Interactive & Lively: Ethics Events in Chicago

The AOM Ethics Education Committee believes that dialogue is critical. As scholars, we need to identify ethical dilemmas and figure out how to study them. As students, academics, and practitioners, we need to figure out how to interpret and act on ethical principles.  In both cases we must wrestle with implications for our own professional and personal lives.

We invite all members– including new and student members– to join us for meaningful discussions. After the conference, we will post the insights and practical strategies that emerge from these sessions.

eec-at-aom-2018

  • Integrity Meets Creativity:
    Keeping Honest in Academic Writing 

    PDW Workshop. Session Sponsor(s): (MED)
    Friday, Aug 10 2018 8:00AM – 10:00AM
    at Hyatt Regency Chicago in Gold Coast

    Moderator: Janet E. Salmons, Vision2Lead
    Presenter: Nancy E. Day, Member & Ombuds Ethics Committee Chair
    Presenter: Rebecca Wendy Frankel, Sage Publications Presenter: Rachel McCullagh Balven, Arizona State U.

    Academic writers must find a balance between presenting original work expressed in our own scholarly voices, and situating that work within the literature of the field. This classic challenge is made more difficult in the cut-and-paste digital age. The AOM Code of Ethics and guidelines for scholarly journals clearly discourage plagiarism. While it is essential to avoid plagiarism, this is a low standard for AOM members, who should be making significant contributions to the advancement of our field. This workshop will focus on promoting originality and honesty in research and writing. We will review intellectual property laws relating to copyright and image permissions that can trip up well-intentioned researchers who seek to publish their work. We will frame the discussion using the originality continuum (Salmons, 2007, in press http://bit.ly/2AEnIwb) that differentiates between writing that is unethical, such as plagiarized writing, and writing that is not only ethical, but creative and nuanced.

  • Ethics Forum — Giving Voice To Values: Being Ethical in a Conflicted World

    Sponsor(s): (AAA)
    Saturday, Aug 11 2018 4:00PM – 5:30PM
    at Hyatt Regency Chicago in Plaza A

    AOM Ethics Forum  Organizer: Janet E. Salmons, Vision2Lead
    Presenter: Mary Gentile, U. of Virginia Darden School of Business

    Giving Voice to Values (GVV) is an innovative approach to promoting a higher level of integrity in education and the workplace. Drawing on actual experience as well as scholarship, GVV fills a long-standing and critical gap in the development of values-centered leaders. 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 curriculum is about raising those odds. In this informal session, GVV founder and director Dr. Gentile will explain the rationale and principles behind this empowering approach to developing the ethical muscles – the skills and confidence – required to voice and act on our values.

  • Ethics Forum — The Internet Challenge to Publishing Ethics

    Sponsor(s): (AAA)
    Saturday, Aug 11 2018 5:45PM – 7:15PM
    at Hyatt Regency Chicago in Plaza A

    Organizer: Janet E. Salmons, Vision2Lead
    Presenter: Benson Honig, McMaster U.

    Publishing ethics evolved in the pre-Internet days. They are essentially a codification of best practice, where best practice reflects the publishing infrastructure of the time. Much as has changed. The Internet has made double blind reviewing more difficult. It poses challenges to authors as well as reviewers. Many conferences now demand that your paper has not presented in other conferences. Are you violating ethics if you present a version of your paper twice, to different audiences? Are you violating ethics if you present some of your results in a webinar, blog, or on social media? This open forum with current and former journal editors will offer the opportunity for a lively discussion about emerging ethical dilemmas for researchers who want to publish and present their work in-person and online.

  • Improving Grad Student Lives: Tools for When You Feel Powerless – Power Issues in AOM and Academia 

    Caucus
    Tuesday, Aug 14 2018 11:30AM – 1:00PM
    at Swissôtel Chicago in Rhone

    Organizers: Deborah M. Mullen, U. of Tennessee, Chattanooga and Rachel McCullagh Balven, Arizona State U.

    This caucus invites students and faculty to engage in a discussion about power issues inherent in graduate education, academia, and AOM. Using cases, the session will explore issue reporting, techniques for resolution, and tools for diffusing situations and self-care. Participants are encouraged to bring cases for discussion.

    Special thanks to the College of Business Ethics Education Initiative at Kansas State University for sponsoring events at this year’s conference!

PDW: Doing Diversity Research and Being a Diversity Scholar: Navigating Academic Careers

In addition to sessions and meetings convened by the Ethics Education Committee, we are pleased to share information about valuable sessions that address important aspects of the AOM Code of Ethics. See this series of posts about conference events.
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If you are attending the Academy meeting this year and interested in diversity scholarship, please consider joining this PDW. Members from all divisions are very welcome. Pre-registration is required for this session. Please contact the workshop organizer tania.jain@sbs.ox.ac.uk to obtain the approval code.
Scheduled: Friday, Aug 10 2018 11:00AM – 1:00PM at Hyatt Regency Chicago in Crystal B

Organizer: Tania JainU. of Oxford
Panelist: Ajnesh PrasadEGADE Business School
Panelist: Banu Ozkazanc-PanU. of Massachusetts, Boston
Panelist: Charlotte M. KaramAmerican U. of Beirut
Panelist: Doyin AtewologunQueen Mary U. of London
Panelist: Eddy S. NgDalhousie U.
Panelist: Regine BendlWU Vienna U. of Economics and Business
Distinguished Speaker: Stella M. NkomoU. of Pretoria
This PDW proposes a rare discussion on navigating the professional complexities that come with doing diversity research and being a diversity scholar, particularly in business schools. It offers a rare opportunity to get behind-the-scenes insights into the professional journeys and career histories of leading diversity scholars in management research today. It will facilitate dialogue on practical realities to begin, sustain, and advance a career as a diversity academic. Participants have a chance for collective reflection about the obstacles and the opportunities that confront their ‘doing’ of diversity scholarship and their ‘being’ as a diversity scholar. The PDW will also advance consideration on how business schools can better support diversity academics in more productive and meaningful ways beyond tokenistic attention. We will discuss the various ways in which our departments’ political climate affects our membership, citizenship, and career advancement and how we can better engage to improve it. The PDW will be particularly useful for advanced doctoral students and early career researchers as they can witness a wide spectrum of possible career paths through the journeys of several role models who blazed the trail to become accomplished scholars in the field.

EEC at AOM in Chicago

Join us! Get involved! 

​​PDW: Behavioral Ethics Research

This post is part of an invited series, in an effort to share ethics-related opportunities, news, and projects lead by AOM Divisions, Committees, and members.
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Session #313, Title: “Behavioral Ethics Research: A Third Annual Pecha Kucha Springboard and Networking Session.”  Saturday, August 11, 2018 10:45 AM – 2:45 PM. Location: Sheraton Grand Chicago, Sheraton Ballroom II & III.

Organizers:
Niki den Nieuwenboer (U of Kansas)
Marie Mitchell (U of Georgia)
Linda K. Treviño (Penn State)

The field of behavioral ethics examines the causes and consequences of ethical and unethical behavior within organizations. Buoyed by the organizational scandals that continue to come to light, the field is attracting ever more research interest and is starting to diversify in its theoretical foundations and methodologies. Thus, the behavioral ethics community attracts individuals from a broad range of backgrounds and divisions within the Academy of Management.

To enable the behavioral ethics research community to continue to grow and prosper, for the third consecutive time, we are organizing a PDW that offers a platform for all those interested in (un-)ethical behavior within organizations to congregate, mingle, and exchange research ideas. The first half of the PDW features eight timed 5-minute Pecha Kucha style presentations by established and more upcoming scholars in the field. These presentations highlight a broad range of ideas that the presenters believe will push the field forward. The presentations will be followed by a stimulating plenary discussion.

The second half of the PDW will feature nine roundtable topical discussions, hosted by two to three behavioral ethics experts per table.

While all are welcome to attend the first part of the PDW, we ask those who are interested in also attending the round table discussions to register ahead of time, as we only have limited space per table. There are still a few spots left; so if you are interested please email us at niki@ku.edu.

Presenters and experts:
Bruce Avolio (U of Washington)
Max Bazerman (Harvard)
Jon Bundy (Arizona State U)
Katy DeCelles (U Toronto)
Rellie Derfler-Rozin (U of Maryland)
Ryan Fehr (U of Washington)
Rob Folger (U of Central Florida)
Michelle Gelfand (U of Maryland)
Maryam Kouchaki (Northwestern)
Celia Moore (Bocconi)
Tyler Okimoto (U of Queensland)
Mike Pfarrer (U of Georgia)
Lamar Pierce (U of Washington St. Louis)
Ann Tenbrunsel (Notre Dame)
Elizabeth E. Umphress (U of Washington)
Abhijeet Vadera (Singapore Management U
Marius Van Dijke (RSM Erasmus U).

 

 

The Damage Our Stories Can Create

Gregory K. Stephens, Ph.D., AOM Ombuds Committee

Consider the self-fulfilling prophecy and the role of assumptions and stories in this cycle; two people work together productively for many years, collaborating on a variety of scholarly works. After a while, though, one of them is interviewed for a podcast, and refers to their work as “my” work, and uses “I” in response to the interviewer’s questions. The other, hearing this seemingly selfish appropriation of their collaboration, begins to wonder whether her collaborator really respects her contributions. That doubt, and the subsequent questions about mutual respect, begins to take root in her mind. Concerned that her collaborator may have ulterior motives, she begins to withhold certain ideas, worried that he might take them for his own. He, in turn, begins to wonder why she is suddenly and seemingly less creative and less interested in the collaboration they once enjoyed. It doesn’t take long before they both start looking elsewhere for professional collaboration and stimulation, and a promising and productive relationship begins to die.

Any attorney or police officer will tell you that most people make terrible eye witnesses. Why? Because we rarely have all the facts, but in the same way that nature abhors a vacuum, our minds abhor an incomplete understanding of a situation. So, we intuitively generate stories (we in the social sciences would call them hypotheses) to fill in the gaps. The problem lies in that, all too often, we believe those stories as if they were fact. And unlike the hypotheses we generate in our research, because we think of them as facts, we don’t explore them or test them to find out if they are accurate. Not surprisingly, difficulties inevitably follow.

As Ombuds, an important part of our role and function is to help our visitors to differentiate between fact and story, challenge their stories, explore plausible alternatives, and then determine ways to discover whether and which stories might be true. A key element of this process is to move away from accusation and toward curiosity. Simply differentiating story from fact, and acknowledging that the story might not be true, is often enough to replace pain and accusation with curiosity, leading to questions rather than recriminations.

Strong relationships, whether professional or personal, necessarily require a certain forbearance, a willingness to think of the other with tolerance rather than leaping immediately to the worst possible story when confronted with what seems like ill behavior. Yes, there is risk in that stance, but without it, the risk of unhealthy or sundered relationships may be even greater.

The following passage is attributed to the Buddha: “If you propose to speak, always ask yourself, is it true, is it necessary, is it kind.” As Ombuds, we would suggest that if the answer to the first question is “possibly not,” then your attitude should properly be one of curiosity, and your subsequent actions should be built around healthy dialogue. With that mindset, many of the issues that come our way each year would quite likely be resolved without the need of a neutral third party.

So, what are your stories about those with whom you work?

Leading Ethically Through Diversity and Inclusion Policies

Guest Post from Kristine D. Jones-Pasley, Ph.D.

From the AOM Code of Ethics: 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.

We know that a hot topic for many organizations is the creation of a diverse and inclusive work endiversity at workvironment. Organizations tend to focus on gender and race when it comes to the topic of diversity; however, diversity is much more. Let’s focus on diversity as it relates to people with disabilities (PWD).

According to the Bureau of Labor Statistics (BLS) (2017), the unemployment rate in 2016 for PWD was 10.5% vs 4.6% for people without disabilities (para. 1). BLS (2017) stated that the unemployment rate for PWD “was little changed from the previous year” (para. 1).

We need to look at these numbers in context, the BLS report information comes from the Current Population Survey, which surveys 60,000 households on employment statuses in the United States. The information is voluntary and from their data BLS determined that the majority of those surveyed with a disability were over the age of 65. This information leads to several questions:

  • Are those younger than 65 hesitant to acknowledge their disability?
  • If they are hesitant, why?
  • How many in the workforce are hiding their disability?

I want to touch on the last question. How many in the workforce are hiding their disability? This one question leads to a host of several questions regarding leadership and organizational culture. When we think of disability we tend to think of visible disabilities; however, there are a number of individuals who have non-visible disabilities.

Think about your team, how many do you know suffer from chronic depression? Diabetes? Heart disease? Migraine headaches? These are just some of the impairments that are covered under the Americans with Disabilities Act (ADA). Can you also see why some individuals do not self-identify as having a disability?

Continue to think about your team. Do you have someone on your team that has used a lot of leave in large blocks due to a mysterious illness. Do you have someone on your team that takes several breaks throughout the day to walk around, in the restroom, in their car, etc.?

Have you as a leader and your organization in general, created an environment where team members feel comfortable reporting that they are facing challenges? Are you currently “watching” a member of your team for one more strike so that you can release them from the company? If you knew that they had a disability would you change your mind about releasing them from the company? If you knew that your top employee had two heart attacks, would this change your opinion of the person and their value to the organization?

Legally, you could release the person from the organization if they are missing large amounts of time or taking a lot of breaks. Ethically, should you do it if mitigating circumstances are presented?

Conduct an audit on your organizational diversity and inclusion initiatives. What is in place regarding reasonable accommodations for PWD? How many leaders/managers/supervisors/team leads have self-identified as having a disability? Although organizations state that they are open to diversity and inclusion, many do not have the initiatives in place to support these statements.

If you are unsure of how to start a diversity and inclusion initiative, join me for the webinar: Defining Diversity and Inclusion for Your Organization.

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LIVE!! Diversity and Inclusion Webinar

Title: Defining Diversity and Inclusion for Your Organization

This webinar provides actionable first steps in creating a diversity and inclusion initiative for your organization.

Date: Wednesday, November 15, 2017

Time: 2 PM ET/1 PM CT/12 PM MT/11 AM PT

Audience: Leaders, managers, supervisors, change makers, and human resources professionals.

Register at: https://www.crowdcast.io/e/definingdi

This webinar is limited to 50 people, register now and save your seat. Those who attend will have access to the recording for two weeks.

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References:

Bureau of Labor Statistics. (2017, June 21). Economic news release: Persons with a disability: Labor force characteristics summary. Retrieved from https://www.bls.gov/news.release/disabl.nr0.htm