World Polarization in carbon emissions, potential conflict and groups: an updated revision

Typically, conflicts in world environmental negotiations are related, amongst other aspects, to the level of polarization of the countries in groups with conflicting interests. Given the predictable relationship between polarization and conflict, it would seem logical to evaluate the degree to which the distribution of countries – for example, in terms of their CO2 emissions per capita – would be structured through groups which in themselves are antagonistic, as well as their evolution over time. This paper takes the concept of polarization to explore this distribution for the period 1992-2010, looking at different analytic approaches related to the concept. Specifically, it makes a comparative evaluation of the results associated with endogenous multi-polarization measures (i.e. EGR and DER indices), exogenous measures (i.e. Z-K or multidimensional index) and strict bipolarization measures (i.e. Wolfson’s measure). Indeed, the interest lies not only in evaluating the global situation of polarization by comparing the different approaches and their temporal patterns, but also in examining the explanatory capacity of the different proxy groups used as a possible reference for designing global environmental policy from a group premise. JEL codes: D39; Q43; Q56. Key words: polarization; carbon emissions; conflict;

No Evidence for moral reward and punishment in an anonymous context.

Human social interactions are regulated by moral norms that define individual obligations and rights. These norms are enforced by punishment of transgressors and reward of followers. Yet, the generality and strength of this drive to punish or reward is unclear, especially when people are not personally involved in the situation and when the actual impact of their sanction is only indirect, i.e., when it diminishes or promotes the social status of the punished or rewarded individual. In a real-life study, we investigated if people are inclined to anonymously punish or reward a person for her past deeds in a different social context. Participants from three socio-professional categories voted anonymously for early career violinists in an important violin competition. We found that participants did not punish an immoral violin candidate, nor did they reward another hyper-moral candidate. On the contrary, one socio-professional category sanctioned hyper-morality. Hence, salient moral information about past behavior did not elicit punishment or reward in an impersonal situation where the impact of the sanction was indirect. We conclude that contextual features play an important role in human motivation to enforce moral norms.

Essays on the Economics of Conflict and Migration

Les conflits civils sont des événements dramatiques qui poussent les individus hors de leurs pays d'origine. Mais si l'émigration était elle-même une force pacificatrice? Dans les deux premiers chapitres, je me suis intéressée à l'impact de l'émigration sur l'incidence des conflits civils dans les pays d'origine. Tout d'abord, je construis un modèle théorique d'équilibre général, dans lequel le niveau de conflit d'équilibre est déterminé par la ratio de combattants dans l'économie. Dans ce modèle, l'émigration décourage les conflits en réduisant les gains d'une rébellion, tout en augmentant le coût d'opportunité des combats. La principale prédiction du modèle est que le conflit diminue avec le niveau du salaire étranger net des coûts de migration. Dans le deuxième chapitre, je teste cette prédiction empiriquement. En utilisant une variable instrumentale, je démontre que l'émigration vers les pays développés diminue l'incidence de guerres civiles dans les pays d'origine. Ces résultats prouvent qu'en ouvrant leurs frontières, les pays d'accueil pourraient contribuer à sauver des vies, aussi bien celles des migrants que celles des habitants restés dans leur pays. De plus, les conflits civils tendent à détruire des sociétés en traumatisant les personnes touchées, augmentant ainsi le risque des conflits futurs. Afin de mieux comprendre ce cercle vicieux et de pouvoir y remédier, le troisième chapitre détermine si les enfants ayant vécu la guerre ont une tendance à être plus violent que des co-nationaux nés après la guerre. L'analyse se concentre sur les demandeurs d'asile en Suisse : Cette population est intéressante puisque l'allocation des demandeurs d'asile entre cantons est aléatoire, ce qui prévient le choix d'un canton avec un taux de criminalité plus élevé. Les résultats démontrent un effet de traumatisme causé par la guerre augmentant ainsi le risque de criminalité dans la vie adulte. Cependant, l'analyse de politiques publiques montre que la mise en place de politiques judicieuses permet d'éviter les conséquences de l'exposition à la guerre. En particulier, en offrant aux nouveaux arrivants l'accès au marché de travail ainsi que des perspectives à long-terme, la Suisse peut éliminer complètement l'effet du traumatisme sur la criminalité.

The Impact of Supervisor's Advice, Codes of Conduct, Accountability and Moral Attentiveness of Individuals on Discriminatory Behaviour Against Immigrants.

Past studies on the personnel selection demonstrated that a supervisor's advice to discriminate can lead to compliant behaviours. This study had the aim to extend past findings by examining what can overcome the powerful influence of the hierarchy. 50 Swiss managers participated to an in-basket exercise. The main task was to evaluate Swiss candidates (in-group) and foreigners (out-groups: Spanish and Kosovo Albanians) and to select two applicants for a job interview. Main results were the effect of codes of conduct to prevent discrimination against out-group applicants in the presence of a supervisor's advice to prefer in-group members. But, when participants were accountable to an audience, this beneficial effect disappears because participants followed the supervisor's advice. The second aim was to assess if the difference in responses between participants was related to their difference in moral attentiveness. Results showed some significant relationships but not always in the direction expected.

Liderazgo y dirección de empresas en el s. XXI

Peer-reviewed

Exits - Pääomasijoittajan irtautumisvaihtoehtojen juridista tarkastelua

Pääomasijoittaminen on Suomessa verrattain uusi ilmiö. Tutkielman tarkoitus on ollut tarkastella pääomasijoittajan irtautumista kohdeyhtiöstä juridisesta näkökulmasta. Tutkielman ydin on ollut selvittää pääomasijoittamisen toimijoiden roolien ja niistä johtuvien intressien ristiriitojen vaikutusta irtautumiseen sekä sitä, miten intressiristiriitoja vähennetään erityisesti pääomasijoittajan näkökulmasta. Teoreettisena viitekehyksenä on käytetty päämies-agenttiteoriaa sekä teoriaa asymmetrisestä tiedosta ja moraalisesta uhkapelistä. Toisena tutkimusongelmana on selvitetty pääomasijoittamisen sijoittumista eri oikeudenalojen yhtymäkohtaan sekä luotu katsaus yleisesti pääomasijoittamista koskevaan lainsäädäntöön. Keskeisenä tavoitteena on ollut selvittää, aiheuttaako amerikkalaiseen sopimusmalliin perustuva sopimuskäytäntö ongelmia suomalaisessa juridisessa ympäristössä. Tutkimus on oikeustaloustieteellinen ja tutkimuskohteeseen on tutustuttu alan koti- ja ulkomaisen tutkimuksen ja kirjallisuuden lisäksi teemahaastatteluin. Tutkielman loppupäätelmä on, että pääomasijoittajan irtautumisen turvaamiseksi käytetään juridisesti tehokkaita menetelmiä, joista osakassopimuksen ehdot ovat ennemminkin ennaltaehkäiseviä kuin korjaavia. Intressiristiriitaa vähentämään käytetään myös kannustinjärjestelmä (osakeomistusta, optio-oikeuksia). Tutkimuksessa ei havaittu merkittäviä ongelmia amerikkalaisen sopimusmallin soveltamisessa suomalaiseen käytäntöön.

La defensa del comunal y de los usos colectivos, León (1800-1936): ¿una "economia moral"?

Peer-reviewed

Entrevista con Manuel Villegas sobre 'El error de Prometeo. Psico(pato)logía del desarrollo moral'

Entrevista con Manuel Villegas

La educación moral en la enseñanza obligatoria

Quien lea este libro, desde la introducción a las notas o quien conozca la trayectoria y ciertas publicaciones anteriores de su autor, sabrá que esta recensión ha sido escrita desde un lugar en el que la neutralidad y la imparcialidad resultan del todo improbables. La obra de Josep M.ª Puig objeto de la presente reseña tiene como referencia y marco de reflexión fundamentales los trabajos previos del GREM (Grup de Recerca en Educació Moral de la Universitat de Barcelona), equipo del que también forma parte el autor de esta reseña. Resulta asimismo que el autor de estas líneas hace más de veinte años que es amigo y colega del autor del libro. Y que, por si fuera poco, el autor del libro reconoce en su introducción una supuesta 'deuda especial' con el autor de la reseña. Con tales antecedentes, la credibilidad de esta recensión ha de quedar irremediablemente bajo mínimos. Por esta razón, voy a limitarme a señalar los defectos principales que a mi modo de ver tiene la obra.

Ikääntyvät työelämässä. Päihittääkö nuoruus ja koulutus aikuisuuden ja kokemuksen?

The Ageing in Working Life. Do Adolescence and Schooling Beat Adulthood and Experience? This study examines the changes in the work and the work organisations of employees in the fields of health care and retail trade who have turned 45 and their experience of change. In addition, the question of how ageing employees experience their status in post-modern working life is explored. Attention is also focused on the choices and decisions connected with staying at work and retiring. These views are examined in relation to professions and professional cultures. Thematic interviews (N=98) were used to gather the material. The effects of the market liberalistic turn in welfare policy are clearly seen in the everyday work of the health care professions. These changes were examined from the point of view of managing by outcomes and quality assurance, multi-professional cooperation, flexibility in the division of labour, and the spread of market-like procedures. The discourse of those in involved retail trade was dominated by extremely tight global market competition and control of outcomes, and by the structural changes taking place in the retail trade sector. This change discourse was to a large extent a reaction to those changes in the functional environment which were experienced as negative and to the conflict between their own professional identity and professional ethics on the one hand, and their functional environment on the other. There were also obstacles connected with professional culture: defending one's own station and power, guarding the 'frontier', showed up in attitudes towards new management and organisation models or towards structural and functional reforms. The deep structures of professional culture and the mindset of the actors change much more slowly than the functional practices of organisations. For those in a supervisory position, the loss of power due to becoming part of a chain or because of the introduction of a team organisation model was not an easy thing to accept. The nurses and others in related fields felt that they were forced to do work that was below their level of training and professional skill. For sales personnel and those who did assisting work in health care, power and the possibility of having an influence were not so important, as long as they were able to do their work in their own way and were trusted. This view is often completely forgotten, for example, in various organisation models in which power and the possibility of having an influence entwined with power are taken for granted as being clearly positive and desired aspects of job satisfaction. Up to date professional skills were experienced as being important from the point of view of professional identity and self-worth. Thus, training can be understood as a moral obligation, which in turn is intertwined with professional ideology. In the rhetoric of adult education, an adult is expected to be an active player who will seek training again and again if working life so requires. The dark side of this ideology, which leads to feelings of guilt, was apparent in the thoughts of the respondents. Am I never good enough at my job; why must I continually strive for better, additional qualifications? The majority of the respondents evaluated their expertise as being at quite a high level. This self-confidence did not extend to applying for a job. Job recruitment was seen as a situation in which age discrimination reached its peak. The interviewees were unanimous about the idea that society favours the young. Especially among those in the retail trade sector, there was a feeling that it would be difficult, if not impossible, to find a new job of the same level or a permanent post if they were made redundant. Age discrimination was also apparent in the retail trade field in the form of older employees being retired against their will or transferred to other tasks. It was felt that ruthless forced retirement of older workers was part of the personnel policy of some organisations. The importance of one's outward appearance was connected with the theme of discrimination. This phenomenon is described using the concept of the double standard of ageing in feminist research. An ageing woman is relegated to an inferior position due to both her age and her sex. A culture that would both make possible and allow various types of choices regardless of age, which is described as being characteristic of the post-modern era, does not seem to be very topical in the practice of working life. It is important for employees that the management and the personnel policy that is being implemented makes them feel like both their contribution and they as individuals are appreciated, that their opinions are listened to and that they are noticed as persons. The interviewees hoped for gratitude and a concern for the well-being of employees that shows in everyday life. They valued training and activities aimed at maintaining their work ability, but thought that better coping at work and a pleasant working environment cannot be achieved through such measures as along as the foundation is 'in a mess'. Development of the quality of working life is the only thing that can improve job satisfaction and get people to remain in the work force longer than at present. There should be a sufficient number of properly trained employees at the work place. It was important to the respondents that they be able to stay on their job to the end with honour, since compromising with their own quality standards or acting contrary to their ideal self-image in terms of professional ethics would strike a blow to their professional self-esteem. They called for the development of various types of workplace flexibility, and felt that they have the right to a lightened workload and to early retirement. Early retirement was even seen as an altruistic deed: it would free up a place for younger workers. Thoughts of retirements were explained by familiar factors such as health and finances, life situation, the enticement of free-time, as well as by various factors related to work. It is very important to ageing employees that their work has meaningful content. The values related to self-fulfilment are felt to be of great importance, and if they cannot be realised at work, the respondents wanted more free time, either through retirement or in the form of flexibility in working life.

Ètica per aixecar la Moral : Problemes ètics als serveis socials bàsics en temps de crisi

Els riscos ètics als serveis socials en temps de crisi es multipliquen i s’intensifiquen, però en essència no es tracta de riscos nous ni diferents dels que es podien produir en temps de bonança econòmica i social. No obstant, la cruesa del context dels serveis socials bàsics (freqüència de les situacions límit que s'han d'atendre, les qüestions internes i externes de la pràctica professional, el malestar i desencant dels professionals) pot suposar una oportunitat de visibilitat i prendre consciència d'aquests riscos ètics. A la vegada, l'anàlisi i l'abordatge d'aquest nou context des d'una perspectiva ètica pot suposar un antídot que permeti ressituar la pràctica professional (amb els seus límits, però també amb les seves possibilitats), millorar-ne la qualitat i la transparència, i, de retruc, trencar amb la dinàmica de cronificació de la insatisfacció i queixa professional. És a dir, la perspectiva ètica pot ajudar a aixecar la moral dels professionals. Així doncs, amb aquesta recerca pretenem assolir els següents objectius: Identificar els riscos ètics de la intervenció als serveis socials bàsics en relació als efectes i l'impacte de la crisi econòmica; analitzar els diferents riscos ètics identificats i efectuar propostes d'abordatge i minimització d'aquests riscos ètics

Conflicto, colaboración y consenso en la enseñanza de las ciencias sociales = Conflict, collaboration and consensus in the teaching of the Social sciences

This article suggests the study of the key concept of conflict as a means of implementing a critical and communicativecurriculum based on the study of relevant social themes. To this end we put forward the principal characteristics of thecritical/communicative curriculum. We offer a didactic proposal about conflict and explain the results of its application intwo Secondary Education classrooms