In this paper, the notion of sustainability as a general regulative idea is distinguished from sustainable development as a more concrete concept leading to practical actions. After that, different economic meanings of sustainable development are discussed, and a concept of critical sustainability is proposed especially with respect to the problem of climate change. Maintaining critical crash barriers and bottlenecks presupposes, however, demanding, continuous improvements in energy efficiency.After discussing problems of decision theory in cases of uncertainty, which is constitutive for climate change, the links between intragenerational and intergenerational justice are analyzed, and by using Barry's notion of justice and Goodin's concept of vulnerability, two possible positions of the general idea of fairness inherent in sustainable development are presented. We conclude by shortly sketching the notion of sufficiency as an additional supplementary sustainability strategy in cases where efficiency improvements based on innovation are less than sufficient for securing the (energetic) fundaments of economic activity and human life.Zusammenfassung In diesem Artikel wird das Konzept der ''Nachhaltigkeit'' als regulative Idee von einer ''Nachhaltigen Entwicklung'' als prinzipiell handlungsleitendem Begriff unterschieden. Daran anschließend werden verschiedene
Diplom-Okonom Ulrich Fehr arbeitet als wissenschaftlicher Mitarbeiter an der TU Dresden.Dr. Hans G. Nutzinger ist o. Professor fUr Theorie offentlicher und privater Untemehmen an der Universitat Gesamthochschule Kassel.
Aspects of industrial relations and internal co-ordination have been a major topic of empirical research in the German business enterprise sector. In contrast, there are practically no empirical investigations into labour-management relations in third sector institutions. The largest share of this sector in Germany is represented by the two Christian churches with presently about 900,000 employees. According to the notion of church officials, labour-management relations in these institutions are characterised by a specific normative concept which emphasises a trustful co-operation of all employees in the mission of the church. The major concern of our research project focused on the question whether the specific conditions of employment within church institutions favour more hierarchical or more co-operative forms of co-ordination and how employees and employee representatives perceive the 'ideal of the community of service' (Dienstgemeinschaftsgedanke).The results of our research lead to the conclusion that church labourmanagement relations are characterised by a remarkable contrast between the participative or co-operative notion of the ideal of the 'community of service' and present forms of hierarchical co-ordination inside church institutions.
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