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This chapter presents an exposition of the Generalized Fechner–Thurstone (GFT) direct utility function, the system of demand functions derived from it, other systems of demand functions from which it can be derived, and its purpose and the econometric circumstances that motivated its original development. Its use in econometrics is demonstrated by an application to household consumer survey data which explores the relationship between prices, on the one hand, and expected exogenous preference changers such as household size, schooling of heads of household, and other social factors, on the other.

Anselm is perhaps best known for creating the grounded theory method with Barney G. Glaser. The Discovery of Grounded Theory was a cutting-edge book that fueled the qualitative revolution. I agree – strongly – with Norm Denzin and Yvonna Lincoln (1994, p. ix) that a qualitative revolution has taken place in the United States. The Discovery book arrived on the sociological scene at just the right time. Quantitative research had become systematic and quantitative researchers saw their work as “scientific.” The worship of a narrow conception of science abounded. By the time Anselm studied at Chicago, qualitative scholars had moved from life histories to case studies and established a rich ethnographic tradition that shaped Chicago School sociology in the 1940s. Yet, by the time Barney and Anselm wrote The Discovery of Grounded Theory in 1967, quantification was becoming entrenched as “the” sociological method. The ethnographic tradition was losing ground.

We examine the emotional lives of the loyal opposition: those who remain steadfast in their duty-oriented, deontological ethical commitment to their workplace organization, but are in conflict with the dominant, utilitarian ethical view emphasizing practicality and revenue. When one is an “outsider” or even an “outcast” due to their deontological ethics, this conflict between personal and organizational ethics can result in a wide variety of emotions ranging from fear and sadness to alienation, and even rarely, to joy. Using qualitative methods, we analyze interview and observational data sets from two distinct populations within different workplace organizations: non-profit human service workers and faculty members who teach ethics in business schools. In both data sets, negative and positive emotions were experienced by participants immersed in a workplace environment characterized by ethical conflict. Though tension between the deontological and utilitarian ethical positions generated powerful emotions among the employee populations, it was not necessarily detrimental to the organization and in fact seemed to have a constructive, steadying influence. Ethical conflict can be constructive, function to make an organization stronger, and contribute positively to organizational success. The likelihood of positive outcomes increases if the emotional work entailed is sufficiently recognized and addressed.

Laurel Richardson's academic autobiography from preschool to Professor Emerita.