Business Ethics: A European Review, EarlyView.

Global Dental Practice Management Software Market Size research report offers in-depth assessment of revenue growth, market definition, segmentation, industry potential, influential trends for understanding the future outlook and current prospects for the market. -/- Major Companies Focus on Partnerships to Leverage Enhanced Solutions -/- In terms of the competitive landscape, the dental practice management software market has a partial consolidation owing to the large shares held by leading companies. Different strategic moves, including joint ventures, mergers, and (...) acquisitions are being leveraged by prominent companies to reinforce their industry position. A wide array of players are focusing on partnerships to deploy enhanced solutions. -/- Drivers & Restraints -/- The global dental practice management software market size was valued at USD 1.65 billion in 2023. The market is expected to expand from USD 1.80 billion in 2024 to USD 3.90 billion by 2032, exhibiting a CAGR of 10.2% over the study period. -/- This study provides information about the sales and revenue during the historic and forecasted period of (2024 to 2030). Understanding the segments helps in identifying the importance of different factors that aid market growth. Estimations about the CAGR value for specific forecast period, market drivers, market restraints, and competitive strategies are assessed in this Dental Practice Management Software Market report. -/- This report focuses on Dental Practice Management Software Market volume and value at the global level, regional level and company level. From a global perspective, this report represents overall Dental Practice Management Software Market market size by analysing historical data and future prospect. Regionally, this report focuses on several key regions: North America, Europe, Asia-Pacific, Latin America and Middle East and Africa. -/- Competitive Strategic Window: -/- The Competitive Strategic Window analyses the competitive landscape in terms of markets, applications, and geographies to help the vendor define an alignment or fit between their capabilities and opportunities for future growth prospects. It describes the optimal or favorable fit for the vendors to adopt successive merger and acquisition strategies, geography expansion, research & development, and new product introduction strategies to execute further business expansion and growth during a forecast period. -/- An Overview of the Impact of COVID-19 on this Market: -/- The advancement of COVID-19 has conveyed the world to a stop. We fathom that this prosperity crisis amazingly influences associations across ventures. Nevertheless, everything fortunate or unfortunate should reach a conclusion. There are a couple of organizations that are fighting and some are thriving. By and large, essentially every region is relied upon to be impacted by the pandemic. -/- We are advancing incessant endeavors to help your business support and create during COVID-19 pandemics. Considering our experience and expertise, we will offer you an impact examination of Covid episode across ventures to help you with preparing for what's to come. -/- Key players covered in the global Dental Practice Management Software Market research report: -/- NXGN Management, LLC (U.S.) Planet DDS (U.S.) ACE Dental Software (U.S.) Datacon Dental Systems (U.S.) Good Methods Global Inc. (U.S.) CD Newco, LLC (U.S.) Henry Schein, Inc (U.S.) Carestream Dental LLC (U.S.) DentiMax (U.S.). (shrink)

ABSTRACT:Although Alasdair MacIntyre has criticized both the market economy and applied ethics, his writing has generated significant discussion within the literature of business ethics and organizational studies. In this article, I extend this conversation by proposing the use of MacIntyre’s account of the virtues to conceive of management as a domain-relative practice that requires and develops practical wisdom. I proceed in four steps. First, I explain MacIntyre’s account of the virtues in light of his definition of a “ (...) class='Hi'>practice.” Second, I examine his distinction between “practices” and “institutions.” Third, I explain what I mean by a “domain-relative practice” and defend the claim that it is helpful to conceive of management in those terms. Finally, I highlight several features of practical wisdom as a virtue developed in and integral to standards of excellence within management as a domain-relative practice. (shrink)

Responsible Management in Theory and Practice in Muslim Societies delineates principles of responsible management from an Islamic perspective, exploring the concept of responsibility in Islamic religious texts, and how the understanding of responsibility evolved in Islamic jurisprudence. He explains aspects of individual and group responsibility in Islam and the dissonance between theoretical discourse and practical application. Yusuf M. Sidani focuses on the factors that have both facilitated and hampered the application of responsible management principles in (...) class='Hi'>practice in this unique context. Themes explored across the book include Islamic texts and responsible leadership, responsibility in Islamic jurisprudence, individual and group responsibilities, and bridging the gap divide between theory and practice in Muslim societies. Sidani also poses proactive questions, including 'Who is a responsible manager?' and 'what does it take to reaffirm both individual and collective responsibilities', and 'whether things can be put back on track again in Muslim societies, and how?'. (shrink)

Social enterprises are hybrid organizations that primarily pursue social missions while also seeking economic gains. Drawing on workplace diversity and conflict theories, this article addresses recent calls for further research to explore how employees within social enterprises experience internal conflicts arising from the organizational pursuit of dual, competing missions (i.e., social and economic), and how social enterprises manage, and potentially overcome, these challenges. In the context of Korean social enterprise, we conducted a quantitative study that built on an initial explorative (...) qualitative study. Our research examined whether perceived participatory human resource management practices and diversity climate increase employees’ affective commitment by reducing their relational conflict. We further explored a boundary condition, perceived social impact, which strengthened this mediation relationship. Our results offer significant insights into social enterprise, business ethics, and broader management literature. Implications for future research and practice are also discussed. (shrink)

Morality is the individual or social conventions about moral norms and rules while morality management signifies the process and functions of planning, organising, motivating, and controlling morality. This book presents the philosophical assumptions of situation ethics to show the practice of morality management that follows from them. This research comprises theoretical and applied aspects: It is an investigation into metaethics that encompasses strategic and quality management problems. With the example of situation ethics, the book illustrates the (...) role of philosophical investigations and solutions in management theory and practice. It will be of interest to researchers, academics, and advanced students in the fields of business and management studies, ethics, quality management, and philosophy. Furthermore, this book may be useful for senior executives and politicians charged with negotiating complicated moral quandaries and overseeing the implementation of ethical policies in their organisations and communities. (shrink)

This article presents the first results of a study of the decisions made by health professionals in South Australia concerning the management of death, dying, and euthanasia, and focuses on the findings concerning the attitudes and practices of medical practitioners. Mail-back, self-administered questionnaires were posted in August 1991 to a ten per cent sample of 494 medical practitioners in South Australia randomly selected from the list published by the Medical Board of South Australia. A total response rate of 68 (...) per cent was obtained, 60 per cent of which (298) were usable returns. It was found that forty-seven per cent had received requests from patients to hasten their deaths. Nineteen per cent had taken active steps which had brought about the death of a patient. Sixty-eight per cent thought that guidelines for withholding and withdrawal of treatment should be established. Forty-five per cent were in favour of legalisation of active euthanasia under certain circumstances. (shrink)

This paper examines the issue of teaching of ethics in management education with specific reference to the debate on this and pedagogic interventions in India and the United States. It describes, among others, the initiative taken at Harvard Business School to teach ethics to MBA students as well as the effort made by the Indian Institute of Management, Calcutta to teach ethics and human values to the students. It is argued that all these pedagogic initiatives can help us (...) to be more reflective about the predicament of ethics in our practice of management in particular and life in general. In conclusion, it is argued that the universe of discourse of ethics must be broadened whereby ethical orientation does not refer to one's minimalist concern of being legally correct but to pursuing actively the well-being of others, especially of those who do not matter much to the managers of systems. (shrink)

Management and organization researchers are being called to conduct research that is more caring, yet the concept of care and how to practice it within the profession is undertheorized. Adopting a feminist epistemology and methodology, we develop the concept of care by weaving the personal, ethical, and political into the research process. First, we reflect critically on how aspects of care—attentiveness, responsibility, competence, and responsiveness (Tronto, Moral boundaries: a political argument for an ethic of care, Routledge, 1993; Tronto, (...) Caring democracy: markets, equality, and justice, New York University Press, 2013)—unfolded in our personal research experiences, and secondly, we conduct a review of articles published in management and organization studies and analyse expressed or concealed conceptions of care in scholars’ accounts of research purpose and ethics. We find three ethical sensibilities at the heart of enacting care: encountering the ‘other’, interpreting roles and responsibilities, and deliberating needs and resources. We contribute to a feminist research ethics by highlighting issues related to care that are concealed in dominant ethos guiding management and organization research. Further, we develop methodological insights for implementing an ethic of care as an alternative ethical standpoint in business research ethics. Finally, we provide suggestions for how to embed more care within research ethics practices in academic institutions. (shrink)

The emerging field of responsible management (RM) studies the integration of sustainability, responsibility, and ethics in managerial practices. Therefore, turning to practice theories for the study of RM appears to hold great promise of conceptual and methodological contribution. We propose a posthumanist practice approach for studying RM-as-practice. Managerial practices are conceived as the agencement of heterogeneous elements (humans, nonhumans, more-than-humans, materials, and discourses) that achieve agency in their being interconnected. Thus, RM is understood as processual, relational, (...) emergent, and sociomaterial. We contribute a framework for the empirical study of RM-as-practice on the basis of three sensitizing concepts: situatedness, sociomateriality, and textures_._ We further discuss the implications of understanding responsibility as response-ability, an engaged practice for relating to the other and the RM researcher’s role as internal to the practice agencement under study, thus, opening the debate on our own response-ability. (shrink)

We send messages as much in how we communicate as by what we communicate. Learning best practices, such as those for data management proposed in the accompanying article, are components of becoming a responsible and contributing member of the community of scholars. Not only must we teach the principles underlying best practices, we should model and teach approaches for implementing those practices and help students come to view them within the larger context of becoming members of a professional community. (...) How to collaborate across differences and how to have disputes professionally are skills all professionals need, and they should be taught along with the content itself. (shrink)

This paper describes a novel diagramming technique that we have found useful for highlighting differences in the work values of countries located within a single cultural region, followed by a brief demonstration of its application to countries in two regions (Latin America and the Mediterranean) with regard to managing corruption. We also indicate a few of the various ways that this technique can be used, such as to identify similarities between countries that are not in the same cultural region, yet (...) have one or more important cultural characteristics in common which set them apart from others in their respective regions.The paper directs attention to the practical and theoretical significance of intra-regional cultural differences that may be taken for granted by insiders to the region, while being overlooked by others. We hope that the introduction of this diagramming technique will stimulate further conceptual and empirical exploration of the potential significance of intra-regional cultural differences for international business ethics, as a preliminary step towards development and delivery of organizational interventions to manage the ethical frictions generated by critical differences in beliefs, attitudes, norms and values internationally. (shrink)

Energy has an ambivalent status in social theory, variously figuring as a driver or an outcome of social and institutional change, or as something that is woven into the fabric of society itself. In this article the authors consider the underlying models on which different approaches depend. One common strategy is to view energy as a resource base, the management and organization of which depends on various intersecting systems: political, economic and technological. This is not the only route to (...) take. The authors develop an alternative approach, viewing energy supply and energy demand as part of the ongoing reproduction of bundles and complexes of social practice. In articulating and comparing these two positions they show how social-theoretical commitments influence the ways in which problems like those of reducing carbon emissions are framed and addressed. Whereas theories of practice highlight basic questions about what energy is for, these issues are routinely and perhaps necessarily obscured by those who see energy as an abstract resource that structures or that is structured by a range of interlocking social systems. (shrink)

Previous research has underlined the significance of practical wisdom pertaining to corporate sustainability. Recent studies, however, have identified managing opposing but interlocked tensions related to environmental, social, and economic aspects as one of the most crucial future challenges in CS. Therefore, we apply the established link between wisdom and sustainability to the pressing topic of managing tensions in CS. We commence with a literature overview of tensions in sustainability management, which manifests our basic work assumption concerning the need for (...) practical wisdom in CS. We then discuss the threefold, mutual interconnectedness between practical wisdom and tension management in CS, which we illustrate in a conceptual model. Thereafter, we develop a set of propositions on how a practical wisdom approach influences CS in practice and how it differs from a business-case approach. In recognition of the conceptual character of our paper, we conclude by outlining potential practical applications and theoretical implications of the model and of the propositions. Limitations and avenues for further research are discussed. (shrink)

Despite rich theoretical development, empirical research on stakeholder management is scant, save its relationship with financial performance. Recent research shows significant intrafirm variability in stakeholder management across time. This study seeks to explain why firms would experience significant changes in stakeholder management. Adapting Wood’s framework to discuss three principles of stakeholder management, the authors identify antecedents of change at the institutional, organizational, and executive levels. Pressures for legitimacy at the institutional level suggest that firm age and (...) size, along with industry shifts in stakeholder management, will increase the likelihood of changes in stakeholder management for the focal firm. The authors posit that organizational risk and performance will also affect the likelihood of change, as will managerial discretion, ownership, and succession. The authors test their predictions using a longitudinal sample of stakeholder management data and discuss the implications of the findings for research and practice. (shrink)

This study aims to identify the influence of knowledge management practices on the entrepreneurial and organizational performance with the mediating effect of dynamic capabilities and moderating role of opportunity recognition. Data were gathered from 486 entrepreneurs and applied a structural equation model to test the hypotheses. We found that knowledge management practices have a positive and significant influence on dynamic capabilities, as well as have a significant impact on entrepreneurial and organizational performance. Moreover, results indicated that dynamic capabilities (...) partially mediate in the relationship between knowledge management practices on entrepreneurial and organizational performance. Furthermore, the relationship between knowledge management practices with entrepreneurial and organizational performance strengthening by opportunity recognition. Further, implications and limitations were discussed in the paper. (shrink)

Over the past decade Identity Management has become a central theme in information technology, policy, and administration in the public and private sectors. In these contexts the term ‘Identity Management’ is used primarily to refer to ways and methods of dealing with registration and authorization issues regarding persons in organizational and service-oriented domains. Especially due to the growing range of choices and options for, and the enhanced autonomy and rights of, employees, citizens, and customers, there is a growing (...) demand for systems that enable the regulation of rights, duties, responsibilities, entitlements and access of innumerable people simultaneously. ‘Identity Management’ or ‘Identity Management Systems’ have become important headings under which such systems are designed and implemented. But there is another meaning of the term ‘identity management’, which is clearly related and which has gained currency. This second construal refers to the need to manage our moral identities and our identity related information. This paper explores the relation between the management of our (moral) identities and ‘Identity Management’ as conceptualized in IT discourse. (shrink)

The reliability of clinical practice guidelines has been disputed because guideline panel members are often burdened with financial conflicts of interest. Current recommendations for COI regulation advise not only detailed declaration but also active management of conflicts. To continuously assess COI declaration and management in German guidelines we established the public database LeitlinienWatch. We analyzed all German guidelines at the highest methodological level that included recommendations for pharmacological therapy according to five criteria: declaration and assessment of COI, (...) composition of the guideline development group, independence of the coordinators and lead authors, imposed abstentions because of COI and public external review. Each criterion was assessed using predefined outcome categories. Most guidelines contained a detailed declaration of COI. However, none of the guidelines provided full transparency of COI assessment results. The guideline group was composed of a majority of participants with COI in 55% of the guidelines, no guideline was free of participants with COI. Only 9% of guidelines had coordinators and lead authors without any financial COI. Most guidelines did not provide a rule for abstentions for participants with COI. In 21% of guidelines there was a rule, but abstentions were either not practiced or not documented, whereas in 7% partial abstentions and in 2% complete abstentions were documented. Two thirds of the guideline drafts were not externally reviewed via a public website. COI are usually documented in detail in German guidelines of the highest methodological level. However, considerable improvement is needed regarding active management of COI, including recruitment of independent experts for guideline projects, abstention from voting for participants with COI and external review of the guideline draft. We assume that the publicly available ratings on GuidelineWatch will improve the handling of conflicts of interest in guideline development. (shrink)

"This book is a practical business guide for managers and executives covering bribery and FCPA compliance issues that they need to understand to ensure they are ...

In this conceptual paper we argue that, to date, principles of responsible management have not impacted practice as anticipated because of a disconnect between knowledge and practice. This disconnect means that an awareness of ethical concerns, by itself, does not help students take personal responsibility for their actions. We suggest that an abstract knowledge of principles has to be supplemented by an engaged understanding of the responsibility of managers and leaders to actively challenge irresponsible practices. We argue (...) that a form of moral reflexive practice drawing on an understanding of threshold concepts is central to responsible management, and provides a gateway to transformative learning. Our conceptual argument leads to implications for management and professional education. (shrink)

Written by a former corporate manager pursuing counseling as a 2nd career, this article offers pointed views on managed mental health care. Values of practitioners that are a mismatch for managed care are noted, and more specific disadvantages and advantages are examined. Loss of client confidentiality is addressed and procedures and technologies for its reclamation are noted. Negative effects on therapy are acknowledged and potential for better accountability and research are pointed out. Economic disadvantages of a small provider's practice (...) as well as opportunities for creating new value and additional income are reviewed. The relatively sudden emergence of managed care is credited with a natural time lag preceding regulatory responses. Acknowledging that most new practitioners have little choice about the clients they serve, the article concludes that it would be shortsighted to rule managed care out of one's practice. (shrink)

The individual management of online identity, as part of a wider politics of personal information, privacy, and dataveillance, is an area where public policy is developing and where the public sector attempts to intervene. This paper attempts to understand the strategies and methods through which the UK government and public sector is engaging in online identity management. The analysis is framed by the analytics of government (Dean 2010 ) and governmentality (Miller and Rose 2008 ). This approach draws (...) attention to the wide assemblage of public and private actors with shared regimes of practice and fields of visibility, as well as to the extent to which individual actors are made responsible for their own identity management. The paper also uses communication and discursive research to examine the potential failings of engagement efforts. Communication theory suggested that the assumption of individual responsibility, alongside linguistic distortions created by this way of understanding the problematic of identity management, complicate and fundamentally limit engagement activity. (shrink)

This paper discusses some of the anthropological andphilosophical features of the use of self-managementplans by patients with a chronic disease, focusing onpatients with asthma. Characteristics of thistechnologically mediated form of self-care arecontrasted with the work of Mauss and Foucault on bodytechniques and techniques of self. The similaritiesand differences between self-management of asthma andFoucault's technologies of self highlight some of theways in which self-management contributes tomodifications in the definitions of patients andphysicians. Patients, in measuring their lungfunction, first come to (...) rely on measurements more thanon felt disturbances, but next, felt disturbancesbecome modified by previous measurements. Physicians,on the other hand, see their role changed from expertto being a participant in a joint treatment. It isargued that the concept of agency is more appropriatefor describing the advantage of self-management forpatients than autonomy. (shrink)

This study draws on stakeholder management theory and the resource-based view of the firm to determine the factors affecting a facility’s decision to implementenvironmental management systems and practices. Four levels of environmental commitment to the natural environment are proposed including whether a facility has an EMS, whether a facility has a person responsible for environmental issues, whether a facility is ISO 14001 certified and the comprehensiveness of a facility’s EMS as measured by the number of practices undertaken. We (...) empirically test these hypotheses using manufacturing facility-level data from Canada, France, Germany, Hungary, Japan, Norway and the USA. (shrink)

Moss is right to state that management theory needs to address its epistemological foundations by considering questions in epistemology and the philosophy of science. Whether management theory needs Popper is a more tricky question. It is not clear that all theories should be falsifiable in Popper’s terms. His proposed methodology for social scientific research is inherently conservative and threatens to inhibit intellectual and social progress. But Popper’s philosophical realism and rationalism need to be preserved. Coherentism and associated forms (...) of anti-rationalism (including postmodernism and relativism) threaten to provide a rationale for the worst excesses of management theory. Indeed, the poverty of contemporary management theory is a symptom of a broader intellectual malaise: debate is increasingly characterised by the exchange of persuasive rhetoric, making it difficult to hold those in positions of power accountable for rationally justifying the positions they espouse. (shrink)

This paper reports on a particular aspect of a larger ethnographic study of nursing culture in an intensive therapy unit (ITU), accomplished through participant observation over a 12‐month period, followed by interviews with 15 nurses. The paper suggests that the ITU environment is perceived as ‘dangerous’, its dangerousness stemming from the ambiguity of its patients’ conditions. Drawing on anthropological concepts of liminality, pollution, anomaly and breaching of boundaries, the paper identifies various ambiguities inherent in ITU patients’ conditions. It then explores (...) the ways in which these anomalies are managed through sequestration and other ritual and symbolic practices. Notwithstanding the undoubted scientific reasons for particular nursing practices, the paper argues that there are also ritual and symbolic elements serving other more complex purposes, both protecting patients and staff and symbolising the highly valued phenomenon of keeping patients safe. The paper identifies a contradiction inherent in nursing work in this locale inasmuch as rituals and symbolism coexist with technical and research‐based elements of nursing care. (shrink)

Human resource management (HRM) is underpinned by, and contributes to, the business ethics of the organization. Opportunities available to men and women as managers, and the role of managers more broadly, are critical in shaping business ethics in contemporary organizations. Research on women in management therefore provides an important lens through which to understand the institutional and cultural context of HR ethics as part of the business ethics of a country. To date, women in management in China (...) remains an under-charted topic of research in the HRM field. Extant research and recommendations on the improvement of the position of women in management in China focus primarily on women themselves from a traditional, gender norm angle, instead of challenging the political and patriarchal system or any institutionalized discriminatory practice. This is, in part, due to the absence in China of a critical feminism approach or feminist movement, as found in Western societies, and the continuing strong influence of the state and media in portraying women’s (stereotypical) image. There is significant room for research capacity building in scholarship on women in management research, for example, and through cross-fertilization of different disciplines and more rigorous research design and execution. This paper provides a critical analysis of extant literature on women in management and the ideologies underpinning it, and offers some suggestions for future research and conceptualization. (shrink)

In this paper the problematic nature of the morality of management, in particular related to business organisations operating under Anglo-American capitalism, is explored. MacIntyre’s critique of managers in After Virtue serves as the starting point but this critique is itself subjected to analysis leading to a more balanced and contemporary view of the morality of management than MacIntyre provides. Paradoxically perhaps, MacIntyre’s own virtues-goods-practice-institution schema is shown to provide a way of re-imagining business organisations and management (...) and thereby holds out the possibility of resolving the issue of the morality of management within such organisations. Implications for management practice are drawn out. (shrink)

The ancient virtue of practical wisdom has lately been enjoying a remarkable renaissance in management literature. The purpose of this article is to add clarity and bring synergy to the interdisciplinary debate. In a review of the wide-ranging field of the existing literature from a philosophical, theological, psychological, and managerial perspective, we show that, although different in terms of approach, methodologies, and justification, the distinct traditions of research on practical wisdom can indeed complement one another. We suggest a conciliatory (...) conception of the various features of practical wisdom in management. This we take as a point of departure for a discussion of the significant implications of the subject for the theory and practice of management and for the direction of further research in the field. (shrink)

Alasdair MacIntyre’s critique of managerial capitalism is well known, with some arguing that MacIntyrean thought is antithetical to contemporary capitalist business. Nevertheless, substantial efforts have been taken to demonstrate how different business activities constitute MacIntyrean practices, which points to an incoherence at the heart of MacIntyrean business ethics scholarship. This article proposes a way of bridging these perspectives, suggesting a reimagined MacIntyrean approach to business that is thoroughly ‘practice-led.’ A detailed comparison of accounting and management shows that while (...) neither are practices in ‘good order,’ they differ in significant ways: where management does not meet the criteria for a MacIntyrean practice, accounting is a ‘distorted’ practice. This leads to a categorisation of practice-led business activity, whereby the traditional tasks of management are subsumed, shared or subordinated to practices and practitioners. Insights on how this can be implemented are drawn from the ‘communities of practice’ literature and a consideration of professions. (shrink)

What would Karl Popper have made of today’s management and organisation theories? He would surely have approved of the openness of debate in some quarters, but the ease with which many managers accept the generalisations of some academics, gurus and consultants might well have troubled him. Popper himself argued that processes of induction alone were unlikely to lead to developments in knowledge and considered processes of justification to be more important. He claimed that it was not through verifying theories (...) from experiment that knowledge actually developed but through the invention of bold and innovative theories that experimenters then tried to falsify. If new theories did not agree with the results of experiment, then they were considered false. If they passed testing then they were considered unfalsified and worthy of further testing rather than true. Objective knowledge was to be obtained through ensuring critical debate and learning, rather than adhering to some objective scientific method. In this paper, Popper’s notion of falsificationism is explored through stressing the importance of the predictive content and testability of theories. A number of theories from the fields of management and organisation theory are examined and it is argued that many of them suffer from one of three defects: from over-reliance upon untestable elements with psychological origins; from being phrased in language so vague that they gloss over phenomena; or from making predictions that are so cautious and allencompassing as to be practically useless. As a result, they are likely to be unfalsifiable in Popper’s terms and their epistemological status is called into question. While acknowledging that the unpredictability of social systems poses problems for an approach stressing predictability, I conclude by arguing that organisation theory and management knowledge might well benefit from the openness and critical nature of Popper’s approach. (shrink)

This article explores the question of how scientific uncertainty can be managed in medical decision making using the Advisory Committee on Immunization Practices as a case study. It concludes that where a high degree of technical consensus exists about the evidence and data, decision makers act according to a clear decision rule. If a high degree of technical consensus does not exist and uncertainty abounds, the decision will be based on a variety of criteria, including readily available resources, decision-process constraints, (...) and the available knowledge base, among other things. Decision makers employ a variety of heuristic devices and techniques, thereby employing a pragmatic approach to uncertainty in medical decision making. The article concludes with recommendations for managing scientific uncertainty in medical decision making. (shrink)

Codes of ethics and conduct typically demand the highest standard of ethical behaviour from every single employee. This implies a democratic or lobbyist understanding of ethics in business. The contrasting view would argue that business ethics is an elitist undertaking that can only be instigated from the top, by managing directors or owner managers. This article looks at three types of ethical businesses, three types of approaches to ethical problem‐solving, and three possible incentives for ethical business to see which of (...) the above is more convincing. It will be argued that the impulse for value‐driven business has to come from the top. Only top management and owner managers have the opportunity to foster major change in business practice. (shrink)

ABSTRACTFinance may suffer from institutional deformations that subordinate its distinctive goods to the pursuit of external goods, but this should encourage attempts to reform the institutionalization of finance rather than to reject its potential for virtuous business activity. This article argues that finance should be regarded as a domain-relative practice. Alongside management, its moral status thereby varies with the purposes it serves. Hence, when practitioners working in finance facilitate projects that create common goods, it allows them to develop (...) virtues. This argument applies MacIntyre’s widely acknowledged account of the relationship between practices and the development of virtues while questioning some of his claims about finance. It also takes issue with extant accounts of particular financial functions that have failed to identify the distinctive goods of financial practice. (shrink)

Organizations today recognize that it is not only important to engage in corporate social responsibility, but that it is also equally important to ensure that information about CSR is communicated to audiences. At times, however, the CSR image perceived by audiences is not an accurate portrayal of the organization’s CSR identity and is, therefore, incongruent with the desired CSR image. In this paper, we build upon the nascent work on organizational impression management by examining CSR communication from an impression (...) management perspective. The model developed here proposes that incongruence between desired and current CSR images motivates an organization to decrease the incongruence through CSR communication. This relationship is moderated by four factors: importance of CSR image to the organization; power, status, and attractiveness of the target audience; importance of CSR image to the target audience; and media attention and public scrutiny. The model also identifies four dimensions of CSR communication structure and includes a feedback loop through which audience interpretation of the CSR communication can influence the organization’s CSR image incongruence. Two illustrative examples are provided to indicate how the model may be applied to organizations. This paper has several implications for research and practice. It draws connections between impression management theory and CSR and adds to the emerging literature on organizational impression management. It can also help organizations decide on the appropriate CSR communication structure to use in specific situations and be more effective in their CSR communication. (shrink)

In management theory and business practice, the dealing with diversity, especially a diverse workforce, has played a prominent role in recent years. In a globalizing economy companies recognized potential benefits of a multicultural workforce and tried to create more inclusive work environments. However, many organizations have been disappointed with the results they have achieved in their efforts to meet the diversity challenge [Cox: 2001, Creating the Multicultural Organization (Jossey-Bass, San Francisco)]. We see the reason for this in the (...) fact that while much attention has been paid to the strategic dimension of diversity policies, systems, and processes, much less thought has been given to the normative dimension, the norms and values involved. Given the fact that diversity is essentially about cultural norms and values, appropriate reflection work becomes a fundamental task to create a truly inclusive work environment where people from diverse backgrounds feel respected and recognized. Therefore, we focus in this article on the challenge of building an inclusive diversity culture showing that such a culture of inclusion has to be built on solid moral grounds. We present a conceptual framework of inclusion based on a moral theory of recognition and introduce the founding principles of reciprocal understanding, standpoint plurality and mutual enabling, trust and integrity. After revealing barriers that hinder a culture of inclusion from emerging we shed light on the process of developing such a culture which involves four essential transformational stages: The first phase focuses on raising awareness, building understanding and encouraging reflection. The second phase deals with the development of a vision of inclusion as an important step to define the change direction. In a third phase key management concepts and principles should be re-thought. This leads to the fourth, action-oriented phase, that focuses on an integrated Human Relations Management (HRM)1 system that helps implement change by doing both, translating the founding principles via competencies into observable and measurable behavior and fostering the development, reinforcement and recognition of inclusive behavior. (shrink)

This article is an edited transcript of the keynote session at the 16th annual Philosophy of Management conference in Oxford on 23 June 2024. The keynote took the form of a dialogue between Roger Crisp (Director of the Oxford Uehiro Centre for Practical Ethics and Professor of Moral Philosophy at the University of Oxford) and Chris Cowton (Emeritus Professor and former Dean of the Business School at the University of Huddersfield and formerly Associate Director of the Institute of Business (...) Ethics). The dialogue was facilitated by Nigel Laurie, formerly managing partner at London Facilitators and founder of the Philosophy of Management journal and the annual conference (Laurie and Cherry 2001). This dialogue joins a long-lasting conversation in the journal of Philosophy of Management on philosophy and its applications to management practice and theory (Eabrasu, 2023; Tsahuridu, 2023) by offering insightful personal perspectives especially as seen through institutional lenses. (shrink)

When external groups accuse a business organization of unethical practices, managers of the accused organization usually offer a communicative response to attempt to protect their organization's public image. Even though many researchers readily concur that analysis of these communicative responses is important to our understanding of business and society conflict, few investigations have focused on developing a theoretical framework for analyzing these communicative strategies used by managers. In addition, research in this area has suffered from a lack of empirical investigation. (...) In this paper we address both of these weaknesses in the existing literature. First, we explicate Impression Management Theory as an appropriate framework for studying organizational communicative responses, paying particular attention to the concept of accounts. Second, we critique previous investigations of organizational accounts and discuss the major contributions of our study. Third, we propose a coding system and content analyze the accounts offered by managers from 21 organizations that were recently the targets of consumer boycotts. Finally, we report the results of our empirical investigation and discuss ethical issues related to organizational accounts. (shrink)

Previous works have highlighted that small and medium-sized enterprises (SMEs) are responsible for approximately 60%–70% of European industrial pollution, which has led scholars to investigate whether owner-managers, the most influential decision-makers in SMEs, actually care about environmental issues. Although existing works have identified various antecedents of owner-managers' environmental concern, limited attention has been paid to understand how they could turn such environmental concern into environmental practices. Therefore, the present research explores how owner-managers' environmental concern influences the environmental practices of SMEs, (...) whereas considering the effects of company size and sector-specific environmental regulations. Relying on interviews with 19 Belgian SME owner-managers, we contribute to the existing literature by providing a typology classifying SMEs' environmental practices according to their owner-managers' environmental concern and considering company size and environmental sectoral regulations. Four profiles emerge from this typology: climate change champions, green opportunists, eco-compliant followers and routine entrepreneurs. This typology highlights the fact that micro-enterprises are more likely to adopt environmental practices when they are mandatory. In contrast, the adoption of environmental practices is more likely to result from owner-managers' environmental concern in small to medium-sized firms. (shrink)

Using artificial intelligence (AI) to make decisions in human resource management (HRM) raises questions of how fair employees perceive these decisions to be and whether they experience respectful treatment (i.e., interactional justice). In this experimental survey study with open-ended qualitative questions, we examine decision making in six HRM functions and manipulate the decision maker (AI or human) and decision valence (positive or negative) to determine their impact on individuals’ experiences of interactional justice, trust, dehumanization, and perceptions of decision-maker role (...) appropriate- ness. In terms of decision makers, the use of human decision makers over AIs generally resulted in better perceptions of respectful treatment. In terms of decision valence, people experiencing positive over negative decisions generally resulted in better perceptions of respectful treatment. In instances where these cases conflict, on some indicators people preferred positive AI decisions over negative human decisions. Qualitative responses show how people identify justice concerns with both AI and human decision making. We outline implications for theory, practice, and future research. (shrink)

We provide a conceptual framework and a case study of how an organization links its mission and espoused values with its operating practices. Conceptually, we locate this mission integration theme within Simons’ management accounting and control framework, and then adapt Schatzki’s site ontology of social practice to develop general research expectations for case studies of espoused values/practice linkages. Empirically, we apply the conceptual framework to a case study of linkages among an actual company’s espoused values, human resource (...) practices, and financial management during its 40-plus year history. The concluding section summarizes the study and discusses its implications, limitations, and opportunities for future research. (shrink)

ABSTRACT:The history of the practice of corporate social responsibility has largely been limited to the twentieth century, with a focus on the United States. This paper provides a brief introduction to CSR practice from the nineteenth century through World War I in the United Kingdom, United States, Japan, India, and Germany. The relevance of nineteenth-century CSR to current debates and research regarding the motivations for CSR, the business cases for CSR, stakeholder management, political CSR, industry self-regulation, and (...) income inequality are also discussed. (shrink)

Lack of supportive workplaces may be depriving babies and mothers of the health advantages of breastfeeding. This citizen science pilot project set out to engage women in photographing and sharing information on the available facilities for breastfeeding and expressing and storing breastmilk in Australian workplaces. While some useful insights were gained, the project failed in the sense that 234 people ‘liked’ the project Facebook page set up to recruit participants, but only nine photographs were submitted. The heaviest loss of participation (...) occurred after the ethics committee requirements were explained, in particular, the requirement for employer consent to take a photograph, or alternatively, for a participant to agree to bear the risk of taking a photo without permission. The ethics committee also made stipulations about the formality of language to be used. Thus, the project’s potential role as an enabler for health action was neutered. We argue that the ethics requirements worked contrary to our purpose and possibly acted to reinforce the powerlessness some women experience at work. (shrink)