Academic literature on the topic 'Virtuous organizational practices'
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Journal articles on the topic "Virtuous organizational practices"
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Aubouin-Bonnaventure, Julia, Evelyne Fouquereau, Hélène Coillot, Fadi-Joseph Lahiani, and Séverine Chevalier. "A New Gain Spiral at Work: Relationships between Virtuous Organizational Practices, Psychological Capital, and Well-Being of Workers." International Journal of Environmental Research and Public Health 20, no. 3 (January 19, 2023): 1823. http://dx.doi.org/10.3390/ijerph20031823.
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Identifying antecedents of well-being at work is an active field of research, focusing notably on organizational practices that promote employees’ optimal health. To date, whereas studies have demonstrated that some organizational practices, considered in isolation, are positively associated with indicators of well-being, none tested the joint effect of a bundle of practices on these. Moreover, few studies have examined the psychological mechanisms underlying these relationships. The present study aimed to identify the relationships between virtuous organizational practices, a new psychological integrative construct, and three indicators of workers’ hedonic, eudaimonic, and social well-being, namely job satisfaction, thriving at work, and work–life balance, and to test the mediational role of psychological capital in these relationships. The sample comprised 400 French employees working in non-profit, private, and public organizations. Structural equation modeling confirmed the direct effects of virtuous organizational practices on the three indicators of well-being, and a bootstrapping procedure demonstrated that psychological capital partially mediates these relationships. The results of this study have many practical applications because virtuous organizational practices can easily be implemented and optimized in work organizations to develop the individual resources of workers and, in detail, to promote their psychological well-being. Finally, the contributions of this study, avenues for future research, and limitations are discussed.
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Nawaz, Ahmad, Edi Abdurachman, Idris Gautama, and Asnan Furinto. "An empirical study of the impact of leadership, virtuousness and decision-making process on effectiveness of Indonesian private universities." Management Journal of Binaniaga 5, no. 01 (June 19, 2020): 69. http://dx.doi.org/10.33062/mjb.v5i01.378.
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The purpose of this study is to investigate the relationship between servant / authentic leadership, organizational virtuousness, collegial / rational decision-making and organizational effectiveness of the departments at private universities. This study uses 97 faculty members’ data, collected from 78 departments in 17 private universities in Lembaga Layanan Pendidikan Tinggi (LLDikti) III. Structural Equation Modelling - Partial Least Square technique was used to determine statistical significance and path coefficients for the model. The findings indicate that servant leadership significantly affects organizational virtuousness, organizational virtuousness has a significant effect on both collegial / rational decision-making and organizational effectiveness, and organizational virtuousness has a significant effect on organizational effectiveness as well. This research reveals that servant leadership plays a substantial role in developing a virtuous culture, whereas authentic leadership has not contributed to encourage organizational virtuousness in private universities’ departments. Organizational virtuousness practices in departments result in more organizational effectiveness and enable them to exercise collegial / rational decision-making process for the allocation of resources. Moreover, the collegial / rational decision-making approach positively influences the effectiveness of the private universities’ departments. Keywords: Servant Leadership, Authentic Leadership, Organizational Virtuousness, Collegial / Rational Decision-Making, Organizational Effectiveness, Private Universities.
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Winkler, Peter, Michael Etter, and Itziar Castelló. "Vicious and Virtuous Circles of Aspirational Talk: From Self-Persuasive to Agonistic CSR Rhetoric." Business & Society 59, no. 1 (February 13, 2019): 98–128. http://dx.doi.org/10.1177/0007650319825758.
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Scholars are divided over the question of whether managerial aspirational talk that contradicts current business practices can contribute to corporate social responsibility (CSR). In this conceptual article, we explore the rhetorical dynamics of aspirational talk that either impede or foster CSR. We argue that self-persuasive CSR rhetoric, as one enactment of aspirational talk, can attract attention and scrutiny from organizational members. Continued adherence to this rhetoric, however, creates and perpetuates tensions that lead to a vicious circle of disengagement. A virtuous circle, by contrast, requires a shift toward an agonistic rhetoric that transcends tensions by rearticulating aspirations in concurrence with situated understandings of responsible corporate practice. Our arguments contribute to a better understanding of how communication becomes constitutive of CSR and address the debate on decoupling between talk and action.
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Edgeman, Rick. "Routinizing peak performance and impacts via virtuous cycles." Measuring Business Excellence 21, no. 3 (August 21, 2017): 261–71. http://dx.doi.org/10.1108/mbe-03-2017-0003.
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Purpose The purpose of this paper is to improve the ability of enterprises to routinely realize peak performance and produce positive social and environmental impact. Design/methodology/approach An acknowledged operational excellence model – the one behind the globally recognized Shingo Prize for Operational Excellence – is examined in relation to positive reciprocal behavior and the value of creating and reinforcing processes that “pile good upon good” in form of virtuous improvement cycles. Findings Embedding virtuous reciprocity cycles in enterprise culture and routines can help to routinize peak performance. Research limitations/implications Only the Shingo Operational Excellence Model is examined so that other well-known alternatives such as the Malcolm Baldrige Performance Excellence Model and EFQM Excellence Model are not examined. That said, the general structure and content of most excellence models is sufficiently similar that the approach taken herein would likely yield analogous conclusions. Practical implications Inherent in “practices” is that enterprises seek to routinize successful approaches to performance and impact, usually via contextualized implementation of excellence models or “programs” such as lean enterprise. Social implications Offered is one means of creating more positive enterprise cultures. Enterprises with more positive cultures have been shown to also be more productive and to contribute more positively to the fabric of society so that the “piling of good upon good” can extend beyond the borders of the enterprise. Originality/value The contribution herein is one of demonstrating why and how virtuous cycles can be implemented to more routinely yield improved or peak performance.
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Cameron, Kim. "Cross-cultural research and positive organizational scholarship." Cross Cultural & Strategic Management 24, no. 1 (February 6, 2017): 13–32. http://dx.doi.org/10.1108/ccsm-02-2016-0021.
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Purpose In view of the emphasis in cross-cultural research on negative factors such as cultural misfit, cultural distance, and the liability of foreignness, the purpose of this paper is to offer one explanation for why this is the case and highlight the advantages of giving at least equal emphasis to research on positive factors. Three propositions are offered to guide future cross-cultural research. Design/methodology/approach Summaries of empirical studies on the inherent inclinations of human systems toward the negative, as well as inclinations toward the positive, produce explanations for each of these biases and their implications for cross-cultural scholarship. Findings By prioritizing positive factors instead of negative factors, individuals and organizations perform at much higher levels than when the reverse is the case. Virtuous practices, in particular, are associated with positively deviant performance. Inasmuch as virtuousness is universally valued, its emphasis can address some of the liabilities of difference inherent in cross-cultural contexts. Originality/value The three propositions offered in the paper explain why negative biases exist, how positive biases provide an advantage to individuals and organizations, and highlight future directions for cross-cultural research. Social scientists have been challenged to help enable 51 percent of the world’s population to flourish by mid-century, and prioritizing positive cross-cultural phenomena is one prescription for achieving that objective.
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Steele, Rebekah, and Marjorie Derven. "Diversity & Inclusion and innovation: a virtuous cycle." Industrial and Commercial Training 47, no. 1 (February 2, 2015): 1–7. http://dx.doi.org/10.1108/ict-09-2014-0063.
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Purpose – The purpose of this paper is to clarify the reciprocal relationship between Diversity and Inclusion (D&I) and innovation to demonstrate how each may be effectively leveraged for the benefit of the other to help businesses grow. The paper aims to expand the discussion around the relationship between D&I and innovation by exploring not only how D&I can be leveraged for better outcomes in innovation, but also how innovation can be leveraged for better outcomes in D&I. Design/methodology/approach – This paper explores insights from researchers and practitioners, case examples, and the authors’ professional experiences, opinions and interpretations. Findings – Set in the context of current challenges facing business leaders, the paper provides insights, recommendations and case examples about how D&I can be leveraged to bring about innovative products, services and business solutions. It also discusses factors limiting success in the field of D&I calling for innovative approaches that can deliver better outcomes. A set of recommendations and case examples of next generation D&I practices is followed by an example methodology demonstrating value in fostering innovative D&I strategies and results. Research limitations/implications – Researchers and practitioners are encouraged to explore and test the proposals further. Practical implications – The paper suggests opportunities for the development of more effective approaches to leveraging D&I for innovation, and leveraging innovation for D&I to help businesses succeed. Originality/value – This paper highlights a novel opportunity to examine the reciprocity in the interplay between innovation and D&I and broaden the typically unilateral view of this relationship.
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Banker, Darshna V., and Kanika T. Bhal. "Understanding Compassion from Practicing Managers’ Perspective: Vicious and Virtuous Forces in Business Organizations." Global Business Review 21, no. 1 (February 19, 2018): 262–78. http://dx.doi.org/10.1177/0972150917749279.
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This article examines how practicing managers construe the concept of compassion and the logics that they use to label their organizations as compassionate or otherwise. In-depth interviews of 10 middle and senior managers were conducted and analysed using grounded theory approach for the coding of the qualitative data into different themes. Data revealed two roles that respondents play while conceptualizing compassion. These roles are: receiver and giver; both having uniquely different views and perceptions. Based on these two views, we established an operational definition of compassion for business organizations. Further, this article identifies different organizational pressures and enablers that affect the level of compassion as presented in the form of vicious and virtuous cycles. It also depicts interlinks among factors and suggests interventions for increasing compassion in the organization. Among other issues, we propose, through this article, that excessive focus on short-term goals in an organization acts as a major pressure leading to low level of compassion, and these problems can be addressed through empathetic leadership practices.
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Moggi, Sara, Sabrina Bonomi, and Francesca Ricciardi. "Against Food Waste: CSR for the Social and Environmental Impact through a Network-Based Organizational Model." Sustainability 10, no. 10 (September 30, 2018): 3515. http://dx.doi.org/10.3390/su10103515.
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This article inductively develops a model of how farmers market organizations can contribute to reduce food waste, fight poverty, and improve public health through innovative Corporate Social Responsibility (CSR) practices enabled by networked activity systems. To this aim, a ten-year longitudinal case study of one of the biggest Italian farmers markets has been conducted, based on triangulated data from participant observation, interviews, and internal documents collection. This study suggests that farmers market organizations are in the position to leverage their inter-organizational relationships, institutional role, and power to build collaborative networks with businesses, government bodies, and charities, so that concrete CSR-based virtuous circles on surplus food donation are triggered at the organizational field level. Answering the call from United Nation Goals for successful examples on SDG 12, this case presents how several CSR levers can have a social and environmental impact allowing farmers and their market organizations to increase their efficiency and accountability to the local community, improve processes, reduce food waste, and contribute to public health and social inclusion. CSR actions have co-evolved with significant changes in organizational logics and identity, thus enabling accountability to the local community and innovative network-level auditing of the relevant organizational processes.
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Fawad Sharif, Sayed Muhammad, Yang Naiding, and Sayed Kifayat Shah. "Restraining knowledge leakage in collaborative projects through HRM." VINE Journal of Information and Knowledge Management Systems 54, no. 3 (February 8, 2022): 493–509. http://dx.doi.org/10.1108/vjikms-09-2021-0228.
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Purpose Collaborative projects require overlapping skills and capabilities to facilitate knowledge transfer. However, not all kinds of learning are virtuous and some may lead to leakage of commercially valuable knowledge. The purpose of this paper is to explain and restrain leakage of organizational competitive knowledge in collaborative projects. Design/methodology/approach A total of 398 survey questionnaires are collected from project-based firms in Pakistan. We gathered data from horizontal and vertical collaborations. Analysis is conducted with transaction cost economics lens through Process Macro 3.0. Findings Findings suggest that partner’s learning intent (PLI) and distrust positively affect knowledge leakage, whereas human resource management (HRM) practices have negative effect on knowledge leakage. Furthermore, HRM practices negatively moderate the relationship between PLI and knowledge leakage and distrust positively mediates it. Research limitations/implications This study integrates HRM with knowledge management to restrain knowledge leakage and contributes to knowledge management and strategic management. This study examines knowledge leakage in the presence of passive opportunism. Originality/value This study explains how passive opportunism translates into opportunistic behavior. Besides, effectiveness of HRM practices are least surveyed to restrain passive and active opportunisms.
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Ma, Yang, and Markus Kurscheidt. "Modifying Tradition: Understanding Organizational Change in Chinese Elite Sport Training at the Grassroots Level." Sustainability 13, no. 7 (April 6, 2021): 4048. http://dx.doi.org/10.3390/su13074048.
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This research examines the organizational change in Chinese elite sport training at the grassroots level, which is perceived as foundational to and crucial for the development of sustainable competitive advantage at the Olympics. Predicted on an in-depth single case study design linked to qualitative research, this study pursued a “thick description” of the process of change in Shanghai elite sport training by identifying the impetus for change and factors moderating the change process. All qualitative data were sourced from semi-structured interviews and official and semi-official documents. Participants included current sport leaders; officials/administrators; senior, including head and non-head, coaches; and renowned Chinese social science scholars who either specialize in or are familiar with the elite sport training scene in general and the landscape at the grassroots level. The key findings, on the basis of organizational change theory, were that the internal and external political pressures are strongly linked to the growing concern about athlete performance management, the alignment of elite sport training with the sport service industry, and limited financial resources; the functional pressures emerge from the broadening of the talent pool of money-consuming sports and newly added Olympic sports; and other fields’ successful practices, the unlimited registration rule, and a virtuous cycle of training contribute to organizational change.
Dissertations / Theses on the topic "Virtuous organizational practices"
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Chen, Basil Kuo Chih. "Constructing Positive Organization Identity with Virtuous Positive Practices." Thesis, Benedictine University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3584795.
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This study explores the impact of virtuous positive practices on organization identity, specifically it addresses the question of how organizations use virtuous positive practices to construct a positive organization identity. I use an inductive approach to conduct a case study of two organizations that have a reputation of outstanding culture, employee engagement, customer orientation, and have contributed to their respective communities. The study presents a model with a set of five propositions describing how the two organizations use virtuous positive practices to construct a positive organization identity. Key findings suggest that when virtuous thoughts, inspiring words, and empowering deeds are aligned in the construction process, the resultant identity characteristics are imbued with positivity.
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Aubouin, Bonnaventure Julia. "Les pratiques organisationnelles vertueuses (POV) : de leur conceptualisation à leur opérationnalisation et à l'étude de leurs relations avec le bien-être psychologique, les attitudes et les comportements des travailleurs." Electronic Thesis or Diss., Tours, 2021. http://www.theses.fr/2021TOUR2006.
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Si l’étude des pratiques organisationnelles favorables à la performance et à l’implication des travailleurs a suscité un grand intérêt de la part des chercheurs, celle des pratiques favorables à leur santé psychologique est encore à ce jour en gestation. L’objectif général de la présente thèse était de contribuer à l’enrichissement de ce champ de la littérature scientifique au travers de : (1) la conceptualisation des Pratiques Organisationnelles Vertueuses (POV) fondée sur le modèle Psychologically Healthy Workplace de l’Association Américaine de Psychologie (AAP), (2) la création d’un outil permettant de mesurer les POV et (3) l’identification des liens existant entre les POV d’une part et le bien-être psychologique, les intentions et les comportements des travailleurs d’autre part. Pour atteindre ces objectifs, trois études ont été conduites. La première étude, composée de trois sous-études, a consisté à développer une mesure psychométriquement valide des POV (i.e., l’Inventaire des Pratiques Organisationnelles Vertueuses, IPOV) auprès d’une population de travailleurs français issus des secteurs privé, public et associatif. La deuxième étude a démontré que les POV étaient positivement associées à la satisfaction au travail, à la croissance professionnelle et à l’équilibre entre vie professionnelle et vie privée, via la médiation du capital psychologique. Enfin, la troisième étude a mis en évidence que les POV étaient associées positivement à l’intention de rester et aux comportements de citoyenneté organisationnelle des travailleurs, via la médiation de l’adéquation personne-organisation. Ce travail doctoral apporte une contribution novatrice à la littérature scientifique consacrée aux déterminants organisationnels du bien-être psychologique, des attitudes et des comportements positifs des salariés et propose aux acteurs de terrain un outil intégratif et valide de mesure des pratiques organisationnelles vertueusesWhile the study of organizational practices favorable to the performance and involvement of workers has aroused great interest among researchers, the study of practices favorable to their psychological health is still in gestation. The general purpose of this doctoral dissertation was to contribute to the enrichment of this field of scientific literature through: (1) the conceptualization of Virtuous Organizational Practices (VOP) based on the Psychologically Healthy Workplace model of the American Psychological Association (APA), (2) the development of a tool to assess VOP, and (3) identification of the existing links between VOP on the one hand, and the psychological well-being, intentions and behaviors of workers on the other. To achieve these aims, three studies were conducted. The first, comprising three sub-studies, developed and validated a reliable tool to assess VOP (i.e., Virtuous Organizational Practices Inventory, VOPI)among a population of French workers from the private, public and associative sectors. The second study demonstrated that VOP were positively associated with job satisfaction, thriving at work and work-life balance, through the mediation of psychological capital. Finally, the third study found that VOP positively impacted the person-organization fit, which in turn promoted the intention to stay and the organizational citizenship behaviors of workers. This doctoral dissertation makes an innovative contribution to the scientific literature on organizational determinants of psychological well-being, positive attitudes and behaviors of workers and offersactors in the field an integrative and reliable tool to assess virtuous organizational practices
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Webster, Paul. "A critical analytic literature review of virtue ethics for social work : beyond codified conduct towards virtuous social work." Thesis, University of Sussex, 2011. http://sro.sussex.ac.uk/id/eprint/7085/.
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This submission is based on a critical analytical literature review of the moral paradigm of virtue ethics and a specific application of this to social work value discourse in search of lost identity. It echoes the philosophical academy's paradigmatic wars between 'act' and 'agent' appraisals in moral theory. Act appraisal theories focus on a person's act as the primary source of moral value whereas agent appraisal theories - whether 'agentprior' or stricter 'agent-based' versions - focus on a person's disposition to act morally. This generates a philosophical debate about which type of appraisal should take precedence in making an overall evaluation of a person's moral performance. My starting point is that at core social work is an altruistic activity entailing a deep commitment, a 'moral impulse', towards the distressed 'other'. This should privilege dispositional models of value that stress character and good motivation correctly applied - in effect making for an ethical career built upon the requisite moral virtues. However, the neo-liberal and neo-conservative state hegemony has all but vanquished the moral impulse and its correct application. In virtue ethical language, we live in 'vicious' times. I claim that social work's adherence to act appraisal Kantian and Utilitarian models is implicated in this loss. Kantian 'deontic' theory stresses inviolable moral principle to be obeyed irrespective of outcome: Utilitarian 'consequentualist' theory calculates the best moral outcome measured against principle. The withering of social work as a morally active profession has culminated in the state regulator's Code of Practice. This makes for a conformity of behaviour which I call 'proto-ethical' to distinguish it from 'ethics proper'. The Code demands that de-moralised practitioners dutifully follow policy, rules, procedures and targets - ersatz, piecemeal and simplistic forms of deontic and consequentualist act appraisals. Numerous inquiries into social work failures indict practitioners for such behaviour. I draw upon mainstream virtue ethical theory and the emergent social work counter discourse to get beyond both code and the simplified under-theoretisation of social work value. I defend a thesis regarding an identity-defining cluster of social work specific virtues. I propose two modules: 'righteous indignation' to capture the heartfelt moral impulse, and 'just generosity' to mindfully delineate the scope and legitimacy of the former. Their operation generates an exchange relationship with the client whereby the social worker builds 'surplus value' to give back more than must be taken in the transaction. I construct a social work specific minimal-maximal 'stability standard' to anchor the morally correct expression of these two modules and the estimation of surplus value. In satisficing terms, the standard describes what is good enough but is also potentially expansive. A derivative social work practice of moral value is embedded in an historic 'care and control' dialectic. The uncomfortable landscape is one of moral ambiguity and paradoxicality, to be navigated well in virtue terms. I argue that it is incongruous to speak of charactereological social worker virtues and vices and then not to employ the same paradigm to the client's moral world. This invites a functional analysis of virtue. The telos of social work - our moral impulse at work - directs us to scrutiny of the unsafe household. Our mandate is the well-being of the putative client within, discoursed in terms of functional life-stage virtues and vicious circumstance. I employ the allegorical device of a personal ethical journey from interested lay person to committed social worker, tracking the character-building moral peregrinations. I focus on two criticisms of virtue ethics - a philosophical fork. It is said that virtue ethical theory cannot of itself generate any reliable, independently validated action guidance. In so far as it does, the theory will endorse an as-given, even reactionary, criterion of right action, making 'virtue and vice' talk the bastion of the establishment power holders who control knowledge. I seek to repudiate these claims. Given that this demands a new approach to moral pedagogy, the practical implications for the suitability and training of social workers are discussed.
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Mercier, Guillaume. "La bienveillance organisationnelle comme motif de coopération, au-delà des règles et des rôles : trois essais." Thesis, Paris 1, 2016. http://www.theses.fr/2016PA01E073/document.
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La bienveillance est un motif d'action qui vise le bien de l'autre où répond à un bienfait de l'autre ; elle constitue également un élément du contexte organisationnel, qui participe du climat éthique dans lequel chaque membre agit. Elle prend diverses formes selon l'importance donnée au bien de l'autre, au sien propre et à la relation : elle peut être gratuite, utilitariste réciproque, instrumentale, etc. jusqu'à une forme de « bienveillance mutuelle », faite de gratitude, orientée vers l'autre dans une relation. La bienveillance organisationnelle - comme bienveillance d'un agent en tant qu'il participe avec d'autres de l'expérience organisationnelle, l'influence et est influencé par elle- peut émerger et se développer dans un engagement réciproque de agents, favorisant alors la coopération et un dépassement des normes d'action : elle est efficace - et paradoxalement, elle est d'autant plus efficace qu'elle ne vise pas cette efficacité. Cette bienveillance peut être comprise dans son rapport aux règles et aux rôles organisationnels: un rapport d'interprétation ou de réinterprétation réciproque. Cette thèse comprend trois essais :-Le cynisme organisationnel comme réponse à une violation de contrat psychologique: un moindre mal ? Le cas d'un cabinet de conseil -La bienveillance organisationnelle: prescrite ou proscrite? Les parcours de bienveillance dans un cabinet de conseil. Co-écrit avec Ghislain Deslandes.-Mercier, G. & Deslandes, G. (2016). There are no Codes, only Interpretations. Practical Wisdom and Hermeneutics in Monastic Organizations. Journal of Business Ethics. DOI: 10.1007/s10551-016-3055-4Benevolence is a motive for action that aims at the other's good or is an answer to the other's good deed; it constitutes also an element of the organizational context, which participates to the ethical climate within which each member acts. It takes various forms according to the importance give to the other's good, to one's own good and to the relationship: it can be gratuitous, utilitarian reciprocal, instrumental, etc. up to mutual benevolence', made of gratitude, directed at the other in a relationship. Organizational benevolence - as the benevolence of an agent in as much as he/she participates with others to the organizational experience, influences it and is influenced by it - can emerge and develop in a agents' reciprocal commitment, thus fostering cooperation and the exceeding of norms of action; it is efficient -and paradoxically, it is all the more efficient that it does not seek such efficiency. This benevolence can be understood in its relation with rules and organizational roles: a relation of reciprocal interpretation or reinterpretation. This thesis comprises three essays: -Organizational cynicism as a response to the violation of the psychological contract: A lesser evil? The case of a consulting firm -Organizational benevolence: prescribed or proscribed? Courses of benevolence in a consulting firm Co-authored with Ghislain Deslandes-Mercier, G. & Deslandes, G. (2016). There are no Codes, only Interpretations. Practical Wisdom and Hermeneutics in Monastic Organizations. Journal of Business Ethics. DOI : 10.1007/s 10551-016-3055-4
Books on the topic "Virtuous organizational practices"
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Moore, Geoff. A MacIntyrean Approach to Organizations and Organizational Ethics. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198793441.003.0004.
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This chapter explores the central concepts of MacIntyrean virtue ethics, and how we might apply these to organizations and, by implication, to management in organizations. It begins with a discussion of different kinds of goods—specifically internal and external goods. Internal goods are to do with the excellence of a product or service and the ‘perfection’ of practitioners in the process, while external goods are such things as fame, reputation, money, profit, and success. It then introduces two key concepts—practices and institutions—and shows how organizations can be characterized as practice-institution combinations. It identifies where management can be located within this framework, before considering organizational purpose and a way of mapping the virtuous organization.
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Moore, Geoff. Virtue Ethics in Business Organizations. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198793441.003.0008.
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This chapter is the first of two which provide a summary of, and draw lessons from, the academic work which has been conducted using the framework which Alasdair MacIntyre’s work provides. It focuses on business organizations. It is thematic in its approach considering first whether anything and everything can be considered to be a practice; exploring two particular practices—accounting and open source software—to see what we may learn from them; revisiting the idea of organizational purpose and the virtuous organizational mapping; considering the role of organizational members in promoting virtuous organizations; and exploring the need for a conducive mode of institutionalization, and also a conducive environment, if virtuous organizations are to thrive. In doing so, it illustrates these themes by considering practical applications in investment advising, human resource management, banking, health and beauty retailing, pharmaceuticals, garment manufacturing, Fair Trade, and car manufacturing.
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Moore, Geoff. Implications for Organizations. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198793441.003.0007.
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This chapter builds on the understanding of organizations as practice-institution combinations which has been developed in earlier chapters to consider what the characteristics of a virtuous organization might be. It identifies seven such characteristics including that it will, through the excellence of its products or services and the ‘perfection’ of organizational members, contribute to the common good. Another key characteristic is that it will support the practice at its core, and in doing so it will seek to secure sufficient external goods to enable the institution to survive, and the core practice to flourish. Having established these characteristics, it explores a taxonomy of organizational-level virtues which might be required for an organization to be considered virtuous, and then explores the idea of organizational character, contrasting it with organizational culture. In order to ground this discussion, it then considers eight parameters which would enable the crowding in of virtue in organizations.
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Lewis, Marianne W. Vicious and Virtuous Cycles. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198827436.003.0006.
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In this chapter we discuss how paradox theory proposes that contrasting approaches to paradox—interwoven and persistent contradictions—fuel vicious and virtuous cycles in organizations. Interwoven cognitive, emotional, and behavioural responses can trigger cyclical dynamics. Defensive responses reinforce counterproductive, either/or approaches, fostering stuckness in a struggle against the experience of tensions. In contrast, we explore the way in which engaging paradox enables movement that fosters both confidence and humility in one’s ability and need to continuously learn and change. The dramatic pendulum swings of the LEGO company serve as an illustration of this, enabling insights into these cycles and their fuel in practice.
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Moore, Geoff. Implications for Managers. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198793441.003.0006.
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This chapter begins by drawing a distinction between managers and management. Following that, it explores what Alasdair MacIntyre himself has said about managers—which turns out to be quite a lot, almost all of it negative. It then looks at various critiques of his position, concluding that MacIntyre is both reasonably accurate and overly pessimistic in his assessment. Somewhat paradoxically, the chapter then uses the framework which MacIntyre provides to characterize managers and management within a virtue ethics approach. It argues that management can be considered to be a domain-relative practice which is engaged both in the core practice of the organization (which provides the relevant domain), and in the making and sustaining of the institution. It then characterizes virtuous managers and considers which virtues a virtuous manager would require.
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Theodoulou, Stella Z., and Ravi K. Roy. 6. The new administrative age. Oxford University Press, 2016. http://dx.doi.org/10.1093/actrade/9780198724230.003.0006.
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Many New Public Management approaches failed to address deeper systemic issues underlying the actual causes of poor performance. As a result, a variety of alternative methods and approaches have been gaining popularity in public administration in recent years. ‘The new administrative age’ introduces reflective practice, which has been gaining a strong foothold in the areas of organizational management, and the characteristics of learning and effective organizations. It goes on to consider another emergent approach—the New Public Service—which emphasizes civic-oriented virtues over business principles. Creating ‘public value’ involves encouraging citizens to get more directly involved in establishing collective goals and then working with them to develop strategies for achieving them.
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Moore, Geoff. Implications for Individuals. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198793441.003.0005.
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The aim of this chapter is to consider the implications of the virtue ethics approach for individuals both in their lives in general and more specifically when they are at work in organizations. It introduces the idea of ends or purposes of an individual life, and the concept of a narrative quest in pursuing it, and links this to concepts already covered in previous chapters—goods, practices, and virtues. It introduces the idea of the unity of an individual life, and shows how this is linked to the idea of practices. It then considers virtue at work in organizations, and introduces the idea of meaningful work including how we may properly order our desires both in general and at work. It ends by considering whether managers, organizations, and governments have a responsibility to provide meaningful work.
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Sadler, John Z., C. W. van Staden, and K. W. M. Fulford. Introduction. Edited by John Z. Sadler, K. W. M. Fulford, and Cornelius Werendly van Staden. Oxford University Press, 2015. http://dx.doi.org/10.1093/oxfordhb/9780198732365.013.1.
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TheOxford Handbook of Psychiatric Ethicsis the most comprehensive treatment of the field in history. The editors briefly describe the goals, scope, and organization of the book. Major themes and the state of the field in the twenty-first century are then addressed. Psychiatric ethics is an excellent framework to examine social changes in psychiatry over the past 25 years. These include multiculturalism and its associated diversity of values; the transition to the digital era with new demands on confidentiality, clinical boundaries, and privacy; the empowerment of psychiatric service users as full participants and co-producers of care; the development of new technologies of assessment and treatment, varying in their invasiveness and risk; the recognition of expanded social roles for psychiatrists, and the associated virtues of psychiatric citizenship; and the development of new practice models, settings, participants, and oversight—representing profound challenges and opportunities for the ethical practice of psychiatry.
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Çidam, Çiğdem. In the Street. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190071684.001.0001.
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The 2010s were a decade of protests, and if the initial few months of 2020 are any indication, various forms of street politics, including spontaneous protests, demonstrations, acts of civil disobedience, and occupations are here to stay. Yet, contemporary discussions on the democratic significance of such events remain limited to questions of success and failure and the relative virtues of spontaneity and organization. In the Street: Democratic Action, Theatricality, and Political Friendship moves beyond these limited and limiting debates by breaking the hold of a deeply engrained way of thinking of democratic action that falsely equates spontaneity with immediacy. The book traces this problematic equation back to Jean-Jacques Rousseau’s account of popular sovereignty and demonstrates that insofar as commentators characterize democratic moments as the unmediated expressions of people’s will and/or instantaneous popular eruptions, they lose sight of the rich, creative, and varied practices of political actors who create those events against all odds. In the Street counters this Rousseauian influence by appropriating Aristotle’s notion of “political friendship” and developing an alternative conceptual framework that emphasizes the theatricality of democratic action through a critical engagement with the works of Antonio Negri, Jürgen Habermas, and Jacques Rancière. The outcome is a new conceptual lens that brings to light what is erased from contemporary discussions of democratic events, namely the crystallization of political actors’ hopes in the novel ways of being that they staged and the alternative forms of social relations that they created in and through the intermediating practices of political friendship.
Book chapters on the topic "Virtuous organizational practices"
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Sirowy, Beata, and Kelvin Knight. "Cultivating Virtue: Neo-Aristotelian Concepts in Public Space Development." In Urban Agriculture in Public Space, 37–57. Cham: Springer International Publishing, 2024. http://dx.doi.org/10.1007/978-3-031-41550-0_3.
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AbstractIn this chapter we demonstrate how the insights from contemporary Aristotelian ethical and political thought might inform urban planning and challenge its utilitarian norms. We propose the Aristotelian concepts of eudaimonia—which we translate as human well-being or flourishing—and of the virtues (excellences of character and understanding) and civic friendship as guiding concepts for today’s urban development, especially in the design and programming of urban public space.In determining how best to integrate the above-mentioned notions in urban development, we employ the neo-Aristotelian concept of practices, as distinct from organizational institutions, and introduce the concept of communities of virtue proposed by Alasdair MacIntyre. We argue that the development of urban public space should take account of citizens’ participative practices, rather than only of functions that are administratively conceived.We conclude with a discussion of urban agriculture as an example of a practice situated in urban public space—a cooperative activity that cultivates the ethical virtues, sociality, and productive skills of its participants in pursuit of a common good, whilst also contributing to the wider good of local communities.
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Água, Pedro B., and Andre Vilares Morgado. "Business Policy." In Research Anthology on Business Law, Policy, and Social Responsibility, 138–61. IGI Global, 2023. http://dx.doi.org/10.4018/979-8-3693-2045-7.ch008.
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The purpose of this chapter is to explore improvements in existing corporate governing practices that are currently being implemented through methods that lag behind most of the recent developments taking place in the field of computer science. The authors suggest taking on board systems modeling by adopting a computer-assisted policy design based on system dynamics simulators. Implementing a system thinking approach to business organizations allows the designing of virtuous strategies by simulating organizational behavior. In addition, this approach may also help to mitigate unintended consequences, like risks and outcomes which may surprise the firm, particularly from the board-level perspective. The originality of the present work arrives from merging several approaches that have been around for many years, however not combined in the context of the business policy conceptual framework. Therefore, it brings together recent developments in the fields of business policy, systems thinking, and computer-assisted policy design.
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Água, Pedro B., and Andre Vilares Morgado. "Business Policy." In Dynamic Strategic Thinking for Improved Competitiveness and Performance, 216–42. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-4552-2.ch009.
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The purpose of this chapter is to explore improvements in existing corporate governing practices that are currently being implemented through methods that lag behind most of the recent developments taking place in the field of computer science. The authors suggest taking on board systems modeling by adopting a computer-assisted policy design based on system dynamics simulators. Implementing a system thinking approach to business organizations allows the designing of virtuous strategies by simulating organizational behavior. In addition, this approach may also help to mitigate unintended consequences, like risks and outcomes which may surprise the firm, particularly from the board-level perspective. The originality of the present work arrives from merging several approaches that have been around for many years, however not combined in the context of the business policy conceptual framework. Therefore, it brings together recent developments in the fields of business policy, systems thinking, and computer-assisted policy design.
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Harrisville, David A. "Death and Victimhood." In The Virtuous Wehrmacht, 168–200. Cornell University Press, 2021. http://dx.doi.org/10.7591/cornell/9781501760044.003.0006.
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This chapter looks at practices and attitudes toward death in the Wehrmacht during the Soviet campaign. It explores their contribution to the army's attempts to present itself as a morally worthy organization and traces how the experience of death and day-to-day suffering contributed to a growing emphasis on victimhood in soldiers' writings that would go on to shape public memory. The chapter argues that, just as it had cast itself as a force for religious renewal or freedom from communist tyranny, the Wehrmacht also laid claim to the status of a civilized institution by using burial and memorial practices to demonstrate reverence for life and death. This chapter then shifts to demonstrate that most of the elements of the victimhood narrative scholars have identified as a primary feature of the Wehrmacht myth in the post-1945 period already permeated soldiers' writings by the later years of the war.
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Warenski, Lisa. "JPMorgan Chase’s “London Whale” Trading Losses." In The Philosophy of Money and Finance, 129–47. Oxford University PressOxford, 2024. http://dx.doi.org/10.1093/oso/9780192898807.003.0008.
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Abstract Good epistemic practices are essential to the well-functioning of organizations. Epistemic practices are adopted norms, policies, procedures, and general methodologies that further our epistemic aims or realize our epistemic values. This chapter argues for the importance of organizational good epistemic practices through an analysis of the failures of risk management implicated in JPMorgan’s notorious “London Whale” trading losses, which roiled the financial markets in 2012. A number of these failures of risk management exemplified ways in which we, as fallible reasoners, may be prone to error individually and collectively. Good epistemic practices inter alia anticipate and endeavor to correct for erroneous patterns of reasoning. Good epistemic practices help guard against future epistemic failings, and they support good reasoning within and on the part of organizations. In so doing, they constitute some of the key structural elements of organizational epistemic virtues.
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Couturier, David B. "From Vicious to Virtuous Institutions: Moral Transformation and Organizational Practice." In Moral Conversion in Scripture, Self, and Society, 259–80. De Gruyter, 2024. http://dx.doi.org/10.1515/9783111452760-016.
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Fox, Stephen, and David Vickers. "Innovation, Learning, Communities, and Actor-Networks of Practice." In Advances in Human Resources Management and Organizational Development, 30–51. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-4884-5.ch002.
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This chapter addresses the question: Is there a virtuous circle between situated learning within communities of practice and the corporate pursuit of innovation in large companies? The authors trace a succession of ways in which it has been formulated, reframed, and addressed across a range and sequence of qualitative studies. Overall, they argue for more ethnographic studies of organizational learning and innovation and recommend further use of actor-network theory, which has potential to add considerably to communities of practice theory. The authors illustrate this argument in the chapter through a discussion of Carlile's (2002) important paper and cite a number of other studies that use actor-network theory in combination with communities of practice theory.
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Kroll, Jerome, and Perry C. Mason. "Phronesis (Practical Wisdom)." In The Virtues in Psychiatric Practice, edited by John R. Peteet, 165–84. Oxford University Press, 2021. http://dx.doi.org/10.1093/med/9780197524480.003.0009.
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Phronesis, classically defined by Aristotle as knowledge of what is good and what is bad for humans, is best understood as practical wisdom, that is, the wisdom of action. The main difficulties in possessing phronesis and acting on it are that both human goods and ills come in degrees (so that it is hard to tell how much of the one is enough and how much of the other is too much) and that the goods frequently compete with each other (so that it is hard to determine which to pursue at the expense of the other). In the end, phronesis amounts to sound judgment and intuition in identifying the specific goods to be pursued and the ills to be combated in a given context. In the context of psychiatric practice, the goods and ills must be preeminently those for the patient, mainly the goods of mental health and the ills of mental disorder. But in addition to facing competing goods and subtly varying degrees of goods and ills, the psychiatrist also faces both nonmedical goods and ills and other persons to be taken into account—family members, translators, and consultants, sometimes embodying cultural attitudes different from those of the psychiatrist, as well as such nonpersons as their clinics or health maintenance organizations, insurance companies, and governmental agencies. A look at several cases of community psychiatric practice reveals the complexities that require seasoned phronesis for successful treatment.
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Thanh, Le Minh. "Organizational Structure at the Contemporary Interface." In Advances in Human Resources Management and Organizational Development, 1–24. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-5760-9.ch001.
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Organizational structure in today's complex ecosystems of the hospitality industry should be redesigned to secure their well-connected, leading, and adaptable position for success in the digital age. The combination of both traditional hierarchical and network structure has been used in this chapter as a practical framework to foster hospitality firms' corporate culture in triggering a virtuous cycle of growth. It also provides an operational insight into the opening question of how the organization as networks could be nimble, swift, and creative enough to grab opportunities at the social and digital interface. For this purpose, development of digital capabilities is one of the most critical needs for most leaders, from both customer and employee perspectives. An integrated corporate entrepreneurship attribute is also presented in a well-connected organizational structure that further provides various digital HR solutions of how to design tri-dimensional value propositions with real-time decision-making capability.
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Reina, Rocco, Concetta Lucia Crtistofaro, Anna Maria Melina, and Marzia Ventura. "Cultural Organizations Push for Territory's Growth." In Advances in Business Strategy and Competitive Advantage, 138–59. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2050-4.ch008.
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If “entrepreneurship has become the engine of world economic and social development” (Audretsch, 2003, p.5), culture is becoming more and more a specific context in which is possible to invest and create new opportunities of labor and value. The principal aim of this contribution is to understand how it's possible for cultural organizations to influence the environment and local development. So, the work wants to highlight - through the analysis of an empirical case of success - what might be the indicators able to create virtuous relationships among cultural organizations and social and economic context. The work aims to contribute both theoretically and practically on the topic of cultural entrepreneurship. The results of this research can be utilized for further reflections in order to develop a framework with high practical relevance.