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The Social Responsibility of Business Is to Increase Its Profit
This article talks about business and individuals of a business having responsibility. The text says that a business cannot, as a whole have responsibilities, but only people (businessmen) can have responsibilities. The book also talks about the difficulty of exercising "social responsibility" by forcing people to be responsible for their own actions, and therefore making it difficult for an individual to manipulate other people for either selfish or unselfish purposes. In other words, they can do good, but only at their own expense.
Business Ethics and Stakeholder Analysis
This article talks about the central questions in the field of business ethics, such as ethical management, and how a corporation can be managed with appropriate attention to ethical concerns. The article says that these topics can be addressed by an approach called "stakeholder analysis". It is said to be both misleading and truthful at the same time, as it compares the ethical relationship between managers and stockholders to their relationship with other stockholders. The decision making process of an individual or company can be seen in terms of six steps, which are covered in this articleperception, analysis, synthesis, choice, action, and learning. In the conclusion of this article, it talks about how ethically different the relationship between management and stockholders is, compared to the relationship between management and other parties.
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Ethical Aspects of Investor Behavior
This article teaches about the assumption that investors are interested only in share price maximization, and how that illustrates much of investor behavior. This assumption also underlies the neoclassical model and the stakeholder view. The assumption leads to the neoclassical recommendation that corporate decisions should be made on the basis of shareholder wealth maximization, because shareholder welfare and shareholder wealth are understood to be the same. The book teaches however, that if this belief isn't valid, then the validation for the SWM decision rule is weakened considerably. Investors who take into account social and ethical concerns, and act on these concerns, symbolize a hefty part of equity investment in the United States.
The Myth of the "Oppressive Corporation"
This article talks about corporations and all the myths out there about them. They are accused of polluting the air, land, and water, as well as, not providing enough jobs. It talks about the unequal treatment of women in corporations, and how one woman blames not male chauvinism, but blames the inferior status of women on the structure of a corporation. The article then goes on to talk about how most of the injustice that goes on among citizens is beyond the reach of courts or any government instrument. This book talked about the psychological damage done to employees by the structure of corporations, like stress, tensions, and inequities. It was said in this article by one man that employees are required to be obedient to their supervisors regardless of ethical and legal considerations. Most employees however, are allowed large autonomy in their personal behavior, including speech.
Employee and Employer Rights in an Institutional Context
This article talks about EAW, the common law principle of Employment at Will, which states that an employer may hire, fire, demote, or promote any employee whenever that employer wishes. Today many businesses are owned by a large number of changing shareholders and managed by employees who usually own little or no stock in the company. Each manager is an at-will employee, but sees himself as proprietor of certain responsibilities to the organization and as being in control of certain other employees whom the manager can dismiss at will. At the same time an employee may quit whenever he or she wishes. The employee-manager hierarchy of at-will employment relationships is both more complicated and more straightforward in union-management relationships because often the relationship is precise or limited by a number of well-defined rules for seniority, layoffs, and dismissals. EAW is to be justified on the basis of the right to freedom when controlling a business, and it requires an equal respect for employee freedoms. This article talks about both the moral and legal rights of employees and how employers need to respect them.
Whistleblowing and Professional Responsibility
The text talks about whistleblowers, and defines them as being a sound or alarm from within an organization in which they work, aiming to spotlight neglect or abuses that threaten the public interest. This article talks about the moral conflicts when deciding whether or not to speak out about abuses, risks, or serious neglect. The more oppressive the authority they challenge, the greater the personal risk they take in speaking out. Sometimes the act of whistleblowing is seen as a violation of loyalty. The text says that not only is loyalty violated in whistleblowing, hierarchy as well is often opposed, since the whisleblower is not only a colleague but also a subordinate. Different methods are addressed in this article to help one understand whistleblowing, and when to do so. One method mentioned at the end of the article to reduce the tension and risk of whistleblowing is to state conditions specifically under which those who learn about an abuse must blow the whistle.
A Defense of Affirmative Action
This article talks about affirmative action and how its meaning has changed over the years. It originally referred to special efforts to guarantee equal opportunity for members of groups that had been subject to discrimination. Recently the term has come to submit to members of these groups in shaping access to positions from which they were previously barred. Usually it involves the assortment of women or minority members over other candidates who are better skilled for the position. The article separates affirmative action into two categories "weak affirmative action" and "strong affirmative action". It is strong affirmative action, the policy of preference, which stir up controversy. The text says most individuals would agree that weak affirmative action is a good thing, and worth its cost in time and energy. There are three objections to strong affirmative action that are brought to our attention in this article that it's inefficient, unfair, and that it damages self-esteem. Also there are points addressed in this article in justifying it as well. Strong affirmative action, involving significant preference should be undertaken only if it will significantly further a social goal of the first significance. The text teaches that a quota may be a good method of either weak or strong affirmative action, depending on the circumstances. It amounts to weak affirmative action, a safeguard against discrimination, if there is self-determining proof that average experience for the position being filled are no lower in the group to which a bare minimum quota is being assigned than in the interviewee group as a whole.
Affirmative Action The Price of Preference
This article talks about affirmative action, and how it can be both a good thing as well as a bad thing. The man writing this article, Shelby Steele, is a black college professor. He says that in theory, affirmative action has all the moral regularity that fairness needs, yet objectives, because of the chance for purity they offer us are very seductive and can blind us to the effects they produce when executed. He says that after twenty years of implementation, affirmative action has shown itself to be more of a bad thing than good, and that blacks lose more from it than what they gain. He says racial representation isn't the same thing as racial development, but affirmative action promotes a confusion of these different needs. Affirmative action is a gesture, and tells people that racial preferences can do for them what they cannot do for themselves. It tries to function like a social program, but instead of bringing others together, it separates them by races. This article brings the question to mind on whether or not affirmative action is doing what is was initially set out to do, or if it's doing what it's supposed to be doing, than is it really a good thing?
In Defense of Hiring Apparently Less Qualified Women
This article talks about affirmative actions that take place to ensure a women's job in an organization. There have been affirmative action programs that have been put together to try to counterbalance discrimination, and one of them requires academic departments to search for female candidates with qualifications at least as good as those of the leading male contender, and to hire her and not him. The author of this article talks about how men perceive women and how difficult it can be for a woman to be looked at by men equally and respectively. The author believes there are good reasons for affirmative action practices, but that nothing in the end is going to change unless faculty members take certain factors into consideration. No improvement in the position of women can be expected, for women are likely to seem less worthy of being hired than their male competitors when they are judged in the usual manner.
An Argument Against Comparable Worth
By comparable worth, the author, June O' Neill, means the view that employers should base compensation on the intrinsic value of a job rather than market considerations. People who agree with comparable worth see it as a way of raising women's economic status, and to minimize costs. Employers and business interests have a long history of protesting that fair treatment of workers will result in massive economic disruption. This article talks about comparable worth, and if companies should adopt it as a pay-setting mechanism.
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