...The social work field is an example of a competing system because the profession deals with ethics and values instead of statistics and facts. The intellectual standards that are found in this field are breadth and fairness because they deal with different points of view that have opposing conclusions and the focus of success on others, both intellectual standards requiring open-mindedness, as does the social work field require. For example, the intellectual standard of breadth is always present in a social worker’s life, mostly to analyze a situation with a different approach to figure it out. In my article, this is seen in the study that is done by the authors. Thirteen social workers are interviewed and each gives their personal opinion...
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...ensure the population of their coverage as to their relevant needs, and be dependable with ethical guidelines linked to the public’s health and the health care. Most importantly, we would not like for the various advances health sector to utilize helplessly or isolate them self’s from one another, but take the effort to interact and advance complementary components of systems that have a global integrated nature. Now, we redirect to the three set of sources that might have the ability for contributing more effective means of coping towards the encounters of ill health in our world. Specifically, in countries that are developing. First, ethical concepts used in health care are going to be discussed. The ethical concept will be divided in to fairness, equity and human rights, Second, biomedical research and clinical studies in healthcare will be...
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...Fairness as Appropriateness: Negotiating Epistemological Differences in Peer Review Author(s): Grégoire Mallard, Michèle Lamont and Joshua Guetzkow Source: Science, Technology, & Human Values, Vol. 34, No. 5 (September 2009), pp. 573-606 Published by: Sage Publications, Inc. Stable URL: http://www.jstor.org/stable/27786178 . Accessed: 02/10/2013 11:47 Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at . http://www.jstor.org/page/info/about/policies/terms.jsp . JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org. . Sage Publications, Inc. is collaborating with JSTOR to digitize, preserve and extend access to Science, Technology, &Human Values. http://www.jstor.org This content downloaded from 199.73.44.216 on Wed, 2 Oct 2013 11:47:01 AM All use subject to JSTOR Terms and Conditions Science, Technology, & Human Values Fairness as Volume 34 Number 5 September 2009 573-606 C) 200$; Sage Plications 10.1177/0162243908329381 l*ftp:#$&.sagepub.com hosted at http://online.sagepub.com Appropriateness Negotiating Epistemological Differences in Peer Review Gregoire Mallard Northwestern University Michele Harvard Lamont University...
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...Fairness in Hiring and Promotions, Employee’s Rights and Duties Business Ethics has been an issue for the past four thousand years. The Mesopotamian rulers attempted to create honest prices and the Aristotle discussed the vices and virtues of tradesmen and merchants. In the Old Testament there are discussions on the topic of fraud, theft, proper weights, and competition; in the New Testament business ethics as it relates to poverty and wealth are discussed (Hoffman, Frederick, & Schwartz, 2001, p. 3). In current times the discussions of Business Ethics is moving towards a different approach. There will always be organizations more concern about the financial interest of the shareholders than the consumer; however, there is now a growing interest among US companies to corporate social responsibility as a way to benefit both the community and the organization. This paper will briefly compare and contrast the various theories of economic Justice of Fairness, Distributive Justice, Utilitarianism, Capitalism and Morality, and Socialism; and reveal the one theory I believe to be the most practical; and the best theory of economic justice as it applies to the “fairness in hiring and promotions, and employees’ rights and duties.” Justice of Fairness includes components of the Principle of Liberty that every one deserve the right to basic liberties; and the Principle of Equality falls in line with the distributive justice for social...
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...background, and all social groups. Even though human exercises of justice always involve subjective judgment, most people believe that there would be ultimate objective justice in this world. In fact, in any human society, people always ascribe the absoluteness of justice which is free of subjective relativity to divine authority, even if the society is dominated by atheist materialist culture. This is because mankind could only acquire absolute authority from supernatural or divine power superior to all human power. As a result, divine justice has been the foundation of all human justice in this world. Besides the divine justice, there are another two general categories of justice: natural justice and social justice. By natural justice I am referring to the application of natural logic or knowledge when exercising justice. For example, we all know that forcing people to work under dangerous environment or poor conditions could be harmful to them, or cutting a person with knife could kill him. This kind of common knowledge could be accepted among people without any modern scientific education when making judgment about justice. The last major category of justice is the social justice, i.e. the exercise of justice based on various cultural values, human experiences and personal interests. In reality, the process of exercising justice would normally be a combination of all three major categories mentioned above, and thus divine justice, natural justice and social justice are three...
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...Assignment 2 Fairness DEAKIN UNIVERSITY ECL 776 - Language Testing and Assessment Unit Chair: Dr. Rod Neilson Adam Scott 500148222 Introduction Testing is a fundamental aspect of human nature and society. Humans have used tests for psychological and physical inclusion since history began. The importance is evident in early literature such as Homeric text where allusions to testing are personified as gods challenging man. Undoubtedly, tests in those times had their own high-stakes nature, perhaps being the life of an individual, and while this may seem extreme and unfair in the twenty-first century, in its context was perhaps necessary to ensure the survival of a group. This protectionism no doubt persists today, evident in social policy and language norms. Although the stakes have changed, entry to a society is no less high contextually in terms of financial and emotional currency. Now as the dominant species the survival of the fittest no longer seems relevant, so attention must be drawn to current gate-keeping practices and not only their necessity but also whether or not they are fair. While language testing has become standard practice in many countries it has also become politicized especially as a means of power (Hamp-Lyons, 1997a; Shohamy, 2001). In this case the term fairness becomes problematic because determining whether it is society or the political class who has set the standards has many implications. Language testing systems employed by governments...
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...Social Justice This week, I explored the role of leaders in creating team trust and social justice. At some point, the team exists as a part of a larger organization and success or failure of the team can be affected by the organization’s culture within which it resides. Hegtvedt (2004) refers to distributive justice as encompassing the distribution of both benefits and burdens to the members of a group. Hegtvedt (2004) discussed three fundamental questions: “What is justice?” “Why do people differently perceive injustice?” and also, “How do people respond to perceived injustice?” Justice can actually be comparative and proportional. People desire their outcomes to be positive, referring to rewards, honors and prestige along with being in proportion to their contributions of efforts, abilities and expertise. Individuals and groups also compare their outcomes and measure their contributions with others. This will ultimately affect whether they perceive the distribution as just or unjust. Tyler, Dienhart, and Thomas (2008) state “outcome fairness is determined by what people think they deserve.” Many professionals, political scientists, psychologists, social psychologists, sociologists, and others offer a variety of theoretical ideas to address justice analysis. Justice theory and research apply to many diverse social domains, with a heavy focus on interpersonal dynamics and organizational policies. Within an organization, the application of distributive justice principles...
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...References Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267-299). New York: Academic Press. Antonakis, J., & House, R. J. (2002). The full range leadership theory: The way forward. In B. J. Avolio & F. J. Yammarino (Eds.), Transformational and charismatic leadership: The road ahead (pp. 3–33). Boston: JAI Elsevier Science. Aquino, K. (1995). Relationships among pay inequity, perceptions of procedural justice, and organizational citizenship. Employee Responsibilities and Rights Journal, 8, 21-33 Avolio, B. J., & Bass, B. M. (1987). Transformational leadership, charisma, and beyond. In J.G. Hunt et al. (Eds.), Emerging leadership vistas. Lexington, MA: Lexington Books. Avolio, B. J., Bass, B. M. and Jung, D. I. (1997). Replicated Confirmatory Factor Analyses of the Multifactor Leadership Questionnaire, Center f or Leadership Studies, Binghamton University, Binghamton, NY. Avolio, B. J., Zhu, W., Koh, W., & Bhatia, P. (2004). Transformational leadership and organizational commitment: Mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior, 25(8), 951–968. Retrieved February 16, 2008, from ABI/INFORM Global database. Barak, M. E. M., Nissly, J. A., & Levin, A. (2001). Antecedents to turnover and retention among child welfare, social work, and other human service employees: What can we learn from past research...
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...with what is the most useful thing to do. Utilitarian social responsibility is to maximize profits. The utilitarian primary responsibility is to operate the business in the best interests of the stockholders, whose primary concerns are financial. Different utilitarian approaches to morality have emerged each with their own theory of good and community of concerning individuals. When utilitarian decides to spend the organization’s resources, they add to the cost of doing business, which have to be passed on to consumers through higher prices or absorbed by stockholders through smaller expenses. In addition, in the moral rights rule, the decision maintains and protects the fundamentals or inalienable rights and privileges of the people affected by it. The managers’ responsibilities go beyond making profits to include protecting and improving stakeholders’ welfare. This view is based on the belief that corporations are not independent entities responsible only to stockholders but have an obligation to the larger society. Managers are guided by social norms and values and make practical decisions about their actions. Because this definition is often vague and can vary from person-to-person and culture-to-culture, there are many debates about what can be considered a moral right. Last, in the theory of justice or legal rule, people treats all fairly and consistently in accord with ethical or legal standards. Distributive fairness is based on the outcomes received by individuals and...
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...There are many reasons why implementing the Consensual Relationship Agreement into the workplace policy and guidelines of any job is important. There are also many opinions on why this policy is unnecessary, and can give the vibe of invading one’s personal space. Implementing such a policy will allow for the company to have a surety in place, so that the company is safe from lawsuits, and being solely liable for any mishappenings of those involved. Implementing these types of policies may also convey the sense of fairness to all. There are two ethical principles: sexual harassment, and stakeholder responsibility, that I feel are major aspects on the whys and the hows of the Consensual Relationship Agreement. There has been endless episodes of romance and dating at the workplace. Most businesses were off-hands when it came to the matters of love and dating on the job. “The issue is not going away”, says Helaine Olen, coauthor of Office Mate: The Employee Handbook for Finding --- and Managing--- Romance on the job (Adams Media, 2007). It is really vital for those in leadership positions to accept the likelihood of romance and dating at the workplace. It is also crucial for there to be some sort of policy and procedure in place, to be prepared to deal with any happenings, dealing with the aftermath of these said relationships. If they tried to forbid the dating it was like using reverse psychology. The more it is forbidden, the more likely, one is to partake in it, just to be...
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...www.sciedu.ca/jms Journal of Management and Strategy Vol. 1, No. 1; December 2010 Managing Justly Across Cultures: The Problem of Fairness in International Business Rolf D. Dixon (Corresponding author) Weber State University 3802 University Circle, Ogden, Utah 84408, USA Tel: +1-(801)-626-7542 E-mail: rddixon@weber.edu Cam Caldwell University of Georgia G-2 Brooks Hall, Athens, GA 30602-6256, USA Tel: +1-(318)-446-0129 E-mail: camcaldw@uga.edu Apichai Chatchutimakorn College of Business, McNeese State University Kayla Gradney College of Business, McNeese State University Kochakan Rattanametangkul McNeese State University katekochakan@yahoo.com Received: September 14, 2010 Abstract The aim of this paper is to examine the relationships between organizational justice and the factors that characterize cultural differences. This paper begins by briefly summarizing the nature of organizational justice and by identifying how justice is perceived. Hofstede’s five factors of cultural dimension model, which he developed in his seminal 1980 research on national cultures, is utilized to present characteristics of cultural differences. Ten propositions are then offered which relate to organizational justice and differences in cultural perspectives. These propositions suggest specific management approaches that organizational leaders can adopt to be more effective in dealing with employees from respective cultures. This paper concludes by identifying the importance of understanding...
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...Organizational Justice In today’s developing work life, organizational justice is increasingly important to the welfare of the organization, managers, and employees. Organizational justice shows how employees view the fairness of work-related issues in the workplace and the trust they have in the organization and its management. According to Burge, the study of organizational justice is important for three reasons: 1. Justice is a social aspect that strongly affects every-day life, whether it is social or organizational. 2. The most important asset of any organization is its members, and the manner in which they are treated influences behaviors such as commitment, trust, performance, and turnover. 3. Since the global workforce is becoming more educated and skilled, workers are demanding not only better jobs with better pay, but also more respect and dignity in their work environment. (as cited in Marjani & Ardahaey, 2012, p. 125) Some theorists such as Schmink, Cropanzano, and Rupp (as cited in Marjani & Ardahaey, 2012) have stated that organizational justice is influenced by the structure of the organization and that organizational structure, justice, and ethics are potentially related. The way organizational members view the justice and the fairness they receive from the organization will affect the way they work and interact with others in their group or team. These factors, in turn greatly affect the organization’s effectiveness and efficiency. Studies...
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...Angela Davis-Richardson Professor Thomas Ewing Sr. PSBUS230 Social/Ethical Responsibility What are the defining traits of a capitalist system? Why is each necessary to have a capitalist system? 3 September 2013 Angela Davis-Richardson Professor Thomas Ewing Sr. PSBUS230 Social/Ethical Responsibility 3 September 2013 This capitalist economic system model has increasingly become the model used by nearly every business and country in the world, however there are still a few countries in which the capitalist economy model is less prevalent, namely Cuba and North Korea. Although these countries have not adopted the capitalist model within their own country they are still forced to work within this model when conducting business on a global level. Within the capitalist model the government’s role is not very significant in the growth of the economy. The capitalist system is characterized by traits that allow businesses the opportunity to concentrate on ethical issues in the workplace. These traits are profit, private property or ownership, competition, and fairness or justice. (Pfeiffer, Forsberg 9). Without the most important driving force, profit, one might say that captialism would not exist. Profit is the money earned after all expenses incurred as part of doing business have been paid. It is what drives the business to succeed. In order to maintain a profit businesses must be efficient at promoting their product and service while...
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...worked. Their campaigns lasted for a few years and were eventually pulled due to harsh criticism for its portrayal of women. 1. Is it ethical to sell a product that is, at best, only mildly effective? From my point of view it is not ethical to sell a product that is, at best, only mildly effective. The product which is mentioned in the case is a cosmetic that lightens skin color. It is promoted as “the miracle worker” which can deliver your skin a difference from one to three shades. According to the new Fair & Lovely technology ad, the cream is supposed to change your skin even in four weeks. However, Indian dermatologists explain “that fairness products cannot truly work as they reach only the upper layers of the skin and so do not affect melanin production”. Moreover experts state, the main reason why people believe that the cream is work-ing, is a bleaching ingredient which just whitens facial hair and not the skin. The result of the product differs quite from what it has been promoted. Therefore, the HLL’s marketing strategy contains some kind of fraud. Referring to our textbook, the company cannot answer the question with “yes”, that the product optimizes the “common good” or benefits of all constituencies. So for me it is not ethical to sell a product which is mildly effective while customers have no...
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...WORK IN PROGRESS PAPER Individual-level Cultural values and Workplace Attitudes and Behaviours: Examining the moderating effects of individual-level cultural values on social exchange relationships involving organizational justice and organizational citizenship behaviour (OCB) in Pakistani organizations Samina Quratulain* Abdul Karim Khan* CERGAM, Université Paul Cézanne Aix-Marseille-III, France ABSTRACT The relationships among employee’s work related variables, cultural variables and OCB are investigated in Pakistani work setting. Based on the review of literature it has been observed that perceived organizational justice (procedural, distributive & interactional justice) is an important antecedent of OCB. This study intends to extend the previous research by assessing the validity of social exchange theory within Pakistan where norms of reciprocity (social exchange ideology) may play a lesser role in social exchange relationships. The primary objective of the study will be to compare the influence of individual differences in values using Hofstede’s cultural value framework (collectivism-individualism, uncertainty avoidance, masculinity-femininity, Power distance) as moderators of generally well established positive relationships between OCB & employee’s perception of organizational justice. The results will provide insights into the influences of employees value differences on relationships established in management literature. Keywords: Organizational citizenship behaviour;...
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