Categoría: Capítulo de Libro

Abstract

This chapter aims to describe the relationship between work and technology in light of three philosophers’ perspectives, namely Adam Smith, Karl Marx, and Alasdair MacIntyre. Although mostly considered intellectual antagonists, Smith and Marx’s approaches to human activity share a focus on its external dimension. From a Smithian perspective, strongly rooted in individualism, even when workers’ moral development is desirable for the firm, it is not its main responsibility, and if the firm causes any moral damage to employees based on the use of technology, the public authority, not the firm itself, must step in to amend it. Marx refuses Smith’s proposal in a critical manner, providing the principle of technological determinism, that is, the idea that technology always inflicts damage on employees no matter the way technology is organized within the firm. Because of their reductionist anthropological assumptions, both Smith and Marx failed to give a sustainable and realistic account of the meaning of work and its contribution to individual flourishing and the common good. We will analyze their understandings of the work-technology matter in light of the thought of Alasdair MacIntyre, a prominent critic of both Marx and Smith. By rehabilitating the idea of a practice, MacIntyre offers a more realistic and robust approach to understanding the way technology might affect work in terms of corruption, but also recognizes it as an opportunity for excellence in the modern corporation.

In Human Centered Organizational Culture: Global Dimensions   

Morales, O, Lepeley, M.T., Essens, P., Beutell, N., Majluf (eds).

Routledge

Abstract

This chapter aims to overcome the rationalistic and mechanistic paradigm of organizational theory redefining the nature of organizations as a community of work. We sustain that Aristotelian practical wisdom deepens our understanding of organizations by incorporating different features of personal work in organizational contexts, such as meaning, interpretation, ambiguity, conflict, context-dependence, productivity, and reflexivity. In this chapter, we will explain (i) how the organization aimed to excellence is better defined as a community of work, and (ii) how practical wisdom in an organization must be defined in light of work as a deliberative and participative production. Thus, the goal of the chapter is twofold: first, it seeks to introduce a concept of work into the Aristotelian organizational theory; second, it aims to show the potential of Aristotelian practical wisdom for deepening our understanding of organizations by integrating an Aristotelian definition of the community of work and common good into organizational theory.

Abstract

This chapter aims to overcome the rationalistic and mechanistic paradigm of organizational theory redefining the nature of organizations as a community of work. We sustain that Aristotelian practical wisdom deepens our understanding of organizations by incorporating different features of personal work in organizational contexts, such as meaning, interpretation, ambiguity, conflict, context-dependence, productivity, and reflexivity. In this chapter, we will explain (i) how the organization aimed to excellence is better defined as a community of work, and (ii) how practical wisdom in an organization must be defined in light of work as a deliberative and participative production. Thus, the goal of the chapter is twofold: first, it seeks to introduce a concept of work into the Aristotelian organizational theory; second, it aims to show the potential of Aristotelian practical wisdom for deepening our understanding of organizations by integrating an Aristotelian definition of the community of work and common good into organizational theory

In Routledge Companion to Corporate Social Responsibility

Routledge

Abstract

This chapter inquiries into the social responsibility of firms from a virtue ethics approach and the concept of the common good. In particular, it will show the contrasting assumptions between mainstream approaches and the common good of the firm approach to explain how the latter— rooted in Aristotelian virtue ethics— provides an original conception of social responsibility. A common good approach to social justice understands social relationships essentially defined as duties to which one voluntarily adheres; when said justice and commitment to the common good flourishes, community ensues. Finally, a Virtue Ethics approach to Corporate Social Responsibility establishes three forms of duties and social responsibility to stakeholders, including those who make up the firm, those who maintain a market-based relationship with it, and those who are related to the firm as part of society’s civic sphere.

In Advanced Research Methods for the Social and Behavioral Sciences

Cambridge University Press

Ed. by John E. Edlund & Austin Lee Nichols.

Abstract

This chapter explores the professional activity of researchers and research managers in social sciences considering the ethical principles that ought to shape their work. Because of academic researchers have different perceptions and attitudes regarding what constitute unethical behaviour in conducting their research, we offer an overview of the recommendations for best practices in social science research set out in professional codes of conduct and in other documents. In particular, this chapter focuses on the ethical issues related to the design, development, implementation, and publication of research projects.

In Business Ethics. A Virtue Ethics and Common Good Approach

Ed. by Sison, A.; Ferrero, I.; Guitián, G.

Routledge

This chapter explains fostering virtuous work among employees as the guiding moral principle of human resource (HR) managers. It presents virtuous work as one that prioritizes excellence and intrinsic motivation over effectiveness and extrinsic motivation, and is, at the same time, meaningful and engaging. The chapter shows how to create an organizational culture or corporate ethos that is supportive of virtuous work. There is a moral guiding principle to HR practices and strategic responsibilities. This principle orients standards in HR practices, such as personnel assessment methods, training, reinforcing good behavior, introducing codes of conduct and preventing malpractice. The chapter highlights the importance of approaching work as a meaningful activity and the role of HR managers in developing a virtuous organizational culture. It illustrates the understanding of the different dimensions of work and how this can affect productivity and action

In Handbook of Virtue Ethics in Business and Management,

International Handbooks in Business Ethics 1-8.

Alejo José G. Sison (Editor), Gregory R. Beabout (Editor), Ignacio Ferrero (Editor)

Springer

Abstract

The aim of this chapter is to introduce a theory of the firm based on the concept of the common good consistent with the moral and political philosophy of John Finnis. Using Finnis’ philosophy, it will provide a description of the nature of the firm first as a community of cooperative work geared toward the satisfaction of needs. However, such an account of the firm can be further developed. In fact, using Finnis’ interpretation of Aquinas’ moral philosophy, one can see human work as a virtue. In addition, the development of productive and cooperative organizations must be oriented toward the satisfaction of needs and the promotion of friendly human relations. In this sense, following Finnis’ definition, the firm’s common good could be defined as a community of cooperation, of virtuous work, and of friendship.