This paper aims to examine exceptionalisms in ethics in general and in the fields of animal and technology ethics in particular.
Abstract
Purpose
This paper aims to examine exceptionalisms in ethics in general and in the fields of animal and technology ethics in particular.
Design/methodology/approach
This paper reviews five sample works in animal/technology ethics it considers representative for particularly popular forms of “exceptionalism”.
Findings
The shared feature of the exceptionalisms exhibited by the chosen samples appears to be born out of the cultural and biological history, which provides powerful intuitions regarding the on “specialness”.
Research limitations/implications
As this paper is mostly a critique of existing approaches, it contains only a limited amount of counter-proposed alternative approaches.
Practical implications
This is a discussion worth having because arguments based on (human or biological) exceptionalism have more chance of resulting in significantly altered theoretical conclusions and practical suggestions for normative guidance than non-exceptionalist perspectives.
Social implications
The approaches critiqued in this paper have a significant effect on the way the authors approach animals, machines/technologies and each other.
Originality/value
The paper identifies intuitive notions of exceptionalism and argues in favour of a reformist, ethical expansionist stance, which views humanity as residing (and other biological organisms) on the same plane of ethical significance as any other entity regardless of its material composition.
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Nobody concerned with political economy can neglect the history of economic doctrines. Structural changes in the economy and society influence economic thinking and, conversely…
Abstract
Nobody concerned with political economy can neglect the history of economic doctrines. Structural changes in the economy and society influence economic thinking and, conversely, innovative thought structures and attitudes have almost always forced economic institutions and modes of behaviour to adjust. We learn from the history of economic doctrines how a particular theory emerged and whether, and in which environment, it could take root. We can see how a school evolves out of a common methodological perception and similar techniques of analysis, and how it has to establish itself. The interaction between unresolved problems on the one hand, and the search for better solutions or explanations on the other, leads to a change in paradigma and to the formation of new lines of reasoning. As long as the real world is subject to progress and change scientific search for explanation must out of necessity continue.
Jamie C. Gorman, David A. Grimm and Terri A. Dunbar
Teams focus on a common and valued goal, and effective teams are able to alter their behaviors in pursuit of this goal. When teams are viewed in the context of a dynamic…
Abstract
Teams focus on a common and valued goal, and effective teams are able to alter their behaviors in pursuit of this goal. When teams are viewed in the context of a dynamic environment, they must adapt to challenges in the environment in order to maintain team effectiveness. In this light, we describe various sources of team variation and how they combine with individual-level, team-level, and dynamical mechanisms for maintaining team effectiveness in a dynamic environment. The combination of these elements produces a systems view of team effectiveness. Our goals are to begin to define, both in words and in operational terms, team effectiveness from this perspective and to evaluate this definition in the context of team training using intelligent tutoring systems (team ITS). In addressing these goals, we present an example of real-time analysis of team effectiveness and some challenges for team ITS training based on a dynamical systems view of team effectiveness.
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Renae M. Hayward and Michelle R. Tuckey
It is well recognized that emotions support adaptation to environmental demands by guiding cognitions and behavior in line with one’s implicit and explicit goals. This is true in…
Abstract
It is well recognized that emotions support adaptation to environmental demands by guiding cognitions and behavior in line with one’s implicit and explicit goals. This is true in the work context, as in other areas of life. Traditionally, however, research into emotion regulation within the work context has been centered on the problematic aspects of feeling and displaying emotion at work. In order to meet organizational goals, felt emotions need to be subdued or modified, and inauthentic emotions displayed. In this way, conceptualizations of work-related emotion regulation have disconnected emotion from its most basic and adaptive signal function. This disconnection has led to a dilemma regarding the real- and the fake-self and been associated with a range of negative consequences for employee health and well-being. Understanding how emotions can be regulated to help employees meet personal goals for growth and development has also been overlooked. In this chapter, we challenge this existing paradigm, and instead argue that examining emotion regulation in terms of its adaptive functions will help to unify disparate findings from within the emotion regulation literature and progress research in the field of emotion and emotion regulation at work.
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Despite air travel having become a widely used means of transportation, the technological sophistication and human skill required for flying an aircraft remains a source of…
Abstract
Despite air travel having become a widely used means of transportation, the technological sophistication and human skill required for flying an aircraft remains a source of fascination and admiration. Aviation has been coined an ultra-safe system, coping with the duality of safety and efficiency by emphasizing expertise and learning, but also standardization and automation. Highly selected and continuously trained pilots have to work with increasingly complex and autonomous technology, which creates tensions between routinization and responsible action. Research on leadership and coordination in aircrews is reviewed in light of these tensions, pointing to the benefits of a functional approach to leadership which promotes optimal use of all resources in the team toward adaptive coordination. Furthermore, the leadership requirements arising from the fact that aircrews are ad hoc teams, usually only formed for a few flights, are discussed in terms of fast team-building coupled with the reliance on shared knowledge stemming from high levels of standardization. Due to the complex demands for leadership in aircrews, special training programs were developed early on, which have become a standard that many other high-risk industries are still striving for. The generalizability and need for further development of concepts embedded in successfully leading aircrews is scrutinized, focusing especially on leadership in ad hoc teams, the interplay of standardization and leadership, and the balance between shared and formal leadership.
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Jing Dai, Yao “Henry” Jin, David E. Cantor, Isaac Elking and Laharish Guntuka
Despite the important role that suppliers have in enhancing the environmental performance of a buyer firm, previous research has not investigated the individual-level motivations…
Abstract
Purpose
Despite the important role that suppliers have in enhancing the environmental performance of a buyer firm, previous research has not investigated the individual-level motivations of supplier employees (representatives) in supplier-to-supplier environmental knowledge sharing. Thus, we use insights from the coopetition literature to examine how buyer firms can encourage supplier-to-supplier environmental knowledge sharing with the aim of improving the buyer’s environmental performance.
Design/methodology/approach
We empirically test our model using an online vignette-based experiment administered to supply chain managers. We contextualized our results using insights from interviews with senior managers representing firms operating in a broad array of industries.
Findings
We find that a supplier representative’s personal environmental values influence their commitment to an environmental consortium with a rival firm, and they are subsequently willing to share proprietary environmental knowledge. In turn, these relationships are moderated by situational factors including competitive intensity and buyer power.
Originality/value
The study of coopetition is an emerging stream of research in operations management. Our findings improve the understanding on how a focal actor within a buyer–supplier coopetitive network can promote environmental knowledge sharing behavior.
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Chinese and U.S. human resource management systems differ on a number of cultural dimensions. The most important of these are described with respect to fundamental organization…
Abstract
Chinese and U.S. human resource management systems differ on a number of cultural dimensions. The most important of these are described with respect to fundamental organization and work‐related assumptions about people and performance, rewards, training and development, and educational background of human resource practitioners. An appreciation of and respect for these differences is a prime requirement for effecting a successful Sino‐American venture. This is especially important given that China is the world's largest market, and because U.S. companies are recently finding that joint ventures with China are paying off. This paper helps business people and academics understand the world's fastest growing economy and the growing influence of Confucian Dynamism that affects HRM practice in Chinese ventures. The individualism‐collectivism dimension and the psychological contract also helps managers understand cultural differences and apply appropriate management techniques.
Noel Scott, Brent Moyle, Ana Cláudia Campos, Liubov Skavronskaya and Biqiang Liu
Michael Tapia, Kimberly S. Nei, Karen Fuhrmeister and Matthew R. Lemming
Sales personnel play a key role in the success of organizations. These individuals present services/products to clients, manage accounts, build relationships, maintain existing…
Abstract
Sales personnel play a key role in the success of organizations. These individuals present services/products to clients, manage accounts, build relationships, maintain existing business relationships, and must be available for frequent interactions with clients. Business operations are linked to external entities through these activities, suggesting sales groups play a critical role in the success of an organization. As a representative to the external market, sales personnel are subject to unique stressors due to role-specific requirements. These stressors can impact the ability of sales professionals to effectively engage with customers and manage the volatility of financial performance, especially in commission-based compensation structures. Thus, organizations can find utility in identifying sales candidates with higher levels of stress tolerance, who can handle negative client interactions, overcome lulls in sales conversions, and avoid the impact of occupational stressors on long-term sales performance. Research suggests that organizations can use personality to predict stress tolerance as a component of sales performance. To provide organizations with insights into sales-specific coping behaviors associated with stress tolerance, the authors (1) discuss stress inducing factors (stressors) associated with sales role performance, (2) review the individual differences associated with stress tolerance, (3) present personality relationships with sales performance and stress tolerance, and (4) present job-analytic support for stress tolerance competencies relevant to sales performance and criterion-related validity evidence linking personality characteristics to those behaviors. The authors conclude with a discussion around the potential for applied uses of personality in identifying sales personnel with greater likelihoods of exhibiting stress tolerant behaviors in the workplace.