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Abstract: Abstract The increasing adoption of automated technologies in the world of work results in starkly opposing predictions. Some scholars argue that these technologies could lead to the utopian emancipation of society from economic necessity and meaningless work (Srnicek and Williams 2015, Bastani 2019, Danaher 2019); other scholars warn of the unintended technological unemployment and dystopian social upheaval that these technologies threaten (Ford 2015; Jones 2021; Mueller 2021). In either instance, the increasing presence of Artificial Intelligence (AI) and automation in the world of work is forcing us to consider conceptions of work beyond economic necessity: but the drive to remove necessity as a whole from the human condition can lead to unintendedly bleak and inhuman futures, where meaningful work might be made redundant by the very technologies intended to provide it. In response, this paper will critique conceptions of work as paid employment, while also highlighting the limits of adopting wholly technological means to remove economic necessity. I will offer an alternate understanding of work beyond paid employment, as two distinct modes of activity: labour and work. In doing so, I will recontextualise necessity in work beyond economics, and provide a foundation for pursuing meaningful work, both now and into the future. PubDate: 2023-11-27
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Abstract: Abstract Despite the commonality of moral injury (MI) across diverse work settings, it has received limited attention within business and management research, and such research has tended to focus upon post-injury moral repair or recovery, rather than on primary prevention. Additionally, despite the relational and spiritual dimensions and harms of MI, there has been limited attention to relational-spiritual perspectives for its prevention. Therefore, the purpose of this article is to elucidate the relational and spiritual dimensions of MI, and identify the potential of a relevant, related perspective for the primary prevention of MI within organizational settings, namely that of agape. First, an overview of the nature and types of MI is provided, including discussion of its relational and spiritual dimensions and harms. Second, Gilligan’s (Gilligan, Journal of Social Philosophy 45:89–106, 2014; Gilligan and Snider Gilligan and Snider, Why does patriarchy persist', Polity, New York, 2018) care ethics framework for understanding MI as an outcome of relational and spiritual violation involving the fear-based betrayal of love is described. Third, given this conceptualization of MI as a fear-based betrayal of love, consideration is given to the potential of agape as a form of spiritual love for the prevention of MI within organizations. This includes consideration of three interrelated areas: intentional cultivation of an agapeic organizational culture; the development of an agapeic organizational conscience; and, agapeic responsiveness to healthy and health-sustaining, politically aware and engaged forms of relational resistance against potentially morally injurious events. Directions for future research are discussed. PubDate: 2023-11-23
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Abstract: Abstract Humanistic management in a non-Western context is underexplored, for example, in Japan. Despite numerous publications especially on Japanese management in the 1980s to 1990s the topic of humanistic management in a Japanese context remains largely unexplored. Using Toyota as a case, this article illustrates how a company has systematically implemented Japanese ethical principles based upon Confucianism, Buddhism, Daoism, and Shintoism in its corporate ethics and operations. These moral philosophies emphasize self-improvement, social cooperation, and contribution to society as foundations for good behavior regardless of an individual’s social position. We link some of these philosophic elements with humanistic management in an Asian context. In addition, we came to understand that Toyota’s organizational architecture, i.e., production system and product development rely on an integrated ethical system as their fundamental purpose of business activities, including an expectation that all workers collectively contribute to organizational success and harmony. This differs from many Western approaches which see profit as the purpose of the firm and view their ethical responsibilities in an ex-post fashion. These findings are important, as the scope of humanistic management practices globally needs to be expanded. PubDate: 2023-09-15
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Abstract: Abstract In this essay we will demonstrate that the Economy of Communion (EoC) movement provides a very good example of Humanistic Management (HM) as characterized by Domènec Melé in particular. EoC provides a unique lens through which to conceive of Humanistic Management which is extraordinarily person-centered, and which maps onto many of the key themes and principles of Humanistic Management practice. We will here present nine features of Humanistic Management which are clearly displayed in EoC scholarship and practice. We will show the commonalities of thought between EoC and HM through their parallel scholarly explanations of business practices, and also through concrete lived examples of EOC entrepreneurs. Our hope is that the Economy of Communion movement and businesses will become a fruitful source of study and investigation for further Humanistic Management research. PubDate: 2023-09-04 DOI: 10.1007/s41463-023-00151-x
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Abstract: Abstract This paper aims to integrate recent research on collective agency, corporate moral personhood, and corporate citizenship to answer the question of how corporations and corporate officers should respond to greater social expectations about the role of business in society. The central thesis advanced in this paper is twofold. First, the right answers to questions about corporate purpose and social responsibility depend on what the right conception of the firm is. Different conceptions of the firm will yield conflicting accounts of corporate purpose and responsibilities. Second, a normative theory of the firm can serve as a moral framework to make trade-offs and adjudicate competing stakeholder demands when decisions cannot be redescribed as win–win situations. By integrating the literature on the ontological status of collectives, the morality of corporate agents, and the responsibilities of business, this paper contributes a unique approach to defining what a person is, what the firm is, and, consequently, who has responsibilities (and what sort of responsibilities) to whom. PubDate: 2023-08-25 DOI: 10.1007/s41463-023-00154-8
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Abstract: Abstract The current paper explores the rationality and associated non-emotionality of the psychopathic mind. This was undertaken because psychopaths in the corporate sphere (corporate psychopaths) have been identified as possessing the ability to rise to senior leadership positions within organisations from where they can wield enormous power over their colleagues, organisation and society. When in leadership, the psychopathic create emotional turbulence among their colleagues and subordinates, resulting in an extreme workplace environment. Nonetheless, findings as to the rationality of the psychopathic, include that psychopaths do embody the characteristics of economic rationality and may be the only rational human or ‘homo economicus’ that exists. Taken together with their total immorality and lack of all integrity this makes them the most serious threat to business ethics globally and a threat to the coherence of human society. These findings are important because such people care nothing for the future of humanity and their rationality is dedicated towards personal, short-term gratification. Potentially dire implications for humanity, organisations and society are drawn from this. PubDate: 2023-08-24 DOI: 10.1007/s41463-023-00150-y
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Abstract: Abstract The concepts of love and business do not seem to match very well, despite attempts to operationalize love as agape or neighborly love. In line with the emerging literature, this contribution uses a profane and analytical approach to agape as an ‘Agenda for Growth and Affirmation of People and the Environment’. Within this agenda we define agape as ‘the commitment to the well-being and flourishing of others’ and operationalized it to measure the concept in a substantial sample of 420 medium-sized and large companies in The Netherlands. At the core of the research lies the question whether and to what extent companies, represented by senior managers and members of the works council, are committed to the well-being of their employees. This article analyses the concept of agape and its application in a business context and presents the results of a survey. The results show that, on average, respondents report that their organization is committed to employees’ well-being in line with the organization’s values. Though not the aim of agape, since organizations that apply the concept reap tangible business benefits from it, the concept becomes suitable to a wider range of businesses. PubDate: 2023-08-12 DOI: 10.1007/s41463-023-00158-4
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Abstract: Abstract This article, the first of a two-part series, examines how Saint Ignatius of Loyola’s (1548/1991) nearly 500 year-old approach to the transformation of others in their leadership journeys is still being actualized, with applications to transformations in workplaces and the graduate education of business leaders, by drawing upon both the handbook Ignatius wrote to guide his work—called the Spiritual Exercises—and upon the account of his own transformation experience captured in his Autobiography. Our exploratory prelude to practice is guided by the following questions that approximate (both in content and order) Ignatius of Loyola’s approach to personal and spiritual transformation: First, “What are my deepest desires'” (and this question has two distinct parts: “What don’t I want'” and “What do I want'”); once that has been clarified, the next question is “What does this require of me'” (In other words, what must be done to avoid the things you don’t want and achieve the things that you do want'); and finally, the last question requires an answer that lasts a lifetime: “How does this shape the person I am becoming'”. After characterizing the stages of Ignatius of Loyola’s (1548/1991) own transformation as: Deconstruction (the cannonball at Pamplona); Choice (while convalescing at Loyola); Reconstruction (during his retreat at Montserrat); and Integration (actualized by his mystical experience in Manresa), our contribution concludes by returning to the questions that frame our interrogative inquiry, but with an eye toward the professional formation of online graduate students of organizational leadership. In the second article (Tran and Carey 2023), our exploration continues by integrating academic theory with andragogical practice. Particular attention is paid to the qualitative reflections from online graduate leadership education students at a Jesuit university in the Inland Northwest of the United States. PubDate: 2023-08-10 DOI: 10.1007/s41463-023-00153-9
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Abstract: Abstract In this essay, we highlight 7 distinctives of EoC businesses which set them apart even from other humanistic approaches to management. Not that EoC’s distinctives make them a non-humanistic form of management, but they distinguish it with a unique set of goals and aims. These are: 1. Social and Economic Transformation Towards Unity; 2. The existential Self giving aspect—Creating a Culture of Encounter; 3. Redistributing Wealth for the Common Good; 4. Concern to Alleviate Poverty in All of Its Forms, and to Participate in Poverty; 5. EoC Entrepreneurs Participate in Poverty (The Wound and the Blessing); 6. Fraternity and the Market as a Place of Community-Building (Communion); and 7. Competitors as friends—Acting as “Starters of Cooperation.” PubDate: 2023-08-10 DOI: 10.1007/s41463-023-00152-w
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Abstract: Abstract The paper introduces a virtue-theoretic critique of recent “prosocial” revisions of shareholder primacy. The paper aims at widening the scope of virtue-based business ethics beyond its nearly exclusive focus on the character and virtue of managers, employees, and organizations. In contrast to MacIntyre-inspired research, the paper takes a “good intentions” approach that looks squarely at shareholders, regarding them as real people (not algorithms or institutions) occupying distinctive roles as principals of firms who are, ideally, virtuous moral agents. It is argued that virtue ethics can play a part in questioning normative features of shareholder primacy and the objective function of the firm. Probing deeper than prudential and instrumental concerns, the paper poses normative questions about interpreting shareholder motivations: what ought shareholders to prefer/want/desire'; ought shareholders to desire profit maximization versus profit satisficing'; ought shareholders to prefer other, prosocial goals, alongside of wealth'; should self-interested motivation in profit-seeking be considered virtuous' To lend focus, the paper taps Hart and Zingales’ recently revised “pro-social” version of shareholder primacy, as well as Munger and Russell’s analysis of “virtuous profit-seekers,” as normative frames of reference. Doing so enables a critical engagement with their respective accounts from the standpoint of virtue theory. Taking a “virtuous shareholders” perspective provides an aretaic standpoint, one that is appropriate, given that shareholders care about matters of justice and the common good. Shareholders are not simply concerned about making money. Hence it is the moral intentions and motivations of ideally virtuous shareholders which ought to modulate the profit-seeking activities of shareholders in accordance with maximizing their welfare. PubDate: 2023-08-09 DOI: 10.1007/s41463-023-00156-6
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Abstract: Abstract Building on a previous piece that harnessed both the handbook that Saint Ignatius of Loyola (1548/1991) authored to guide his work – the Spiritual Exercises – and the account of his own transformation experience captured in the Autobiography – to appropriate the dynamics of Ignatius’ Spiritual Exercises into a series of life-affirming questions and delineate his transformation into four phases (Carey and Tran 2023), this essay continues our exploratory inquiry. Following a brief overview of the contemporary organizational leadership context, our article positions Ignatius’ insights on transformation within the transformational leadership discourse and considers his contribution to the professional formation of business leaders. Our study concludes with qualitative examples of how insights from St. Ignatius’ conversion process has encouraged online graduate students of organizational leadership in their quest to transition from profession to purpose. To further fuse theory and practice, the student reflections are categorized according to the Ignatian-inspired questions that inaugurated our theoretical inquiry and guides our pedagogical practice as organizational leadership educators. PubDate: 2023-08-09 DOI: 10.1007/s41463-023-00155-7
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Abstract: Abstract The achievement of the common good is generally identified, specially in Christian social, economic and cultural environments, with the Kingdom of God. While for many this is an obvious thinking, in this paper this vision is challenged and dismissed. The recent celebration of the 500 anniversary of the conversion of St Ignatius of Loyola serves us as a revulsive to analyze his process of conversion in order to give light to the discussion about the common good and the Kingdom of God. At the same time, we will use the narrative of the three temptations of Christ in order to reinforce our conclusions. In addition, we will reflect about the purpose of the corporation regarding the conversion of St. Ignatius and will discuss if the orthodox economic model could be a way of building the Kingdom of God. Finally, we will propose that only an economic approach that places in its core love, compassion and the logic of the gift could be compatible with building the Kingdom of God on earth. PubDate: 2023-08-04 DOI: 10.1007/s41463-023-00157-5
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Abstract: Abstract This exploratory study investigates the divergent ways that people make sense of their own charisma. Through in-depth, semi-structured qualitative interviews with people who self-identified as charismatic (n = 11), findings reveal that self-identified charismatic people hold divergent views regarding (1) who they believe benefits from their charisma (self or others), (2) how they believe they came to be charismatic (developed or innate), (3) how they experience self-confidence (self-conscious or self-assured), and (4) how they manage rejection (preparation or resilience). Taken together, these divergent views reflect at least two charisma profiles—what we term opportunistic charisma (i.e., charisma employed for personal gain) and humanistic charisma (i.e., charisma employed to empower others)—with implications for humanistic management theory and practice. PubDate: 2023-07-20 DOI: 10.1007/s41463-023-00149-5
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Abstract: Abstract In this paper we describe the basics of the measurement of human dignity at the individual level, as well as within social contexts such as teams and organizations. In accordance with the prevailing literature, we define human dignity as the unconditional belief in the intrinsic value of life. Based on this, we established a model that understands dignity as a latent construct by evaluating personal sense of worth as well as behaviors that either violate or honor such an intrinsic value in social contexts. We developed and tested a 3-factor measure of dignity. The first factor assessed a personal sense of dignity (individual level), the second the extent to which leadership honors dignity and how work teams themselves express dignity to their members. The third factor assessed the extent to which the organizational culture honors and protects the dignity of its members. We examined the internal reliability, temporal stability, convergent, divergent, and predictive validity of our scales and presented a psychometrically sound assessment tool of intrinsic value for organizations, teams, and individuals. PubDate: 2023-04-21 DOI: 10.1007/s41463-023-00147-7
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Abstract: Abstract This essay proposes ways to extend the concept of planetary health, in the framework of major evolutionary transition applied to the planet as a whole. I argue that planetary health can be naturally extended to a fully planetary scale, including issues related to geo- bio- techno- and noo- spheres. I show the need and importance for ethics and governance to become global and I give some examples of physiological and psychological health issues from a planetary perspective. PubDate: 2023-03-27 DOI: 10.1007/s41463-023-00146-8
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Abstract: Abstract Many efforts are focused on transformation to wellbeing economies as economies oriented towards equity, social justice, and human wellbeing in a flourishing natural environment (wellbeing economics). Drawing from analysis of innovations associated with these efforts, we emerge a framework of wellbeing-oriented ‘economic operating infrastructure’ (EOI). This is presented as a typology of six core types of economic transformation innovations nested from innovations with the broadest reach (narratives) to the most specific (products and services). Development of the typology was guided by a set of wellbeing economies values that help in identifying which innovations to include. The innovations were identified by research on the internet, technical reports, and published articles. The typology elements are: innovations in economic narratives; governance; financing mechanisms; exchange mechanisms; business structures; and the products and services derived from them. Examples are presented in each category to illustrate how this infrastructure is emerging in alignment with establishing wellbeing economies. This exploratory and descriptive typology provides a preliminary framework for developing a strategic approach to economic transformation through wellbeing economic infrastructure development. Four EOI-based activities are identified to accelerate this transformation. PubDate: 2023-03-20 DOI: 10.1007/s41463-023-00145-9
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Abstract: Abstract In order to address social and ecological crises that business-as-usual practices have contributed to, we will need firms that emphasise Universal care (e.g., who place greater commitment on the well-being of the larger community versus on the firm itself) and Benefaction (e.g., who treat stakeholders with dignity and generosity rather than seeing them as means to instrumental financial ends). This study examines two kinds of family firms that have been identified as exhibiting Universal care and Benefaction, which are two components of the social emotional wealth (SEW) family firms are thought to be more likely to emphasize than business-as-usual firms. In particular, we compare Stewardship family firms and Universal family firms, and find support for the proposition from the literature that Universal firms place greater emphasis on Universal care and Benefaction. Implications are discussed. PubDate: 2023-02-20 DOI: 10.1007/s41463-023-00144-w
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Abstract: Abstract As societal demands to become more human, not less, are growing globally, the case to understand the relevance of humanistic leadership approaches such as values-based leadership (VBL) becomes urgent. While multiple leadership theories offer useful perspectives to inform VBL practice, empirical works - especially those focusing on studying its relevance from a cross-national perspective are significantly lacking. Additionally, little is known about the application of VBL in different work domains. This international study addresses these gaps by reporting on survey research from four different countries and six work domains. Specifically, this paper discusses a multi-country study about the relevance of VBL to the political, non-profit, public, private, religious, and community work domains. In general, our findings suggest that VBL is seen as relevant to highly relevant across the focal countries and six work domains. We also discuss some of the key similarities and differences in how respondents rated the relevance of VBL in different contexts. We conclude that VBL potentially offers a timely and robust vehicle to address some of the urgent aspirations that employees and practitioners are expressing globally. PubDate: 2023-02-06 DOI: 10.1007/s41463-023-00142-y
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