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In this chapter, we set out to demonstrate how organizational theory and analysis can benefit from the work of the distinguished philosopher Alasdair MacIntyre. In the first part of the chapter we show how MacIntyre's conception of how rival traditions may move towards reconciliation has the potential to resolve the relativist conclusions that bedevil organization theory. In the second part, we show how MacIntyre's ‘goods–virtues–practices–institutions’ general theory provides a framework for reconciling the fields of organization theory and organizational ethics. In the third part, we provide a worked example of these two strands to demonstrate the implications of MacIntyre's philosophy for organizational analysis. We conclude with a research agenda for a distinctively MacIntyrean organization theory.

Alasdair MacIntyre’s path-breaking book After Virtue launched him into a place of prominence in social and moral philosophy. Two central, and still relevant, themes are identifiable in the corpus of MacIntyre’s work. First, advanced modernity is in a perilous state because of the philosophical creation of the emotivist self. Second, virtue must be reclaimed if the crisis in moral philosophy is to be addressed and an institutional world worthy of what we are as human beings is to be built. MacIntyre’s heroic effort in this regard is a new presentation of a Thomistic Aristotelianism but he was not naïve about the chances of his project’s success. Emotivism has made it extremely difficult for a virtue perspective to even gain a hearing. MacIntyre proposed a way forward different from abstract theorising. He felt that at this point we could, and had to, learn how to act from accounts of exemplary lives. This chapter presents the wisdom of legendary basketball coach John Wooden as a contribution to aid in the recovery of virtue. The central claim being made is that it is long overdue that John Wooden should take his rightful place in the virtue tradition in ethics. This work gives John Wooden’s conception of leadership that flows from his understanding of virtue the attention it deserves. The examination of John Wooden’s life undertaken bridges virtue theory and leadership. Several other key elements of MacIntyre’s thought set the structure of the inquiry. The chapter begins with a biographical sketch of Wooden’s life because of the stress that MacIntyre places on tradition and narrative unity. The basis of Wooden’s reflection on virtue, the tradition informing his practical reasoning, is a selected canon of Western civilisation, its great literature and the Bible. The Midwestern values of hard work, honesty, faith, and caring for one’s family are also significant. MacIntyre places great emphasis on the need to understand the story of a life and, in particular, the need to understand how development was aided or hindered in childhood and what kind of apprenticeship into a practice was available. The singular influence John Wooden’s father had on his life is documented. The role that John Wooden’s teachers, coaches and mentors played in initiating him into the practice of coaching is reviewed. The experiential base for Wooden’s derivation of his emotionally healthy definition of success and his well thought out conception of the virtues is thus put in place. MacIntyre summarises the teleological structure of human life and the role of virtue in human flourishing by contrasting man-as-he-happens-to-be with man-as-he-should-be-if-he-realised-his-essential-nature. John Wooden’s Pyramid of Success identifies the combination of personal qualities and values, virtues, that fulfil MacIntyre’s second term, that are intrinsic to reaching one’s potential as a person. The 15 qualities Wooden gives – industriousness, enthusiasm, friendship, loyalty, cooperation, self-control, alertness, initiative, intentness, condition, skill, team spirit, poise, confidence, competitive greatness – are defined and illustrated. The rationale for the qualities and for their placement into a coherent whole is discussed. Basic elements of John Wooden’s leadership genius are then brought out. Leaders need to get the culture right, build cohesive teams, and be guided by a moral topline.

This chapter explores the ideas of Alasdair MacIntyre and Vaclav Havel and what these two thinkers can contribute to green political theory.

This chapter includes examination of some of the key works of Havel and MacIntyre and analysis of these works from the point of view of green political theory.

The section ‘Havel and the Imperative to “Live in Truth”: Dissent and Green Politics’ explores Havel’s thought with a particular emphasis on his ethicised notion of political action and critique (‘living in truth’) and his focus on the centrality of dissent (both intellectually and in practice) as central to political critique and action. The section ‘MacIntyre as a Green Thinker: Vulnerability in Political and Moral Theory’ offers an overview of MacIntyre interpreted as a putative green thinker, with a particular emphasis on his ideas of dependence and vulnerability. The Conclusion attempts to draw some common themes together from both thinkers in terms of what they have to offer contemporary green political thought.

What is presented here is introductory, ground clearing and therefore necessarily suggestive (as well as under-developed). That is, it is the start of a new area of exploration rather than an analysis based on any exhaustive and comprehensive knowledge of both thinkers.

This chapter offers some initial lines of exploration for scholars interested in the overlap between green thinking and the work of Havel and MacIntyre.

This is the first exploration of the connections between the works of Havel and MacIntyre and green political theory.

The purpose of this paper is to critiques corporate public relations from the perspective of philosopher Alasdair MacIntyre.

It uses an essay format.

The essay is critical of proposed “communitarian-style” initiatives to take advantage of what are referred to by some public relations theorists as “consumer communities”.

The essay details a more appropriate ethical approach to public relations by corporations.

This is the most extensive application of MacIntyre's ideas to public relations.

This chapter asks whether it is helpful to consider a profession to be a practice and to what extent this meshes with the idea that ‘profession’ is a moral concept. It examines MacIntyre’s concept of a practice as an activity that pursues internal goods, finds that MacIntyre’s articulation of the concept by itself is not enough to describe what it is to be a profession and seeks to supplement this with ideas from others, primarily Miller and Davis. This supplementation, however, still leaves open the question of the origin of a profession’s authority (or licence) to use what can be called the ‘dangerous knowledge’ that differentiates the work of professions from other occupations. For this, Veatch provides useful ideas.

How can public institutions achieve their goals and best nurture virtue in their members? In this chapter, I seek answers to these questions in a perhaps unlikely place: the television series The Wire. Known for its unflinching realism, the crime drama narrates the intertwined lives of police, criminals, politicians, teachers and journalists in drug-plagued urban Baltimore. Yet even in the thick and quick of institutional dysfunction the drama portrays, human virtue springs forth and institutions (despite themselves) sometimes perform their roles. I begin this exploration of The Wire by drawing on Montesquieu and other political theorists to evaluate the problems facing state institutions – problems of diversity and principle as much as selfishness and power-mongering. I then turn to the prospects for virtue within modern institutions, developing and applying the system of Alasdair MacIntyre and paying particular attention to the role of narrative in cementing and integrating virtue.

The notion of virtue ethics emphasises individual character as the key element of ethical thinking, which may in turn affect individual actions. There is, however, a lack of attention to this aspect in mainstream theories and practices of motivation in organisations. To address this gap, this chapter focusses on theory of intrinsic and extrinsic motivation, and argues that it may be integrated with the conceptual framework of virtue ethics proposed by MacIntyre at the individual and organisational levels. A change in value-orientation may also enable a focus on good work instead of a narrow focus on monetary rewards. This chapter reviews literatures on motivation and MacIntyre’s framework, and develops a conceptual model to integrate virtue ethics with motivation. At the end, some avenues for future research are discussed.

The aim of this paper is to show how storytelling and MacIntyre's virtue ethics theoretical schema can inform a new approach to management development and coaching. It also highlights the potentially collusive nature of a coaching relationship where there is an absence of broader research‐based input.

The approach has three stages: first, to sample what it means to lead reform implementation through managers' stories; second, to view those stories as passing on or coaching others in the virtues of the institution; third, to suggest an alternative approach to coaching which includes deepening managers' understanding about conflicting moral traditions, ideologies and discourses that often feature in their stories of change.

The capability to find a way through multiple and conflicting change initiatives appears to be enhanced when managers gain a deeper understanding of the antecedents of the different ideologies at play. It is argued that without the research input and stimulus to understand what is behind change policy, coaching could be submitting to disciplinary power (Foucault, 1980) where both coach and coachee are implicated in a collusive perpetuation of what Žižek calls a “narrative quilting of heterogeneous material into a unified ideological field”.

One suggested avenue for management development and coaching would be to build further on MacIntyre's notion that it is sometimes only through conflict that we learn what our ends and purposes are, with the question, “Of what [wider] conflicts is [my conflict] the scene?” (adapted from MacIntyre).

Purpose – The purpose of this paper is to present the background and an evaluation of a new health and social care leadership programme. Design/methodology/approach – The paper describes a three‐stage programme design methodology. First, participants were asked to narrate their stories of implementing change at a series of in‐depth interviews. Second, the dialogue was continued with these managers and others based around their stories of change to establish that their meanings of change and their support needs had been understood. Finally, their expressed needs and practical suggestions were analysed with the help of MacIntyre's virtue ethics schema. MacIntyre's schema was used for two reasons. First, because it is based on the notion of a narrative underpinning to social reality and to informing our moral standards, and second because strong resonance between the managers' narratives and the schema's underlying thesis of ethical conflict in modern institutions was found. Findings – The finding was that the programme exceeded expectations by influencing the participants' courage to lead change despite the complexity of their working environment. At the start of the programme many of the participants had reported feelings of powerlessness in face of central and local imperatives for reforms to their services. During the course of the six‐month programme their narratives changed from “mission impossible” to “mission possible”. Research limitations/implications – The main limitation is that this was a pilot study. However, the encouraging findings do support the view offered by Moore and Beadle that MacIntyre's thesis offers rich concepts for the furtherance of managerial and organisation studies and imply that a wider education programme based on this methodology and theorising would be worthwhile. Practical implications – The enthusiasm with which this pilot programme was received implies that public sector leadership education needs to pay more attention to narrative constructions of change, ethical conflict and engaging managers in concert with their constructed needs in the face of those conflicts. Originality/value – The study contributes a design methodology for health services leadership education informed by a narrative research methodology and a virtue ethics theoretical framework.