John Budd
John W. Budd is a university professor who researches and teaches about diverse aspects of work, employment, and related institutions (e.g., labor unions) from a multidisciplinary perspective drawing on scholarship in industrial relations, economics, law, sociology, psychology, ethics, theology, and other disciplines. Professor Budd has been at the University of Minnesota’s Carlson School of Management since 1991 where he is now the Industrial Relations Land Grant Chair and is chair of the Center for Human Resources and Labor Studies. He is a graduate of Colgate University and received M.A. and Ph.D. degrees from Princeton University. In addition to authoring several books, Professor Budd is the author of numerous journal articles, and the recipient of several teaching awards. He has also served as Director of Graduate Studies for Minnesota’s graduate program in Human Resources and Industrial Relations, one of the preeminent HR graduate programs in the United States.
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Books by John Budd
Each of these conceptualizations affects how work is understood, experienced, and analyzed. Individually, the conceptualizations fundamentally shape who and what is valued in society, perceptions of freedom and social integration, identity construction, evaluations of worker well-being, the legitimacy and design of human resource management practices, support for labor unions and labor standards, and how one serves God. When taken together, the ten conceptualizations replace the usual fragmentary approaches to understanding work with a comprehensive approach that not only promotes a deep understanding of work, but that also establishes the fundamental importance of work for the human experience. When we work, we experience our biological, psychological, economic, and social selves. Work locates us in the physical and social world, and thereby helps us and others make sense of who we are, while also determining our access to material and social resources. In thinking about work, our conceptualizations and understandings need to be equally rich, not only to better understand work, but also to value it and structure it in desirable ways that reflect its deep importance.
The multidisciplinary coverage of The Thought of Work should be of interest to scholars from across the social sciences, behavioral sciences, philosophy, and theology. Its accessible style makes it suitable for classroom use with students in sociology, economics, psychology, human resources, industrial relations, law, and other areas. Indeed, this book is accessible to anyone with an interest in work, whether they are human resources professionals, advocates or activists, policymakers, or individuals who simply work for living.
Invisible Hands, Invisible Objectives develops a fresh, holistic framework to fundamentally reexamine U.S. workplace regulation. A new scorecard for workplace law and public policy that embraces equity and voice for employees, as well as economic efficiency, reveals significant deficiencies in our current practices. In response, the authors-a legal scholar and an economics and industrial relations scholar-blend their expertise to propose a comprehensive set of reforms, tackling such issues as regulatory enforcement, portable employee benefits, training programs, living wages, workplace safety and health, work-family balance, security and social safety nets, nondiscrimination, good cause dismissal, balanced income distributions, free speech protections for employees, individual and collective workplace decision-making, and labor unions.
The U.S. system of workplace law and public policy is ripe for reform, but Invisible Hands, Invisible Objectives is not just another book that sketches a reform agenda. Invisible Hands, Invisible Objectives provides the much-needed intellectual foundation and scorecard for how we think about employment policy specifically, and economic policy more generally, and is distinctively structured around objectives rather than policy issues. These are important developments for anyone concerned with employment-related laws and public policies and are necessary precursors to any meaningful program of reform. The book, which also includes descriptions of the evolution and current state of U.S. workplace regulation, is suitable for classroom use with students in law, human resources, economics, and public policy.
SECTION I: Ethical Theory
CHAPTER 1— Moral Philosophy, Business Ethics, and the Employment Relationship
John W. Budd and James G. Scoville
CHAPTER 2—The Social Welfare Objectives and Ethical Principles of Industrial Relations
Bruce E. Kaufman
CHAPTER 3—Kantian Ethical Thought
Norman Bowie
CHAPTER 4—Non-Western Ethical Frameworks: Implications for Human Resources and Industrial Relations
James G. Scoville, John J. Lawler, and Xiang Yi
SECTION II: HRIR Applications
CHAPTER 5—Globalization and Business Ethics in Employment Relations
Hoyt N. Wheeler
CHAPTER 6—The Technological Assault on Ethics in the Modern Workplace
Richard S. Rosenberg
CHAPTER 7—The Ethics of Human Resource Management
Elizabeth D. Scott
CHAPTER 8—Ethical Challenges in Labor Relations
John T. Delaney
SECTION III: Ethics in Practice
CHAPTER 9—Ethical Practices in a Corporation: The Allina Case
Jonathan E. Booth, Ronald S. Heinz, and Michael W. Howe
CHAPTER 10—Ethical Practices in a Labor Union: The UAW Case
Linda Ewing
CHAPTER 11—The Critical Failure of Workplace Ethics
Gordon Lafer
Papers by John Budd
Whether as complements or substitutes, these four models provide the key frames of reference and ideologies for scholars and practitioners in human resource management and other areas related to the employment relationship. Unfortunately, these frames of reference and ideologies are frequently implicit rather than explicit in scholarship and practice. A greater shared understanding of all aspects of work can result if these models are made explicit. As illustrated in this chapter, these four models yield very different perspectives on key issues in human resource management. Depending on one’s frame of reference, human resource management practices, for example, can be seen as administrative mechanisms for implementing the dictates of the free market, essential strategies for creating productive employment relationships by aligning the interests of employees and employers, employer-driven initiatives that inadequately represent workers’ interests when they clash with employers’ interests, or manipulative managerial tools for shaping the ideology and structure of the workplace to favor employers over employees. Similarly powerful contrasts are also illustrated in this chapter for equality and diversity, labor unions, and the globalizing employment relationship.
Each of these conceptualizations affects how work is understood, experienced, and analyzed. Individually, the conceptualizations fundamentally shape who and what is valued in society, perceptions of freedom and social integration, identity construction, evaluations of worker well-being, the legitimacy and design of human resource management practices, support for labor unions and labor standards, and how one serves God. When taken together, the ten conceptualizations replace the usual fragmentary approaches to understanding work with a comprehensive approach that not only promotes a deep understanding of work, but that also establishes the fundamental importance of work for the human experience. When we work, we experience our biological, psychological, economic, and social selves. Work locates us in the physical and social world, and thereby helps us and others make sense of who we are, while also determining our access to material and social resources. In thinking about work, our conceptualizations and understandings need to be equally rich, not only to better understand work, but also to value it and structure it in desirable ways that reflect its deep importance.
The multidisciplinary coverage of The Thought of Work should be of interest to scholars from across the social sciences, behavioral sciences, philosophy, and theology. Its accessible style makes it suitable for classroom use with students in sociology, economics, psychology, human resources, industrial relations, law, and other areas. Indeed, this book is accessible to anyone with an interest in work, whether they are human resources professionals, advocates or activists, policymakers, or individuals who simply work for living.
Invisible Hands, Invisible Objectives develops a fresh, holistic framework to fundamentally reexamine U.S. workplace regulation. A new scorecard for workplace law and public policy that embraces equity and voice for employees, as well as economic efficiency, reveals significant deficiencies in our current practices. In response, the authors-a legal scholar and an economics and industrial relations scholar-blend their expertise to propose a comprehensive set of reforms, tackling such issues as regulatory enforcement, portable employee benefits, training programs, living wages, workplace safety and health, work-family balance, security and social safety nets, nondiscrimination, good cause dismissal, balanced income distributions, free speech protections for employees, individual and collective workplace decision-making, and labor unions.
The U.S. system of workplace law and public policy is ripe for reform, but Invisible Hands, Invisible Objectives is not just another book that sketches a reform agenda. Invisible Hands, Invisible Objectives provides the much-needed intellectual foundation and scorecard for how we think about employment policy specifically, and economic policy more generally, and is distinctively structured around objectives rather than policy issues. These are important developments for anyone concerned with employment-related laws and public policies and are necessary precursors to any meaningful program of reform. The book, which also includes descriptions of the evolution and current state of U.S. workplace regulation, is suitable for classroom use with students in law, human resources, economics, and public policy.
SECTION I: Ethical Theory
CHAPTER 1— Moral Philosophy, Business Ethics, and the Employment Relationship
John W. Budd and James G. Scoville
CHAPTER 2—The Social Welfare Objectives and Ethical Principles of Industrial Relations
Bruce E. Kaufman
CHAPTER 3—Kantian Ethical Thought
Norman Bowie
CHAPTER 4—Non-Western Ethical Frameworks: Implications for Human Resources and Industrial Relations
James G. Scoville, John J. Lawler, and Xiang Yi
SECTION II: HRIR Applications
CHAPTER 5—Globalization and Business Ethics in Employment Relations
Hoyt N. Wheeler
CHAPTER 6—The Technological Assault on Ethics in the Modern Workplace
Richard S. Rosenberg
CHAPTER 7—The Ethics of Human Resource Management
Elizabeth D. Scott
CHAPTER 8—Ethical Challenges in Labor Relations
John T. Delaney
SECTION III: Ethics in Practice
CHAPTER 9—Ethical Practices in a Corporation: The Allina Case
Jonathan E. Booth, Ronald S. Heinz, and Michael W. Howe
CHAPTER 10—Ethical Practices in a Labor Union: The UAW Case
Linda Ewing
CHAPTER 11—The Critical Failure of Workplace Ethics
Gordon Lafer
Whether as complements or substitutes, these four models provide the key frames of reference and ideologies for scholars and practitioners in human resource management and other areas related to the employment relationship. Unfortunately, these frames of reference and ideologies are frequently implicit rather than explicit in scholarship and practice. A greater shared understanding of all aspects of work can result if these models are made explicit. As illustrated in this chapter, these four models yield very different perspectives on key issues in human resource management. Depending on one’s frame of reference, human resource management practices, for example, can be seen as administrative mechanisms for implementing the dictates of the free market, essential strategies for creating productive employment relationships by aligning the interests of employees and employers, employer-driven initiatives that inadequately represent workers’ interests when they clash with employers’ interests, or manipulative managerial tools for shaping the ideology and structure of the workplace to favor employers over employees. Similarly powerful contrasts are also illustrated in this chapter for equality and diversity, labor unions, and the globalizing employment relationship.