Production and Productive Reason

Breen, Keith

doi:10.1080/13563467.2012.656081

Cited by 12 publications

(18 citation statements)

References 36 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…(cf. Breen 2007Breen , 2012Schwartz and Sharpe 2010; for similar arguments directly tied to structures and virtue ethics;or Schwartz 1982;Walsh 1994;Michaelson 2011;Michaelson et al 2014, for similar arguments in the context of meaningful work).…”

Section: The Importance Of a Systematic Treatment Of Organizational Smentioning

confidence: 99%

“…With Mintzberg (1983) we refer to this condition as the organizational structure. We believe that organizational structures make a difference with respect to the prospect of exercising and developing virtues in organizations (a belief we share with others-e.g., MacIntyre 1985, Jos 1988Luban et al 1992;Moore 2005a, b;Moore and Beadle 2006;Breen 2012;Beadle and Knight 2012;Weaver 2006). In fact, as some authors argue, some structures frustrate the exercise and development of our moral character (typically bureaucracies, cf.…”

Section: Introductionmentioning

confidence: 99%

“…MacIntyre 1985;or Tayloristic, ''technicist'' structures, cf. Breen 2007 while other structures may enable us to exercise and develop our moral character (as, for instance, discussed in Achterbergh and Vriens 2010; Moore and Beadle 2006;Beadle and Knight 2012;Schwartz and Sharpe 2010;Schwartz 2011;Breen 2012).…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Virtuous Structures

2016

View full text Add to dashboard Cite

To discuss moral behavior in organizations, a growing number of authors turn to a 'virtue ethics' approach. Central to this approach is the so-called moral character of individuals in organizations: a well-developed moral character enables organizational members to deal with the specific moral issues they encounter during their work. If a virtue ethics perspective is seen as relevant, one may ask how organizations can facilitate that their members can exercise and develop their moral character. In this paper, we argue that the way tasks are defined and interlinked (the organization's structure) has a profound influence on ''exercising and developing moral character''-it can enhance and frustrate it. In order to show how structures may support organizational members to exercise and develop their moral virtues, the paper first describes what it means to exercise and develop virtues in an organizational setting and what is required for it. Next, the paper sets out to explain how specific values on different structural parameters (formalization, decentralization, specialization, and unit grouping) at different structural levels (micro, macro, and network) relate to exercising virtues in organizations.

show abstract

Section: The Importance Of a Systematic Treatment Of Organizational Smentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Virtuous Structures

2016

View full text Add to dashboard Cite

show abstract

“…These concerns reflect many of the concerns articulated earlier regarding the response of business scholars to MacIntyre's work. The effort to promote technical education among workers addresses similar objections to Taylor's program of scientific management (1997), as identified by Breen (2012). But unlike Beadle's notion of a practice-embodying institution, Arizmendiarrieta's efforts at overcoming Taylorism were primarily concerned with promoting education (Meek & Woodworth 1990) and participatory governance practices, rather than recovering a craft or practice-based mode of production.…”

Section: The History Of Catholic Social Teaching and Participatory Gomentioning

confidence: 99%

The virtue of participatory governance: a MacIntyrean alternative to shareholder maximization

Bernacchio

Couch

2015

Bus Ethics Eur Rev

View full text Add to dashboard Cite

We draw on Alasdair MacIntyre's virtues, practices, and institutions schema to argue that employee participation in governance practices can play an important role in developing virtue. Whereas MacIntyre's schema has been most widely employed to understand how productive practices can cultivate virtue, we focus instead on the way that meaningful deliberation about the common good can provide experiences requiring employees to exercise the virtues. We then apply this theoretical framework to an analysis of the Mondragon Cooperative Corporation. Our analysis emphasizes the importance of participatory governance over employee ownership. Based on this analysis, we draw several implications for increasing participatory governance in a way that will prevent shareholder maximization from crowding out virtue, even in corporate contexts where productive activity itself does not provide a meaningful, virtue‐instilling experience.

show abstract

“…The ideal of personal autonomy appealed to here is concerned simply with the conditions of leading a self-governed life, and insofar as the resilient enjoyment of non-domination hinges on the satisfaction of these conditions, both Pettit and Hsieh would themselves seem committed to institutionally facilitating and promoting that ideal. As regards the potential for intrusiveness and oppression, there have been many instances of workplace institutional redesign -for example, Volvo's far-reaching innovations in its Uddevalla automotive assembly plant (Breen 2012) -motivated explicitly by the goal of increasing worker autonomy and self-direction, and few have posed a threat to anyone's basic liberties or rights, indeed quite the reverse. And even if commitment to the ideal of autonomy does, in the end, presume a particular vision of autonomous personhood, this vision is no more offensively perfectionist than the republican vision of independent citizenship, of carrying ourselves with dignity and interacting with our peers -whether they be ordinary citizens, state officials or managers -with confidence, looking them in the eye without feeling the need to avert our gaze.…”

Section: Resultsmentioning

confidence: 99%

Freedom, republicanism, and workplace democracy

Breen

2015

Critical Review of International Social and Political Philosoph

Self Cite

View full text Add to dashboard Cite

This paper explores the republican case for worker voice in economic enterprises based on the ideal of freedom as non-domination, and assesses its merits relative to two influential arguments for workplace democratization grounded on freedom understood as autonomy and selfdetermination. Two claims are advanced. The first is that the republican case for worker voice avoids difficulties associated with these two arguments. The second, however, is that the ideal of non-domination is insufficient, that an adequate understanding and defence of workplace democracy will also have to make significant reference to freedom understood as autonomy.

show abstract

Production and Productive Reason

Cited by 12 publications

References 36 publications

Virtuous Structures

Virtuous Structures

The virtue of participatory governance: a MacIntyrean alternative to shareholder maximization

Freedom, republicanism, and workplace democracy

Contact Info

Product

Resources

About