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41. Philosophy of Management: Volume > 5 > Issue: 3
Eva E. Tsahuridu Do Managers Leave Ethics at Home? Influences on Ethical Decisions in Organisations and their Implications for Moral Autonomy
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A previous paper in this Journal, ‘Must Managers Leave Ethics at Home? Economics and Moral Anomie in Organisational Decisions’ explored the scope for moral decision making in organisations and developed the concept of moral anomie, the absence of moral awareness and judgement in organisational decisions. We suggested that the industrial economy developed within a framework of neoclassical economics and scientific enquiry to the exclusion of ethics. This paper reports on a subsequent exploratory research project in three disparate Australian organisations. It sought to establish whether individuals acting in and for organisations find themselves able to exercise moral autonomy in making organisational decisions or are likely to make morally heteronomous or anomous decisions.
42. Philosophy of Management: Volume > 5 > Issue: 3
Muayyad Jabri Narrative Identity Achieved Through Utterances: The Implications of Bakhtin for Managing Change and Learning
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Ricoeur’s work on narrative has been instrumental in moving the conception of identity from the rational mind (Cartesian) to a text of narratives of meanings, desires, and aspirations. But his effort to question the Cartesian certainty came at a price, namely an excessive emphasis on personhood. This paper explicates the relevance of Bakhtin’s notion of dialogue for management by arguing for a critical examination of Ricoeur’s centripetal superiority of narrative order in favour of centrifugal encounters based on a Bakhtinian (dialogical) tension, one between an active addressor and an active addressee, rather than an active reciter and a passive listener. Adopting Bakhtin’s ideas has clear implications for the management of change and development of learning organisations.
43. Philosophy of Management: Volume > 5 > Issue: 3
John K. Alexander Metaphors, Moral Imagination and the Healthy Business Organisation: A Manager’s Perspective
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In this paper I outline an approach to managerial decision making that incorporates the important role that metaphors and moral imagination play in our moral reasoning coupled with an organisational moral concept I call the Health of the Organisation. I have used this concept in my managerial (and philosophical) career to interpret and evaluate potential, and actual, courses of action. I have concluded that this concept fits in nicely with Mark Johnson’s analysis of the metaphor of morality is health, which he argues is one of the central moral metaphors in the conceptual framework that we use to interpret and evaluate actions from a reasonable moral point of view. He argues that metaphors are the essential components in defining the rational mental framework utilised in interpreting, evaluating, predicting likely outcomes from various alternatives, and choosing morally acceptable courses of action. I argue that the metaphor morality is health explicated as the Health of the Organisation can serve as an antidote to the unimaginative moral decision making processes that Patricia Werhane has shown can result in bad moral decisions. I do this by demonstrating that a healthy organisation is one that is optimally functional. This means that the components that make up the organisation are so structured that there is no better possible organisational arrangement available for achieving the goals designed to ensuresuccessful performance in the marketplace.
44. Philosophy of Management: Volume > 5 > Issue: 3
Christopher Bennett, Michael Bennett, Stephen Bennett Communities at Work? The Concept of ‘Community’ in Organisational Analysis
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In this paper we assess the adequacy of the idea of community as an ideal-typical model against which real organisations and their management might be critically evaluated. Alasdair MacIntyre’s work on practices suggests that some forms of work activity require something more than contractual relationships withinorganisations: if he is right then perhaps we should acknowledge the importance of some notion of community at work. However, among the criticisms of the community approach are that it ignores issues of power and the inevitable existence in organisations of interest groups based on different values and pursuing different objectives. It can also be seen as ineluctably managerialist and hence incapable of producing a coherent and sustainable account of organisational life. Is ‘community’ just a strategy of social, political or organisational control? Does it assume a particular discourse of political subjectivity, to do with the nature of subjects who exist in communities? We assess the extent to which the idea of community at work is fatally damaged by these objections.
45. Philosophy of Management: Volume > 5 > Issue: 3
Paul Griseri The Ideal of Professionalism: A Discussion of Bob Brecher’s ‘Against Professional Ethics’
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Bob Brecher raises a critique of professional ethics on the basis that it is less concerned with the protection of the public and is more a legalistic device that protects professionals from being accountable, often by defining certain issues out of court. His argument is criticised on the basis that it focuses upon the existing professions, and does not address the general idea of professionalism. This paper presents professionalism as being based in the idea of a job well done, which in turn has to be understood in the context of the long-range needs of the full person, not in narrowly defined task terms. Supplementary arguments of Brecher, such as the primacy of morality, and his adaptation of Kant’s third formulation of the categorical imperative, are also commented upon and critiqued.
46. Philosophy of Management: Volume > 5 > Issue: 3
George C. Lodge The Legitimacy of Business
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As the world moves into the 21st century, business managers face new and daunting challenges to their legitimacy. Those who run the world’s 72,0000 multinational firms and their 828,000 subsidiaries face special difficulties.These firms constitute a global economy that has produced much that is useful, including wondrous technologies and great wealth for many. Nevertheless, one in five of the world’s six billion people lives in extreme poverty, surviving on less than $1 a day. Half the world lives on less than $2. In spite of roughly $1 trillion that has been spent to fight poverty around the globe in the last 50 years and vastly increased trade and investment, most people in Latin America, the Middle East and Central Asia are poorer today than they were ten years ago, and most Africans were better off 40 years ago.2 Environmental degradation increases, as do disease and violations of human rights.Unreasonable as it may be to blame business for the world’s ills, the blame sticks, because the ills – like multinationals – transcend national boundaries and are in many ways beyond the power of existing governments to affect. And global government has yet to evolve. Furthermore, the governments of many countries lack either the will or the ability to reduce poverty within their jurisdictions, meaning that if MNCs do not do it, it won’t be done.In addition to the undesirable costs of the globalisation they have helped to create, managers are concerned also with the greed, crime and scandal in their own ranks. So it is appropriate to help them inspect the assumptions that have been used to justify their power and authority, and to consider whether those assumptions need renovation. This I shall do in Part I of this essay. In Part II I shall seek a historical perspective, because in many ways the criticism of business and globalisation today echoes the debate in the 1930s about which economic system was best, communism, socialism or capitalism. Capitalism, we suppose, has won, but if so, what is it? Is it the same everywhere – in China, Japan, Europe, Mexico, the United States, and elsewhere? If not, is the very word not misleading?
47. Philosophy of Management: Volume > 5 > Issue: 3
Steven Gimbel Can Corporations Be Morally Responsible? Aristotle, Stakeholders and the Non-Sale of Hershey
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Stakeholder theory is a significant development in the drive to provide a foundation for intuitions concerning the moral responsibility connected to corporate decision making. The move to include the interests of workers, consumers, the communities and biological environment in which the corporations instantiations are located run counter to the view in which shareholders’ interests are paramount. The non-sale of the Hershey Foods company to Wrigley was the ultimate result of a massive call by stakeholders to put other interests before shareholder financial stakes, yet the discussion was notably not held in terms of stakeholder theory. Rather, the discussion was explicitly Aristotelian with opponents of the view arguing that the sale was improper because it ran counter to the essence or telos of the organisation. This case is no doubt unusual in that the founding documents of the organisation were appealed to in order to justify the claim that the essence of the corporation was to do more than enrich the shareholders. This paper intends to examine whether, in spite of this anomaly, the Hershey case hasanything general to say about the foundations of corporate responsibility.
48. Philosophy of Management: Volume > 5 > Issue: 3
Deborah Blackman, James Connelly, Steven Henderson Beyond All Reasonable Doubt? Epistemological Problems of the Learning Organisation
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The extensive literature on the Learning Organisation proposes that a competitive advantage can be achieved through the systematised generation and application of knowledge. Consequently, much of the debate concerns the processes, routines and organisational features that a firm should adopt to learn more,and faster, than its competitors. Less attention is given to understanding the nature of the knowledge that is created by these Learning Organisations.We hold that the topic is more important than its current weight in the literature because the performance claims of the models proposed critically depend upon the newly acquired knowledge replacing ignorance or knowledge with less utility. In this paper we explore the nature of knowledge that Learning Organisationtheory seeks to create by articulating implicit epistemological assumptions found within the literature. We show that the capacities of each epistemology to help an organisation reject falsehood and make greater use of its knowledge are critically undermined by these very routines.The paper concludes by highlighting the importance of a sceptical epistemology and outlines a process that would strengthen doubting behaviour.
49. Philosophy of Management: Volume > 5 > Issue: 3
Stephen Sheard Managers and the Heavenly City: How E-Commerce Metaphors Shape Management Thought
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This paper draws a correlation between the experience of consumerism portrayed in the critique of Alexander and Baudrillard and in the theory of plenitude derived from Renaissance literature. It draws parallels between features of the modern and antique sensibilities. It suggests that the e-commerce practitioner manipulates a modern economy informed by a cosmology which depicts imagery capable of interpretation in terms of conceptions derived from archaic themes. These are drawn from the High Renaissance and relate to Neoplatonism which is in turn linked to Renaissance occult philosophy. Ecommerce metaphors display these aspects; and thereby both hook into, and valorise – rendering liminal - the experiential dimension of the consumer, and its incipient tensions between desire anticipated and that achieved. The article suggests how the populist magic of consumerism is not only facilitated by e-commerce but how that magic arose at a pre-modern, intellectualist level.From a philosophical perspective, readers will note the inter-relationship of earlier bodies of thought to contemporary management theories of e-commerce. Academics or practitioners interested in e-commerce or e-business are offered a fresh and radical interpretative perspective on these areas, which expresses a novel role for metaphor in terms of linking features of pre-modern and modern conceptions of reality, aslant the subjective absorption of figurative images of a textual derivation.
50. Philosophy of Management: Volume > 5 > Issue: 3
Bob Brecher Morality, Professions and Ideals: A Response to Paul Griseri
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Paul Griseri’s generous response to my ‘Against Professional Ethics’ offers an interesting point of view and there is much on which we agree. But we continue to differ about the nature of the primacy of morality, the possibility of a ‘general idea of professionalism’ and - perhaps - about Kant’s Categorical Imperative.
51. Philosophy of Management: Volume > 6 > Issue: 1
Anders Bordum Managing Innovation Potential: Revisiting Plato and Reading John Dewey as a Philosopher of Innovation Management
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In this article I will interpret John Dewey’s account of reflective thinking as if he were a philosopher of innovation management. From his pragmatist starting point, the problems involved in knowledge-processes relevant to innovation are analysed and re-conceptualised. By revisiting Plato and using the Deweyan analysis it identifies some categories of general applicability for understanding, designing and managing radical innovation processes. These categories are useful for conceptualising and talking about innovation, when knowledge is taken seriously, and when managing innovation is also understood as managing the production of new knowledge, that is of making the unjustified justified, and the unknown known.
52. Philosophy of Management: Volume > 6 > Issue: 1
Willard F. Enteman Managerialism and the Transformation of the Academy
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As we enter the twenty-first century, a new set of unexamined assumptions that may be labelled managerialism is coming to dominate university life. In spite of the changes that have been taking place, semantics have largely remained stable. As a result, there has been little recognition of a need to examine the transformation carefully and critically. This paper seeks to explicate the changes, show how they express a common managerialist philosophy and critically analyze them. It does so by dividing the topics to be discussed into two sections: People and Program. The first section shows how conceptual assumptions in regard to central components of the university have changed. Students are now thought of as consumers, administrators as managers, trustees as directors and faculty as employee stakeholders. These conceptual renderings are consistent with and support a managerialist philosophy. The second section shows how apreviously accepted bright line between education and training has broken down so that what we thought of as education has become little more than ornamentation for what are basically training programs. In addition, the training programs have achieved a semantic victory by persuading us to refer to them aseducation. The program change is fully consonant with the people changes. The academy has become one more instance of the general management philosophy that dominates our societies. We have lost our role as autonomous critics and uncritically become a component of the larger arrangement.
53. Philosophy of Management: Volume > 6 > Issue: 1
Kazem Chaharbaghi, Victor Newman Cruel Comforters: Management Gurus as Outsourced Thinkers
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The influence of popular management gurus derives from two factors: the willingness of their management audience to outsource or subcontract thinking and the ability of gurus to deliver apparently relatively simple messages to an audience that probably does not want or need to think deeply, while retaining their leadership status. As managers look to management gurus to provide them only with reasons to be, to behave or act as opposed to reasons to think, per se, the nature of a popular guru’s output can never address the unseen innovating process which true leadership demands. As a result, popular management gurus are not in a position to promote insights, awakening or higher consciousness in others and cannot fulfil the traditional raison d’être of a guru as an enlightened being. The output of popular management gurus probably communicates more about their audience than it usefully communicates about the guru’s thinking.
54. Philosophy of Management: Volume > 6 > Issue: 1
Michael L Barnett, Gloria Cahill Measure Less, Succeed More: A Zen Approach to Organisational Balance and Effectiveness
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Over the last decade, managers have increasingly emphasised the creation of tangible measures of intangible organisational properties. Many major corporations now include measures for intellectual capital, knowledge capital, reputational capital, and other such intangible assets on their financial ledgers. Counter to the rubric that ‘If it doesn’t get measured, it doesn’t get done,’ we argue that some intangibles are truly intangible, and attempts to apply tangible measures to them creates undue organisational stress and harms the underlying asset. Instead, managers may better foster the growth of intangible assets by placing less emphasis on outcome measurement and more emphasis on the process. Using New York University’s Office of Community Service as a case study, we illustrate how a Zen approach can augment tangible measures to create a truly ‘balanced’ organisational strategy. American firms have widely adopted the strict measurement practices of Japanese firms, but few have adopted the Eastern practice of Zen. A Zen approach fosters trust and provides flexibility that allows organisations to better achieve success in the long run.
55. Philosophy of Management: Volume > 6 > Issue: 1
Philipp Dorstewitz, Shyama Kuruvilla Rationality as Situated Inquiry: A Pragmatist Perspective on Policy and Planning Processes
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Rationality bashing has become a popular sport. Critiques have quite rightly challenged models of rational planning that follow a linear progression from predefined ends to achieved goals. There have been several alternative theoretical and empirical developments including incrementalist projects, networktheories, critical communication approaches, and heuristic models.Notwithstanding critiques of linear models of policy-making and planning, rationality as a general idea remains an important reference point for designing and evaluating policy-making and for orientating planning projects. We suggest that the concept of rationality needs to be revised rather than abandonedand this article discusses how rationality in decision making may be reconstructed.We first review and critique some of the main preconceptions of rationality in policy-making and planning. We then discuss the nature and purpose of rationality from the perspective of John Dewey’s pragmatist philosophy and in light of contemporary theoretical and empirical analyses. We position rationality as a procedural standard of excellence that evolves and informs practices in the context of problematic situations. We propose that a theory of rationality, as a guide for planning and policy, should be developed for application in concrete problematic situations and at the same time should play a normative role and be orientated to moral, socio-historical, and ecological considerations. Dewey’s pragmatist theory is a promising source for such considerations.In this article we identify four ‘pillars’ of pragmatism to support such a revised rationality construct: (i) situationality, (ii) normativity, (iii) philosophical via media between foundationalism and relativism, and (iv) democratic inquiry. We discuss the application of a pragmatist rationality, that we refer to as ‘situational transactive’ rationality, using a model of decision making that builds on current understandings in planning and policy science. Finally, we discuss some of the possible advantages and challenges of undertaking such a pragmatist revision of rationality.
56. Philosophy of Management: Volume > 6 > Issue: 1
Marja-Liisa Kakkuri-Knuuttila, Eero Vaara Reconciling Opposites in Organisation Studies: An Aristotelian Approach to Modernism and Post-modernism
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In view of the current fragmentation in management and organisation studies, we argue that there is a need to elaborate techniques that help reconcile contradictory and superficially incommensurable standpoints. For this purpose, we draw on ‘pre-modern’ Aristotelian epistemological and methodologicalsources, particularly the idea of ‘saving the appearances’ (SA), not previously introduced into organisation studies. Using SA as our starting point, we outline a methodology that helps to develop reasonable and acceptable intermediary positions in contemporary debates between ‘modernism’ and ‘post-modernism’. Weillustrate the functioning of SA in the case of three issues in the philosophy of science where ‘modernist’ and ‘post-modernist’ scholars seem to have incommensurable standpoints: the nature of scientific knowledge; the conception of causality; and the epistemology of practice. We show in particular how to use the logics of ‘qualification’, ‘new conception’, and ‘complementary combination’ to form the basis for mediating positions which could then be accepted by less extreme proponents of both ‘modernism’ and ‘postmodernism’.
57. Philosophy of Management: Volume > 6 > Issue: 1
Michael Williams Is Managerial Intuition Rational? The Case of Long Term Capital Management
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Modelling agency in economics rests primarily on the assumption of instrumental rationality. Managerial agency is more often analysed with a more complex ‘behavioural’ approach. This has led for years to a sterile debate about the usefulness of the abstract rationality postulate between those who think that it is all but sufficient and those who doubt if it is even necessary. This paper argues that positing an abstract (but real) rational core to managerial agency that is then ‘concretised’ towards actual managerial behaviour is the way forward. Rationality is a necessary but not sufficient characterisation of managerial agency. The theoretical argument is supported by reference to the case of the ill-fated Long Term Capital Management built around the Black, Merton and Scholes Nobel Prize-winning derivatives pricing model. It is argued that the 1998 failure of the portfolio was not the result of a failure of rational agency but of the complexities of its implementation.
58. Philosophy of Management: Volume > 6 > Issue: 1
A Scott Carson Should a For-Profit Corporation Own and Operate a University?
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For-profit universities are degree-granting institutions that are owned and operated by business corporations. This paper addresses two related public policy questions about for-profit universities. First, should governments and appropriate regulatory bodies permit for-profit universities to grant degrees in their jurisdiction? Second, should higher education policy be developed to create for-profit universities? In this paper, a property rights argument is presented to demonstrate that a corporation should have the right to offer degrees if certain regulatory tests can be met. In limited circumstances, governments might consider establishing for-profit universities, but only if they promote public goods.
59. Philosophy of Management: Volume > 6 > Issue: 1
Axel Seemann Strategy: Rationality, Intuition, and Accountability
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In this paper, I explore the nature of strategic decision making. In particular, I am concerned with the interplay of rational reflection and intuitive insight in strategic contexts. I argue that it is in the very nature of strategic situations that they cannot be exhaustively analysed in terms of the available evidence, and that hence there always is an intuitive element to strategic decision making. I consider a variety of ways to explain the notion of intuition and conclude that intuition and rationality ought not to be conceived as incompatible with one another. It follows, I claim, that the intuitive component of strategic thought allows for at least some degree of public accountability.
60. Philosophy of Management: Volume > 6 > Issue: 2
Pia Bramming Immanent Philosophy: The Consequences and Concepts of Human Resource Management
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In this paper I present a philosophically-inspired approach to the field of human resource management (HRM). Such an approach demands a certain kind of reader and a certain kind of HR professional: readers and professionals who are less occupied with the application and implementation of new HR technologies and more with the complex impact of HRM technologies and practices on individuality and sociality. I argue that concepts, technologies and practices of HRM are in practice elements in an immanent philosophy, which reproduces and transforms how individuals and organisations can come into being. Two seemingly contradictory, simultaneous tendencies are discussed. First, the practices and technologies of HRM can and have been seen as disciplining, conservative forces, creating egoistic individuals with little or no interest in sharing a common responsibility towards the organisation. Second, a new kind of sociality arises from the openings that practices and technologies are creating, as the social does not so much disappear as take on new forms. I will discuss these different kinds of beings through a case example involving a group performance appraisal system in a major financial institution. I conclude by reflecting on the matter-of-fact spirit in which HR technologies and practices are implemented and the vast power which the ‘Resource Management’ exercises in creating the ‘Human’.