Eric Dent - Academia.edu (original) (raw)
Papers by Eric Dent
Proceedings - Academy of Management, Aug 1, 2023
Social Science Research Network, Oct 4, 2013
Doctoral education in the United States is nearing its 150th anniversary and doctoral education i... more Doctoral education in the United States is nearing its 150th anniversary and doctoral education in management is nearing its 75th anniversary. Such milestones occasion an examination of the current state of doctoral education, particularly in management, and a determination as to whether any aspects of doctoral education need rethinking. Certainly, the organizational environment of today is dramatically different from that of the 1850s and 1930s. This changed environment has implications both for the nature of doctoral education and for the study of management at the doctoral level. This chapter will also explore current trends in doctoral education as well as briefly allude to the specific examples of a few university programs. The primary emphasis of the chapter will be to present the Doctor of Management degree at the University of Maryland University College (UMUC) as a case study. The designers of this program endeavored to rethink all aspects of the traditional Ph.D. and, where necessary, make improvements. Atwell (1996) has called for multiple models of excellence, reflecting different but equally worthy educational missions. UMUC's intention is to develop a model that will become the benchmark doctoral degree for students who want to be scholarly practitioners rather than tenure-track faculty. If history is any predictor, models get "locked in" and are not easily changed in higher education; once such a model is formed it may influence doctoral education for over 100 years. The chapter will conclude with a series of ideas for exploration as educators continue to modify and improve doctoral education.
DOAJ (DOAJ: Directory of Open Access Journals), Aug 1, 2011
Proceedings - Academy of Management, Aug 1, 2018
Social Science Research Network, 2013
ABSTRACT
Social Science Research Network, 2013
Social Science Research Network, 2013
Proceedings - Academy of Management, 2016
Rand’s philosophy of objectivism has enjoyed a recent resurgence of interest in the United States... more Rand’s philosophy of objectivism has enjoyed a recent resurgence of interest in the United States, but little is known about how it is conceptualized in non-Western cultures and how it influences b...
Social Science Research Network, 2013
Social Science Research Network, 2013
Social Science Research Network, 2003
ABSTRACT
Social Science Research Network, Apr 8, 2017
This article utilizes the methodology of evidence-based research to address the research question... more This article utilizes the methodology of evidence-based research to address the research question: Can scholarly literature be extended to develop a positive approach that motivates students and increases the effectiveness of business ethics education? Positive business ethics is defined as an inspired commitment to build long-term personal, organizational, and societal success through the consistent pursuit of ethical business behavior. Unfortunately, the business ethics content integrated into business discipline textbooks is primarily focused on unethical behavior and short-term perspectives and is lacking relevant context of business disciplines, leaving business schools poorly positioned to address AACSB ethical understanding and decision-making learning outcomes standards. Fortunately, the foundations of a positive approach have begun to emerge. Positive business ethics education fundamentally asserts that business people’s roles in society have great worth and that ethical behavior is relevant to their career success. A balanced approach reframes ethical dilemmas into ethical opportunities, transforming career-motivated business students into ethical managers who create long-term value in their successful virtuous organizations. Integrating a positive approach to business ethics education across the business disciplines will improve educational effectiveness, add quality to business schools, prepare the next generation of ethical managers and leaders, enhance careers, add value to businesses, and benefit society at large.
Social Science Research Network, 1997
Journal of Management History, Apr 8, 2014
Purpose– The aim of this paper is to discuss the factors that influenced the establishment of mod... more Purpose– The aim of this paper is to discuss the factors that influenced the establishment of modern management into the pervasive force it is today. It briefly describes modern management and discusses the reasons for this gap in knowledge in such a critical area. The main analysis of the paper focuses on the following social ideas and influences that created the conditions for modern management to be formed and established: social Darwinism and religion, the rise of social science, the promise of the scientific method, and the perspectives of the business tycoons.Design/methodology/approach– This paper analyzes the prevailing trends of the late 1800 s to determine which had the greatest influence on the formation of modern management.Findings– This paper concludes that the greatest factors on the establishment of modern management were social Darwinism and the promise of the scientific method. These, then, provided the perfect environment for Frederick W. Taylor to become the embodiment and popularizer of modern management. Perhaps, surprisingly, Christianity had little influence.Originality/value– Now that the prevailing influences of modern management have been surfaced, scholars and practitioners can more effectively critique the current state of management and determine whether legacy assumptions and influences are still valid, or whether modern management should change in some way(s) to better reflect accurate assumptions and influences operative today. The anonymous reviewers of this paper have found this analysis to be provocative and challenging. They have also concluded that a single article cannot do justice to such an important, yet relatively unexplored area. Consequently, the authors hope that other researchers will also be provoked to join in this important task.
Social Science Research Network, Oct 29, 2016
Employees choosing careers with community-based non-profit human services organisations engaged i... more Employees choosing careers with community-based non-profit human services organisations engaged in meeting human needs expecting intrinsic satisfaction often find that the same care and commitment espoused in mission statements are not reflected internally as a commitment to employee satisfaction. These frontline workers are at risk of becoming disillusioned by increasing demands for compliance, internal and external disparities in salaries, unpaid work hours and difficulties in achieving outcomes. Using Herzberg’s two-factor theory as a framework, this article incorporates a systematic review of literature per the discipline of evidence-based research to examine the potential of applying non-monetary satisfiers to invigorate the human services workforce. The article, which includes recommendations for management, focuses on the environment for frontline workers and includes creating a flexible workplace as well as implementing best practices for intentionally engaging employees in decision making and problem solving. The article has global relevance for staff retention and job satisfaction issues.
Proceedings - Academy of Management, Aug 1, 2021
Social Science Research Network, 2018
This article discusses the primary ethical challenges and dilemmas in the workplace.
Social Science Research Network, 2013
Proceedings - Academy of Management, Aug 1, 2023
Social Science Research Network, Oct 4, 2013
Doctoral education in the United States is nearing its 150th anniversary and doctoral education i... more Doctoral education in the United States is nearing its 150th anniversary and doctoral education in management is nearing its 75th anniversary. Such milestones occasion an examination of the current state of doctoral education, particularly in management, and a determination as to whether any aspects of doctoral education need rethinking. Certainly, the organizational environment of today is dramatically different from that of the 1850s and 1930s. This changed environment has implications both for the nature of doctoral education and for the study of management at the doctoral level. This chapter will also explore current trends in doctoral education as well as briefly allude to the specific examples of a few university programs. The primary emphasis of the chapter will be to present the Doctor of Management degree at the University of Maryland University College (UMUC) as a case study. The designers of this program endeavored to rethink all aspects of the traditional Ph.D. and, where necessary, make improvements. Atwell (1996) has called for multiple models of excellence, reflecting different but equally worthy educational missions. UMUC's intention is to develop a model that will become the benchmark doctoral degree for students who want to be scholarly practitioners rather than tenure-track faculty. If history is any predictor, models get "locked in" and are not easily changed in higher education; once such a model is formed it may influence doctoral education for over 100 years. The chapter will conclude with a series of ideas for exploration as educators continue to modify and improve doctoral education.
DOAJ (DOAJ: Directory of Open Access Journals), Aug 1, 2011
Proceedings - Academy of Management, Aug 1, 2018
Social Science Research Network, 2013
ABSTRACT
Social Science Research Network, 2013
Social Science Research Network, 2013
Proceedings - Academy of Management, 2016
Rand’s philosophy of objectivism has enjoyed a recent resurgence of interest in the United States... more Rand’s philosophy of objectivism has enjoyed a recent resurgence of interest in the United States, but little is known about how it is conceptualized in non-Western cultures and how it influences b...
Social Science Research Network, 2013
Social Science Research Network, 2013
Social Science Research Network, 2003
ABSTRACT
Social Science Research Network, Apr 8, 2017
This article utilizes the methodology of evidence-based research to address the research question... more This article utilizes the methodology of evidence-based research to address the research question: Can scholarly literature be extended to develop a positive approach that motivates students and increases the effectiveness of business ethics education? Positive business ethics is defined as an inspired commitment to build long-term personal, organizational, and societal success through the consistent pursuit of ethical business behavior. Unfortunately, the business ethics content integrated into business discipline textbooks is primarily focused on unethical behavior and short-term perspectives and is lacking relevant context of business disciplines, leaving business schools poorly positioned to address AACSB ethical understanding and decision-making learning outcomes standards. Fortunately, the foundations of a positive approach have begun to emerge. Positive business ethics education fundamentally asserts that business people’s roles in society have great worth and that ethical behavior is relevant to their career success. A balanced approach reframes ethical dilemmas into ethical opportunities, transforming career-motivated business students into ethical managers who create long-term value in their successful virtuous organizations. Integrating a positive approach to business ethics education across the business disciplines will improve educational effectiveness, add quality to business schools, prepare the next generation of ethical managers and leaders, enhance careers, add value to businesses, and benefit society at large.
Social Science Research Network, 1997
Journal of Management History, Apr 8, 2014
Purpose– The aim of this paper is to discuss the factors that influenced the establishment of mod... more Purpose– The aim of this paper is to discuss the factors that influenced the establishment of modern management into the pervasive force it is today. It briefly describes modern management and discusses the reasons for this gap in knowledge in such a critical area. The main analysis of the paper focuses on the following social ideas and influences that created the conditions for modern management to be formed and established: social Darwinism and religion, the rise of social science, the promise of the scientific method, and the perspectives of the business tycoons.Design/methodology/approach– This paper analyzes the prevailing trends of the late 1800 s to determine which had the greatest influence on the formation of modern management.Findings– This paper concludes that the greatest factors on the establishment of modern management were social Darwinism and the promise of the scientific method. These, then, provided the perfect environment for Frederick W. Taylor to become the embodiment and popularizer of modern management. Perhaps, surprisingly, Christianity had little influence.Originality/value– Now that the prevailing influences of modern management have been surfaced, scholars and practitioners can more effectively critique the current state of management and determine whether legacy assumptions and influences are still valid, or whether modern management should change in some way(s) to better reflect accurate assumptions and influences operative today. The anonymous reviewers of this paper have found this analysis to be provocative and challenging. They have also concluded that a single article cannot do justice to such an important, yet relatively unexplored area. Consequently, the authors hope that other researchers will also be provoked to join in this important task.
Social Science Research Network, Oct 29, 2016
Employees choosing careers with community-based non-profit human services organisations engaged i... more Employees choosing careers with community-based non-profit human services organisations engaged in meeting human needs expecting intrinsic satisfaction often find that the same care and commitment espoused in mission statements are not reflected internally as a commitment to employee satisfaction. These frontline workers are at risk of becoming disillusioned by increasing demands for compliance, internal and external disparities in salaries, unpaid work hours and difficulties in achieving outcomes. Using Herzberg’s two-factor theory as a framework, this article incorporates a systematic review of literature per the discipline of evidence-based research to examine the potential of applying non-monetary satisfiers to invigorate the human services workforce. The article, which includes recommendations for management, focuses on the environment for frontline workers and includes creating a flexible workplace as well as implementing best practices for intentionally engaging employees in decision making and problem solving. The article has global relevance for staff retention and job satisfaction issues.
Proceedings - Academy of Management, Aug 1, 2021
Social Science Research Network, 2018
This article discusses the primary ethical challenges and dilemmas in the workplace.
Social Science Research Network, 2013