This document discusses the sustainability of ethics in business from an academic perspective. It examines the role of academics in teaching business ethics and the challenges of ensuring ethics are practiced beyond the classroom. While business ethics courses are now common, the core business curriculum remains focused on functional studies rather than values. Research shows ethics education can influence students' ethical attitudes but other factors like sociocultural norms may have a greater impact. For ethics to be sustained in business, academics must model ethical behavior and develop students' moral character through frameworks beyond case studies alone. Organizational culture also significantly shapes what conduct is deemed ethical.
This document summarizes key topics in business ethics including general business ethics, corporate social responsibility, ethics of finance, ethics of the finance paradigm, operational areas of financial ethics, and ethics of human resource management. It discusses issues like a company's purpose, stakeholder interests versus shareholder interests, creative accounting, insider trading, executive compensation, and employees' workplace rights. It also analyzes different perspectives on ethics in fields like finance and human resource management.
This chapter introduces the study of industrial relations and outlines three main perspectives: pluralist, unitarist, and radical. It defines industrial relations and discusses approaches like neo-institutionalism, human resource management, and the labor process theory. It also notes criticisms of each perspective and emphasizes different aspects of the employment relationship. The chapter aims to move beyond a limited view of IR focusing only on conflict between unions and employers.
This document discusses organizational citizenship behavior (OCB), which refers to individual behaviors in a workplace that are beneficial but not formally rewarded. The authors aim to analyze how OCB impacts various organizational performance measures based on its antecedents and consequences. OCB is described as having two dimensions - behaviors directed at individuals, and behaviors that benefit the overall organization. Various antecedents of OCB are identified, like role clarity, leadership, commitment, and justice. These antecedents are then correlated with five organizational performance outcomes: reduced turnover and absenteeism, employee satisfaction and loyalty, and customer satisfaction and loyalty. The authors argue more research is needed on how demographics like age, gender and experience influence OCB.
This chapter discusses the ethical issues that arise in human resource management. It explores how standards of ethics have become complex in modern society. The chapter examines different approaches to analyzing ethics, such as utilitarianism and deontological ethics. It also discusses the ethical dilemmas that HR managers face in areas like recruitment, rewards, and treatment of employees. The chapter argues that while businesses need to be profitable, they also have a responsibility to maintain good ethical standards in their employment practices.
Sectoral Comparison of Factors Influencing Job Satisfaction for Telecom and F...Huseyin Kiran
The document analyzes factors influencing job satisfaction in the telecom and finance sectors in Turkey. It conducted surveys of employees in these sectors to assess job satisfaction levels and the importance of various motivators and fringe benefits. The key findings were:
- Employees in the telecom sector reported higher overall job satisfaction than the finance sector.
- Intrinsic factors like the work itself were more satisfying to telecom employees, while finance employees were equally satisfied by intrinsic and extrinsic factors.
- The top satisfying factors for each sector differed, such as coworker relationships for finance and autonomy for telecom.
- Fringe benefits were found to impact job satisfaction levels between the sectors.
This document discusses how the initial experiences of founding teams and early functional structures of organizations can influence their long-term evolution. It contrasts life-cycle views, where firms are expected to professionalize and adapt over time, with path-dependent views, where early conditions constrain later outcomes. The study examines how a founding team's prior functional experiences relate to initial functional structures, and how these initial conditions shape later top management teams and structures. It hypothesizes that founding experiences will influence initial structures, initial structures will determine later structures, initial structures will impact later hiring experiences, and founding experiences will affect later hiring experiences. Initial conditions are also hypothesized to impact organizational outcomes like speed of going public or obtaining venture capital. The document aims to extend
This document summarizes a study examining the relationships between work design, organizational commitment, and organizational performance excellence in Norway. The study tested 16 hypotheses relating dimensions of work design (task characteristics, knowledge characteristics, social characteristics, and contextual characteristics) to organizational commitment (affective, continuance, and normative commitment) and performance excellence. Data were collected through surveys of 142 Norwegian employees and analyzed using multivariate regression and partial least squares structural equation modeling. The analyses confirmed 8 hypotheses, partially confirmed 2 hypotheses, and rejected 6 hypotheses. Unexpected results included no relationship found between environmental characteristics and performance/commitment, and no effect of work design on normative or continuance commitment.
This document summarizes key topics in business ethics including general business ethics, corporate social responsibility, ethics of finance, ethics of the finance paradigm, operational areas of financial ethics, and ethics of human resource management. It discusses issues like a company's purpose, stakeholder interests versus shareholder interests, creative accounting, insider trading, executive compensation, and employees' workplace rights. It also analyzes different perspectives on ethics in fields like finance and human resource management.
This chapter introduces the study of industrial relations and outlines three main perspectives: pluralist, unitarist, and radical. It defines industrial relations and discusses approaches like neo-institutionalism, human resource management, and the labor process theory. It also notes criticisms of each perspective and emphasizes different aspects of the employment relationship. The chapter aims to move beyond a limited view of IR focusing only on conflict between unions and employers.
This document discusses organizational citizenship behavior (OCB), which refers to individual behaviors in a workplace that are beneficial but not formally rewarded. The authors aim to analyze how OCB impacts various organizational performance measures based on its antecedents and consequences. OCB is described as having two dimensions - behaviors directed at individuals, and behaviors that benefit the overall organization. Various antecedents of OCB are identified, like role clarity, leadership, commitment, and justice. These antecedents are then correlated with five organizational performance outcomes: reduced turnover and absenteeism, employee satisfaction and loyalty, and customer satisfaction and loyalty. The authors argue more research is needed on how demographics like age, gender and experience influence OCB.
This chapter discusses the ethical issues that arise in human resource management. It explores how standards of ethics have become complex in modern society. The chapter examines different approaches to analyzing ethics, such as utilitarianism and deontological ethics. It also discusses the ethical dilemmas that HR managers face in areas like recruitment, rewards, and treatment of employees. The chapter argues that while businesses need to be profitable, they also have a responsibility to maintain good ethical standards in their employment practices.
Sectoral Comparison of Factors Influencing Job Satisfaction for Telecom and F...Huseyin Kiran
The document analyzes factors influencing job satisfaction in the telecom and finance sectors in Turkey. It conducted surveys of employees in these sectors to assess job satisfaction levels and the importance of various motivators and fringe benefits. The key findings were:
- Employees in the telecom sector reported higher overall job satisfaction than the finance sector.
- Intrinsic factors like the work itself were more satisfying to telecom employees, while finance employees were equally satisfied by intrinsic and extrinsic factors.
- The top satisfying factors for each sector differed, such as coworker relationships for finance and autonomy for telecom.
- Fringe benefits were found to impact job satisfaction levels between the sectors.
This document discusses how the initial experiences of founding teams and early functional structures of organizations can influence their long-term evolution. It contrasts life-cycle views, where firms are expected to professionalize and adapt over time, with path-dependent views, where early conditions constrain later outcomes. The study examines how a founding team's prior functional experiences relate to initial functional structures, and how these initial conditions shape later top management teams and structures. It hypothesizes that founding experiences will influence initial structures, initial structures will determine later structures, initial structures will impact later hiring experiences, and founding experiences will affect later hiring experiences. Initial conditions are also hypothesized to impact organizational outcomes like speed of going public or obtaining venture capital. The document aims to extend
This document summarizes a study examining the relationships between work design, organizational commitment, and organizational performance excellence in Norway. The study tested 16 hypotheses relating dimensions of work design (task characteristics, knowledge characteristics, social characteristics, and contextual characteristics) to organizational commitment (affective, continuance, and normative commitment) and performance excellence. Data were collected through surveys of 142 Norwegian employees and analyzed using multivariate regression and partial least squares structural equation modeling. The analyses confirmed 8 hypotheses, partially confirmed 2 hypotheses, and rejected 6 hypotheses. Unexpected results included no relationship found between environmental characteristics and performance/commitment, and no effect of work design on normative or continuance commitment.
This document outlines several approaches to industrial relations including psychological, sociological, human relations, Gandhian, human resource management, action theory, unitary, pluralist, Marxist/radical, Weber's social action, socio-ethical, and Oxford approaches. It provides more detail on the psychological, sociological, and human resource management approaches. The psychological approach examines the perceptions and attitudes of union leaders and executives. The sociological approach looks at sociological factors that shape industrial relations. The human resource management approach recognizes that workers want various freedoms and that treating them as objects can increase tensions in the workplace.
This document discusses several approaches to understanding industrial relations, including the psychological, sociological, human relations, Gandhian, and human resource management approaches. It also examines the unitary, pluralist, and Marxist/radical approaches. Several forms of industrial disputes are mentioned, along with causes of disputes and methods for preventing and settling disputes, including voluntary methods, government machinery, and statutory measures.
This document discusses several key concepts in industrial relations and human resource management. It begins by defining the traditional scope of industrial relations as focusing on male, unionized workers in manual industries. It then contrasts this with a more modern focus on a diverse workforce. Several models for understanding employment relationships are presented, including unitary, pluralist, and Marxist perspectives. Frameworks like the input-output model, systems approach, and social action theory are examined for analyzing industrial relations. The document also reviews trends in the economic, social, political, and legal environments that have shaped the development of industrial relations in different time periods.
This document summarizes a journal article that discusses the distinction between teaching business ethics and personal morals. It argues that business ethics curricula often frame ethical paradigms through the lens of personal values and morality. However, this may not fully prepare students to address common business dilemmas, as many issues have little moral implication. The article proposes teaching business ethics as a critical thinking "toolkit" separate from moral value systems, to help students analyze and resolve a wide range of organizational problems.
Role of social and human capital in business model adaptationAntonio Dottore
Paper presented at the 2013 Babson Conference on entrepreneurship. It shows that certain types of social capital (from networking) and of human capital (mostly experience-based) are important for business model adaptation in new ventures.
The interaction of the two (Social*Human) creates useful synergies.
Perceived influence of organizational culture and management style on employe...Alexander Decker
This document discusses the relationship between organizational culture, management style, and employee performance in Nigerian banking sectors. It reviews literature showing that organizational culture and human resource management are important for achieving organizational goals. The study examines how organizational culture and management style impact employee performance. A survey was conducted of staff in Nigerian banks, collecting data through questionnaires. The findings showed that organizational culture has a strong relationship with employee performance. Elements like equipment handling, social behaviors, and symbols positively influence performance. Management style and attitudes were also found to significantly relate to performance. New employees more easily incorporated when values were compatible between the employee and organization.
This document provides an overview of industrial relations. It defines industrial relations as the relationship between employees and management. The major stakeholders in industrial relations are labor, employees, government, vendors, trade unions, and customers. The objectives of industrial relations are to establish sound relationships between workers and management, prevent conflicts and strikes, raise productivity, and promote industrial democracy. Important approaches to industrial relations include the psychological, sociological, and human relations approaches. The document also discusses perspectives, problems, measures to improve relations, methods to settle disputes, and relevant acts in India.
This document discusses inter-organizational communities of practice (IOCoPs), which are groups made up of individuals from different organizations who voluntarily come together based on a shared professional practice or expertise. The document outlines several key aspects of IOCoPs:
1) It examines the actors involved in IOCoPs, noting their diversity of statuses, profiles, and motivations for participation which include developing expertise, social capital, and in some cases economic capital.
2) It explores IOCoPs as original organizational forms that bridge individual and organizational levels of analysis and fill gaps not addressed by markets or hierarchies alone.
3) It discusses the learning benefits of IOCoPs, particularly their ability to manage tacit knowledge
This chapter introduces organizational behavior and discusses its key components. It addresses OB at the individual, group and organizational levels of analysis. The chapter also outlines four main challenges for OB: a changing social/cultural environment; an evolving global environment; advancing information technology; and shifting work/employment relationships. It provides examples and figures to illustrate core aspects of OB.
Over the years, business analysts, economists, and academic researchers have pondered several theories that attempt to explain the dynamics of business organizations, including the ways in which they make decisions, distribute power and control, resolve conflict, and promote or resist organizational change.
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This document provides a literature review on entrepreneurial learning from failure. It systematically collects and organizes relevant research according to Kolb's model of experiential learning, which includes four stages: concrete experience, reflective observation, abstract conceptualization, and active experimentation. The review finds that existing research provides insights into all stages of learning from failure. Areas that have received significant attention include the nature of failure, factors influencing reflection like emotions and attributions, the content of learning, and applying learning in new ventures. However, other topics remain underexplored, such as alternative recovery modes, personal characteristics' impact on reflection, cognitive processes underlying reflection, transforming observations into concepts, and applying learning outside of entrepreneurship. This
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Industrial relations involves the complex relationships between employees, employers, and the government. It aims to create harmonious cooperation between laborers and management, as conflict hinders industrial progress. Industrial relations encompasses all aspects of the employment relationship, including human resource management and union-management interactions. While its meaning was originally broad, it now specifically refers to collective bargaining, trade unionism, and labor-management relations. The field examines the various relationships that arise in and from the workplace, and how they are expressed and managed. However, industrial relations is currently in crisis, with declining union membership and influence in the face of neoliberal economic policies prioritizing free markets over institutional intervention.
This document discusses the evolution of management thought from scientific management to modern contingency theory. It covers early approaches like Taylor's scientific management, bureaucratic management proposed by Weber, and Fayol's principles of management. It also examines the behavioral approach focusing on human needs and motivation, including McGregor's management styles and Mayo's view informed by the Hawthorne experiments. Finally, it introduces contingency theory which merges different components based on organizational context and situation.
This document contains an outline for a project on business ethics focusing on the ethical impacts of globalization. It includes sections on introduction, social responsibility, the greening of management, values-based management, managerial ethics, and conclusions. The introduction discusses how economics has moved away from normative issues and the need for a behavioral business ethics approach. It also addresses challenges with public policy lectures on trade topics.
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The document discusses various concepts and approaches related to industrial relations. It defines industrial relations as the relationship between management and labor. It discusses the evolution of industrial relations in India from ancient times to the post-independence era. It also outlines several key approaches to industrial relations including the unitary, pluralist, Marxist, Gandhian, and systems approaches. Each approach provides a different theoretical perspective on workplace relations and the role of unions, management, and conflict.
This document discusses industrial relations and the various parties involved. It outlines the objectives of industrial relations as collective bargaining, resolving disputes, maintaining discipline and productivity. The key parties identified are employers, employees, trade unions, employers associations, and the government. Employees seek better working conditions, wages and benefits through trade unions. Employers aim to motivate workers while negotiating terms with unions. Employers associations represent employers in collective bargaining. The government and judiciary also play roles in industrial relations.
Este manual explica los principales cambios introducidos por la reciente reforma al sistema de pensiones chileno. La reforma crea un nuevo Pilar Solidario que entrega beneficios como la Pensión Básica Solidaria y el Aporte Previsional Solidario para aquellos que no lograron ahorrar suficiente para una pensión digna. También otorga un Bono por Hijo para reconocer el trabajo doméstico y reproductivo de las mujeres. La reforma establece nuevas instituciones como el Instituto de Previsión Social y la Superintendencia de P
This document outlines several approaches to industrial relations including psychological, sociological, human relations, Gandhian, human resource management, action theory, unitary, pluralist, Marxist/radical, Weber's social action, socio-ethical, and Oxford approaches. It provides more detail on the psychological, sociological, and human resource management approaches. The psychological approach examines the perceptions and attitudes of union leaders and executives. The sociological approach looks at sociological factors that shape industrial relations. The human resource management approach recognizes that workers want various freedoms and that treating them as objects can increase tensions in the workplace.
This document discusses several approaches to understanding industrial relations, including the psychological, sociological, human relations, Gandhian, and human resource management approaches. It also examines the unitary, pluralist, and Marxist/radical approaches. Several forms of industrial disputes are mentioned, along with causes of disputes and methods for preventing and settling disputes, including voluntary methods, government machinery, and statutory measures.
This document discusses several key concepts in industrial relations and human resource management. It begins by defining the traditional scope of industrial relations as focusing on male, unionized workers in manual industries. It then contrasts this with a more modern focus on a diverse workforce. Several models for understanding employment relationships are presented, including unitary, pluralist, and Marxist perspectives. Frameworks like the input-output model, systems approach, and social action theory are examined for analyzing industrial relations. The document also reviews trends in the economic, social, political, and legal environments that have shaped the development of industrial relations in different time periods.
This document summarizes a journal article that discusses the distinction between teaching business ethics and personal morals. It argues that business ethics curricula often frame ethical paradigms through the lens of personal values and morality. However, this may not fully prepare students to address common business dilemmas, as many issues have little moral implication. The article proposes teaching business ethics as a critical thinking "toolkit" separate from moral value systems, to help students analyze and resolve a wide range of organizational problems.
Role of social and human capital in business model adaptationAntonio Dottore
Paper presented at the 2013 Babson Conference on entrepreneurship. It shows that certain types of social capital (from networking) and of human capital (mostly experience-based) are important for business model adaptation in new ventures.
The interaction of the two (Social*Human) creates useful synergies.
Perceived influence of organizational culture and management style on employe...Alexander Decker
This document discusses the relationship between organizational culture, management style, and employee performance in Nigerian banking sectors. It reviews literature showing that organizational culture and human resource management are important for achieving organizational goals. The study examines how organizational culture and management style impact employee performance. A survey was conducted of staff in Nigerian banks, collecting data through questionnaires. The findings showed that organizational culture has a strong relationship with employee performance. Elements like equipment handling, social behaviors, and symbols positively influence performance. Management style and attitudes were also found to significantly relate to performance. New employees more easily incorporated when values were compatible between the employee and organization.
This document provides an overview of industrial relations. It defines industrial relations as the relationship between employees and management. The major stakeholders in industrial relations are labor, employees, government, vendors, trade unions, and customers. The objectives of industrial relations are to establish sound relationships between workers and management, prevent conflicts and strikes, raise productivity, and promote industrial democracy. Important approaches to industrial relations include the psychological, sociological, and human relations approaches. The document also discusses perspectives, problems, measures to improve relations, methods to settle disputes, and relevant acts in India.
This document discusses inter-organizational communities of practice (IOCoPs), which are groups made up of individuals from different organizations who voluntarily come together based on a shared professional practice or expertise. The document outlines several key aspects of IOCoPs:
1) It examines the actors involved in IOCoPs, noting their diversity of statuses, profiles, and motivations for participation which include developing expertise, social capital, and in some cases economic capital.
2) It explores IOCoPs as original organizational forms that bridge individual and organizational levels of analysis and fill gaps not addressed by markets or hierarchies alone.
3) It discusses the learning benefits of IOCoPs, particularly their ability to manage tacit knowledge
This chapter introduces organizational behavior and discusses its key components. It addresses OB at the individual, group and organizational levels of analysis. The chapter also outlines four main challenges for OB: a changing social/cultural environment; an evolving global environment; advancing information technology; and shifting work/employment relationships. It provides examples and figures to illustrate core aspects of OB.
Over the years, business analysts, economists, and academic researchers have pondered several theories that attempt to explain the dynamics of business organizations, including the ways in which they make decisions, distribute power and control, resolve conflict, and promote or resist organizational change.
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This document provides a literature review on entrepreneurial learning from failure. It systematically collects and organizes relevant research according to Kolb's model of experiential learning, which includes four stages: concrete experience, reflective observation, abstract conceptualization, and active experimentation. The review finds that existing research provides insights into all stages of learning from failure. Areas that have received significant attention include the nature of failure, factors influencing reflection like emotions and attributions, the content of learning, and applying learning in new ventures. However, other topics remain underexplored, such as alternative recovery modes, personal characteristics' impact on reflection, cognitive processes underlying reflection, transforming observations into concepts, and applying learning outside of entrepreneurship. This
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
Industrial relations involves the complex relationships between employees, employers, and the government. It aims to create harmonious cooperation between laborers and management, as conflict hinders industrial progress. Industrial relations encompasses all aspects of the employment relationship, including human resource management and union-management interactions. While its meaning was originally broad, it now specifically refers to collective bargaining, trade unionism, and labor-management relations. The field examines the various relationships that arise in and from the workplace, and how they are expressed and managed. However, industrial relations is currently in crisis, with declining union membership and influence in the face of neoliberal economic policies prioritizing free markets over institutional intervention.
This document discusses the evolution of management thought from scientific management to modern contingency theory. It covers early approaches like Taylor's scientific management, bureaucratic management proposed by Weber, and Fayol's principles of management. It also examines the behavioral approach focusing on human needs and motivation, including McGregor's management styles and Mayo's view informed by the Hawthorne experiments. Finally, it introduces contingency theory which merges different components based on organizational context and situation.
This document contains an outline for a project on business ethics focusing on the ethical impacts of globalization. It includes sections on introduction, social responsibility, the greening of management, values-based management, managerial ethics, and conclusions. The introduction discusses how economics has moved away from normative issues and the need for a behavioral business ethics approach. It also addresses challenges with public policy lectures on trade topics.
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The document discusses various concepts and approaches related to industrial relations. It defines industrial relations as the relationship between management and labor. It discusses the evolution of industrial relations in India from ancient times to the post-independence era. It also outlines several key approaches to industrial relations including the unitary, pluralist, Marxist, Gandhian, and systems approaches. Each approach provides a different theoretical perspective on workplace relations and the role of unions, management, and conflict.
This document discusses industrial relations and the various parties involved. It outlines the objectives of industrial relations as collective bargaining, resolving disputes, maintaining discipline and productivity. The key parties identified are employers, employees, trade unions, employers associations, and the government. Employees seek better working conditions, wages and benefits through trade unions. Employers aim to motivate workers while negotiating terms with unions. Employers associations represent employers in collective bargaining. The government and judiciary also play roles in industrial relations.
Este manual explica los principales cambios introducidos por la reciente reforma al sistema de pensiones chileno. La reforma crea un nuevo Pilar Solidario que entrega beneficios como la Pensión Básica Solidaria y el Aporte Previsional Solidario para aquellos que no lograron ahorrar suficiente para una pensión digna. También otorga un Bono por Hijo para reconocer el trabajo doméstico y reproductivo de las mujeres. La reforma establece nuevas instituciones como el Instituto de Previsión Social y la Superintendencia de P
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1 P a g e A System Approach to Implementing Business.docxhoney725342
1 | P a g e
A System Approach to Implementing Business Ethics in
the Corporate Workplace
Clifton Clarke Department
of Finance and Business Management, Brooklyn College, City University of New York
[email protected]
Abstract
The current vitriolic discourse over the financial scandals implicating Wall Street and its satellite institutions
dictates a fresh look at strategies intended to eradicate or prevent unethical practices in business activities.
The spate of recently published unethical behavior among business executives in the United States confirms,
unequivocally, that past and current strategies have failed. This paper reviews and evaluates the impact of
some of these strategies. It found that the strategies focus on legislation, written corporate codes of ethics and
assorted activities in business schools. It found that these strategies are largely isolated and missed the fact
that unethical business conduct is systemic, reflecting the ethical lapses of two systems: a public system
(consisting of governmental bodies, business schools, and the general citizenry) and a corporate system
(consisting of boards of directors, executives, managers and employees). It found that there is a significant
gap between the rhetoric of corporate executives and their attention to unethical conduct in the workplace. It
concludes that isolated legislative actions, apathetic business schools’ policies, complacent and complicit
corporate boards, contribute to the failure. It also concludes that, the implementation of business ethics in the
workplace requires a transformation of attitude within and between these systems and posits that a system
approach is the only strategy that can successfully transform these systems and that business schools are
uniquely capable of leading this transformation.
Keywords
Ethics, corporate workplace, transformation, culture, business schools, legislations
Introduction
Hearings held by a subcommittee of the Banking and Finance Committee of the United States Senate on
certain practices of financial institutions, particularly those practices that might have contributed to the
economic collapse in 2008, revealed the disconnect between the public’s and corporations’ perceptions of
ethical conduct (Hauser 2010). Several of the questions posed to the Chief Executive Officer, and the
Executive Director of Structure Products Group Trading of Goldman Sachs Group, Inc., focused on the
company’s ethics. For example, the senators wanted to know whether it was ethical for the company to sell
investments that its own trading team knew were “worthless”. In their defense, this and other questionable
practices were an integral part of their company’s business model. Similarly, Morganton (2011), of the New
York Times reported t ...
This document summarizes a paper that explores the roles of corporate HR functions in multinational companies (MNCs). It discusses how issues of coordination, standardization, and customization are important in MNCs. The paper presents results from case studies of 6 MNCs to identify the activities of corporate HR departments and the processes used to design, develop, and implement those activities. The roles of HR are found to depend on the organizational context, including whether the company operates internationally.
This document summarizes a research paper that examines the impact of workplace ethics on employee and organizational productivity in India. It begins by defining ethics, morals, and values. It then discusses the importance of ethical behavior and employment relations for organizational development and productivity.
The paper reviews literature on the topics of ethics and employee commitment. It presents the objectives and conceptual framework of the study, which used a survey method to collect data from 100 employees across sectors in India.
The results found relationships between ethical standards like integrity, work attitude, commitment, teamwork, and discipline with organizational productivity. Commitment had the strongest relationship. However, integrity and discipline were found to have negative impacts. The paper concludes that observing workplace ethics through
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This document summarizes a systematic review of 184 empirical studies on organizational ethics published between 1980 and 2012. The review analyzed the studies' methods and analytical techniques to identify gaps in the literature and suggest opportunities for future research. Key findings included that the studies were predominantly cross-sectional in design, relied heavily on surveys for data collection, and focused on content areas like codes of conduct and ethical climate. Understanding the current state of empirical research methods can help strengthen organizational ethics as a field of study.
This document discusses the need for ethical corporate leaders through an interdisciplinary lens. It begins by outlining the current issues of unethical business practices harming the economy. It then examines three relevant disciplines - economics, business administration, and psychology - to gain a comprehensive understanding of the problem. The purpose is to create ethical corporate environments through strong leadership that align internal practices with missions, improving sustainability. Insights from each discipline are provided, noting their contributions and common findings about the disconnect between missions and actions of many corporations today.
This study maps the intellectual structure and research paradigms of business ethics studies between 2001-2008 using citation and co-citation analysis of publications in the top two business ethics journals. The results identify four major research themes - morality and social contract theory, ethical decision making, corporate social responsibility, and stakeholder theory. The study profiles the knowledge network in business ethics and provides insights into current research paradigms to understand how the field has evolved and potential future directions.
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science and the extent to which its findings are of practical use to the managers. As it
will be seen, the answer to the second half of this question depends on the answer
given to the first one. For this reason, the analysis will present different views
concerning what a ‘scientific discipline’ is.
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The document presents a citation-based ranking of 20 academic business ethics journals. It uses the h-index, g-index, and hc-index scores from Google Scholar to rank the journals. The Journal of Business Ethics and Business Ethics Quarterly ranked as the top two journals. In general, the ranking consisted of approximately 25% A+ and A tier journals, 50% B tier journals, and 25% C and D tier journals. The ranking aims to identify the leading journals in the business ethics field based on citation impact.
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This document discusses the role of organizational structure in university entrepreneurship based on interviews with entrepreneurship experts in Iran. The interviews identified several key requirements for an entrepreneurial university structure: total orientation toward entrepreneurship, enriched roles with autonomy and flexibility, and agility. Structural mechanisms like managerial, legal, and communication mechanisms were also seen as important. An entrepreneurial university structure was said to require these entrepreneurial traits and mechanisms to effectively support university entrepreneurship and the commercialization of research.
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This document summarizes a research paper on the relationship between entrepreneurial orientation and organizational performance, specifically for small and medium enterprises (SMEs) in Sri Lanka. The paper reviews literature on entrepreneurial orientation and organizational performance. It identifies the problem of inconsistent past research findings on the relationship. The main research question is what is the relationship between entrepreneurial orientation and organizational performance. The objective is to examine this relationship for SMEs in Sri Lanka.
This document discusses entrepreneurial leadership, which combines qualities of both leadership and entrepreneurship. It defines leadership and entrepreneurship, outlining various theories for each. Entrepreneurial leadership refers to managers who can take risks, seize opportunities, pursue innovation, and be strategic. The document emphasizes that entrepreneurial leadership is important for businesses to maintain growth and sustainability in today's environment. It argues entrepreneurial leaders know their environment well and create value for businesses, stakeholders, and society through opportunities.
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This document summarizes a study on teaching methods for entrepreneurship education among graduate students. It discusses various teaching methods that have been used in entrepreneurship education programs, with a focus on methods used in a 'business planning' course. The study conducted interviews with experts in teaching methods and instructors of business planning courses to identify the most appropriate teaching methods. The results showed that the top methods for business planning courses were group projects, case studies, individual projects, developing new venture projects, and problem solving. The document provides context on the growth of entrepreneurship education and debates around what can be taught, with an emphasis on practical and active learning methods.
This document summarizes research on factors that influence the successful implementation of mergers and acquisitions. It reviews literature from economics, finance, strategic management, and behavioral perspectives. Key findings include:
1) Research shows fewer than 20% of mergers and acquisitions achieve their desired objectives due to issues like unrealistic expectations, poor planning, talent loss, and cultural clashes during integration.
2) Significant research has explored factors like organizational culture, personnel morale, and career impacts, but human and organizational dynamics remain less explored than strategic and technological dimensions.
3) A landmark study of over 50 mergers identified problems like underestimating integration challenges, destruction of core competencies, and cultural clashes triggering stress as primary causes of
Individual and Business Environment: How Effective Interaction Affects SME De...Dr. Amarjeet Singh
Exploring and conceptualizing different aspect of
entrepreneurship is top priority of policymakers at present
days. Importance of entrepreneurial research is increasing
day by day in the present complex and changing business
environment. In this regard, it has become absolutely
pertinent to re-examine the mechanism of interaction
between environment and personality in entrepreneurial
ecosystem to understand its impact on entrepreneurial
development on MSME perspectives. Perfect interaction of
personality characteristics with institutional variables can
lead towards sustainable development. Significant personality
characteristics or optimum business environment can’t alone
make any difference. It is the magnitude of proper interaction
between them which can increase the resultant vector in
many folds. An attempt has been made in this paper to
identify the significant interaction variables that can create
impact during different entrepreneurial growth stage. The
research is of a dynamic and multiregional structure and was
conducted on the target sample based on the longitudinal
study of GEDI (Global Entrepreneurship Development
Institute report) report 2012-2016. The study confirms that
interaction within ecosystem is complex as well as different in
nature for different stage of business. The present study also
explores the intricate situation and developed a suitable
model for each stage of business development. The most
notable part of this study is considering the heteroscedasticity
and autocorrelation of the data. Panel Corrected Standard
Error (PCSE) model has been used in our paper. The analysis
of the present study indicates the positive and negative
interaction variables for each stage of business development
that can be used for policy making considering the present
situation of the country.
Notation Used: In equation [1], [2], [3], i indicates
individual Country, t indicates year, indicate Nascent
Entrepreneurship Rate, Established Business Ownership Rate
and Sustainability. α and β are coefficients and € indicate
error term. In equation [4] X represents the explanatory
variables, whereas Ω is the covariance matrix for all error
terms.
This document discusses career development in the banking sector of Pakistan. It begins with an abstract that summarizes the study, which examined the effects of career planning and career management on career development, job satisfaction, and career commitment among bank employees. The introduction provides background on the importance of career development for both organizations and individuals. The literature review discusses prior research on the relationships between career planning and career management with career development, and career development with job satisfaction and career commitment. The study aims to further validate these relationships and their effects on employee and organizational outcomes.
Pg academic writing using reading in your assignmentsRhianWynWilliams
This student's paragraph synthesizes information from multiple sources to discuss the economic impacts of hosting mega-events. They cite several authors who found positive economic effects such as increased tourism and job stimulation. However, the student also notes that much of the employment generated is temporary in nature. They go on to hypothesize that their own research will examine if smaller hotel-based events provide comparable economic impacts and whether any benefits are also short-term.
This document summarizes a journal article that explores how organizational learning can help businesses achieve sustainable competitive advantage. It discusses how organizational learning involves acquiring, distributing, applying, and translating knowledge into organizational resources and capabilities. Through continuous organizational learning, firms can develop rare, hard to imitate intellectual capital like human capital, social capital, and organizational capabilities. This helps firms implement valuable strategies that cannot be easily copied by competitors, leading to sustainable competitive advantage and superior performance.
An Analysis of 10 years of Business EthicsResearch in Stra.docxgalerussel59292
An Analysis of 10 years of Business Ethics
Research in Strategic Management Journal:
1996–2005 Christopher J. Robertson
ABSTRACT. From a corporate governance perspective,
one of the most important jobs of a firm�s top manage-
ment team is to create and maintain a positive moral
environment. Business ethics has long been considered a
cornerstone in the field of strategic management and a
number of scholars have called for more research in this
area over the years. In this paper 658 articles that appeared
in Strategic Management Journal over the 10-year period
between 1996 and 2005 are reviewed for business ethics
focus and content. The results reveal that while business
ethics research in Strategic Management Journal is on the
rise, the overall focus on this research stream has been
limited. The most prominent ethics theme during the
review period was environmentalism, accounting for 30%
of all ethics articles. Author affiliations, future research
directions, and implications are also discussed.
KEY WORDS: social responsibility, ethics, strategy
Introduction
Business ethics is a controversial topic that hits home
at all levels of an organization. The recent moral
lapses that triggered the downfalls of firms such
as Enron and WorldCom led to a new wave of
government legislation, such as Sarbanes-Oxley Act,
which is geared toward holding Chief Financial
Officers and other top management team members
directly accountable for the actions of their col-
leagues. New laws and a revamped focus on ethics in
the boardroom have created new and interesting
opportunities for research into issues such as cor-
porate governance and organizational culture. While
the symbiotic relationship between strategy and
ethics has traditionally been a fact of life, it appears
that the two domains are now beginning to truly
coalesce.
It has been just over 10 years since LaRue Tone
Hosmer�s (1994) seminal article ‘‘Strategic Planning
As If Ethics Mattered’’ appeared in Strategic Man-
agement Journal (SMJ hereafter). Hosmer methodically
made the case for the inclusion of more ethics
research in the field of strategy and he asserted that
(1994, p. 17), ‘‘Ethics and the moral obligations of
management were an accepted component in the
strategic planning process during the early develop-
ment of Corporate Strategy as a field of study.’’
There is little doubt that earlier strategy scholars
envisioned ethics as a core and vital area in the field.
In his classic, groundbreaking, book Administra-
tive Behavior, Simon (1947, p. 47) asserted that
‘‘administrative decisions in an organizational con-
text always had an ethical as well as factual content.’’
In today�s business environment the pressure on
CEOs and Board of Director members to establish
and maintain a cogent and unambiguous moral
environment is formidable. CEOs are now fully
expected to incorporate a moral dimension into their
definition of the firm�s strategic visi.
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