Introduction to Dignity and Organization

Abstract

Humanistic management is a paradigm focusing on organizational practices that protect human dignity and promote human well-being. It differs from the economistic paradigm in that it embraces the distinction between goods that can be exchanged and those things in life that are priceless and cannot be (Pirson and Dierksmeier 2014; Pirson and Lawrence 2010). Kant would say the latter possess dignity and are intrinsically valuable (such as love, character, human rights), but these elements of life also escape the most prominent research paradigm we have in organizational contexts: the exchange paradigm. The humanistic management perspective as such challenges a foundational principle of modern organizational science: the focus on the market, efficiency and exchange. While the humanistic perspective clearly embraces the exchange perspective, it sees exchange as a reductionist approach to social and organizational science. The humanistic management perspective also questions one of the prevailing, paradigmatic pillars of what we organize for, by suggesting that the aim of organizing should be a contribution to the common good, or the creation of well-being. This aim contrasts with one of the primary organizational goals of the business world: material wealth creation, i.e. shareholder value. (Mele 2003; Pirson and Lawrence 2010).