Thanks to everyone who participated in Ethics Education Committee PDWs, Caucus, Consortia, and meetings in Atlanta! We’re in the process of assembling notes, slides, and resources to share. We are already thinking ahead to Chicago, so feel free to share your ideas!
When we interface as individuals, as citizens, or as representatives of institutions or organizations, we often encounter ethical dilemmas. As the description of this year’s conference theme suggests, we might need to navigate uncertain boundaries between insider and outsider status, and determine whose power is legitimate, whose voices are heard. We confront these questions whether we are teaching a class of culturally, racially (and politically!) diverse students, collaborating on research projects or articles, consulting with clients, or making decisions about an AOM activity. What is the right way, the ethical way, to handle our differences, so we can learn, study, or work together?
When we join AOM we commit to uphold the Code of Ethics, which offers some guidance about the necessity of standing for fair, respectful, inclusive practices when we find ourselves at the interface:
AOM members respect the dignity and worth of all people and the rights of individuals…AOM members are aware of and respect cultural, individual, and role differences, including those based on age, gender identity, race, ethnicity, culture, national origin, religion, sexual orientation, disability, language, and socioeconomic status, and they consider these factors when working with all people. AOM members try to eliminate the effect on their work of biases based on these factors, and they do not knowingly participate in or condone activities of others based upon such prejudices.
This year the Ethics Education Committee invites you to discuss common dilemmas and to consider ways to address them. Please join us, all are welcome! After the conference in Atlanta we plan to share what we learn in a series of posts on The Ethicist Blog.
Building a Culture Of Respect: Teaching and Conducting Research in a Complex World
Session Type: PDW Workshop
Program Session: 70 | Submission: 15995 | Sponsor(s): (D&ITC, GDO)
Scheduled: Friday, Aug 4 2017 10:00AM – 12:00PM at Hilton Atlanta in Galleria 1
Organizer: Janet E. Salmons, Walden U.
Organizer: David B. Zoogah, Xavier U.
Organizer: Louise Kelly, U. of La Verne
Organizer: Deborah Michelle Mullen, HealthPartners Inst./ U. of St. Francis
Teaching Ethics & Social Responsibility in a Conflicted World
Program Session: 178 | Submission: 16055 | Sponsor(s): (SIM)
Scheduled: Friday, Aug 4 2017 5:00PM – 6:30PM at Atlanta Marriott Marquis in Marquis M304
Organizer: Janet E. Salmons, Walden U. and Vision2Lead
Organizer: Lynn Wilson, Walden U. and SeaTrust Institute
Ethics Education Committee Open Forum on Ethical Scholarship
Session Type: Meeting
Program Session: 433 | Submission: 18158 | Sponsor(s): (AAA)
Scheduled: Saturday, Aug 5 2017 4:00PM – 5:30PM at Atlanta Marriott Marquis in Lobby L404
Ethics Education Committee Open Forum on Global Ethics for Business
Session Type: Meeting
Program Session: 469 | Submission: 18159 | Sponsor(s): (AAA)
Scheduled: Saturday, Aug 5 2017 5:45PM – 7:15PM at Atlanta Marriott Marquis in Lobby L404
UN Sustainable Development Goals: What Can We Do?
Session Type: Caucus
Program Session: 1823 | Submission: 15758 | Sponsor(s): (CAU)
Scheduled: Tuesday, Aug 8 2017 11:30AM – 1:00PM at Hilton Atlanta in Room 203
Organizer: Janet E. Salmons, Walden U.
Organizer: Mark Edward Meaney, U. of Colorado, Boulder
Presenter: Lynn Wilson, Walden U.
Growing Pains: Globalization and the Threats to Research Integrity
Threats to Research Integrity
Session Type: Caucus
Program Session: 2059 | Submission: 16581 | Sponsor(s): (CAU)
Scheduled: Tuesday, Aug 8 2017 3:00PM – 4:30PM at Hilton Atlanta in Room 203
Organizer: Joseph Lampel, The U. of Manchester
Organizer: Benson Honig, McMaster U.
In case you were wondering… we did not write that post about casinos! We were hacked! We are trying to diagnose the problem so hopefully you will not see any more oddball posts.
By Nancy Day, AOM Ombuds
Our jobs as faculty can be among the most satisfying – at least in terms of Hackman and Oldham’s (1975) Job Characteristics Model. We use a lot of different skills, often find our work meaningful, and we have a great deal of autonomy. BUT – our jobs can also be among the most stressful: publication pressures, student demands, and difficulties working with colleagues, both other faculty and administrators.
As members of the Academy of Management, you are fortunate to have resources to help you navigate conflicts and related issues. The AOM Ethics Ombuds Committee is composed of three members, all of whom are trained ombudspersons, who will try to understand your story, clarify your goals, help generate options that may resolve the issue, and assist you in planning your next steps.
As member of the International Ombudsman Association, we adhere to four Standards of Practice: Informality, neutrality/impartiality, independence, and confidentiality. In our last contribution to the Ethicist Blog, Ombuds Committee member Mary Sue Love covered neutrality and impartiality. Today, I’d like to describe confidentiality.
Confidentiality means we won’t divulge what you tell us to anyone, unless you give us permission to do so. Confidentiality is critical so that our “visitors” (the folks we’re trying to help) feel they can be candid and complete in telling their stories. Like all organizational Ombuds, we keep no records, so there’s nothing that will come up in any legal discovery process, should that occur. The only people who will know about your consultation with AOM Ombuds are you and us, unless you choose to tell someone else. Our confidentiality standard requires we neither confirm nor deny who’s consulted with us.
Confidentiality is critical so we can effectively help Ombuds visitors. Exceptions to it are very limited: If we believe there is “imminent risk of serious harm” to an individual or the Academy, we are obligated to report that to the appropriate person.
As Ombuds, our goal is that by telling us your story, you’ll have both a clearer understanding of the situation and some ideas about how to move forward in a positive direction. In our next few blog posts, we’ll explain the other Standards of Practice, independence and informality.
So if you want an avenue to confidentially try to resolve Academy-related issues, please contact us at firstname.lastname@example.org. You can find more information on the Academy’s Ethics webpage: www.AOM.org/ethics.
The news of the day filters into our classrooms. Students think about how they can reconcile the desire to address social ills and injustices with success in the business world. Those of us who teach are challenged to find productive ways to bring ethics into the conversation. Giving Voice to Values (GVV) offers a timely set of FREE resources for doing so and they are available online. Also see a recent Harvard Business Review article: Talking About Ethics Across Cultures by Mary C. Gentile, December 2016.
GVV is not about persuading people to be more ethical. Rather GVV starts from the premise that most of us already want to act on our values, but that we also want to feel that we have a reasonable chance of doing so effectively and successfully. This pedagogy and curriculum are about raising those odds.
Rather than a focus on ethical analysis, the Giving Voice to Values (GVV) curriculum focuses on ethical implementation and asks the question: “What if I were going to act on my values? What would I say and do? How could I be most effective?”
Here are some tips for discussing ethics and values in your classroom:
- Try using some GVV-style, post-decision-making case studies, that end not with a protagonist who has decided what is right and invite students to work together to craft, script and share effective action plans for getting the right thing done.
- Be sure to focus on cases that feature protagonists are various levels in the organization, not just the CEO, so the students can begin practicing how to create effective strategies right from the start.
- Provide opportunities for peer-coaching around the most promising scripts and action plans. See the “Guidelines for Peer Coaching” document in the GVV Case Collection at http://store.darden.virginia.edu/giving-voice-to-values
- Use the popular GVV exercise, “A Tale of Two Stories” as an introduction the approach, also available at http://store.darden.virginia.edu/giving-voice-to-values
GVV is being used all over the world– in over 970 business schools, businesses and other settings. This approach to leadership development was pioneered by Ethics Education Committee member Dr. Mary C. Gentile. GVV cases and materials draw on business practitioners’ experiences, as well as social science and management research.
by Gregory K. Stephens, Ph.D., AOM Ombuds
On occasion, when faced with knotty disputes, I have shared the issues with a long-time mediation partner (now retired) and asked for feedback and creative insight. Part of the reason those conversations were so valuable to me was because, though she was insightful, wise, and careful, she had (as we say in Texas) “no dog in the hunt.” That is, she was an independent resource, one who I could depend upon to be thoughtful and unbiased, and who would not be obligated to share my challenges with someone in authority.
This, at its core, describes the first of the Standards of Practice under which we operate as Ombuds for the Academy of Management — Independence. We are independent from other organizational entities, such as the Ethical Adjudication Committee. We do not hold other positions within the AOM that might compromise our independence. Within the constraints of the other IOA Standards of Practice, Confidentiality, Neutrality, and Informality (to be discussed in our next blog post) we have discretion over whether or how to act in response to an individual’s concern or trending issues of concern to multiple individuals. In short, we do not have pressures to reveal information or act in any obligatory way, outside of our concern for the individual.
In practical terms, what this means is that we can help our “visitors” navigate the policies and procedures of the AOM organization, see their issues through different eyes, explore different ways of handling their concerns, and even deal with both parties in a dispute (again, acknowledging and abiding by expectations for confidentiality, impartiality, and neutrality). Because we are independent from formal disciplinary mechanisms, we are not obligated to reveal information shared in conversations with our visitors, nor are we expected to share individually identifiable issues with others in the AOM hierarchy.
Independence of the Ombuds in any organization is important to avoid both the reality and appearance of divided loyalties. As Luis Piñero, University of Wisconsin-Madison Assistant Vice Provost for Workforce Equity and Diversity, said, “Ombuds cannot be seen as extensions of the power structure. If they are not perceived as independent, people may not seek them out.” Our whole goal is to help our visitors to find ways to resolve their concerns and disputes, with a goal of avoiding the blunt instrument of formal authority. Achieving that goal would be difficult or impossible without independence.
We (the AOM Ombuds) are here to help, and want to serve the dispute resolution needs of the members of the Academy of Management. We commit to abide by the Standards of Practice of the International Ombudsman Association, including independence, and the Academy of Management has likewise committed to those standards. If you have questions or if you are in need of our services, please reach out to us at Ombuds@aom.org.
MED members: Please join us for a very special evening at the Center for Civil and Human Rights on Saturday, August 5 from 7-10 p.m. as MED, in conjunction with OBTS, NDSC, and Pearson Education, host an AOM experience to remember. The Center, located in the heart of this year’s conference area, celebrates providing a space for visitors to “explore the fundamental rights of all human beings so that they leave inspired and empowered to join the ongoing dialogue about human rights in their communities.” We are excited to hold our reception in a place that respects and honors MED members from all backgrounds, and look forward to enjoying an evening of desserts and conversation with you all!
Voice and academia – when do we speak out?
In his classic work, Hirschman (1970) refers to ‘exit, voice and loyalty”, noting that the easier it is to leave an environment of discontent, the lower the voice. Voice, however, is more helpful, in that it explains decline. Of course, exit from AOM is a rather simple task, we do not have a monopoly on scholarly conferences or journals in management. Yet, recently, there was active and serious discussion including members mentioning leaving, boycotting, and resigning their AOM membership.
On Jan.27, President Donald Trump issued the now familiar executive order restricting and/or banning anyone from 7 different countries from visiting the USA. What followed, in addition to the subsequent court order cancelling this directive, was a stream of protests from various organizations, including Academic organizations, such as the APA, ASA, etc.. I have listed many of these responses at the end of this blog for your reference. In most cases, the language is explicit: restricting travel to individuals according to their national origin went against the values of many of these organizations, and their objection was unambiguous.
The ruling also challenged our own Code of Ethics at AOM:
The AOM ensures that attention is paid to the rights and well-being of all organizational stakeholders.
AOM members respect and protect civil and human rights and the central importance of freedom of inquiry and expression in research, teaching, and publication.
Worldview. Academy members have a duty to consider their responsibilities to the world community.
In their role as educators, members of the Academy can play a vital role in encouraging a broader horizon for decision making by viewing issues from a multiplicity of perspectives, including the perspectives of those who are the least advantaged.
Our own president, Anita M. McGahan, weighed in, but unfortunately, her letter lacked the robust character of many of the academies listed below. Rather, she attempted a ‘work around”, and I quote a few paragraphs as follows:
“First, the AOM is suspending the requirement of attendance as a condition of inclusion in the program at the Annual Meeting for those affected by the travel restrictions. All scholars whose work is accepted to the conference but are not able to enter the United States from travel-restricted countries will have access to sessions in which they are presenting through virtual means. Second, we will also share with you, via our website, the best information that we have about Visa application processes for those who want to attend. We encourage any member from the affected countries who wishes to attend but cannot because of travel restrictions to contact us so that we can work with you toward participation”
|“The vision of the AOM is to inspire and enable a better world through our scholarship and teaching about management and organizations. I encourage AOM members to double down on the scholarly agenda. Let us be more engaged, creative, and committed to scholarship and teaching on the issues of our day. Let us stand together in Atlanta in solidarity with our diverse membership as the world’s premiere association of management scholars and business-school professors. Academic integrity is our strength. Through our scholarly discussions and debate, we can find a way forward together. This is the AOM’s purpose and this cannot and will not change”.|
Many of members, including myself, wrote letters of protest to our president. We felt it important that AOM make a stand on this important issue. A healthy dialog subsequently ensued on numerous listservs. It turned out that Anita was constrained by AOM policies that would not allow AOM to take political stands.
The policy was: “The Academy of Management does not take political stands. Officers and leaders are bound by this policy and may not make publicly stated political views in the name of the AOM or through use of AOM resources.”
As a result, I was very pleased to note that AOM policy has changed – albeit subtly, our policy as follows:
The newly amended policy on political stands is: “The Academy of Management does not take political stands. Officers and leaders are bound by this policy and may not make publicly stated political views in the name of the AOM or through use of AOM resources. However, under exceptional circumstances, and with the consensual support of the Executive Committee and in consultation with the Board of Governors, the President is authorized to issue a statement on behalf of the AOM when a political action threatens the existence, purpose, or functioning of the AOM as an organization.” This policy is under embargo for 90 days.
I wish to thank Anita, the Board of Governors, our members who voiced concerns, and all the other members involved for their work in rapidly addressing this important issue head on, by acknowledging that under certain circumstances, voice is important.
While many of us are fortunately enough to live in a democracy, we also are members of a global community of scholars. We have seen what happens when communities of scholars fail to adequately rise up against measures that limit or constrain academic freedom. We need not look far to see this freedom being denied our colleagues in various places, at this very moment. There are times when making a political stand is necessary to meet challenges attacking the very substance of what we do as scholars. While these will hopefully be few and far between, it is important that we acknowledge our own responsibility for voice, least we have only to exit. If nothing else, modifying our rules has engendered more loyalty.
Statements from various associations follow: