Organizational Humanizing Cultures: Do They Generate Social Capital?
An organizational culture can be defined as "Organizational Humanizing Culture" if it presents the following features: (1) recognition of the person in his or her dignity, rights, uniqueness, sociability and capacity for personal growth, (2) respect for persons and their human rights, (3)...
| Main Author: | |
|---|---|
| Format: | Electronic Article |
| Language: | English |
| Check availability: | HBZ Gateway |
| Journals Online & Print: | Drawer...
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| Fernleihe: | Fernleihe für die Fachinformationsdienste |
| Published: |
Springer
2003
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| In: |
Journal of business ethics
Year: 2003, Volume: 45, Issue: 1, Pages: 3-14 |
| Further subjects: | B
Social Capital
B humanizing business B ethical cultures B Organizational Ethics B Trust B Organizational Culture B Humanism |
| Online Access: |
Volltext (JSTOR) Volltext (lizenzpflichtig) |
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| 520 | |a An organizational culture can be defined as "Organizational Humanizing Culture" if it presents the following features: (1) recognition of the person in his or her dignity, rights, uniqueness, sociability and capacity for personal growth, (2) respect for persons and their human rights, (3) care and service for persons around one, and (4) management towards the common good versus particular interests. Current findings and generalized experience suggest that an organizational culture with these features tends to bring about trust and associability, which are basic elements for social capital (a sort of asset embedded in the relationships of individuals, communities, networks or societies). | ||
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