Guest Editors’ Introduction:Human Dignity and Business

Abstract

ABSTRACT:After a brief historical introduction, three interpretations of dignity in relation to management theory and business ethics are elaborated: Dignity as a general category, Human Dignity as Inherent and Universal, and Human Dignity as Earned and Contingent. Next, two literature reviews are presented under the headings of “Dignity and Business Research” and “Dignity and Business Ethics Research.” The latter discussion identifies three subcategories of business ethics research involving human dignity: the role of dignity as a cornerstone for paradigmatic shifts, the role of dignity as the ‘ultima ratio’ for the protection of human rights, and the role of dignity in organizing business practices. The article concludes with summaries of the three articles chosen for this special section.

The Decent Work Questionnaire: Psychometric properties of the Italian version

“…It can be considered an exercise of "ethical sensitivity and awareness" (Winstanley & Woodall, 2000, p. 5). The DWQ could be a relevant assessment tool to evaluate human rights management at the workplace and overcome some deficits in management research and practice concerning business roles in society (Cragg et al, 2012) and its social outcomes (Pirson et al, 2016).…”

“…It has been considered an approach based on human rights and ethical issues because it expresses the need to view work as an integral part of human rights (Murphy & Vives, 2013;Sen, 2000;United Nations, 1948). The protection, promotion, and management of human rights at the workplace are a relevant topic for human resources professionals and one of the fundamental ethical issues in business today (Cragg, 2010;Greenwood, 2002;Pirson et al, 2016;Winstanley et al, 1996aWinstanley et al, , 1996b. The adoption of human rights declarations testifies the adoption of universal standards of ethics, provides evidence of respect for human rights in the businessstakeholder relations, and guides organizational behavior and human resources strategies, policies, and practices (Murphy & Vives, 2013;Schwoerer et al, 1995;United Nations, 1948).…”

In search of a fitting moral psychology for practical wisdom: Exploring a missing link in virtuous management

“…Instead, it values and builds upon the complexity and richness of human life, and specifically on what “growth in common” means, which constitutes the main challenge for making the firm a genuine community of people that includes all its stakeholders in the quest for the common good. With this in mind, future research aims to connect the IPS framework with debates surrounding personalist business ethics (Melé, 2009; Sison, Ferrero, & Guitián, 2018) and human dignity‐centered organizational theory (Beabout, 2012, 2013; Dierksmeier, 2015; Mea & Sims, 2018; Pirson, Goodpaster, & Dierksmeier, 2016; Ploum et al., 2018), as well as with its implications for reversing the degradation of management education (Khurana, 2010).…”

Estudio cualitativo del aprendizaje experiencial para equipos de trabajo organizacional/ Qualitative study of experiential learning for organizational work teams

“…Se descubrió que uno de los principales factores para el éxito de una organización es el talento humano, que incluye las personas y la forma como interactúan para crear el clima laboral; así mismo, las organizaciones pueden constituirse en el medio para que cada persona consiga sus objetivos (Chiavenato, 2017). El desarrollo humano en la organización, tiene un sentido hacia la productividad y hacia la dignidad humana, por esto el espacio laboral se torna significativo para los colaboradores cuando les posibilitan su trascendencia más allá de la ganancia económica, tal como lo plantean Martha Nussbaum y Amartya Sen, que así como Elton Mayo se han interesado por la humanización del trabajo (Pirson, Goodpaster y Dierksmeier, 2016).…”