Timur Kuran's Private Truths, Public Lies makes a compelling case that people often misrepresent their private preferences in response to real or imagined social pressures, that the relative power of competing interest groups to punish opinion deviance and reward conformity determines the patterns and pervasiveness of preference falsification, and that preference falsifi‐cation helps explain such diverse outcomes as the persistence and sudden collapse of communism and the precarious persistence of racial preferences in the United States and of the caste system (...) in India. Although preference falsification is important and raises questions about the legitimacy of the opinions expressed in opinion polls and elections, it does not seem widespread enough to warrant the conclusion that ordinary people lack the courage necessary to make democracy work. (shrink)

This paper explores the justifications and impression management strategies that industrial companies use to rationalize their impacts on climate change. These strategies influence the perceptions of stakeholders through the use of techniques of neutralization intended to legitimize the impacts of corporate operations in the area of climate change. Based on a qualitative and inductive approach, 10 case studies were conducted of large Canadian industrial emitters. Interviews were conducted with managers and environmental specialists. Public documentation was also collected when available. This (...) study identifies six main neutralization techniques that industrial emitters use to rationalize their impacts: self-proclaimed excellence, promotion of a systemic view, denial and minimization, denouncing unfair treatment and deceptive appearances, economic and technological blackmail, and blaming others. The paper develops a better understanding of corporate arguments and strategies aimed at influencing the perceptions of stakeholders, including policymakers. The study also contributes to the literature on impression management by shedding light on new strategies and techniques of neutralization used by managers to shape the perceptions of stakeholders on socially sensitive issues. (shrink)

The objective of this study was to analyze the quality of climate information disclosed by companies and the impression management strategies they have developed to justify or conceal negative aspects of their performance. The study is based on a qualitative content analysis of the sustainability reports of 21 energy-sector companies that use the Global Reporting Initiative with A or A+ application levels over a period of 5 years. It contributes to the literature on climate disclosure by demonstrating the ineffectiveness of (...) the external assurance process in ensuring the quality and representativeness of the data. Significant non-compliance with GRI standards was identified in 86 of the 93 reports audited by a third party. In addition, six of the 21 companies surveyed were found to disclose increasingly opaque information over time, concealing information on the measurement and methodology used. Through this study, four impression management strategies were identified. These are employed either to justify certain information or to conceal it. In exposing the high incidence of non-compliance in GRI reporting and the use of impression management strategies by companies, this study shows that it will be difficult or impossible for stakeholders to reasonably assess, monitor and compare companies’ climate performance on the basis of these reports. (shrink)

I address some specific problems in the two target articles offered here (Rao and Palmer/Alcock: Parapsychology review and critique), which are indicative of more general problems that plague the larger debate. Because such problems are rather typical of scientific conflict, I address general problems of assessment in a second section. In a final section. I make some comments about the future of this debate.

This paper contends that impression management is not inherently a threat to fairness in employment interviews. Rather, regarding impression management as unfair is based on an outdated, narrow view of impression management as conscious, manipulative, and deceptive. A broader, expansive model of impression management is described which sees these behaviors as falling on a continuum from deceptive and manipulative on the one hand, to accurate, positive and beneficial on the other. While organizations may want to eliminate or discount the negative (...) aspect of the impression management continuum, the ability to positively 'sell' oneself is often a desirable attribute both in the employment interview and in later on-the-job settings. This expansive view of impression management contends that organizations can make employment interviews more fair by: viewing impression management as a skill and not a deficit, training interviewers to be wary of manipulative and deceptive impression management, reducing the ambiguity and uncertainty of interview settings and increasing the verifiability of candidate responses by focusing the interview on a candidate's long-term identities and accomplishments rather than their short-term, spur-of-the-moment attempts to please the interviewer. (shrink)

Over the past hundred years, a number of scientific investigators claim to have adduced experimental evidence for phenomena information” seems to behave like a weak signal that has to compete for the information-processing resources of the organism, a reduction of ongoing sensorimotor activity may facilitate ESP detection. Such a meaningful convergence of results suggests that psi phenomena may represent a unitary, coherent process whose nature and compatibility with current physical theory have yet to be determined. The theoretical implications and potential (...) practical applications of psi could be significant, irrespective of the small magnitude of psi effects in laboratory settings. (shrink)

We ask what type of neutralization techniques corporations apply to allegations of human rights abuses. We proceed by undertaking a Qualitative Content Analysis of 162 responses by ten extractives-sector firms over a period of 14 years. The firms were responding to accusations of human rights impacts documented by the Business and Human Rights Resource Centre. We use Garrett et al.’s :507–520, 1989) framework of neutralization techniques consisting of denial, justification, concession and excuse to examine the responses. During our QCA, we (...) observed emerging themes around self-promotion and evasive tactics. We contribute to existing literature by proposing ‘evasion’ as a novel neutralization technique, particularly in circumstances of corporate responses to accusations of wrongdoing. We argue that evasion occurs when firms refuse to engage in the debate brought forward in an accusation. In addition, we enrich our understanding of neutralization techniques by proposing subneutralization techniques in our analysis to diverge from that of other studies. We conclude by discussing the implications of the predominance of corporate narcissism and evasive neutralization techniques to the business and human rights movement and other international corporate responsibility standards. (shrink)