•  3
    Building Institutions for the Common Good. The Practice and Purpose of Business in an Inclusive Economy
    with Martin Schlag
    Humanistic Management Journal 5 (1): 1-6. 2020.
  •  5
    Organizational Factors in the Individual Ethical Behaviour. The Notion of the “Organizational Moral Structure”
    with Paulina Roszkowska
    Humanistic Management Journal 1-23. forthcoming.
    Various organizational factors reported in the hitherto literature affect individual behaviour within a company. In this paper, we conduct a literature review thereof, and propose a notion of the “Organizational Moral Structure” defined as a comprehensive framework of interrelated organizational factors that condition, incite or influence good or bad moral behaviour of individuals within the organization. Drawing from a wide bibliographical review and our own reflection on recent business scanda…Read more
  • Christian Humanism in Economics and Business
    with Martin Schlag
    In Martin Schlag & Domènec Melé (eds.), Humanism in Economics and Business, Springer Verlag. 2015.
  •  19
    The Encyclical-Letter “Caritas in Veritate”: Ethical Challenges for Business (review)
    with Michael Naughton
    Journal of Business Ethics 100 (S1): 1-7. 2011.
    This article serves as an editorial introduction to this special issue on Pope Benedict’s encyclical-letter, Caritas in Veritate ( 2009 ) and its engagement with the field of business ethics. According to this document , love in truth, which includes justice, is indeed presented as a basic moral foundation for economic and business ethics. The article provides an overview of some major themes in the encyclical and their relationship to the essays in this special issue. The authors in this issue …Read more
  •  27
    Moral Legitimacy in Controversial Projects and Its Relationship with Social License to Operate: A Case Study
    with Jaume Armengou
    Journal of Business Ethics 136 (4): 729-742. 2016.
    Moral legitimacy entails intrinsic value and helps executives convince firm’s stakeholders and the general public of the ethical acceptability of an institution or its activities or projects. Social license to operate is the social approval of those affected by a certain business activity, and it is receiving increasing attention, especially in the context of controversial projects such as mining and public works. Moral legitimacy provides ethical support to SLO. Drawing from the Aristotelian-Th…Read more
  •  31
    “Human Quality Treatment”: Five Organizational Levels
    Journal of Business Ethics 120 (4): 457-471. 2014.
    Quality is commonly applied to products and processes, but we can also define human quality in dealing with people. This requires first establishing what treatment is appropriate to the human condition. Through an inquiry into the characteristics that define the human being and what ethical requirements constitute a good treatment, we define “Human Quality Treatment” as dealing with persons in a way appropriate to the human condition, which entails acting with respect for their human dignity and…Read more
  •  16
    The Practice of Networking: An Ethical Approach
    Journal of Business Ethics 90 (S4). 2009.
    Focusing on the virtue-ethics tradition, this article analyzes the practice of networking within the business context. First, it distinguishes three types of networking: utilitarian, emotional, and virtuous. Virtuous networking does not exclude utilitarian and emotional networking, but these latter forms should be practiced with reciprocity. It is argued that virtuous networking requires (1) acting with good faith, sharing honest goals, and participating in licit activities; (2) sharing informat…Read more
  •  26
    The duty to respect, protect and help the family rights is related very closely with the organization of work in the firm. This paper summarizes and illustrates, using mini-case studies, the relationship between the organization of work in companies and the family rights and duties of employees.
  •  28
    Integrating Ethics into Management
    Journal of Business Ethics 78 (3): 291-297. 2008.
  •  57
    Exploring the Principle of Subsidiarity in Organisational Forms
    Journal of Business Ethics 60 (3): 293-305. 2005.
    The paper starts with a case study of a medium-sized company in which a strong and successful change in the organisational form and job design took place. A bureaucratic organisation with highly-specialised jobs was converted into a new organisation in which employees became much more autonomous in managing their own work. This not only entailed new techniques and managerial systems but also a new anthropological vision. Bureaucratic rules were reduced, but not eliminated completely, and managem…Read more
  •  11
    Humanism in Economics and Business (edited book)
    with Martin Schlag
    Springer Verlag. 2015.
    The aim of this chapter is to reflect and provide a tentative answer to the question posited in the title. The first section provides a brief summary of the origin of that “humanism” typical of Modernity. The second section attempts to demonstrate the intrinsically individualistic and atheistic dimension entailed in this Modernist vision of man. In the third part, which can be considered the nucleus of this chapter, we present an exposition of how, from the basic characteristics of this “humanis…Read more
  •  8
    The “Freely Adaptive System”. Application of this Cybernetic Model to an Organization Formed by Two Dynamic Human Systems
    with M. Nuria Chinchilla and Marta López-Jurado
    Philosophy of Management 18 (1): 89-106. 2019.
    Management cybernetics has been in development since the 1960s, although its implementation has been relatively modest. Two of the best-known proposals are Beer’s Viable System Model and Steinbruner’s Cybernetic Theory of Decision. Both are homeostatic systems, inspired by living organisms. Professor Juan A. Pérez López argued that homeostatic systems are not fully appropriated for human beings, and proposed instead the “Freely Adaptive System” model to explain the dynamics of an organization fo…Read more
  •  5
    Religious Approaches on Business Ethics: Current Situation and Future Perspectives
    Ramon Llull Journal of Applied Ethics 6 (6): 137-160. 2015.
    The Business Ethics Movement began in the mid-1970s. For the first two decades philosophical theories were dominant, but in recent years an increasing presence of religious approaches, in both empirical and conceptual research, can be noted, in spite of some objections to the presence of religions in the business ethics field. Empirical research, generally based on psychological and sociological studies, shows the influence of religious faith on several business issues. Conceptual research inclu…Read more
  • A significant voice in encouraging the theoretical development and practical implementation of humanistic management is Pope Benedict XVI. In his Encyclical Letter Caritas in Veritate, published in 2009, he proposed a new humanistic synthesis to realign the economy with its social purpose. The aim of this book is to interpret, comment, and develop aspects of this Encyclical Letter which are significant for economic and business activity and contribute to humanistic management. The authors, speci…Read more
  •  47
    The View and Purpose of the Firm in Freeman’s Stakeholder Theory
    Philosophy of Management 8 (3): 3-13. 2009.
    Stakeholder Theory, presented by R. Edward Freeman, is a managerial theory which sees the firm as ‘connected networks of stakeholder interests’. The purpose of the firm in Freeman’s theory is ‘value creation and trade’ and ‘creation of value for each appropriate stakeholder’. This article argues that although ST presents important insights, its view of the firm is incomplete and its vision of the purpose of the business in society needs to be refined.
  •  39
    The Challenge of Humanistic Management
    Journal of Business Ethics 44 (1). 2003.
    According to the origin of the word "humanism" and the concept of humanitas where the former comes from, management could be called humanistic when its outlook emphasizes common human needs and is oriented to the development of human virtue, in all its forms, to its fullest extent. A first approach to humanistic management, although quite incomplete, was developed mainly in the middle of the 20th century. It was centered on human motivations. A second approach to humanistic management sprang up …Read more
  •  39
    Loyalty in Business: Subversive Doctrine or Real Need?
    Business Ethics Quarterly 11 (1): 11-26. 2001.
    Loyalty within the firm, though praised by some, is criticized by others. An analysis of the historical and current significance of theconcept of loyalty can aid in both understanding its critics and responding to them. Loyalty in the business world is generallyunderstood in three ways: i) transactional retention, ii) sentimental attraction, and iii) willingness to commit oneself. In the third type,the commitment to adhere to a person, cause, or institution may contribute to human flourishing an…Read more
  •  92
    Ethical education in accounting: Integrating rules, values and virtues (review)
    Journal of Business Ethics 57 (1). 2005.
    Ethics in accounting and ethical education have seen an increase in interest in the last decade. However, despite the renewed interest some important shortcomings persist. Generally, rules, principles, values and virtues are presented in a fragmented fashion. In addition, only a few authors consider the role of the accountants character in presenting relevant and truthful information in financial reporting and the importance of practical reasoning in accounting. This article holds that rules, va…Read more
  •  136
    The Firm as a “Community of Persons”: A Pillar of Humanistic Business Ethos
    Journal of Business Ethics 106 (1): 89-101. 2012.
    The article starts by arguing that seeing the firm as a mere nexus of contracts or as an abstract entity where different stakeholder interests concur is insufficient for a “humanistic business ethos”, which entails a complete view of the human being. It seems more appropriate to understand the firm as a human community, a concept which can be found in several sources, including managerial literature, business ethics scholars, and Catholic Social Teaching. In addition, there are also philosophica…Read more
  •  49
    Power, Freedom and Authority in Management: Mary Parker Follett’s ‘Power-With’
    with Josep Rosanas
    Philosophy of Management 3 (2): 35-46. 2003.
    Power is one of the key ideas in management, and so is the concept of authority. However, most studies on power are rather instrumental, dealing with the place of power in management, and how to achieve it. Less attention has been paid to the essential concepts of power and authority themselves in managementthought and how they have evolved. To clarify these concepts, and to better understand the notions of power and authority in management and their proper use in organisations, this paper goes …Read more
  •  19
    Introduction
    with Antonio Argandoña
    Journal of Business Ethics 44 (1). 2003.
  •  4
    Understanding Humanistic Management
    Humanistic Management Journal 1 (1): 33-55. 2016.
    Humanistic management is a people-oriented management that seeks profits for human ends. It contrasts with other types of management that are essentially oriented toward profits, with people seen as mere resources to serve this goal. This article reviews the historical development of humanistic management and the ever-increasing body of literature on the concept as well as the different meanings that scholars attribute to it. It then explores what form a genuine humanism might have by presenting…Read more
  •  9
    Re-thinking Capitalism: What We can Learn from Scholasticism?
    Journal of Business Ethics 133 (2): 293-304. 2016.
    The macro-level business ethics in Scholasticism contrasts with modern Anglo-Saxon Capitalism, which is very influential worldwide. Scholasticism, developed between the thirteenth and the mid-seventeenth centuries, deals with key elements of free market morality, including private property, contracts, profits, prices, and free competition. For over 500 years Scholasticism tried to understand economic phenomena and business activities and reflected on them from an ethical perspective. Scholastici…Read more
  •  42
    Organizational humanizing cultures: Do they generate social capital? (review)
    Journal of Business Ethics 45 (1-2). 2003.
    An organizational culture can be defined as "Organizational Humanizing Culture" if it presents the following features: (1) recognition of the person in his or her dignity, rights, uniqueness, sociability and capacity for personal growth, (2) respect for persons and their human rights, (3) care and service for persons around one, and (4) management towards the common good versus particular interests. Current findings and generalized experience suggest that an organizational culture with these fea…Read more
  •  27
    Facing the Crisis: Toward a New Humanistic Synthesis for Business (review)
    with Antonio Argandoña and Carlos Sanchez-Runde
    Journal of Business Ethics 99 (1). 2011.
  •  99
    Some virtue ethicists are reluctant to consider principles and standards in business ethics. However, this is problematic. This paper argues that realistic Personalism can be integrated into virtue-based business ethics, giving it a more complete base. More specifically, two principles are proposed: the Personalist Principle (PP) and the Common Good Principle (CGP). The PP includes the Golden Rule and makes explicit the duty of respect, benevolence, and care for people, emphasizing human dignity…Read more
  •  2
    The role of ethics in business -- Business in society : beyond the market and laws? -- Cultural diversity and international standards for business -- Ethics, at the core of the human action -- Individual responsibility and moral judgments in business -- Frequent ethical issues in business -- The purpose of the firm and mision-driven management -- Use and misuse of power -- Human virtues in leadership of organizations -- Ethics in organizational cultures and structures.