Ecological Ethics

The well being & flourishing of human & nonhuman life on earth have value in themselves.

Richness & diversity of life contribute to the realization of these values.

Human beings have no right to reduce this richness & diversity except to satisfy vital needs

The present human interference with the nonhuman world is excessive. This situation has to change.

We should be able to learn appreciate the nature & not increase the standard of living at the cost of our environment.

We have to preserve, protect & promote our environment.

Application of Indian Ethos To Modern Management

The manager should be a Sattavic personality

Liberated from attachment, not uttering ‘I’, endowed with the power to sustain & enthuse, unaffected in fulfillment or failure, such an actor is said to be Sattavic.

Manu

Punishment is the protector of all creatures. Without punishment the stronger would roast the weaker. The whole world is kept in order by punishment, for a guiltless man is hard to find.

Dharma (Righteousness)

Dharma is that which holds together, that which sustains all human beings.

Work efficiency

Whatever work is done with vidya (knowledge), through sraddha (faith) & backed by upanishad (meditation) that alone become most effective

Ethical Criticism of Advertising

1)   Promoting harmful goods & services.

2)   Exaggeration

3)   Too much of spending – selling costs

4)   Manipulation of human motivations

5)   Excessive sex or violence

6)   Culture of consumerism

7)   Preventing behavior control

8)   Unnecessary wants as a result of cultural influences.

9)   Dependence effect – John Galbraith creating wants to themselves.

10)   Demonstration effect – status

11)    Advertising as a rational persuasion (Ex: Psychoactive drug)

Corporate Governance

Corporate governance is the system by which companies are directed and controlled- Cadbury Report (UK)

Corporate governance is to do with power and accountability enhancing shareholder value.

Enhancement of long term shareholder value while at the same time protecting the interests of other stakeholders-SEBI

Scope

1.   Right manner of running a corporation.

2.   Achieving  its  objectives

3.   Transparency  in   operations

4.   Accountability

5.   Reporting

6.   Good  corporate  citizenship

7.   Good  operating  relationship

Who Provides Governance?

1.   Board  of  Directors,

2.   Executive  team

3.   Service  providers

4.   Advisory  Board

5.   Venture  capitalists

6.   Major stakeholders.

Managing Challenges

1.   Competition

2.   Economic systems

3.   Globalization

Indices of CG

1.   Improved  performance

2.   Quality

3.   Efficiency

4.   Costs.

5.   Getting the best people.

6.   Training, supporting and guiding the staff.

Current issues in CG

1.   Asymmetry of powers.

2.   Asymmetry  of  information

3.   Interests of shareholders.

4.   Owner management  bias

5.   Failure of the operation of separation of powers.

6.   Division  of  corporate  pie among  shareholders

Organizational Conflict

Organizational conflict is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected. There are disputes over how revenues should be divided, how the work should be done, and how long and hard people should work. There are jurisdictional disagreements among individuals, departments, and between unions and management. There are subtler forms of conflict involving rivalries, jealousies, personality clashes, role definitions, and struggles for power and favor. There is also conflict within individuals  between competing needs and demands  to which individuals respond in different ways.

Types

Conflicts in work situations may also give rise to organization related individual consequences.

1)   Job dissatisfaction

2)   Apathy or indifference to work

3)   Role-set members & the company

4)   Job stress & burnout

5)   Disloyalty

6)   Work sabotage

7)   Employee turnover

8)   Increased territoriality & resistance to change

9)   Decreased information sharing.

Role of Conflict In Industry

Psychological Responses

1)   Inattentiveness to other things

2)   Lack of interest in work

3)   Job dissatisfaction

4)   Work anxiety

5)   Estrangement or alienation from others

6)   Frustration

Behavioral Responses

1)   Excessive smoking

2)   Alcoholism

3)   Under eating or overeating

4)   Aggression towards others or work sabotage

5)   Decreased communication

6)   Resisting influence attempts

Physiological Responses

1)   Peptic ulcers

2)   Respiratory problems such as asthma

3)   Hypertension

4)   Headaches

5)   Coronary problems

Resolve the Conflicts

1)   Motivate individuals to do better and to work harder.

2)   Satisfy certain psychological needs like dominance, aggression, esteem and ego, and thereby provide an opportunity for the constructive use and release of aggressive urges.

3)   Provide creative and innovative ideas.

4)   Add variety to ones organizational life, otherwise work life would be dull and boring.

Whistle Blowing

Whistle blowing is the voluntary release of non phase information as a moral protest, by a member or a former member of an organization outside the normal channels of communication to an appropriate audience about illegal or immoral conduct to the public interest.

Features

1.   Done by a member of an organization.

2. There must be information. Difference between blowing the whistle and sounding the alarm

3.   Information regarding misconduct.

4.   Outside the normal channels of communication

5.   Internal whistle blowing and external whistle blowing.

6.   Whistle blowing in a voluntary way

7.   Moral protest with a motive to correct some wrong. No revenge.

8.   Comprehensive Definition Of Whistle Blowing

Conditions Justified For Whistle Blowing

1.   Sufficient situation – Harmside of drng

2.   All facts and their significance

3.   Exhaustion of internal channels

4.   Responsibility in the organization

5.   Right to blow the whistle

6.   Chance of success.

Components

1.   An effectively communicated statement of responsibility

2.   A clearly defined procedure for reporting

3.   Well – trained personnel to receive and investigate reports

4.   A commitment to take suitable action.

5.   A guarantee against retaliation

Values

That which is worth to be considered is value.

It may be a Positive and negative values.

Types

Cultural values : Expectations of customers, suppliers, employees and public.

Moral values : Related to moral aspects.

Ethical values : Health, Democracy, Freedom, Empowerment, Self respect, Diversity

Managerial Values

1.   Productivity

2.   Profit maximization

3.   Employee welfare

4.   Consumers’ satisfaction

5.   Industrial leadership

6.   Distributive justice

Features

Descriptive (What it is?)

Normative (What it ought to be)

Analytical (Why ethical)