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In this chapter, we explore the importance of morality in groups. We draw from decades of research from multiple perspectives, including psychology, neuroscience, philosophy, and organizational science, to illustrate the range of ways that morality influences social attitudes and group behavior. After synthesizing the literature, we identify promising directions for business ethics scholars to pursue. We specifically call for greater research on morality at the meso, or group, level of analysis and encourage studies examining the complex relationship between moral emotions and the social environment. We ultimately hope that this work will provide new insights for managing moral behavior in groups and society.

IT is slightly over two years since the U.S.A.A.F. asked some of the leading electrical manufacturers of the country to undertake the development of a wholly new alternating‐current electrical system for aircraft. While some of the details are not ready for publication, enough can be revealed to make this an opportune time to review the progress which has been made, and to evaluate the significance of this highly publicized development.

Prior research has argued that management has an advantage in many grievance cases largely because it enjoys the discretion to pursue these cases or otherwise as it chooses. Conversely, organized labor has far less discretion inasmuch as it must pursue serious grievances for which positive outcomes cannot reasonably be expected It was recently demonstrated that grievances “filed in the name of the union” may provide an important exception to this principle. This empirical assessment of arbitration cases (N = 520) extends these arguments from the context of the grievance to that of arbitration, an arguably more valid and generalizable context for such an assessment. The results indicate that “filing in the name of the union” does provide a substantive edge in arbitration outcomes, even while controlling for the various types of arbitration cases.

The purpose of this study is to show how senior management can create work environments conducive to ethical behavior in organizations through the use of sales managers’ professionalism and professional identification. The study also aims to demonstrate the influence of professional identification in occupations other than those requiring certification.

This study conceptualizes and tests a model using data collected from a survey panel of 350 sales managers. To test the hypotheses, this study makes use of covariance structured analysis.

The results demonstrate the importance of developing sales managers’ professionalism as an antecedent to professional identification. The findings also show professional identification positively affects professional ethical values, work-related norms and occupational commitment. This study finds that work-related norms moderate the relationship between professional ethical values and ethical intentions and directly and positively influence ethical intentions.

This study used a panel sampling technique and these findings cannot be generalized to other populations. This study recommends that this study is replicated not only with sales managers but also with other categories of marketers. This study also highlights that more work using methods such as longitudinal panel data and experimentation is required to validate the current findings.

The findings are of particular interest to senior managers and managers of professional associations, as well as other sales practitioners. Because ethical intentions are affected by work-related norms and from an interaction between work-related norms and professional ethical values, senior managers need to ensure both the work activities in which their staff are involved and the professional ethical values of their employees contribute to appropriate ethical intentions.

This study introduces professional identification into the sales ethics literature and theorize relationships among the professionalism of sales managers and their professional identification, work-related norms, professional ethical values, occupational commitment and ethical intentions. This study empirically measures the professionalism of sales managers.

This chapter explores the challenges presented to public organizations by neoliberal thinking and the acceptance of the neoliberal capitalist agenda. Demonstrably, severe economic, political, and social dislocations are the result. Nevertheless, neoliberal influence remains and intensifies. We argue that this counterintuitive result is not grounded in either instrumental or theoretical merit but in the creation and dissemination of certain identifiable memes. The chapter proceeds with a critical examination of current neoliberal memes, an appraisal of their impact on government, society and economics, and the derivation of alternative memes from a Smithian perspective on political economy. Based on this critique and the derived memes, the chapter offers suggestions for a pragmatic cultural and administrative praxis that promise not only to moderate the influence of neoliberal memes and to mitigate tendencies for the propagation of new disadvantageous memeplexes, but also to avert the problems associated with the traditional distrust of government agencies and their top-down, disengaged, technical, and expert-driven solutions.

Fayol's theories were the original foundation for management as a discipline and as a profession. Also Fayol was the first to advocate management education. Yet he has critics who revile him (or at least disparage his work) as well as followers who respect and revere him. This paper intends to enlighten today's practitioners and academicians about the relevance and value of Fayol's theories today.

The paper addresses Fayol's contributions as well as the disparagement and the reverence. It compares Fayol's work with that of Follett, Mintzberg, Taylor, and Porter. In addition, it demonstrates the original and current interpretation and application of his theories. Finally, it indicates the alignment of Fayol's theories with strategic leadership and management.

Fayol's theories are valuable and relevant for organizational leaders because Fayol was a practitioner who documented theories that worked best for him and his co‐workers. While there are those who criticize Fayol's theories, there are many others who respect them and find them useful as academicians and as practitioners. The theory of management functions aligns well with strategic leadership and management models and theories.

The paper is the first to integrate Fayol's theories with a strategic leadership model.

Addresses the issue of empowerment and its possible role in promoting the effectiveness of health services. Empowerment represents the ability of people within organisations to use their own initiative to further organisational interests. However, despite its apparent simplicity, the concept turns out to be quite complex and to have unanticipated implications. We explore some of these implications in health service organisations, and their consequences for health policy. Our conclusion is that many health policies may well act to degrade the empowerment of health service workers, and hence the performance of health service organisations.

It is well known that a player in a non-cooperative game can benefit by publicly restricting his possible moves before play begins. We show that, more generally, a player may benefit by publicly committing to pay an external party an amount that is contingent on the game’s outcome. We explore what happens when external parties – who we call “game miners” – discover this fact and seek to profit from it by entering an outcome-contingent contract with the players. We analyze various structured bargaining games among such miner(s) and players that determine such an outcome-contingent contract before the start of the original game. These bargaining games include playing the players against one another as in the original game, as well as allowing the players to pay the miner(s) for exclusivity and first-mover advantage. We establish restrictions on the strategic settings in which a game miner can profit and bounds on the game miner’s profit. We also find that game miners can lead to both efficient and inefficient equilibria.

Henri Fayol is undoubtedly best known in the English‐speaking world for his book Administration Industrielle et Générale. His subsequent activities in promoting the development of management studies and education as a a means of improving both industry and public service performance are less well known. One of his more significant initiatives in this area was to establish the Centre for Administrative Studies (CAS) in 1917. Relates the founding of the CAS to Fayol′s activities at the time, identifies its goals and activities, summarizes some of his contributions to the development of what ultimately became the formalization of management studies in both Europe and North America and notes the Centre′s demise almost concurrently with Fayol′s death. Reveals Fayol′s own reasons for delaying the publication of parts 3 and 4 of Administration Industrielle et Générale.