...responds to whom? Corporate Culture and the question of communicating Responsibility Ludger Heidbrink, Peter Seele Working Papers des CRR Nr. 2/2007 ISSN 2190-5398 www.responsibility-research.de Who responds to whom? Corporate Culture and the question of communicating Responsibility Ludger Heidbrink, Peter Seele Nr. 2/2007 ISSN 2190-5398 2 Who responds to whom? Corporate Culture and the question of communicating Responsibility Prof. Dr. Ludger Heidbrink Prof. Dr. Dr. Peter F. Seele CRR (Center for Responsibility Research) Kulturwissenschaftliches Institut, Essen Outline There are as many opinions on business and ethics as there are statements. In this paper we present the major positions in this ongoing and increasing debate and categorize them according to their ratio as business or ethics, business and ethics and finally ethics in business. In this paper we also present the view, that ethical issues are not separated but connected from business in terms of making profit. We also argue against a strong normative idea of business ethics claiming social responsibility as objective for corporations. After introducing the most common concepts to manage ethics (Corporate Social Responsibility (CSR) and Corporate Citizenship (CC)), we identify Corporate Culture as crucial parameter to combine business and ethics by the notion of responsibility. Spheres of corporate responsibility: formal and informal institutions The wording in corporate ethics is of...
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...relationships are presumed to enjoy common characteristics and to attract a core set of demanding legal duties, most notably a duty of loyalty. Surprisingly, however, the justification for fiduciary duties is an enigma in private law theory. It is unclear what makes a relationship fiduciary and why fiduciary relationships attract fiduciary duties. This article takes up the enigma. It assesses leading reductivist and instrumentalist analyses of the justification for fiduciary duties. Finding them wanting, it offers an alternative account of the juridical justification for fiduciary duties. The author contends that the fiduciary relationship is a distinctive kind of legal relationship in which one person (the fiduciary) exercises power over practical interests of another (the beneficiary). Fiduciary power is a form of authority derived from the legal capacity of the beneficiary or a benefactor. The duty of loyalty is justified on the basis that it secures the exclusivity of the beneficiary’s claim over fiduciary power so understood. Les obligations fiduciaires sont essentielles pour assurer l’intégrité de multiples relations, telles que celles entre administrateur et bénéficiaire, directeur et société, mandataire et mandant, avocat et client, médecin et patient, parent et enfant, ou enfin gardien et pupille. Malgré leur variété, toutes les relations fiduciaires sont présumées jouir de caractéristiques communes et générer un ensemble d’obligations juridiques,...
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...COURSE DESCRIPTION: This course will focus on developing the analytical skills needed for philosophical thought about important moral issues that arise within a business context. The first part of this course will focus on understanding the nature of morality, and we shall discuss normative theories of ethics, theories of justice, the nature of capitalism and the rise of corporations. Next, we apply these theories to practical problems arising in the workplace, such as personnel policies, the right to privacy, the obligation to provide safe working conditions, and overall employee satisfaction. We also address the moral challenges facing an employee, including loyalty to the employer, abuses of power, whistle blowing and job discrimination. COURSE OBJECTIVES: 1. Students will improve critical thinking by developing their skills for explaining, critically examining, and responding to theories, uses and claims in the area of business ethics. 2. Students will improve writing skills by explaining, exploring and critically examining theories, issues and arguments in the area of business ethics. 3. Students will improve communication skills by explaining orally ethical issues and arguments that arise in a business context. 4. Students will develop an openness to having their beliefs challenged, will learn to hear and comprehend the views of others, and to entertain objections to their own view. REQUIRED TEXT: William H. Shaw, Business Ethics Thomson Wadsworth...
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...ISSN 1648-2603 ● VIEŠOJI POLITIKA IR ADMINISTRAVIMAS ● 2004. Nr. 13 Accountability and Responsibility in Organizations: the Ethics of Discretion Raymond W. Cox III University of Akron Akron, Ohio, USA The article presents a comprehensive approach to the administrative discretion. The objective of the paper has been to outline a perspective and patterns of behaviour, which are helpful defining "discretion in action". Theoretical discussion on the issue has been extended towards practical implications. Author stresses, that establishing a decision-making architecture, leaders of the organization can create learning and supportive environment, which encourages appropriate and limited use of discretion. Raktažodžiai: atskaitomybė, atsakomybė, diskretiškumas, etika, korupcija, sprendimų priėmimas. Keywords: accountability, responsibility, discretion, ethics, corruption, decision making. Introduction Few aspects of Public Administration engender more controversy than the idea of discretion. For most, the attitude toward the exercise of discretion must be described as ambiguous and even ambivalent. While the necessity of the exercise of discretion is not disputed, there is little agreement on the normative foundation (Bryner, 1987) for that activity. Yet without a normative foundation, there is little basis upon which to judge the exercise of discretion. Recent literature on ethical practices in the governments of Africa has boldly asserted that discretion leads to the breakdown...
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...International Journal of Humanities and Social Science Vol. 1 No. 10; August 2011 Examining Customer Purchase Intentions for Counterfeit Products Based on a Modified Theory of Planned Behavior Shih-I Cheng Assistant Professor Department of Business Administration, Shu-Te University China E-mail: jane@stu.edu.tw Hwai-Hui Fu Associate Professor Department of Business Administration, Shu-Te University China Le Thi Cam Tu Graduate School of Business Administration China ABSTRACT Counterfeits consumption has recently attracted considerable attention. This study examines factors affecting consumer purchase intention for counterfeit products. Specially, this study takes Vietnam, a developing country where consumer behavior is being affected by rising living standard, as a research object. Based on the Theory of Planned Behavior of Ajzen with the additional factor of perceived financial control, it is hoped that an improved framework can be obtained for predicting customer intention to purchase counterfeits. The hypotheses were tested via Structural Equation Modeling technique. The results indicated that subjective norms exert the greatest impact on customer intention to purchase counterfeits, while additional factor of perceived financial control negatively affects intentions. This investigation can help marketers and policy makers understand the key influences on consumer behavior towards counterfeits and thus to create effective marketing campaigns and anti-piracy strategies...
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...A note from the writer I was born in 1955 and am a professor of management and leadership at the University of Jyväskylä, with a solid academic track record. My main academic work has been research in the area of business ethics and corporate social responsibility (CSR). Based on my research I have written around a hundred publications, of which about fifty can be seen as scientifically significant, in one way or another. I started as a business leadership major at the University of Jyväskylä in 1977. General studies sparked my interest in philosophy, and in time I became more and more interested in it. I graduated as a Master of Economics in 1982, at which point I had already done Advanced studies in Philosophy. Nevertheless, I did my postgraduate studies in economics and began to study corporate societal responsibility in 1983. At the same time I continued my studies in philosophy and graduated as a M.Sc (Philosophy) in 1986, the same year when I finished my licentiate’s work on societal responsibility for the Business Studies program in the University of Jyväskylä (Ph.D in Economics 1991). At that time, I was already also interested in the thematic of business ethics. These fields were not popular in economics at that time, nor in the academic philosophy in Jyväskylä, where Steinerism and Marxist-phenomenology trends prevailed. My own orientation has correlated with traditional Anglo-Saxon analytical philosophical ethics. In 2003, I was appointed as the Docent...
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...(DeGeorge, R. T. (2005). “The deontological approach to ethics denies the utilitarian claim that morality of an action depends on its consequences. Deontologists maintain that actions are morally right or wrong independent of their consequences. Moral rightness and wrongness are basic and ultimate moral terms. The deontological approach is not dependent on good and the production of, or the failure to produce, good. A person’s duty is to do what is morally right and to avoid what is morally wrong, regardless of the consequences. “Virtue ethics is currently one of three major approaches in normative ethics. It may, initially, be identified as the one that emphasizes the virtues, or moral character, in contrast to the approach which emphasizes duties or rules (deontology) or that which emphasizes the consequences of actions (consequentialism). Virtue ethics has three central concepts, virtue, practical wisdom and eudaimonia (happiness)” (Stanford Encyclopedia of Philosophy, 2007). Ethical thinker associated with theory “Jeremy Bentham (1748–1832), who was a hedonistic utilitarian, argued that in attempting to evaluate the pleasure or pain...
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...THE RELATIONSHIP BETWEEN LEADERSHIP STYLES AND EMPLOYEES COMMITMENT IN EAST AFRICA BOTTLING S.C (COCA-COLA) A TERM PAPER: THE COURSE OF ADVANCED ORGANIZATIONAL BEHAVIOR AND DESIGN BY: SIRAK TEFERI ……….…. MKMW/601/06 SUBMITTED TO: TESFAYE SEMELA (Professor) The Relationship Between Leadership Styles and Employees Commitment Table of Contents 1. INTRODUCTION........................................................................................................................................................1 1.1. SIGNIFICANCE OF THE TERM PAPER ON THE STUDY OF ORGANIZATIONAL BEHAIVOR ...................................................................................................................................................................2 1.2. IMPLICATIONS OF THE STUDY TO MARKETING MANAGEMENT. .........................................3 1.3. ORGANIZATION OF THE TERM PAPER ................................................................................................3 2. MAIN BODY OF THE TERM PAPER .................................................................................................................4 2.1. THEORETICAL LITERATURE .....................................................................................................................4 2.1.1. The Concept of Leadership .................................................................................................................4 2.1.2. The Development of Leadership Theories .................
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...motivation-based perspective to explore how organisations resolve the social dilemma of knowledge sharing. Design/methodology/approach – The analysis builds on a three-category taxonomy of motivation, adding ‘‘hedonic’’ motivation to the traditional dichotomy of ‘‘extrinsic’’ and ‘‘intrinsic’’ motivation. It uses case studies gleaned from the literature to explore the interactive effects between the different motivators in two different types of knowledge-intensive organisations: professional bureaucracy and operating adhocracy. Findings – Within a professional bureaucracy, the social dilemma of knowledge sharing may be overcome through normative motivation, with provision of hedonic motivation through extrinsic incentives such as training and career progression. In an operating adhocracy where interdependent teamwork is vital, it may be overcome through normative alignment reinforced by intensive socialisation. Extrinsic motivators that align with hedonic motivation may also reinforce the propensity for knowledge sharing. In both organisational types, financial extrinsic incentives do not appear to be relevant on their own, and may ‘‘crowd out’’ other motivators. Research limitations/implications – The cases reported were chosen from the existing literature and, although many were not designed specifically to address motivational issues, suggestive conclusions are drawn. Most of the cases were drawn from organisations rooted in the Anglo-American context and thus care would be needed in generalising...
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...BMO5501 BUSINESS ETHICS AND SUSTAINABILITY Assignment 2 : Reflective Journal Page 1. Overview 2-3 2. Table of Contents a) Business Ethics 4-5 b) Sustainability 6-7 c) Capitalism 8 d) Corporate Social Responsibility 9-11 3. References 12 Overview The three main topics of the course, Ethics & Business Ethics, Sustainable Development and Corporate Social Responsibility (CSR) are very relevant in today’s business world. The phasing and sequencing of readings starting with Ethics, then to Sustainability and ending with CSR provides a good foundation to the business practices of CSR. Without the foundational understanding of Ethics normative theories and Sustainability phenomenon and issues, and the concepts of socialism, capitalism, corporate citizenship, the readings and eventual learning about the subject of CSR would be more superficial and spiritless. The 4 key normative ethical theories of Egoism, Utilitarianism, Kant’s, Rights have very different moral reasoning in judging what is right or wrong, good or bad. Egoism is very individualistic and consequentialist. Utilitarianism is also consequentialist but based upon the aggregated greatest number of well beings. The opposite of these two are non-consequentialist, one theory is based on the motives – Kant’s categorical imperative and second theory is based on Rights, human rights and natural rights. Each ethical theory has its valid...
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...goals, and expect in return a work setting where they can use their skill, satisfy their desire, and achieve their goals (Mottaz, 1988). At the minimum, employees expect their organization to provide fair pay, safe working condition, and fair treatment. (Beer, Spector, Lawrence, Mills, & Walton, 1984). It simply implies that employees offer or increase their commitment when organization meets employees' expectation regarding fulfillment of their important needs. Thus, the exchange perspective explains organizational commitment as a function of work rewards and work values (Lambert, 2000; Mottazz, 1988), and suggests the importance of work rewards for continuously encouraging employees. According to exchange theory and reciprocity norm, employees repay the rewards received from organization through increase commitment to the organization, which reenforce the exchange prevalent in the employee - employer relationship in a mutually beneficial manner (Blau, 1964; Haar and Spell, 2004). In addition, Vroom, V.H (1964) maintained in his expectation theory that everyone works in expectation of some rewards in both spiritual and material. In the other words, the level of reward influences the quality and the quantity of...
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...Discussion Questions of Ethics a) Define ethics & discuss its relationship with normative systems The Meaning of Ethics: Ethics, also known as moral philosophy, is a branch of philosophy concerned with the study of questions of right and wrong and how we ought to live. Ethics involves making moral judgments about what is right or wrong, good or bad. Right and wrong are qualities or moral judgments we assign to actions and conduct. Within the study of ethics, there are three branches: metaethics , concerned with methods, language, logical structure, and the reasoning used in the interpretation of ethical terms, for example, what exactly the term “good” means; normative ethics , concerned with ways of behaving and standards of conduct; and applied ethics , concerned with solving practical moral problems as they arise, particularly in the professions, such as medicine and law. Ethics provides us with a way to make moral choices when we are uncertain about what to do in a situation involving moral issues. In the process of everyday life, moral rules are desirable, not because they express absolute truth but because they are generally reliable guides for normal circumstances. Normative Ethics Normative ethics is fundamental to ethical decision making in the criminal justice system. A central notion in normative ethics is that one’s conduct must take into account moral issues; that is, one should act morally, using reason to decide the proper way of conducting oneself...
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...5 Four General Strategies for Changing Human Systems ROBERT E. QUINN SCOTT SONENSHEIN I n this chapter we articulate a new general strategy for effecting change in human systems. To do this, we return to the fundamental assumptions of organization development (OD). In examining the early arguments in the field, we identify an essential strategy that has never been made explicit. By developing this strategy, we open avenues for research and provide an action framework that will increase the effectiveness of change agents. FOUNDATIONS OF OD We begin with a review of the seminal paper published in 1969 by Chin and Benne, “General Strategies for Effecting Changes in Human Systems.” In the paper, Chin and Benne outline three general strategies for changing human systems: empirical–rational, power–coercive, and normative–reeducative. The empirical–rational strategy considers people to be rationally self-interested. An organization member adopts a proposed change if the following two conditions are met: The proposed change is rationally justified, and the change agent demonstrates the benefits of the change to the change target. In short, the rational–empirical approach emphasizes that if the target has a justifiable reason to change (i.e., if it is in his or her self-interest), change comes from simply telling the target about the change. Chin and Benne call their second strategy power–coercive. This approach focuses on change efforts in which a more powerful person imposes...
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...Individual Assignment OF Organization studies Dr: Mohammad Iqbal, MIB, MIB, DBA. Student: Ahmed Hassan Ali Elmaloul . Student NO: 126030208021003. Sustainability Performance Measurement for sustainable organizations: beyond compliance and reporting Key Words: sustainability performance measurement (SPM), Corporate Social Responsibility (CSR), compliance, reporting, Communication, stakeholders, Organizational change, TRM. Type of paper: conceptual essay 1. Introduction The end of 20th century observed unprecedented prominent changes in corporate strategy and management towards sustainable thinking - the emergence of sustainability as corporate strategy, and making sustainability an integral part of a company’s business strategy in order to obtain the bottom-line benefits .But, this is requires a dramatic changes in the organizations’ performance against the economic, social and environmental (triple) bottom lines , and paying more and more attention to their values and responsibility .Sustainability is also necessitates the transformation of mindset and commitment of the leadership and organizational performance to include key stakeholders. Managing sustainability holistically is challenging and requires a sound management framework that integrates environmental and social performance with economic business performance. 2. Conceptual and theoretical analysis Sustainability performance measurement (SPM) Yet few, if any, companies can respond definitively...
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...Users who downloaded this article also downloaded: Christina Schwabenland, Frances Tomlinson, (2008),"Managing diversity or diversifying management?", Critical perspectives on international business, Vol. 4 Iss 2/3 pp. 320-333 http:// dx.doi.org/10.1108/17422040810870033 Charbel Jose Chiappetta Jabbour, Fernanda Serotini Gordono, Jorge Henrique Caldeira de Oliveira, Jose Carlos Martinez, Rosane Aparecida Gomes Battistelle, (2011),"Diversity management: Challenges, benefits, and the role of human resource management in Brazilian organizations", Equality, Diversity and Inclusion: An International Journal, Vol. 30 Iss 1 pp. 58-74 http://dx.doi.org/10.1108/02610151111110072 Fiona Colgan, (2011),"Equality, diversity and corporate responsibility: Sexual orientation and diversity management in the UK private sector", Equality, Diversity and Inclusion: An International Journal, Vol. 30 Iss 8 pp. 719-734 http://dx.doi.org/10.1108/02610151111183225 Access to this document was granted through an Emerald subscription provided by emerald-srm:607523 [] For...
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