Chris Provis - Academia.edu (original) (raw)

Papers by Chris Provis

This paper suggests that there is much more scope for academic work to be done on 'ethics' issues... more This paper suggests that there is much more scope for academic work to be done on 'ethics' issues in industrial relations. It is argued that ethical issues are neglected and that this is explained by a number of factors. These include some positivist and postmodernist views, and others that can be found generally in the social sciences but which in industrial relations are reinforced because the area involves conflict between groups: that fosters a political and relativist orientation. Some examples of ethical issues that merit analysis suggest that it might be possible and fruitful to overcome those various pressures.

Labor Studies Journal

Giving parties information about relevant norms and standards is often an important way in which ... more Giving parties information about relevant norms and standards is often an important way in which a mediator can promote agreement. However, that raises questions about mediators' objectivity and reliability. These questions have even greater force in the light of evidence about the influence mediators have in shaping the terms of an agreement. Those questions about mediator objectivity and reliability arise in even more acute form for med-arb, despite the evidence that it is more effective than straight mediation in promoting agreement. A solution is for norms and standards to be stated in publicly arbitrated test cases, To some extent the Australian system exemplifies that arrangement. Concerns about that may rest on traditional concerns about arbitration, but those concerns themselves may be less warranted where arbitration of some cases is complemented by mediation of others.

This paper considers relationships between moral judgment and social patterns, and how these noti... more This paper considers relationships between moral judgment and social patterns, and how these notions fit together in thinking about management ethics. Intuitive moral judgment is developed as an ability to recognise patterns embodied in social scripts, often scripts associated with particular social roles. Such scripts and role requirements often create genuine ethical obligations, based on requirements of beneficence and respect for others. Ethical action by managers in organisations typically requires exercise of intuitive judgment that is developed by experience, but guided by language and dialogue. This account has implications about the need for understandable organisational arrangements as a basis for ethical action by individuals, in a way that is reminiscent of the Confucian idea of 'Rectification of Names'. The implications of this idea are both that clear language ought to be used to define role requirements, and that we have obligations to meet such requirements. ...

Group conflict continues to be a salient issue. Problems that rational choice theory has in other... more Group conflict continues to be a salient issue. Problems that rational choice theory has in other areas are brought to prominence in group conflict, because the conflict often revolves around differences in people's positions and beliefs, not just around their interests. The fact that people's beliefs are closely associated with their group allegiances is the basis of some tactics of influence and manipulation. These tactics raise a variety of ethical concerns, ranging from concerns about hypocrisy to concerns about the harm they can do to individuals. The ethical issues cannot be resolved by rational choice theory, but will require us to address the ethical problems of reconciling belief commitments with commitments to peace and harmony. In last year's Presidential Address I tried to tie together some thoughts about ethics and dialogue in religion and public policy. I suggested that in the contemporary world it is important to consider ethical issues about group conflic...

Individuals, Groups, and Business Ethics examines ethical dimensions of our relationships with fa... more Individuals, Groups, and Business Ethics examines ethical dimensions of our relationships with families, friends and workmates, the extent to which we have obligations as members of teams and communities, and how far ethics may ground our commitments to organizations and countries. It offers an innovative analysis that differentiates amongst our genuine ethical obligations to individuals, counterfeit obligations to identity groups, and complex role-based obligations in organized groups. It suggests that often individuals need intuitive moral judgment developed by experience, reflection and dialogue to identify the individual obligations that emerge for them in complex group situations. These situations include some where people have to discern what their organizations' corporate social responsibilities imply for them as individuals, and other situations where individuals have to deal with conflicts amongst their obligations or with efforts by other people to exploit them. This b...

Journal of Business Ethics, 2015

The International Society of Business, Economics, and Ethics Book Series, 2014

ABSTRACT This chapter considers the situation of individuals in corporations whose social respons... more ABSTRACT This chapter considers the situation of individuals in corporations whose social responsibilities include sustainable policies and practices. It notes that to enable corporations to fulfil their responsibilities, individuals often have to deal with multiple conflicting ethical demands. In matters of sustainability, these often include matters of difficult judgment, including attention to new and sometimes unwelcome information. Resolution of conflicting moral demands may be possible through decisions that allow individuals to construct coherent personal narratives, but to do so involves reflection on beliefs and judgments as well as on words and actions. Personal integrity requires consistency amongst all those, even when such consistency requires us to assimilate unpalatable new information.

Issues in Business Ethics, 2012

ABSTRACT This paper develops ideas about the relationship amongst moral judgment, intuition and s... more ABSTRACT This paper develops ideas about the relationship amongst moral judgment, intuition and social practice, and the ways these notions fit together in thinking about management and virtue ethics. It is argued that ethical action by managers in organisations typically requires exercise of intuitive judgment that is developed by experience, aided by social exchange with others in a context of management practice. The paper also suggests that this account of judgment in virtue ethics is opposed in some important ways to rational choice theory and managerialism. These views’ undue focus on the ‘principal-agent problem’ pushes aside the possibility that managers need to be able to exercise discretion based on judgment that is based on experience and reflection and developed in a social context.

The SAGE Handbook of Human Resource Management, 2010

Rethinking Work and Learning, 2009

Social sustainability requires adult and vocational education to equip people for constructive di... more Social sustainability requires adult and vocational education to equip people for constructive dialogue with others who have different religious commitments. To equip people for such dialogue requires understanding of how it differs from scientific discussion, on the one hand, and from bargaining over interests, on the other hand. It is possible to understand religious difference as a sort of cognitive difference that resembles different ways of seeing, or different decision frames. If we understand religious difference in that way, it may be possible to develop educational tools that are as simple and straightforward as others that have been developed to equip people for bargaining over interests.

Argumentation, 2004

Argument is often taken to deal with conflicting opinion or belief, while negotiation deals with ... more Argument is often taken to deal with conflicting opinion or belief, while negotiation deals with conflicting goals or interests. It is often accepted that argument ought to comply with some principles or norms. On the other hand, negotiation and bargaining involve concession exchange and tactical use of power, which may be contrasted with attempts to convince others through argument. However, there are cases where it is difficult to draw a clear distinction between bargaining and argument: notably cases where negotiators persuade others through "framing" and cases where the aims of negotiation have to do with public assertion and acceptance. Those cases suggest that the distinction between negotiation and argument is not absolute, and this raises the question whether rules about what is acceptable in argument and rules about what is acceptable in negotiation can all be viewed as instances of more general common norms about human interaction.

Geoff had his employment terminated for declining to work on Christmas Day. This paper discusses ... more Geoff had his employment terminated for declining to work on Christmas Day. This paper discusses the effect that Work Choices had on his reinstatement options, and analyses different types of social decision-making that had or could have had effects on his situation. These range from market forces through political decisions to bargaining and official decisions informed by social research. The

Policy and Society, 2007

Several reasons can be identified which discourage issues from being defined as “ethical” issues ... more Several reasons can be identified which discourage issues from being defined as “ethical” issues in public policy making. One is the cost of resolving ethical issues, another is that it is harder to predict what the outcomes will be of argument and discussion about ethical issues, and a third is that identifying issues as ethical makes salient the prospect for

Negotiation Journal, 1996

Getting to YES has popularized the focus on interests rather than positions in negotiation. Howev... more Getting to YES has popularized the focus on interests rather than positions in negotiation. However, somelimes an emphasis on interests, to the exclusion of the positions of the parties, can be counterproductive. Among other issues, this article highlights difficulties stemming from: ambiguities in the meanings of the two words; the significant role that positions play in negotiation dynamics, particularly in communication and in intergroup bargaining; and negotiations that hinge partly on people's values and perceptions rather than interests.

Labour & Industry: a journal of the social and economic relations of work, 2009

... Labour & Industry. Volume 20 Issue 2 (2009). On the definition of work. Provis, Chris 1. ... more ... Labour & Industry. Volume 20 Issue 2 (2009). On the definition of work. Provis, Chris 1. Abstract: The idea of work is significant for a number of areas of theory and policy development. ... [cited 13 Dec 11]. Personal Author: Provis, Chris. Source: Labour & Industry, Vol. 20, No. ...

Journal of Industrial Relations, 2004

... Once again, some of the discussion is oriented toward US readers. For example, Budd discusses... more ... Once again, some of the discussion is oriented toward US readers. For example, Budd discusses how the New Deal industrial relations system, and its subsequent de-velopments, may be evaluated by reference to the typology he has developed. ...