a range of organizational issues and ethical questions. However, various concerns have been raised about extant empirical research on cross-national dissimilarities in the cultural values of managers (what we refer to as managerial values) and the development of a unified business culture. This paper seeks to address three such concerns with the literature on convergence versus divergence of cultural values. It (...) develops an empirical approach to the study of changing business cultures that revolves around birth cohorts and intergenerational values shifts and aims to advance empirical knowledge of the dynamics of cross-national differences in the cultural values of managers. We use time-series data covering 68,708 managers and are able to consider a sample of 32 countries that represent more than half of the cultural clusters recognized in the literature. Results reveal diverse shifts in managerial values across birth cohorts with cross-national dissimilarities waning for some basic cultural dimensions (“convergence”), remaining stable for other dimensions (“cultural stability”), and becoming more pronounced for other dimensions still (“divarication”). Moving beyond the standard convergence/divergence taxonomy, we conclude that a full-fledged convergence–stability–divarication perspective provides the best basis for thinking about the subtle ways in which business cultures are changing. (shrink)

In a globalizing world, cross-national differences in values and business culture and understanding these differences become increasingly central to a range of organizational issues and ethical questions. However, various concerns have been raised about extant empirical research on cross-national dissimilarities in the cultural values of managers and the development of a unified business culture. This paper seeks to address three such concerns with the literature on convergence versus divergence of cultural values. It develops an empirical approach to the study of (...) changing business cultures that revolves around birth cohorts and intergenerational values shifts and aims to advance empirical knowledge of the dynamics of cross-national differences in the cultural values of managers. We use time-series data covering 68,708 managers and are able to consider a sample of 32 countries that represent more than half of the cultural clusters recognized in the literature. Results reveal diverse shifts in managerial values across birth cohorts with cross-national dissimilarities waning for some basic cultural dimensions, remaining stable for other dimensions, and becoming more pronounced for other dimensions still. Moving beyond the standard convergence/divergence taxonomy, we conclude that a full-fledged convergence–stability–divarication perspective provides the best basis for thinking about the subtle ways in which business cultures are changing. (shrink)

This article engages critically with Bourdieu’s notion of field. It questions the emphasis that Bourdieu places on what he terms ‘objective relations’ at the expense of the actual relations of those within a field. This not only involves relations between human actors but the interactions of humans with the non-human such as inanimate objects that over time, and in particular spaces, engender certain forms of embodiment. The intention of the article is to think through these phenomenological dimensions of field. (...) It does this by firstly examining these issues as theoretical questions before siting them within an empirical context, revisiting data from an earlier study into the differential achievement of students of Chinese-, Pacific Islander- and Anglo-Australian backgrounds to ascertain the ways in which various micropractices performed within the home promote different dispositions to learning, some more and some less of value at school. (shrink)

In recent decades, Total Quality Management (TQM) has become an important phenomenon in the world of business, but the implications and scope of quality programs are quite different everywhere. Since different explanations have been given, most authors agree that management commitment and leadership are indispensable elements for a successful TQM implementation. Nevertheless, the study of the literature reflects a terminological confusion on this point. The authors of this paper argue that commitment and leadership are not synonymous terms.While committed managers may (...) lead the process of quality using exclusively their formal authority, those who are leaders generate a kind of influence that goes further than that. This paper suggests a multidimensional perception of leadership and upholds that only by considering the ethical dimension of leadership, together with technical and psycho-emotive ones, it is possible to explain more accurately interpersonal influences beyond the scope of power. As an illustrative example of the importance of considering each dimensions, the authors present two case studies of TQM implementation. (shrink)

Using two national culture dimensions, we show that the influence of firms’ corporate social performance on corporate financial performance hinges on culture. Specifically, CFP is higher in those firms where CSR initiatives are congruent with the cultural environment. CSP has a negative impact on CFP for those firms domiciled in countries which are individualistic and favor flexibility. These findings are amplified for those firms with low levels of foreign influence in terms of institutional ownership and sales. Using (...) a dataset covering 5334 firms from 41 different countries, our results indicate that culture and CSR initiatives have a powerful interaction effect in determining CFP, suggesting that CSP’s impact is dependent upon the culture of the country where the firm resides. (shrink)

Training citizens capable of guiding their lives and at the same time being socially active seems to be one of the primary objectives that, from the different educational stages, they want to achieve. Learning some principles that guide the behavior of students is not an easy task and requires taking into account different aspects, both personal and social, however, achieving this goal is a fundamental achievement for the subject that will have an impact on their professional future. An educational proposal (...) is made to work on values, understanding that it is a model that we consider favors the training of students in all its dimensions. (shrink)

This book constitutes a critical case study of the modern search for public sector reform. It includes a detailed account of a study aimed at developing a meaningful way of evaluating difficult-to-measure moral dimensions of the quality of prisons. The author calls for greater clarity and increased attention to these important aspects of organizational life.

Simone de Beauvoir’s The Second Sex presents phenomenolog¬ical analyses that are intertwined and political proposals that posit that the individual ought to acknowledge the ambiguity of her own experience as human as well as the ambiguity of her relations with the Other and enact this ambiguous encounter. This is possible only with the rejection of the patriarchal system of values and meaning which negates ambiguity through its determinations of the feminine and the mascu¬line. A radical transformation of the social imaginaries (...) permeating our lives is needed. The Second Sex functions as a call to its readers to undertake this transformation. My claim is that in addition to putting forward a concept of political subjectivity as fundamentally ambiguous, Beauvoir also addresses us, the readers, as such subjects. I explain that this work is an instance of what Beauvoir defines as metaphysical literature that performs an appeal to ambiguous agents. (shrink)

This paper argues that the notion of value has been overly simplified and narrowed to focus on economic returns. Stakeholder theory provides an appropriate lens for considering a more complex perspective of the value that stakeholders seek as well as new ways to measure it. We develop a four-factor perspective for defining value that includes, but extends beyond, the economic value stakeholders seek. To highlight its distinctiveness, we compare this perspective to three other popular performance (...) perspectives. Recommendations are made regarding performance measurement for both academic researchers and practitioners. The stakeholder perspective on value offered in this paper draws attention to those factors that are most closely associated with building more value for stakeholders, and in so doing, allows academics to better measure it and enhances managerial ability to create it. (shrink)

Value pluralists believe in multiple dimensions of value. What does betterness along a dimension have to do with being better overall? Any systematic answer begins with the Strong Pareto principle: one thing is overall better than another if it is better along one dimension and at least as good along all others. We defend Strong Pareto from recent counterexamples and use our discussion to develop a novel view of dimensions of value, one which puts Strong (...) Pareto on firmer footing. We conclude by defending Dimensionalism, the hypothesis that overall value relations are determined solely by how things compare along value dimensions. These are first steps towards a more systematic value pluralism. (shrink)

Relational dimensions of ethical decision making are a potentially interesting focus to enrich our understanding of decision-making processes. This study examines decision preferences and reactions to decisions in a situation of possible harm. Two ethical value orientations, just value orientation and relational value orientation , are introduced. Participants chose relational cooperation, instrumental cooperation, or independence in dealing with an uncertain situation of possible harm. JVO contributes to a decision of relational cooperation. Only RVO was related to (...) expected mutual benefit and relational connection. Overall, this study supports our central thesis that a relational dimension of ethical decisions provides interesting insights into behavioral ethics in organizations and could expand the scope of ethical decision research. (shrink)

The article is devoted to clarifying the significance of a political performance, which acts as a theatrical communication action designed to draw society’s attention to the important problems of certain social or political groups. The purpose of the research is to establish the peculiarities of the interpretation of political performance in the paradigmatic and methodological dimensions of modern discursive democracy. The development of political performance under the conditions of the modern Russian-Ukrainian war is characterized. It was (...) found that an important task of modern political science should be considered the identification of paradigmatic dimensions (or “poles”) of analytical judgments regarding the assessment of the significance of political performances. It was emphasized that political performance acts as a postmodern alternative to the realization of the unfinished project of political modernity. The importance of political performance for the discussion of society’s problems at the political level and its dependence on a specific topic and the subjects of its application are analyzed. The importance of public discussion and manifestation as signs of broad involvement of citizens in democratic political activity is revealed. It was found that the ability to express political meaning in a theatrical form is beyond the limits of rational planning and organization. It is revealed that the functionality of political performance stems from its connection with specific social groups. It has been proven that political performances are a form that contradicts the formal procedure of expressing the will and approving the results of the discussion. It has been established that, subject to regulatory support from the state, discussions require voluntary participation and a significant level of competence. It is assumed that political performance can provide certain advantages in political competition due to the imagery and emotionality of the political message. The limited suitability of performance for promoting the values of deliberative democracy has been established, since many cases of the use of performances in the modern period are related to the defense of the right to freedom of speech. It was concluded that in the conditions of political discussions, the importance of political performance consists in creating preliminary conditions for political dialogue. (shrink)

AbstractIn many cultures, interactions between humans and plants are rooted in what is called “relational values”—values that derive from relationships and entail reciprocity. In Mexico, biocultural diversity is mirrored in the knowledge and use of some 6500 plant species and the domestication of over 250 Mesoamerican native crop species. This research explores how different sets of values are attributed to plants and how these influence management strategies to maintain plant resources in wild and anthropogenic environments. We ran workshops in two (...) communities in a highly biodiverse region in western Mexico, to ascertain the values and management activities related to important plant resources. The relationship between values attributed to plants and management activities was examined through redundancy analysis. A total of 180 plant resources were mentioned during the workshops, with a broad spectrum of values attributed to them, including material, non-material, and regulatory dimensions. We divided plant management strategies into three general categories of increasing intensity and complexity. We found that participants in the Indigenous community value and manage more wild plant resources than people in the non-Indigenous community. We also identified relationships between plant resource values and the type of management performed; for example, more intensive forms of management, such as sowing seeds, were used for seasonal plants that had a food value. By valuing and managing different sets of plant resources from forest, agricultural plots, and home gardens, people enabled multi-functional landscapes to form, illustrating a key feature of relational values in agroecosystems, which promotes both conservation and domestication of plants. (shrink)

This paper develops a form of transcendental naïve realism. According to naïve realism, veridical perceptual experiences are essentially relational. According to transcendental naïve realism, the naïve realist theory of perception is not just one theory of perception amongst others, to be established as an inference to the best explanation and assessed on the basis of a cost-benefit analysis that weighs performance along a number of different dimensions: for instance, fidelity to appearances, simplicity, systematicity, fit with scientific theories, and (...) so on. Rather, naïve realism enjoys a special status in debates in the philosophy of perception because it represents part of the transcendental project of explaining how it is possible that perceptual experience has the distinctive characteristics it does. One of the potentially most interesting prospects of adopting a transcendental attitude towards naïve realism is that it promises to make the naïve realist theory of perception, in some sense, immune to falsification. This paper develops a modest form of transcendental naïve realism modelled loosely on the account of the reactive attitudes provided by Strawson in ‘Freedom and Resentment’, and suggests one way of understanding the claim that naïve realism is immune to falsification. (shrink)

This paper will explore some of the implications of attending to the performative aspects of language for the sociological understanding of issues of risk and trust among lay communities. Ulrich Beck and Anthony Giddens have alerted us to the way that in late or reflexive modernity trust in authority cannot be taken for granted, but increasingly has to be actively earned and actively invested. For his part, Brian Wynne has pointed out that lay judgements are relational and hermeneutic, including as (...) they do judgements about the behaviour of relevant expert institutions, and about the risk to one's self-identity incurred by being caught up in relationships of dependency. Wynne has also argued that public avowals of trust can often mask deep private distrust, and thus be expressions more of fatalistic acceptance than of genuine trust. However, all of these analyses work from a basic model of ' trust ' as being the result of a cognitive process – as a judgement as to the trustworthiness of others. Yet trust is frequently 'active' in an even stronger sense than this. To take a posture of trust towards another can often be best understood not just as a cognitive judgement but as an attempt to bind the 'trusted' into a relationship and attitude of responsibility – and thus perhaps to alter their behaviour – through the taking up of a position in a social ritual. Speech act theory can help us be sensitive to this sort of use of the language of ' trust ', by reminding us that language can perform a number of different functions – not just that of describing the world, or of acting out ascribed roles and identities, but also that of trying to change the world. The analysis of public discourse about risk, trust and mistrust must thus be sensitive to the range of things that people might be attempting to do when they are saying things if it is to avoid drawing misleading conclusions about public attitudes to risk. (shrink)

The purpose of this paper is to study the expressive part of game performance in soccer by introducing the concept of theatricality to describe a special form of expression. The aim is to contribute to the understanding of game performance by looking into the appearance, role and value of theatricality. The main argument of the paper is that theatricality can describe an important, but rarely noticed performance aspect, as it provides a unifying concept for expressive distancing (...) in four dimensions of the players? life-worlds: the subjective, intersubjective, collective and institutional. By explicating the value of this kind of expression in soccer the paper can provide a philosophical basis for including theatricality in performance and development strategies. (shrink)

The article is devoted to defining the essence of security, particularly national security, its interpretation, main features, structure, and factors. The research focuses on the main concepts of the modern understanding of national security and defines national security according to recent research. The authors have performed a structural and functional analysis of the system of national security of Ukraine, which would be an adequate counteraction to threats to vital national interests. The article examines the multi-vector interpretation and representation of the (...) security phenomenon with an increased focus on the axiological paradigm of postmodern society analysis. The cardinal role of postmodernism is considered as a manifestation of postmodern culture in the value dimension of social-political existence. Postmodernism, on the one hand, enabled new vectors of analytical understanding and perception of the security phenomenon. On the other hand, it introduced an imbalance and determined the crisis factor in the space of classical perception of security guarantors due to violating the established foundations and traditions. The rejection factor is seen as a core feature of postmodern social-political reality. The emphasis is given to the problem of the security standard in the security studies and the idea of the mutual determination of both national interests and national values. The article states the importance and priority of historical memory and the phenomenon of mentality in the context of future analytical discourses in the scope of Ukrainian security studies. (shrink)

BackgroundOne of the preferences working in the Generation Z is based on their motivational work values. The relevance of job choices with the work values will contribute to student career planning. The work value instrument among generations is one of the popular instruments used to measure final year students' work value, yet few studies of the psychometric properties of non-English language versions of this instrument. This study's objectives were to adapt a questionnaire of work value in Indonesian (...) final year university students.MethodsThe number of participants in this study was 316 students in Indonesia, comprised of final year students from various majors who were selected by quota sampling. The instrument consisted of 5 dimensions of value, including leisure, extrinsic rewards, intrinsic rewards, altruistic rewards, and social rewards. The reliability analysis was performed using McDonald's Omega, the evidence of validity was obtained from test content, internal structure through confirmatory factor analysis, and evidence-based in relation to other variable has conducted the correlation between work value and career development learning using the Pearson's correlation coefficient.ResultsThe results showed that the work values instrument had good psychometric properties, including good reliability, good content validity, and internal structure. In CFA, the two-factor structure showed satisfactory model fit. Moreover, the correlation of work value with career development learning builds stronger validity evidence on this instrument.ConclusionThe adapted instrument can be used practically to identify work value preferences of final year students to help them choose a work preference and setup the career planning before graduating. The result could be of interest for the researcher in work value, motivational work, and career areas in higher education. To the best of our knowledge, there have been no reports about the adaptation of work value instruments in Indonesian final year university students. (shrink)

This study focuses on the managerial issue of should social enterprises become more marketing oriented. It adapts the Kohli et al. MARKOR marketing orientation scale to measure the adoption of marketing by SEs. The items capture Vincentian-based values to leverage business in service to the poor as a measure of a Vincentian marketing orientation. A VMO is an organisational wide value-driven philosophy of management that focuses a SE on meeting its objectives by adopting a more marketing orientated approach (...) to serve the needy and poor in a just and sustainable manner. SEs that exhibit a VMO seek to understand and respond to both the needs of their beneficiaries and stakeholders. They are constantly generating, disseminating, and responding to environmental, beneficiary, and stakeholder information and develop their business propositions to more effectively and efficiently meet the needs of the poor, while guided by a philosophy of leveraging business for social good. This study of SEs in Australia found that a VMO is strongly and positively correlated with social, economic, and environmental performance. These findings suggest that SEs may benefit by leveraging marketing capabilities to better serve their beneficiaries and stakeholders. (shrink)

The following paper explores the categorisation of groups. Indeed, there are different ways to distinguish human groups from one another: on the one hand, sociological analyses focus their attention on the distinction between being inside and outside of groups; on the other hand, collective action theories mainly focus on the distinction between collectives and aggregates, based on the kind of action that groups can perform, i.e., joint or not. In this paper, we offer an alternative view by adopting the agent’s (...) perspective and creating a scale based on the importance the agent attributes to his or her membership to different groups. While this perspective seems to lose objectivity as it does not allow the formulation of an unambiguous scale that applies to all individuals, it does allow us to understand the process of identification and the consequent phenomenon whereby very often we act in accordance with other people’s actions, in a collective way, without prior coordination. A practical example based on the so-called “acting white” will be explored in order to test the paper’s proposal. The analysis intends to offer a common ground on the basis of which it would be possible to have further inquiries on the social dimension of self-experience. (shrink)

The paper outlines an indigenous approach to managerial transformation for TQM primarily based on the classical wisdom literature of India. It lays emphasis on the transformation of the subjective domain of the individual as a prior requirement for ensuring quality in other dimensions of the organization. An indepth exploration of a model of the human being, purpose of life and meaning of work have been attempted with specific methodological implications for the individual and the organization. Finally, it provides (...) directions for a transformational HRD endeavour covering issues like personality development, leadership, teamwork and communication for TQM effectiveness. (shrink)

PART I The superpower and asymmetry PART II Jus ad bellum, jus in bello, jus post bellum PART III Leadership and accountability PART IV Soldiersa (TM) ...

Abstract: In this article, I offer a proposal to clarify what I believe is the proper relation between value maximization and stakeholder theory, which I call enlightened value maximization. Enlightened value maximization utilizes much of the structure of stakeholder theory but accepts maximization of the long-run value of the firm as the criterion for making the requisite tradeoffs among its stakeholders, and specifies long-term value maximization or value seeking as the firm’s objective. This proposal (...) therefore solves the problems that arise from the multiple objectives that accompany traditional stakeholder theory. I also discuss the Balanced Scorecard, which is the managerial equivalent of stakeholder theory, explaining how this theory is flawed because it presents managers with a scorecard that gives no score—that is, no single-valued measure of how they have performed. Thus managers evaluated with such a system (which can easily have two dozen measures and provides no information on the tradeoffs between them) have no way to make principled or purposeful decisions. The solution is to define a true (single dimensional) score for measuring performance for the organization or division (and it must be consistent with the organization’s strategy), and as long as their score is defined properly, (and for lower levels in the organization it will generally not be value) this will enhance their contribution to the firm. (shrink)

Research on corporate social responsibility has traditionally focused on managerial discretion and stakeholders’ influence. This study extends current research by addressing the effect of family firms and institutional owners on CSR performance, namely, CSR strengths and concerns. Based on stewardship theory and the socioemotional wealth perspective, we propose that family firms are more likely to value CSR performance. Next, drawing from multiple agency theory, we predict that institutional owners, unlike family owners, will influence a firm’s CSR (...) performance differently. We tested our hypotheses using a sample of 153 firms from 1994 to 2006 and found general support for our hypotheses. A higher percentage of family owned equity and the presence of a family CEO are found to increase CSR strengths, whereas transient institutional owners have an opposite effect. The presence of a family CEO and founding family are found to reduce CSR concerns. Contrary to our predictions, dedicated institutional owners are positively associated with CSR concerns. (shrink)

This book provides a novel framework for understanding and revising labor markets and education policies in an era of machine learning. It posits that while learning and knowing both require thinking, learning is fundamentally different than knowing because it results in cognitive processes that change over time. Learning, in contrast to knowing, requires time and agency. Therefore, “learning algorithms”—that enable machines to modify their actions based on real-world experiences—are a fundamentally new form of artificial intelligence that have potential to be (...) even more disruptive to labor markets than prior introductions of digital technology. To explore the difference between knowing and learning, Turing’s “Imitation Game,”—that he proposed as a test for machine thinking—is expanded to include time dependence. The arguments presented in the book introduce three novel concepts: (1) Comparative learning advantage: This is a concept analogous to comparative labor advantage but arises from the disparate times required to learn new knowledge bases/skillsets. It is argued that in the future, comparative learning advantages between humans and machines will determine their division of labor. (2) Two dimensions of job performance—expertise and interpersonal: Job tasks can be sorted into two broad categories. Tasks that require expertise have stable endpoints, which makes these tasks inherently repetitive and subject to automation. Tasks that are interpersonal are highly context-dependent and lack stable endpoints, which makes these tasks inherently non-routine. Humans compared to machines have a comparative learning advantage along the interpersonal dimension, which is increasing in value economically. (3) The Learning Game is a time-dependent version of Turing’s “Imitation Game.” It is more than a thought experiment. The “Learning Game” provides a mathematical framework with quantitative criteria for training and assessing comparative learning advantages. The book is highly interdisciplinary—presenting philosophical arguments in economics, artificial intelligence, and education. It also provides data, mathematical analysis, and testable criteria that researchers in these fields will find of practical use. The book calls for a rethinking of how labor markets operate and how the education system should prepare students for future jobs. It concludes with a list of counterintuitive recommendations for future education and labor policies that all stakeholders—employers, employees, educators, students, and political leaders—should heed. (shrink)

Scholarship on embedding values in AI is growing. In what follows, we distinguish two concepts of AI and argue that neither is amenable to values being ‘embedded’. If we think of AI as computational artifacts, then values and AI cannot be added together because they are ontologically distinct. If we think of AI as sociotechnical systems, then components of values and AI are in the same ontologic category—they are both social. However, even here thinking about the relationship as one of (...) ‘embedding’ is a mischaracterization. The relationship between values and AI is best understood as a dimension of the relationship between technology and society, a relationship that can be theorized in multiple ways. The literature in this area is consistent in showing that technology and society are co-productive. Within the co-production framework, the relationship between values and AI is shown to be generative of new meaning. This stands in stark contrast to the framework of ‘embedding’ values which frames values as fixed things that can be inserted into technological artifacts. (shrink)