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  1. Corporate digital responsibility.Alexander Filipovic - 2023 - In Maximilian Kiener (ed.), The Routledge Handbook of Philosophy of Responsibility. Abingdon, Oxon: Routledge. pp. 419-430.
    This chapter discusses Corporate Digital Responsibility (CDR) and presents business ethics as a responsibility-based ethics. It explores the question of whether and to what extent organizations can be held accountable. With digitalization rapidly developing, digital technologies have become a crucial new area for corporate responsibility. CDR is a concept that specifically addresses the responsibility of organizations, including companies and civil society actors, in the digital age. While CDR is related to Corporate Social Responsibility (CSR), it provides updated and more specific (...)
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  2. Meaningful Work and Achievement in Increasingly Automated Workplaces.W. Jared Parmer - 2024 - The Journal of Ethics 28 (3):527-551.
    As automating technologies are increasingly integrated into workplaces, one concern is that many of the human workers who remain will be relegated to more dull and less positively impactful work. This paper considers two rival theories of meaningful work that might be used to evaluate particular implementations of automation. The first is achievementism, which says that work that culminates in achievements to workers’ credit is especially meaningful; the other is the practice view, which says that work that takes the form (...)
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  3. Organizational Partiality and Relational Equality.Grant J. Rozeboom - 2024 - Journal of Moral Philosophy:1-37.
    If you are a member of an organization, how should you be committed to its aims and values? I argue that relational equality requires organizational superiors – those endowed with higher authority within organizations – generally to make decisions on the basis of pertinent organizational aims and values, even when there are competing extra-organizational moral considerations. I start with cases of objectionable managerial moral activism, in which superiors take the moral law into their own hands, shirking organizational aims and values (...)
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  4. Personality Discrimination and the Wrongness of Hiring Based on Extraversion.Joona Räsänen & Kasper Lippert-Rasmussen - 2024 - Journal of Business Ethics 195 (3):681–694.
    Employers sometimes use personality tests in hiring or specifically look for candidates with certain personality traits such as being social, outgoing, active, and extraverted. Therefore, they hire based on personality, specifically extraversion in part at least. The question arises whether this practice is morally permissible. We argue that, in a range of cases, it is not. The common belief is that, generally, it is not permissible to hire based on sex or race, and the wrongness of such hiring practices is (...)
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  5. The Philosophy of Management Today.David Carl Wilson - 2023 - Philosophy of Management 22 (4):493-503.
    This essay reviews the recently released Handbook of Philosophy of Management, using it as a jumping off point to explore some potential confusions in contemporary philosophy of management. The handbook itself, comprising 58 articles and some 1,000 pages, is a milestone for the field. At the same time, it brings a few problems into sharp relief. I argue for more clarity about the distinction between the philosophy of management and the philosophy of management research. I make the case that logic (...)
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  6. Exploring the vulnerability of practice-like activities: an ethnographic perspective.Yemisi Bolade-Ogunfodun, Matthew Sinnicks, Kleio Akrivou & German Scalzo - 2022 - Frontiers in Sociology 7.
    Introduction: This paper explores the vulnerability of practice-like activities to institutional domination. Methods: This paper oers an ethnographic case study of a UK-based engineering company in the aftermath of its acquisition, focusing in particular on its R&D unit. Results: The Lab struggled to maintain its practice-based work in an institutional environment that emphasized the pursuit of external goods. Discussion: We use this case to develop two arguments. Firstly, we illustrate the concept of “practice-like” activities and explore their vulnerability to institutional (...)
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  7. Time, baroque codes and canonization 1.Boaventura de Sousa Santos - 1998 - Cultural Values 2 (2):403-420.
    . Time, baroque codes and canonization. Cultural Values: Vol. 2, No. 2-3, pp. 403-420.
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  8. The Virtues of Relational Equality at Work.Grant J. Rozeboom - 2022 - Humanistic Management Journal 7 (2):307-326.
    How important is it for managers to have the “nice” virtues of modesty, civility, and humility? While recent scholarship has tended to focus on the organizational consequences of leaders having or lacking these traits, I want to address the prior, deeper question of whether and how these traits are intrinsically morally important. I argue that certain aspects of modesty, civility, and humility have intrinsic importance as the virtues of relational equality – the attitudes and dispositions by which we relate as (...)
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  9. Expanding Diversity, Equity, and Inclusion to Disability.Perry Zurn, Joseph A. Stramondo, Joel Michael Reynolds & Danielle Bassett - 2022 - Biological Psychiatry: Cognitive Neuroscience and Neuroimaging 7 (12):1280-1288.
    Given its subject matter, biological psychiatry is uniquely poised to lead STEM DEI initiatives related to disability. Drawing on literatures in science, philosophy, psychiatry, and disability studies, we outline how that leadership might be undertaken. We first review existing opportunities for the advancement of DEI in biological psychiatry around axes of gender and race. We then explore the expansion of biological psychiatry’s DEI efforts to disability, especially along the lines of representation and access, community accountability, first person testimony, and revised (...)
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  10. TOMS Shoes: Effective Altruism?Garrett Pendergraft - 2021 - SAGE Business Cases.
    In the one-for-one business model, a purchaser of, for example, a pair of shoes simultaneously purchases a pair of shoes for a child in need. This model, popularized by TOMS shoe company in 2006, has been remarkably successful. The driving force behind the success is most likely the emotional appeal of the one-for-one idea. The TOMS model has been criticized, however—not just for being less effective than advertised, but for arguably doing more harm than good. Whether or not this latter (...)
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  11. International Corporate Responsibility: Exploring the Issues.John Hooker & Peter Madsen (eds.) - 2005 - Pittsburgh: Carnegie Mellon University Press.
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  12. Kant on Remote Working: a Moral Defence.Fausto Corvino - 2021 - Philosophy of Management 21 (2):265-279.
    In this article I maintain that when employers could free workers from the space constraint of the office without incurring unbearable economic losses, it is morally wrong not to grant workers the possibility to work remotely, as this violates the humanity formulation of Kant’s categorical imperative. The article therefore aims to contribute to the development of Kantian business ethics, taking into account a series of empirical evidence gathered in the wake of the Covid-19 pandemic. I firstly discuss the Kantian concept (...)
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  13. Combating Disinformation with AI: Epistemic and Ethical Challenges.Benjamin Lange & Ted Lechterman - 2021 - IEEE International Symposium on Ethics in Engineering, Science and Technology (ETHICS) 1:1-5.
    AI-supported methods for identifying and combating disinformation are progressing in their development and application. However, these methods face a litany of epistemic and ethical challenges. These include (1) robustly defining disinformation, (2) reliably classifying data according to this definition, and (3) navigating ethical risks in the deployment of countermeasures, which involve a mixture of harms and benefits. This paper seeks to expose and offer preliminary analysis of these challenges.
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  14. A Study on the Researcher's Whistle Blowing in Ethical Perspective.Kim Dae-Gun - 2007 - Journal of Ethics: The Korean Association of Ethics 1 (66):27-49.
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  15. Leadership Beyond Hierarchy.Christophe Bruchansky, Brian Robertson, Grace Ann Rosile, Guendalina dondé, Justin Dekoszmovszky, Nathan Schneider & Shereen Samuels - 2020 - Paris: Plural / Pluriel.
    Tomorrow’s leaders won’t emerge from top-down hierarchies but from new types of organizational structures. -/- Decentralization, cooperation and inclusion play an increasing role in the success of any organization. And new governance models have been created to meet this global trend. -/- The concept of the postmodern organization for instance – one that is decentered, self-reflexive and multi-faceted – is more than 20 years old. The idea that organizations should not focus solely on shareholder value but serve a diverse set (...)
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  16. Ethics of Emotional Intelligence in Organizations.Sfetcu Nicolae - manuscript
    According to Richard Sennett, concepts such as flexibility, decentralization and control, work ethic and teamwork in the New Economy have led to disorientation and emotional and psychological undermining of the individual, stating that "a regime which provides human beings no deep reasons to care about on other cannot long preserve its legitimacy.” He defines the New Economy as the new form of "flexible capitalism". DOI: 10.13140/RG.2.2.30905.39520.
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  17. La mentalidad compartida en la empresa.Maria Marta Preziosa - 2016 - Buenos Aires, CABA, Argentina: Teseo Press.
    Free Download from Teseo Press Link Book in Spanish Este libro está dirigido a investigadores interesados en la influencia que ejerce la cultura de una empresa sobre el comportamiento ético de sus integrantes y en la conformación de la empresa como un agente moral. El fenómeno de la mentalidad compartida en una organización es estudiado bajo diversas disciplinas, partiendo de una larga experiencia de “entrenamiento ético” llevada a cabo por la autora en empresas multinacionales. Esta investigación presenta a la comunidad (...)
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  18. Tous Ensemble. [REVIEW]Arianna Bove - 2018 - Organization 26:974–977.
    This is a review of the latest in the Empire/Multitude series by Michael Hardt and Antonio Negri: Assembly. Published in 2018.
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  19. Do corporations have a duty to be trustworthy?Nikolas Kirby, Andrew Kirton & Aisling Crean - 2018 - Journal of the British Academy 6 (Supplementary issue 1):75-129.
    Since the global financial crisis in 2008, corporations have faced a crisis of trust, with growing sentiment against ‘elites and ‘big business’ and a feeling that ‘something ought to be done’ to re-establish public regard for corporations. Trust and trustworthiness are deeply moral significant. They provide the ‘glue or lubricant’ that begets reciprocity, decreases risk, secures dignity and respect, and safeguards against the subordination of the powerless to the powerful. However, in deciding how to restore trust, it is difficult to (...)
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  20. Scaling Up: the evolution of intellectual apparatus associated with the manufacture of heavy chemicals in Britain, 1900-1939.Colin Divall & Sean F. Johnston - 1998 - In A. S. Travis, H. G. Schroter & Ernst Homburg (eds.), Determinants in the Evolution of the European Chemical Industry, 1900-1939: New Technologies, Political Frameworks, Markets and Companies. pp. 199-214.
    On intellectual foundations that distinguished chemical engineering from other disciplines.
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  21. Identity through alliances: the British chemical engineer.Sean F. Johnston & Colin Divall - 1999 - In I. Hellberg, M. Saks & C. Benoit (eds.), Professional Identities in Transition: Cross-Cultural Dimensions. Almqvist & Wiksell International. pp. 391-408.
    The development of a professional identity is particularly interesting for those occupations that have a troubled emergence. The hinterland between science and technology accommodates many such ‘in-between’ subjects, which appear to have distinct attributes. Some of these specialisms disappear in the face of culturally stronger occupations. Others endure, their technical expertise becoming appropriated or mutated to serve the needs of different professional groups. This chapter is concerned with one extreme of these interstitial specialisms. Chemical engineering – a subject that by (...)
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  22. “Just a Little Respect”: Effects of a Layoff Agent’s Actions on Employees’ Reactions to a Dismissal Notification Meeting.Manuela Richter, Cornelius J. König, Marlene Geiger, Svenja Schieren, Jan Lothschütz & Yannik Zobel - 2018 - Journal of Business Ethics 153 (3):741-761.
    A layoff is a threatening yet common event which employees might face at some point in their working lives. In two scenario-based experiments, we investigated which actions of a layoff agent during a dismissal notification meeting may contribute to laid-off employees’ fairness judgments and negative attitudes toward the employer. In general, the extent to which layoff victims were treated with respect was consistently found to increase perceptions of interpersonal and procedural fairness and to mitigate negative attitudes toward the employer. Further (...)
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  23. The Relation Between Corporate Training and Development Expenditures and the Use of Temporary Employees.Allison Westerman - 2001 - Ethics and Behavior 11 (1):67-86.
    Are employers utilizing temporary workers as a means to decrease the funds allocated to the training and development of full-time workers? This article examines industry trends in the utilization of contingent workers and training expenditures in an attempt to explain the relation between the two variables. The article also examines the ethical responsibility of organizations to train and develop employees. Data were collected from organizations that participated in a survey soliciting information regarding temporary workers and training expenditures between the years (...)
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  24. Mechanisms of Corporate Social Responsibility: The Moderating Role of Transformational Leadership.Ashita Goswami, Kimberly E. O’Brien, Kevin M. Dawson & Meghan E. Hardiman - 2018 - Ethics and Behavior 28 (8):644-661.
    Literature reviews have repeatedly emphasized the need to further investigate relationships between corporate social responsibility and micro-organizational variables. The present research attempts to address this call by examining the direct and indirect relationship between individual perceptions of CSR and employees’ organizational citizenship behaviors. Multiphasic data from 207 workplace supervisor–subordinate dyads recruited from an online panel were analyzed to show that organizational identification mediated the relationship between CSR and OCBs. Furthermore, supervisor transformational leadership style moderated the mediation, such that the indirect (...)
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  25. Impact of Ethical Leadership on Organizational Safety Performance: The Mediating Role of Safety Culture and Safety Consciousness.Nusrat Khan, Ifzal Ahmad & Muhammad Ilyas - 2018 - Ethics and Behavior 28 (8):628-643.
    We examined a largely ignored but imperative dimension of safety literature by testing the impact of ethical leadership style on organizational safety performance. We also tested dual mediating paths of safety culture and safety consciousness in the relationship between ethical leadership style and organizational safety consciousness. Data were collected from a large public sector telecom company in Pakistan. Confirmatory factor analysis was used to assess the reliability and validity of the study scales and model fit. Preacher and Hayes’s macro of (...)
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  26. The Impact of Financial Incentives and Perceptions of Seriousness on Whistleblowing Intention.Paul Andon, Clinton Free, Radzi Jidin, Gary S. Monroe & Michael J. Turner - 2018 - Journal of Business Ethics 151 (1):165-178.
    Many jurisdictions have put regulatory strategies in place to provide incentives and safeguards to whistleblowers to encourage whistleblowing on corporate wrongdoings. One such strategy is the provision of a financial incentive to the whistleblower if the complaint leads to a successful regulatory enforcement action against the offending organization. We conducted an experiment using professional accountants as participants to examine whether such an incentive encourages potential whistleblowers to report an observed financial reporting fraud to a relevant external authority. We also examine (...)
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  27. Of Brahmins and Dalits in the Academic Caste System.Leemon McHenry & Paul W. Sharkey - 2014 - Academe 2014 (Jan-feb):35-38.
    Traditionally, the three-pronged mission of our colleges and universities has been to provide high-quality education, encourage cutting-edge research, and promote professional and community service. The substitution of business-based policies for sound academic principles, however, has institutionalized a form of professional inequality that threatens all three. The growing distinction between tenured and tenure-track faculty members on the one hand and tenure-ineligible lecturers or part-time adjuncts on the other has produced an academic caste system that is undermining the raison d’être of our (...)
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  28. Gender and dress code in Rome.Catherine Baroin - 2012 - Clio 36:43-66.
    Si les textes juridiques et les usages de la Rome républicaine et impériale établissent un classement entre les vêtements selon le statut (libre/non libre), le sexe et l’âge, certains vêtements apparaissent comme unisexes et, surtout, ce sont la façon de les porter (habitus), les gestes (gestus) et la démarche (incessus) qui leur donnent les connotations masculines ou féminines. Le sens du vêtement est construit par un système d’oppositions (toga pura VS toga praetexta ; toga VS stola, etc.) qui ne fonctionnent (...)
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  29. Book Review: Corporate SheerPurangArun, Corporate Sheer, 2011, Bangalore: Srividya Printers, pp. 176, ₹300, ISSN 978- 818465-432-5. [REVIEW]Anwista Ganguly - 2012 - Journal of Human Values 18 (1):88-90.
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  30. Ethical Codes in Sports Organizations: Classification Framework, Content Analysis, and the Influence of Content on Code Effectiveness.Els De Waegeneer, Jeroen Van De Sompele & Annick Willem - 2016 - Journal of Business Ethics 136 (3):587-598.
    Sports organizations face various ethical challenges. To tackle these, ethical codes are becoming increasingly popular instruments. However, a lot of questions remain concerning their effectiveness. There is a particular lack of knowledge when it comes to their form and content, and on the influence of these features on the effectiveness of these codes of ethics. Therefore, we developed a framework to analyze ethical codes and used this to assess codes of ethics in sports clubs from six disciplines. The form and (...)
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  31. Linking Altruism and Organizational Learning Capability: A Study from Excellent Human Resources Management Organizations in Spain.Jacob Guinot, Ricardo Chiva & Fermín Mallén - 2016 - Journal of Business Ethics 138 (2):349-364.
    The new features of the business environment have expanded the concept of organizational learning capability. In today’s competitive business environment, OLC has been recognized as an essential means to gain a sustainable competitive advantage. However, the effective development of that capability has not been sufficiently analyzed in the organizational learning literature. Prompted by a recent paradigm shift in the organizational sciences, this research explores the link between altruism and OLC testing a wider picture that includes two intermediate steps: Relationship Conflict (...)
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  32. Is the Ethical Culture of the Organization Associated with Sickness Absence? A Multilevel Analysis in a Public Sector Organization.Maiju Kangas, Joona Muotka, Mari Huhtala, Anne Mäkikangas & Taru Feldt - 2017 - Journal of Business Ethics 140 (1):131-145.
    The main aim of the present study was to examine whether an ethical organizational culture is associated with sickness absence in a Finnish public sector organization at both the individual and work unit levels. The underlying assumption was that employees working for organizations that are characterized by a strong ethical organizational culture report less sickness absence. The sample consisted of 2192 employees from one public sector city organization that included 246 different work units. Ethical organizational culture was measured with the (...)
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  33. A Dual-Processing Model of Moral Whistleblowing in Organizations.Logan L. Watts & M. Ronald Buckley - 2017 - Journal of Business Ethics 146 (3):669-683.
    A dual-processing model of moral whistleblowing in organizations is proposed. In this theory paper, moral whistleblowing is described as a unique type of whistleblowing that is undertaken by individuals that see themselves as moral agents and are primarily motivated to blow the whistle by a sense of moral duty. At the individual level, the model expands on traditional, rational models of whistleblowing by exploring how moral intuition and deliberative reasoning processes might interact to influence the whistleblowing behavior of moral agents. (...)
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  34. Can Corporations Have (Moral) Responsibility Regarding Climate Change Mitigation?Säde Hormio - 2017 - Ethics, Policy and Environment 20 (3):314-332.
    Does it make sense to talk about corporate responsibility for climate change mitigation? Through utilizing systems thinking, I will argue that mitigation should be incorporated into corpora...
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  35. The Factors Influencing Corporate Social Responsibility Disclosure in the Kingdom of Saudi Arabia.Ayman Issa - 2017 - Australian Journal of Basic and Applied Sciences 11 (10):1-19.
    BACKGROUND: In today’s world of increased awareness regarding the concepts of corporate social responsibility (CSR) and corporate governance (CG), many firms in the developed countries consider noncompliance with CSR and CG standards as an important source of risk to their reputations with stakeholders. OBJECTIVE: The aim of this study is to investigate the relationship between the corporate social responsibility disclosure (CSRD) index and corporate factors, namely, board size, board independence, board meetings, CEO duality, a firm’s size, leverage, profitability and age. (...)
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  36. Hospital Cost Efficiency and System Membership.Kathleen Carey - 2003 - Inquiry: The Journal of Health Care Organization, Provision, and Financing 40 (1):25-38.
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  37. Measuring Community Benefits Provided by Nonprofit and For-Profit HMOs.Mark Schlesinger, Shannon Mitchell & Bradford Gray - 2003 - Inquiry: The Journal of Health Care Organization, Provision, and Financing 40 (2):114-132.
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  38. An Analysis of the Ethical Codes of Corporations and Business Schools.Harrison McCraw, Kathy S. Moffeit & John R. O’Malley - 2009 - Journal of Business Ethics 87 (1):1-13.
    Reports of ethical lapses in the business world have been numerous and widespread. Ethical awareness in business education has received a great deal of attention because of the number and severity of business scandals. Given Sarbanes-Oxley legislation and recent Association to Advance Collegiate Schools of Business International’s (AACSBI) recommendations, this study examined respective websites of Securities and Exchange Commission (SEC) regulated public companies and AACSBI-accredited business schools for ethical policy statement content. The analysis was accomplished by classifying ethical expressions into (...)
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  39. A Word to the Wise: How Managers and Policy-Makers can Encourage Employees to Report Wrongdoing.Marcia P. Miceli, Janet P. Near & Terry Morehead Dworkin - 2009 - Journal of Business Ethics 86 (3):379-396.
    When successful and ethical managers are alerted to possible organizational wrongdoing, they take corrective action before the problems become crises. However, recent research [e.g., Rynes et al. (2007, Academy of Management Journal50(5), 987–1008)] indicates that many organizations fail to implement evidence-based practices (i.e., practices that are consistent with research findings), in many aspects of human resource management. In this paper, we draw from years of research on whistle-blowing by social scientists and legal scholars and offer concrete suggestions to managers who (...)
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  40. Whistle-Blower Narratives: The Experience of Choiceless Choice.C. Fred Alford - 2007 - Social Research: An International Quarterly 74 (1):223-248.
    Most whistleblowers talk as if they never had a choice about whether to blow the whistle. This doesn't mean they acted suddenly, or impulsively, only that they believe they could not have done otherwise. Trying to make sense of this near universal answer to the question "Why did you do it?" the essay draws on narrative theory. Narrative theory distinguishes between actant and sender—that is, between actor and his or her values. This distinction helps to explain what it means to (...)
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  41. Corporate Management.Sebastian A. Sora - 1988 - Thought: Fordham University Quarterly 63 (1):95-104.
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  42. Organic codes.Marcello Barbieri - 2002 - Sign Systems Studies 30 (2):743-753.
    Coding characteristics have been discovered not only in protein synthesis, but also in various other natural processes, thus showing that the genetic code is not an isolated case in the organic world. Other examples are the sequence codes, the adhesion code, the signal transduction codes, the splicing codes, the sugar code, the histone code, and probably more. These discoveries however have not had a significant impact because of the widespread belief that organic codes are not real but metaphorical entities. They (...)
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  43. Corporate Ethics.William C. Frederick - 2004 - Journal of Business Ethics Education 1 (1):21-23.
  44. Ethical Aspects of Dual Coding.Aviva Geva - 2010 - Journal of Business Ethics Education 7:5-24.
    Rapid development of e-learning courses for ethics-and-compliance programs led to substantial success in producing engaging multimedia training toolkits aimed at breaking through barriers of indifference and distrust by combining learning with fun. However, a pleasant training experience is no guarantee of its ultimate success in improving organizational ethics. Drawing on Paivio’s Dual Coding Theory, this paper presents a model for evaluating multimedia learning from a moral viewpoint. The main argument advanced in the paper is that entertaining multimedia training modules, as (...)
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  45. Character Vs. Codes.Louis G. Lombardi - 1990 - International Journal of Applied Philosophy 5 (1):21-28.
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  46. Meatpacking Workers’ Perceptions of Working Conditions, Psychological Contracts and Organizational Justice.María Teresa Gastón - 2012 - Journal of Catholic Social Thought 9 (1):91-115.
  47. Corporate Codes of Conduct and the Success of Globalization.S. Prakash Sethi - 2002 - Ethics and International Affairs 16 (1):89-106.
    Sethi focuses on multinational corporations in developing countries and the unfair advantage they have in expropriating a greater share of gains from efficiency and productivity from international trade than would be possible if labor had greater mobility or bargaining power.
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  48. A Quasi-Personal Alternative to Some Anglo-American Pluralist Models of Organisations: Towards an Analysis of Corporate Self-Governance for Virtuous Organisations.David Ardagh - 2011 - Philosophy of Management 10 (3):41-58.
    An organisation which operates without a ‘self-concept’ of its goals, authorised roles, governance procedures regarding sharing information, decisional powers and procedures, and distribution of benefits, or without continuous audit of its impact on its end-users, other players in the practice, and the state, does so at some ethical risk. This paper argues that a quasi-personal model of the collective ethical agency of organisations and states is helpful in suggesting some of these key areas which are liable to need careful organisational (...)
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  49. Presuppositions of Collective Moral Agency: Analogy, Architectonics, Justice, and Casuistry.David Ardagh - 2012 - Philosophy of Management 11 (2):5-28.
    This is the second of three papers with the overall title: “A Quasi-Personal Alternative to Some Anglo-American Pluralist Models of Organisations: Towards an Analysis of Corporate Self-Governance for Virtuous Organisations”.1 In the first paper, entitled: “Organisations as quasi-personal entities: from ‘governing’ of the self to organisational ‘self’-governance: a Neo-Aristotelian quasi-personal model of organisations”, the artificial corporate analogue of a natural person sketched there, was said to have quasi-directive, quasi-operational and quasi-enabling/resource-provision capacities. Its use of these capacities following joint deliberation in (...)
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  50. Corporate Codes of Conduct.Ian Maitland - 2005 - International Corporate Responsibility Series 2:65-78.
    What are international codes of conduct for? The broad support for such codes masks fundamental differences about their purpose. Corporations see codes of conduct as regimes for regulating their relations with their suppliers in developing countries and—not least—to counter negative publicity. For labor and human rights activists, on the other hand, codes of conduct are levers for forcing positive change in global labor and environmental standards. Here I consider two areas typically covered by codes of conduct—wages and child labor—and identify (...)
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