It is common for organizational theorists as well as business practitioners to speak of an organization's visions, strategies, goals and responsibilities. This implies that collectivities have competencies normally attributed to individuals, i.e. to reflect, evaluate, learn and make considered choices. The article provides a series of reflections on the concept of consciousness in an organizational context. It is argued that, under certain conditions, it is both meaningful and efficacious to ascribe the competency for conscious and intentional behavior (...) to organizations. The arguments provided are based on empirical observations, common sense and deductive reasoning. (shrink)

It is common for organizational theorists as well as business practitioners to speak of an organization''s visions, strategies, goals and responsibilities. This implies that collectivities have competencies normally attributed to individuals, i.e. to reflect, evaluate, learn and make considered choices. The article provides a series of reflections on the concept of consciousness in an organizational context. It is argued that, under certain conditions, it is both meaningful and efficacious to ascribe the competency for conscious and intentional behavior (...) to organizations. The arguments provided are based on empirical observations, common sense and deductive reasoning. (shrink)

In this paper a framework to study consciousness in animals is proposed which is based on a hierarchical organizational feedback model of the central nervous system, the separation of a given mental state into two components, i.e. an invariant part, and a variant part, which are separately related to the organization of the central nervous system, i.e. 'a neural network' and 'momentary active connections within the neural network determined by in- and output of this neural network' respectively, and (...) phylogeny based on the invariant part or the presence of a neural network. Consciousness is defined as a property of neural networks of self-organizing systems dedicated to dealing with rapidly changing environments affording flexibility of behavioural patterning. (shrink)

For consciousness to exist, an entity must have prerequisite characteristics and attributes to give rise to it. We explore these “building blocks” of consciousness in detail in this paper, which range from perceptive to computational to meta-representational characteristics of an entity’s cognitive architecture. We show how each cognitive attribute is strictly necessary for the emergence of consciousness, and how the building blocks may be used for any entity to be classified as being conscious. The list of building (...) blocks is not limited to human or organic consciousness and may be used to classify artificial and organisational conscious entities. We further explore a list of attributes that seem intuitively necessary for consciousness, but on further investigation, are neither required nor sufficient. The building blocks do not represent a theory of consciousness but rather a meta-theory on the emergence and classification of consciousness. (shrink)

The principles of classical physics, including deterministic dynamics and observability of physical states, are incompatible with the existence of unobservable conscious minds that possess free will. Attempts to directly accommodate consciousness in a classical world lead to philosophical paradoxes such as causally ineffective consciousness and possibility of alternate worlds in which functional brain isomorphs behave identically but lack conscious experiences. Here, we show that because Chalmers’ principle of organizational invariance is based on a deficient nineteenth century classical (...) physics, it is inherently flawed and implies evolutionary inexplicable epiphenomenal consciousness. Consequently, if consciousness is a fundamental ingredient of physical reality, no psychophysical laws such as Chalmers’ principle of organizational invariance are needed to establish correspondence between conscious experiences and brain function. Quantum mechanics is the most successful and only modern physical theory capable of naturally accommodating consciousness without violation of physical laws. (shrink)

Husserl’s theories, which systematise the role of reflection and consciousness, can be used to give an alternative view of organisational evolution as the flow of presence punctuated by absence. This perspective adopts a contrasting approach to that of the poststructuralist. A synthesis of the Identity metaphor with the theory of strategy allows us to contextualise an application of Husserl’s theory of the epoche (the intentional reduction) and link both ontological and epistemic dimensions in a theory of organisation. The firm (...) is seen as acquiring a temporal dimension through the consciousness of strategic policy and its successive images are modelled as analogous with the epoche. This modelling process also links in with the collective belief system of the organisational paradigm, which is represented to the organisation and unfolded extrinsically as a series of images which are the discernible face of Strategic policy. This facilitates a modified social-constructivism which is better able to accommodate the actuality of organisational development than more extreme process-orientated accounts of organisation. A debate is re-opened on these themes which have influenced organisation studies from a philosophical slant. (shrink)

Background: Nurses’ perceived organizational justice is one of the factors influencing their social responsibility and conscientiousness. Social responsibility and conscience are major requirements for providing high-quality and standardized care. Objective: The aim of the present study is to investigate the relationship of perceived organizational justice with work consciousness and the social responsibility of the nurses. Methods: The present cross-sectional study was performed on 380 nurses who had at least 1 year of job experience and willingness to participate (...) in the study. The study was conducted in Zanjan province, Iran, in 2018. The study subjects were selected via stratified random sampling. The data were collected using an organizational justice scale, corporate social responsibility scale, and consciousness scale. Questionnaires were completed through self-reporting. The data were analyzed using partial correlation coefficient and linear regression analysis. Ethical considerations: Research ethics approval (with the code of IR.ZUMS.REC.1397.47) was obtained from Zanjan University of Medical Sciences. Results: The results indicated that nurses felt injustice in all dimensions of organizational justice (2.66 ±.753). They feel the most sense of injustice in distributive justice (2.19 ±.798). In three dimensions, except the ethic dimension, the social responsibility was in a desirable range (2.79 ±.703). In two dimensions, work consciousness was in a desirable range. The results showed a significant and positive relationship between all dimensions of social responsibility and all dimensions of organizational justice (r =.072). However, no statistically significant relationship was observed between the dimensions of organizational justice and conscience (r = –.002). Conclusion: Based on the obtained results, social responsibility and the work consciousness of the nurses are affected by organizational justice. Therefore, nursing managers are suggested to change their management styles to reduce the sense of organizational injustice in nurses and have long-term productivity. (shrink)

There is a practical five-step method of ethics dialog developed by John Woolman, an 18th c. businessman and ethical activist, that was used by Robert K. Greenleaf, a 20th c. A.T.&T. Corporate Vice-President, that includes: (a) friendly, emotive affect; (b) discussion of mutual commonalities; (c) discussion of issue entanglements; (d) discussion of potential experimental solutions; and, (e) trial and feedback discussion. This method of dialog appears to proceed with a type of consciousness considered by John Woolman and Bernard Lonergan (...) as one where the I is conscious that I and Others are part of a more foundational, larger and prior We. This type of dialog is different than Socratic dialog. The corresponding type of consciousness is different than the more derivative, e.g., two allies being united in their response to a common goal. It is also different than Buber's I and Thou appreciative consciounsess of the interestingness, value, diversity, and uniqueness of others. Woolman dialog as seen in four cases appears to be a concrete method that has some value both as an end in itself and as instrumental means that can: be issue effective, help build ethical organization/community culture, and help facilitate peaceful, evolutionary change and development. Limitations of the method are also considered. The method may also be a several hundred year anticipation of experiment based pragmatist philosophy that is anthropologically sensitive to cultural entanglements. No man is an Iland, intire of it selfe, ... Each is a peece of the Continent, a part of the maine.... John Donne (17th c.). (shrink)

This article explores the role of organizational professionals in the evolutionary development of business. Such professionals are currently defined in the fields of human resources development, organizational development and human performance improvement as executive and strategic coaches, training professionals and consultants. Their work seeks to improve the human systems on which organizational processes depend. This article explores (a) areas of convergence and divergence among these fields; (b) how these professions might contribute to the conscious evolution of humane, (...) sustainable and viable organizational cultures; and (c) the challenges and issues these professions must effectively address. (shrink)

The article discusses the meaning of consciousness and presents a collective consciousness view of business organizations and their development. It proposes an integrative hierarchical framework of three levels of organizational consciousness: material, social and spiritual. The concepts of excellence, ethical and moral temperament of organizations at different levels of consciousness are also discussed. The article describes the features of social and spiritually conscious business organizations, taking some examples from secondary sources. Overall, it is an attempt (...) to link the ideals of human evolution with the potential behaviour of business corporations. (shrink)

This study examines the relationships between violation of the Buddhist Five Precepts, money consciousness, and the tendency to pay bribes among organizational employees in Bangkok, Thailand. A total of 385 organizational employees in Bangkok participated in the study. Structural equation models were used to test the relationships. The fitted model shows a mediation effect of money consciousness on the relationship between violation of the Buddhist Five Precepts and the tendency to pay bribes. Results indicate that the (...) extent of violation of the Buddhist Five Precepts is associated with money consciousness to predict the tendency to pay bribes. Observing the Buddhist Five Precepts and not allowing money consciousness to influence behaviors may reduce ethical problems. (shrink)

This article investigates the moderating effects of organizational social consciousness on the natural environmental competency and innovativeness relationship. Organizational social consciousness reflects the organization’s awareness of its place and contribution to the larger system in which it exists and is developed through an organization’s social responsibility, ethics, culture, corporate values, and the view of its stakeholders. Through our study of key strategic decision makers from organizations located in the USA, we operationalize organizational social consciousness (...) and demonstrate the efficacy of this construct in relation to the organizational-level constructs of environmental management competency and innovativeness. Our results reveal that organizational social consciousness positively strengthens the natural environmental competency to organizational innovativeness relationship. (shrink)

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 mediation was employed to test the direct and indirect paths proposed in the study. The findings suggest that ethical leadership has a positive impact on organizational safety performance. Partial mediating roles of safety culture and safety consciousness were also found between the dependent and independent variables. Theoretical and practical implications are discussed. (shrink)

We examine the role of alignment between organizational social consciousness and the informal and formal institutions of a country in increasing female representation on boards. Using fixed-effects and Hausman Taylor regression methodology for endogenous covariate with panel data for the years 2006–2020, we find that the greater the alignment between organizational social consciousness and certain formal and informal institutions, the more progress there is toward gender representation on corporate boards in Europe. We also find that more (...) socially conscious firms make the most progress, often going beyond the minimum regulatory targets. By showing the complementarity of these factors, we address the enduring question of how the interplay of formal and informal institutions directly affects corporate behavior, thus contributing to the institutional, public policy/regulatory, and corporate governance literatures. We note the need for policymakers to go beyond mere codification of rules via quotas and simultaneously work toward raising national and organizational social consciousness levels on issues of gender equality. (shrink)

It is pointed out that the different concepts of the Universe serve as an ultimate basis determining the frames of consciousness. A unified concept of the Universe is explored which includes consciousness and matter as well to the universe of existents. Some consequences of the unified concept of the Universe are derived and shown to be able to solve the paradox of the self-founding notion of the Universe. The self-contained Universe is indicated to possess a logical nature. It (...) is shown that a passage exists between consciousness and the material world and its nature is exemplified. Moreover, arguments are presented showing the simultaneous emotional nature of the Universe. A solution to the paradox of semi-finite spacetime existents, possessing finite and infinite substances simultaneously, namely eternal existents like moral values and logical validity, is obtained. (shrink)

A growth in consumer and media ethical consciousness has resulted in the need for organizations to ensure that members understand, share and project an approved and unified set of ethics. Thus understanding which variables are related to sharing and variation of ethical reasoning and moral intent, and the relative strength of these variables is critical. While past research has examined individual (attitudes, values, etc.), social (peers, significant others, etc.) and organizational (codes of conduct, senior management, etc.) variables, it (...) has focused on their influence on the individual – and not on their role in relation to patterns of group sharing and variation in an organization. Introduced as a new methodology to study ethics, microcultural analysis stipulates that to explain patterns of sharing and variation, one must understand how individual, social and organizational variables influence sharing and variation. Key hypotheses predict that managers who share in individual, social or organizational determinants will be more likely to share in ethical reasoning and moral intent. Qualitative and quantitative research supports the key hypotheses, finding social ties, personal moral intensity, Machiavellianism, locus of control and codes of ethics as significant determinants. Individuals who share in these determinants are more likely to share in ethical reasoning and moral intent. Additionally, regression analysis reveals social ties and personal moral intensity to be the strongest determinants. Based on these results, managerial recommendations focus on a holistic approach, manipulating these three determinants to cultivate a unified code of ethics within an organization. (shrink)

Purpose This paper aims to develop a system view of the organizational culture, given entropy of theoretical and methodological outlooks on the phenomenon alongside simultaneous growth of number of research reports. -/- Design/methodology/approach Sequential structural and ontological analysis of the Schein’s (2004) point of view on organization culture enabled to form a way of system comprehension of the respective object field on conscious and unconscious levels. -/- Findings Structural ontology of organizational culture represented by the mythopoetic concept of (...) organization, which is a composition of unconscious motives reflecting standard and management peculiarities of functioning characteristic of a certain group. -/- Research limitations/implications The proposed methodological discourse actualizes a hypothesis on organizational unconscious as a specific factor of organizational culture and begets a respective direction of the further researches. -/- Originality/value This is the first methodological concept, that provides a system comprehension of the object field of organizational culture. The concept has important implications for methodological designs of further researches and systematization of already obtained data within the domain. (shrink)

Learning and development are often linked in the organization studies literature. To understand the dynamics of organizational moral development, this paper utilizes the notion of organizational moral learning (OML). It is explored using three perspectives: organizational learning, Islamic and critical realist perspectives. The perspectives are then synthesized together to form a single framework, called the OML by ‘spiritual hearts’ framework. At the centre of the framework is the spiritual heart, the seat of profound understanding and moral (...) class='Hi'>consciousness. The heart plays a central role in organizational moral development, especially with regard to its potential to be ‘purified’ and corrupted. Two extreme parameters then are created: on one side is the ‘purified hearts’ with high moral consciousness contributing towards OML, and on the other is the ‘corrupted hearts’ with high immoral consciousness contributing towards organizational immoral learning. Between the two extremes are the ‘diseased hearts’, possessing a mixture of moral and immoral consciousness to various degrees, and have the potentials to contribute to both moral and immoral developments. The paper further suggests strategies to facilitate OML and simultaneously inhibits organizational immoral learning. (shrink)

David Chalmers has proposed several principles in his attack on the ‘hard problem’ of consciousness. One of these is the principle of organizational invariance , which he asserts is significantly supported by two thought experiments involving human brains and their functional silicon-based isomorphs. I claim that while the principle is an intelligible hypothesis and could possibly be true, his thought experiments fail to provide support for it.

Organizational cybernetics offers theoretical and methodological support for self-organizing communities seeking to contribute to the conscious evolution of society. Previous experiences with the Viable Systems Model (VSM) and Team Syntegrity (TS) illustrate ways of enabling social networks to create a shared language, reach democratic agreements, and develop knowledge networks.

It is inevitable that physicians in training will be exposed to behavior by supervising physicians that the trainees find unethical. By nature these events are rare. It is imperative within any residency training program that resident physicians have immediate access to a meaningful review process in cases of moral conflict with supervising physicians. Here, I discuss the reasons why this issue must be recognized and what it entails. Most important, I discuss the procedural steps that are essential for the training (...) program to make this a meaningful safety mechanism in residency training. This issue is central to promoting conscious development of professionalism in clinical training. Physicians in training, especially resident physicians, need to be taught to value and protect their own professional integrity. The responsibility for fulfilling this ethical duty falls on the individual residency programs as well as the administrative organizations that regulate residency training. Thus, ensuring this process of review is an organizational ethical imperative. Availability of this process is fundamental to promoting and ensuring ethical behavior by all participants in residency training. (shrink)

As the market transactions in the economic activity is more the behavior of the organizational level, organizational integrity is compared to the individual integrity of the public on a broader and more general effects. Analysis of the integrity of this organization and the similarities and differences between individual integrity, honesty is the organization that the organization as a social environment moral actors, and consciously abide by the value of commercial operations and a series of ethical rules. Article reveals (...) the role of organizational integrity, and its positioning to become the organization's strategic assets, and further proposed the construction of organizational integrity of the base path. Comparing with individual integrity, Organization integrity plays a more important role in public society with more widely and general influence, because most important economic behaviors and activities in the market economy are between organizations rather than between individuals. The common points and difference of individual and organizational integrity are systematically analyzed in this paper; In the theory of organizational integrity, organizations are viewed as ethical behaviorer who consciously comply with business value and ethical regulation. The function of organization integrity and its positioning as one of the strategic assets in the organization are also discussed. The paper also developed the path to construct organizational integrity: through the construction of leader's individual integrity together with the implementation of organizational ethical compliance program, this suggestions will be valuable to improve the organizational integrity level of Chinese enterprises. (shrink)

This paper addresses the past, present and future aspects of African leadership and organizational ethics that have, are and will be key for any organization to sustain its systems and structures. Organizational ethics revolves around written and/or unwritten guidelines, ethical values, principles, rules and standards, that are drawn from the harmonious coexistence with the biosphere and it is how these elements are applied that dictates the style of leadership and the ethical thinking of the leaders. Africa has a (...) wide range of complexities which are compounded by, inter alia, tribal divisiveness, selfish leadership, wealth inequality, and massive unemployment. Africans tend to draw their leadership and ethical practices and reflections from the events in the environment with which they have interacted for many years. However, in order to fully address and understand the African perspective in leadership and organizational ethics, a broad comprehension of the African diverse and complex landscape is needed through unravelling of the three dimensional existence of the people. African ethics, developed over time, unifies organizations and leadership since it is part of life and is practised, sub-consciously or unconsciously, by the people as they transform from one practice to the other, and during intergenerational transitions. Globalization, liberalization, technological changes and advancement, and market changes are rapidly transforming the environment in which organizations operate. In such a situation, an effective and true leader cannot be rigid but should be flexible, with the ability to use different leadership styles whenever the situation calls for it. Only those leaders with a three-dimensional perspective live inspiring lives, live with a cause and adopt organizational ethics and leadership styles that will stand the test of time. Despite Africa being the cradle of humankind, leadership and organizational ethics is still in its infancy and wanting, even with the new generation of young leaders. The future outlook of African organizational ethics and leadership is to be found in the intersection of changes in technology, life style, demographics and geopolitics with new trends emerging in global polity and economy. (shrink)

Despite the progress made in studying the observable exteriors of conscious processes, which are reflected in the neural correlates of consciousness (NCC), there are still no satisfactory answers to two closely related core questions. These are the question of the origin of the subjective, phenomenal aspects of consciousness, and the question of the causal mechanisms underlying the generation of specific phenomenal states. In this article, we address these questions using a novel variant of cosmopsychism, a holistic form of (...) panpsychism relying on the central idea that the universe is imbued with a ubiquitous field of consciousness (UFC). This field is understood as a foundational dual-aspect component of the cosmos, the extrinsic appearance of which is physical in nature and the intrinsic manifestation of which is phenomenological in nature. We argue that this approach brings a new perspective into play, according to which the organizational characteristics of the NCC are indicative of the brain’s interaction with and modulation of the UFC. Key insights from modern physics suggest that the modulation mechanism is identical with the fundamental mechanism underlying quantum systems, resulting in the conclusion that a coherently oscillating neural cell assembly acquires phenomenal properties by tapping into the universal pool of phenomenal nuances predetermined by the UFC, or more specifically, by entering into a temporary liaison with the UFC and extracting a subset of phenomenal tones from the phenomenal color palette inherent in the basic structure of the UFC. This hypothesis is supported by a substantial body of empirical evidence. (shrink)

There is an evident lack of rigorous frameworks for making sense of the role and status of spirituality and religion in organizations and organizing, in particular from the perspective of spiritual philosophies of the social. This paper suggests that the philosophy of Plato and his modern follower, political theorist Eric Voegelin could offer a viable perspective for understanding organizational spirituality in its metaphysical, political and ethical contexts. Essential for such a philosophical reflection is the postulation of the transcendental realm (...) as the ultimate reality that provides the fullest templates for order, knowledge and ethicality. It is argued, in the footsteps of Voegelin, that modern organizations and modern organization theory should seek to re-awaken the lost experiences of the divine Beyond by re-animating religious symbols and myths of transcendence as devices for a spiritually opened consciousness. (shrink)

A framework is presented for studying ethical conduct in public accounting practice. Four levels of analysis are distinguished: individual, local office, multi-office firm and professional institute. Several propositions are derived from the framework and discussed: (1) The effects of ethical vs. unethical behavior on an accountant's prospects for advancement are asymmetrical in nature; (2) the way individuals perceive or frame the decision problem at hand will make an ethical response more or less likely; (3) the economic incentives present in competitive (...) markets influence the work goals of firms and offices, and lead to ethical dilemmas for individuals; and (4) initiatives at the firm or institute level aimed at compliance with professional ethical standards will by themselves have little effect on individual ethical behavior. Research into ethical behavior of practitioners will capture self-conscious and biased responses unless it is designed so as to permit indirect observation and recording of spontaneous comments. To assure valid research findings, practitioners should be interviewed and their motives assessed indirectly. A longitudinal approach is recommended, beginning with students who are choosing an accounting career. Two types of questions for use in these interviews are described. (shrink)

David Chalmers has proposed several principles in his attack on the ‘hard problem’ of consciousness. One of these is the principle of organizational invariance , which he asserts is significantly supported by two thought experiments involving human brains and their functional silicon-based isomorphs. I claim that while the principle is an intelligible hypothesis and could possibly be true, his thought experiments fail to provide support for it.

To make progress on the problem of consciousness, we have to confront it directly. In this paper, I first isolate the truly hard part of the problem, separating it from more tractable parts and giving an account of why it is so difficult to explain. I critique some recent work that uses reductive methods to address consciousness, and argue that such methods inevitably fail to come to grips with the hardest part of the problem. Once this failure is (...) recognized, the door to further progress is opened. In the second half of the paper, I argue that if we move to a new kind of nonreductive explanation, a naturalistic account of consciousness can be given. I put forward my own candidate for such an account: a nonreductive theory based on principles of structural coherence and organizational invariance, and a double-aspect theory of information. (shrink)

Purpose. The purpose is to prove the synchronicity of anthropogenesis, noogenesis and sociogenesis based on emotions, which are their self-organizational principles, as well as to reveal the synergistic essence of these processes. Theoretical basis. The study is based on the self-organizational paradigm, the theory of autopoiesis, labour theory, pananthropological concept, as well as on the concept of synergy of biological and mental phenomena. Originality. The concept of synchronicity of anthropogenesis, noogenesis and sociogenesis based on the emotions is substantiated. (...) The concept of self-organizational emergence of emotions on the basis of hormones is developed. It is established that anthropogenesis is a process of anthropologisation of life based on biochemical reactions in the form of hormones and emotions, which are a synergy of genetic information, biochemical processes, instincts, and physiological phenomena. It was outlined that noogenesis has an emotional dimension, because emotions are the basis for self-organization of rationality, which begins at the level of emotional consciousness. The author shows the specifics of sociogenesis, which self-organizes based on social emotions, which in their turn "distinguish" a man from the sphere of natural existence based on the ability to control emotions. Conclusions. Emotions arise self-organizationally on the basis of hormones. They are self-organizational factors of anthropogenesis, noogenesis and sociogenesis based on the synergistic effect that arises through the combination of emotions and hormones at the biochemical level. The basic principle of anthropology is emotions that synchronize anthropogenesis, noogenesis and sociogenesis, which manifests themselves on the physical, mental, and spiritual levels. At the bodily level, emotions are expressed as biochemical and hormonal reactions. At the spiritual level emotions create the basis for the development of the mind, which originates as emotional consciousness. Emotions self-organize the process of anthropologisation of life, which is possible based on the synergy of human genome, biochemical, physiological phenomena and instincts. The concepts of synchronicity of anthropogenesis, noogenesis and sociogenesis and self-organizational emergence of emotions based on hormones initiate a promising direction of further research of the role of emotions in the processes of self-organization of social phenomena. (shrink)

The attention paid to the influence of organizational philanthropy on consumer responses has precipitated a shift in the role this practice plays in organizational dynamics—with philanthropy becoming an increasingly strategic marketing tool. The authors develop and test a model predicting that: (1) perceived organizational credibility will mediate the relationship between awareness of philanthropy and the outcomes of advocacy and financial sacrifice; (2) consumer social consciousness will moderate the relationship between awareness of philanthropy and firm credibility, and (...) between credibility and the outcome variables; and (3) these moderated relationships will be mediated by perceived credibility. Data obtained from a sample of professional golf patrons support our assertions. Notably, the findings implicate perceived credibility as a key intervening variable in the hypothesized relationships for the PGA Tour. (shrink)

Some philosophers, like David Chalmers, have either shown their sympathy for, or explicitly endorsed, the following two principles: Panpsychism—roughly the thesis that the mind is ubiquitous throughout the universe—and Organizational Invariantism—the principle that holds that two systems with the same fine-grained functional organization will have qualitatively identical experiences. The purpose of this paper is to show the tension between the arguments that back up both principles. This tension should lead, or so I will argue, defenders of one of the (...) principles to give up on the other. (shrink)

Hazardous operational consequences of unethical behavior in high-risk projects can be traced back to inadequate relationships between businesses and the insurance industry. The communication of blame, as a consequence of major industrial accidents like the explosion of the Deepwater Horizon drilling rig in the Gulf of Mexico in April 2010, and the relevance of this communication of blame for subsequent insurance litigation, show that the awareness of the relationship between unethical behavior resulting in irresponsible procedural action and deficient loss-prevention practices (...) is a significant component of risk consciousness. The awareness of ethical origins of project risks could alter the methods of design and monitoring of insurance contracts for risky techno-organizational ventures. (shrink)

How the universe came to be what it is now is a key philosophical question. The hypothesis that it came from nothing or śūnya proves to be dissembling, since the quantum vacuum can hardly be considered a void. In modern science, it is generally assumed that matter existed before the universe came to be. Modern science hypothesizes that the manifestation of life on earth is nothing but a mere increment in the complexity of matter – and hence is an outcome (...) of evolution of matter following the Big Bang. After the manifestation of life, modern science believed that chemical evolution transformed itself into biological evolution, which then had caused the entire biodiversity on our planet. In the framework of materialism, the major attention is to find general organizational laws stimulated by physical sciences, ignoring the uniqueness of life. The main goal of materialism is to reduce consciousness to natural processes, which in turn can be translated into the language of math, physics, and chemistry. Following this approach, scientists have made several attempts to deny the living organism of its veracity as an immortal soul, in favor of genes, molecules, atoms, and so on. However, advancement in various fields of biology has repeatedly given rise to questions against such a denial and has supplied more and more evidence against the completely misleading ideological imposition that living entities are particular states of matter. In the recent past, however, the realization has arisen that cognitive nature of life at all levels has begun presenting significant challenges to the views of materialism in biology and has created a more receptive environment for the soul hypothesis :e1085138, 2015). Therefore, instead of adjudicating different aprioristic claims, the development of an authentic theory of origin of life and universe needs both proper scientific knowledge and the appropriate tools of philosophical analysis of life. This talk will highlight the uniqueness of biological systems that offers a considerable challenge to the mainstream materialism and proposes the Vedāntic philosophical view as a viable alternative for development of a theory worthy of origin of life and universe. (shrink)

This research is an extension of Walker Information’s (Business Ethics: Ethical Decision Making and Cases, pp. 235–255, 1999) study on employees’ job attitudes that was conducted exclusively in the United States. Walker Information found that the reputation of the organization, fairness at work, care, and concern for employees, trust in employees, and resources available at work were important factors in an employee’s decision to remain with his or her company. Our sample includes 713 students from seven countries: Canada, Colombia, Ecuador, (...) Hong Kong, Ireland, South Africa, and the United States. When analyzing the entire sample, our data indicate that both social desirability response bias and gender were significant; however, this was not the case when the data are analyzed by country. On an individual country basis, our data suggest that the generally accepted premise that women are more ethically conscious than men was only true for the samples from the United States and Canada. The data also indicate that, while social desirability response bias was significant for the four factors suggesting ethical components for the sample from the United States, this finding was not universal. (shrink)

The author reconstructs the theory of F. Varela with relevance to the hard problem of consciousness. This problem was touched by Varela in relatively late period of his work. However, the implications for dissolution of this problem can be found in his earlier works with H. Maturana. Theory of autopoietic systems ties life and cognition together, resulting in natural historical comprehension of consciousness and its functioning. Autopoiesis, understood as network of processes of production of components used as resources (...) for maintaining these processes, sets organizational invariances, distinguishing living system from its milieu. The main criterion of living system is an ability to maintain autopoietic organization while undergoing structural transformations with environment. Structural plasticity leads to multiple realizability of autopoietic organizations, which, in turn, leads to radical conclusion on nature of knowledge. One can distinguish the knower and the known only contingently, as the structure of knowledge reflects cognitive structure of the knower. This intertwinement permits Varela to introduce the enactivist program, which presupposes not simply reform in the scientific research of consciousness but also rethinking the implications of scientific knowledge itself. Cognition is a sensorimotor constitution of the world. Therefore, consciousness is not an object of material nature among other objects but provides our cognitive access to nature. Varela intended to abandon the theoretical approach to the problem of consciousness. His aim was not to provide a new argument. This is a consequence of the enactivist position which, according to theory of autopoiesis, must be applicable to the knower himself. (shrink)

In addressing the shortcomings of computationalism, we should not throw the baby out with the bathwater. That consciousness is not merely an epiphenomenon with optional access to unconscious computations does not imply that unconscious computations, in the limited domain where they do occur (e.g., occipital transformations of visual data), cannot be reformulated in a way consistent with a self-organizational view.

Because consciousness has an organizational, or functional, center, Gray supposes that there must be a corresponding physical center in the brain. He proposes further that since this center generates consciousness, ablating it would eliminate consciousness, while leaving behavior intact. But the center of consciousness is simply the product of the functional linkages among sensory input, memory, inner speech, and so on, and behavior.

Women are underrepresented in the upper echelons of management in most countries. Despite the effectiveness of identity conscious initiatives for increasing the proportion of women, many organizations have been reluctant to implement such initiatives because potential employees may perceive them negatively. Given the increasing competition for labor, attracting talent is relevant for the long-term success of organizations. In this study, we used an experimental design to examine the effects of identity blind and identity conscious gender diversity initiatives on people’s pursuit (...) intentions toward organizations using them. We used counterfactual thinking, derived from fairness theory, as a guiding framework for our hypothesis development and investigated the moderating influence of a forthcoming government-mandated gender quota as well as individual characteristics. Participants reviewed statements regarding workplace diversity initiatives and rated either the initiatives’ effectiveness or indicated their intentions to pursue employment with organizations using them. Of those rating pursuit intentions, half were informed that the country in which they were conducting their job search was about to implement gender quotas. Results indicated a diversity management paradox such that initiatives perceived as more effective made organizations using them less attractive as employers. However, these negative perceptions were mitigated by a government-mandated quota, and also lower among women. Implications for the study and practice of diversity are discussed. (shrink)

Organizations are searching for innovative business approaches that deliver profits and create shared value for all stakeholders. We show what can be learned from the relational wisdom approach of Indigenous Māori and reframe the prevailing economic argument that has seen companies profit and prosper at the expense of communities and ecologies. We develop an ethic of kaitiakitanga model premised on Māori values which holds the potential to enrich and further humanize our understanding of business. The Māori economy is a globally (...) connected, prosperous, and profitable sector of the New Zealand economy. By drawing on Māori values, we present a wisdom position through an ethic of kaitiakitanga or stewardship to emphasize and illustrate the interconnectedness of life in a woven universe. Through practicing kaitiakitanga , organizations can build businesses where wisdom is consciously created through reciprocal relationships. In this worldview of business, humans are stewards endowed with a mandate to use the agency of their mana (spiritual power, authority, and sovereignty) to create mauri ora (conscious well-being) for humans and ecosystems—and this commitment extends to organizations. (shrink)

Why should one believe that conscious awareness is solely the result of organizational complexity? What is the connection between consciousness and combinatorics: transformation of quantity into quality? The claim that the former is reducible to the other seems unconvincing—as unlike as chalk and cheese! In his book1 Penrose is at least attempting to compare like with like: the enigma of consciousness with the progress of physics.

A fair share of change problematics in organizations can be led back to the human factor. In earlier days the problem used to be that the worker was considered as a mechanical element, as ‘a pair of hands’ (Henry Ford). Nowadays we know that people want to be taken seriously and, if so, in general perform better. But when you concentrate on the worker’s sense of meaning for the sake of better achievements, do you really take him seriously? Or does (...) he get, be it in a subtle way, again enlisted in other man’s target schemes? The widespread cynicism about what happens in organizations, in spite of extensive Human Resource Management, and the high percentage of failing change trajectories call for a closer examination of man in organizations and his resistance. -/- For such an examination this thesis turns to the philosophy of Emmanuel Levinas, namely to his treatment of rationality. Rational thought according to Levinas has the merit of making the world lucid and controllable. But at the same time it strips things and people of their identity and incorporates them in a homogenized rational order. Illusory, but nonetheless oppressive. Rationality’s totalitarian character can provoke resistance and grief with people who are enlisted by it. This can lead to a shameful confrontation in which the thinker is being confronted with his victim’s resistance and sees himself and his thinking made questionable. By proceeding along this route, thinking can be brought to self-criticism and to revision of standpoints. -/- This description by Levinas of rational thinking shows similarity to what managers do in organizations. They make their business controllable, but at the same time with their planning and schemes they create a totalitarian straitjacket. This similarity suggests that also the reactions to imperialistic rationality from Levinas’ description ought to be found in organizations. Is it indeed possible to indicate there the kind of resistance and grief Levinas speaks about? Does that give rise to confrontations between managers and their co-workers who are supposed to subordinate to their schemes? Do managers then feel shame? And do those shameful confrontations consequently lead to self-reflection and change? -/- Desk research suggests that the above elements are partly to be found in the literature of management theory. Interviews with managers show that Levinas’ line of thought can also be found in its completeness within organizations. At the same time it becomes clear that becoming conscious of the elements of that line of thought – that rationality is all-conquering, that it provokes resistance, that that can lead to shame as well as to a new beginning – this is a difficult path to travel. The related experiences are easily forgotten and sometimes difficult to excavate. Translation of Levinas’ thinking into terms of management and organization can help us spot them where they play their role in organizations. (shrink)

Tononi has proposed a fundamental theory of consciousness he terms Integrated Information Theory (IIT). IIT purports to explain the quantity of conscious experience by linking it with integrated information: information shared by the system as a whole and quantified by adopting a modified version of Shannon's definition of information. Since the fundamental aspect of IIT is information the theory allows for the multiple realizability of consciousness. While there are several concepts within IIT that need further theoretical development, the (...) main failings of the theory are an absence of a link between conscious experience and awareness and the use of Shannon's limited data based definition of information. These limitations prevent the theory from satisfying Chalmers' principles of structural coherence and organizational invariance which any functionalist theory should obey. It is not clear whether IIT can be repaired without simply reducing the theory to a general statement of computational functionalism. (shrink)

It is pointed out that the different concepts of the Universe serve as an ultimate basis determining the frames of consciousness. A unified concept of the Universe is explored which includes consciousness and matter as well to the universe of existents. Some consequences of the unified concept of the Universe are derived and shown to be able to solve the paradox of the self-founding notion of the Universe. The self-contained Universe is indicated to possess a logical nature. It (...) is shown that a passage exists between consciousness and the material world and its nature is exemplified. Moreover, arguments are presented showing the simultaneous emotional nature of the Universe. A solution to the paradox of semi-finite spacetime existents, possessing finite and infinite substances simultaneously, namely eternal existents like moral values and logical validity, is obtained. (shrink)

The number and scale of business associations focused on corporate responsibility and sustainability has grown dramatically in recent decades and they are becoming influential actors in both national and international governance. Yet surprisingly little research exists on such organizations and recognition of the organizational lineage they share with special interest groups is yet to be examined—are industry business associations merely lobbies for their members’ own interests or are they viable self-regulatory institutions capable of addressing contemporary social and sustainability issues? (...) This paper identifies and reviews fragmented insights from literatures that address this question. Drawing on various streams of research within the political science, economics and management disciplines that provide diverse lenses on the phenomenon of business associations, it juxtaposes and groups them into two broad perspectives: business associations as special interest groups that are detrimental to society ; business associations as self-regulatory institutions capable of addressing contemporary challenges. (shrink)

Ethical problems with stakeholder relationships sometimes occur because organizational members are operating out of narrowly scripted organizational routines that do not include an explicit ethical component. In this article we describe methods of single-loop, double-loop, and triple-loop action learning that aim at helping organizational members develop understandings that incorporate conscious ethical considerations in stakeholder relationships. We describe the extent to which these methods achieve "second-order" change in the direction of ethical stakeholder relationships, give examples of the use (...) of each of the methods, and we consider their strengths and limitations for achieving the desired change. (shrink)

Possible systemic effects of general anesthetic agents on neural information processing are discussed in the context of the thalamocortical suppression hypothesis presented by Drs. Alkire, Haier, and Fallon (this issue) in their PET study of the anesthetized state. Accounts of the neural requisites of consciousness fall into two broad categories. Neuronal-specificity theories postulate that activity in particular neural populations is sufficient for conscious awareness, while process-coherence theories postulate that particular organizations of neural activity are sufficient. Accounts of anesthetic narcosis, (...) on the other hand, explain losses of consciousness in terms of neural signal-suppressions, transmission blocks, and the disruptions of signal interpretation. While signal-suppression may account for the actions of some anesthetic agents, the existence of anesthetics, such as choralose, that cause both loss of consciousness and elevated discharge rates, is problematic for a general theory of narcosis that is based purely on signal suppression and transmission-block. However, anesthetic agents also alter relative firing rates and temporal discharge patterns that may disrupt the coherence of neural signals and the functioning of the neural networks that interpret them. It is difficult at present, solely on the basis of regional brain metabolic rates, to test process-coherence hypotheses regarding organizational requisites for conscious awareness. While these pioneering PET studies have great merit as panoramic windows of mind-brain correlates, wider ranges of theory and empirical evidence need to be brought into the formulation of truly comprehensive theories of consciousness and anesthesia. (shrink)

Phenomenology and physiology become commensurable through a self-organizational physiology and an "enactive" view of consciousness. Self-organizing processes appropriate and replace their own needed substrata, rather than merely being caused by interacting components. Biochemists apply this notion to the living/nonliving distinction. An enactive approach sees consciousness as actively executed by an agent rather than passively reacting to stimuli. Perception does not result from mere stimulation of brain areas by sensory impulses; unless motivated organismic purposes first anticipate and "look (...) for" emotionally relevant.stimuli, brain-sensory processing is not accompanied by perceptual consciousness. To see a soccer ball requires looking for it in the right place. The sell-organizing, emotionally motivated agent instigates this looking-for activity. (shrink)

Because Western experiments assume creativity is an individual phenomenon and rarely investigate how trust and openness might build collective resonance, flow, and creativity, the creative whole typically amounts to less than the sum of the parts. The author argues, however, that group creativity increases as members develop, especially through Wilber's (in press) transpersonal stages. He illustrates how organizational leaders have facilitated creativity through reflective practice. Presenting evidence regarding the field effects of collective consciousness, he suggests that our minds (...) and hearts interact in subtle yet powerful ways, which leaders can intuit, to support the emergence of collaborative creativity. (shrink)

This paper discusses the debate over whether emotional expressions are spontaneous or intentional actions. We describe a variety of empirical evidence supporting these two possibilities. But we argue that the spontaneous-intentional distinction fails to explain the psychological dynamics of emotional expressions. We claim that a complex systems perspective on intentions, as self-organized critical states, may yield a unified view of emotional expressions as a consequence of situated action. This account simultaneously acknowledges the embodied status of environment, evolution, culture and mind (...) in theories of emotion. (shrink)

This paper discusses the debate over whether emotional expressions are spontaneous or intentional actions. We describe a variety of empirical evidence supporting these two possibilities. But we argue that the spontaneous-intentional distinction fails to explain the psychological dynamics of emotional expressions. We claim that a complex systems perspective on intentions, as self-organized critical states, may yield a unified view of emotional expressions as a consequence of situated action. This account simultaneously acknowledges the embodied status of environment, evolution, culture and mind (...) in theories of emotion. (shrink)