Virtuous Social Responsiveness: Flourishing with Dignity

Dillon, Pamala J.

doi:10.1007/s41463-021-00104-2

Cited by 5 publications

(11 citation statements)

References 57 publications

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“…Protecting dignity is proposed as part of a bounded humanism archetype that accepts the inherent value of dignity as a given and develops processes reflecting basic protections (Pirson 2019). The fully humanistic archetype promotes dignity, expanding on protection by incorporating aspirations to actively contribute to dignity through organizational processes (Dillon 2021;Pirson 2019). Humanistic management focuses organizational study on the impact of organizations on humans and has been proposed as an alternative paradigm to the economistic model (Pirson and Lawrence 2010).…”

Section: Humanistic Management and The Dignity Frameworkmentioning

confidence: 99%

“…In organizational contexts, virtuous social responsiveness has been proposed as a humanistic extension of the social performance model. Aristotelian ethics and eudaemonic principles serve as the basis for the assumption that promoting dignity is a critical role in business (Dillon 2021). Engaging humanistic assumptions, stakeholders and partners in business are not viewed as a means to an end, to be used for some other purpose, but as a distinct entity worthy of dignity and well-being (Donaldson and Walsh 2015).…”

Section: Philosophical Realm Of Dignity: Ethical and Moral Conceptionmentioning

confidence: 99%

“…Engaging humanistic assumptions, stakeholders and partners in business are not viewed as a means to an end, to be used for some other purpose, but as a distinct entity worthy of dignity and well-being (Donaldson and Walsh 2015). Virtuous social responsiveness provides an ethical and moral perspective for intrinsic dignity as well as transcendent dignity as it incorporates the role of the virtuous leader and stakeholder culture in promoting dignity leading to flourishing for all (Dillon 2021).…”

Section: Philosophical Realm Of Dignity: Ethical and Moral Conceptionmentioning

confidence: 99%

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People Mattering at Work: A Humanistic Management Perspective

et al. 2021

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Humanistic management requires an expansion of economistic management to focus on flourishing for all at work through dignity and well-being. A dignity framework engaging the humanistic management perspective is used to explore mattering in organizational contexts. The framework acknowledges moral and spiritual levels of the human experience and incorporates transcendent and religious motivations, representing a more fully humanistic conception. Existential and interpersonal mattering are linked to various levels of the dignity experience at work, providing a practical way of understanding a highly philosophical concept. Implications of mattering at work for humanistic management research, theory, and practice are discussed. Dignity and mattering provide important, human-centered, relationally-oriented concepts to help us understand how people live and experience their lives at work.

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Section: Humanistic Management and The Dignity Frameworkmentioning

confidence: 99%

Section: Philosophical Realm Of Dignity: Ethical and Moral Conceptionmentioning

confidence: 99%

Section: Philosophical Realm Of Dignity: Ethical and Moral Conceptionmentioning

confidence: 99%

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People Mattering at Work: A Humanistic Management Perspective

et al. 2021

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“…Recognizing someone's dignity is necessary for increasing the well-being of an individual experiencing vulnerability (Hicks, 2011). Furthermore, a recently developed HM concept of virtuous social responsiveness (VSR) emphasizes the role of business in maximizing individual and collective well-being, and it incorporates the organizational approach to human dignity as part of efforts to create well-being in socially responsible ways (Dillon, 2021). While it highlights the importance of recognizing dignity, this paper extends the VSR concept and overall humanistic approach to human flourishing by suggesting that dignity-based approaches alone may fall short of developing a full spectrum of well-being by service organizations.…”

Section: Introductionmentioning

confidence: 99%

“…In contrast, we propose that a dignity-recognition and strength-based approach adopted by humanistic TSIs offers broader well-being outcomes and thus creates positive spillover effects for multiple stakeholders. This suggests that although dignity is a necessary dimension for creating well-being, as depicted in HM research (Dillon, 2021; Pirson, 2019), it is insufficient. It is also critical to consider how that person and their vulnerability are viewed by others (strength vs. deficit-based).…”

Section: Introductionmentioning

confidence: 99%

A dignity-vulnerability approach framework to maximize well-being outcomes by transformative service initiatives (TSIs)

Kabadayi,

Livne-Tarandach,

Pirson

2023

JSM

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Purpose This paper aims to explore how service organizations can improve the effectiveness of well-being creation efforts given the pressing societal issues and global crises. In this paper, the authors examine two essential dimensions (dignity and vulnerability approach) to develop a theoretical framework. This framework can be used to increase the effectiveness of well-being outcomes created by transformative service initiatives (TSIs) and minimize their negative unintentional consequences. Design/methodology/approach Drawing on social marketing and humanistic management literature, this paper develops a framework for TSIs based on whether human dignity is recognized or ignored and whether a deficit-based or strength-based approach to vulnerability is used. This framework explains different types of TSIs and provides real-life examples. Findings The framework developed in this paper discusses four different types of TSIs: (1) exclusionary, a deficit-based approach where dignity is ignored; (2) opportunistic, a strength-based approach where dignity is ignored; (3) paternalistic, a deficit-based approach where dignity is recognized; and (4) humanistic, a strength-based approach where dignity is recognized. The paper also identifies five pathways that service organizations could use to implement these approaches, including two traps (utility and charity) and three opportunities (resourcing, humanizing and full awakening) embedded within these pathways. Practical implications This paper provides examples of service industries and specific companies to exemplify the framework developed. Also, it discusses the well-being implications and potential well-being outcomes associated with each type of TSI. Social implications This paper offers a novel framework based on two dimensions that are relatively new to the service literature, i.e. dignity and vulnerability approach. This paper also highlights the importance of including these two dimensions in future service research. Originality/value This paper offers a novel framework based on two relatively new dimensions to the service literature: dignity and strengths-based approach. This paper also highlights the importance of including these two dimensions in future service research.

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Dignity, Humanistic Management, and the Process of Social Innovation

Islas-Calderón,

Vázquez-Maguirre

2024

Humanist Manag J

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Virtuous Social Responsiveness: Flourishing with Dignity

Cited by 5 publications

References 57 publications

People Mattering at Work: A Humanistic Management Perspective

People Mattering at Work: A Humanistic Management Perspective

A dignity-vulnerability approach framework to maximize well-being outcomes by transformative service initiatives (TSIs)

Dignity, Humanistic Management, and the Process of Social Innovation

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