Recognition of human dignity through organizations: its applicability and actions toward it

Abstract

Dignity is a concept that lacks a precise definition (Lucas, Kang, and Li, 2013). It has been used in political, philosophical, legal, pragmatic, psychological, behavioral, and cultural perspectives, even as a fundamental idea in the Bible (Mattson and Clark, 2011; Rosens, 2012). While there are many writings about the concept of Human Dignity, there is no standard agreement on its conception (De Colle, Freeman, Parmar and De Colle, 2015). Hicks (2011) states that, by assuming that all humans have dignity, we are much more likely to solve our conflicts in a positive way. But what about the perception of dignity inside organizations? Is there a universal concept or guide that standardizes how to apply dignity in business? Melé (2009) stated that humanism in business requires treating every employee with respect, fostering an ethical climate, and endeavoring to provide working conditions that favor the employees’ psychological and physical well-being. The International Labor Organization, founded in 1919, sets labor standards, develops policies, and devises programs promoting decent working conditions for all. This mission reflects the belief that universal and lasting peace can only be accomplished if it is based on social justice. In 1974, the International Labor Organization (ILO) declared dignity to be a fundamental human right. The concept of dignity may arise from the universal vulnerabilities human beings experience throughout life, that people have individual dignity as the result of being human, and that people earn dignity through their actions (Pirson, 2014). Hicks (2011) defines dignity as is an internal state of peace that comes with the recognition and acceptance of the value and vulnerability of all living things; it is the feeling of inherent value and worth. Dignity is something that virtually all people desire (Mattson and Clark, 2011), but it is difficult to confirm that they can attain it. 9 Nevertheless, although there are extensive studies of humanism and dignity, a study that specifically examines the search for respect, promotion, and protection of human dignity in the Mexican workplace has not been conducted. Mexico ranks 45th for inclusion and economic development among 78 economies on the planet, according to the 2017 Growth and Inclusive Development Report (IDI) of the World Economic Forum. The EAE Business School (which specializes in business and management training) positions Mexico as an emerging economy. It offers benefits and has strengths, such as an attractive business climate, legal certainty, one of the largest networks of free trade agreements in the world, and highly developed industrial groups. Mexico is the second-largest economy in Latin America. Given these characteristics, it essential to carry out a study of this nature in a country like Mexico. There is a need for studies that examine how human dignity is being operationalized, which define what companies generate and how they generate it in terms of protecting and promoting Human Dignity. In this study, I look for new evidence to help future investigations and firms fulfill well-being and dignity during their daily operations. Companies must consider the human being as an important talent for their operations. I assume the following: 1. Dignity can be achieved, can be promoted, and can be protected (De Colle, Freeman, Parmar and De Colle, 2015; Pirson, 2020; Bolton, 2010; Sison et al, 2016; Forst, 2013; Kipper, 2015; NussBaum, 2006; Laswell and McDougal, 1992; Lucas, Manikas, Mattingly, and Cride, 2016) by Mexican companies. 2. Organizations care about individuals (Mattson and Clark, 2011; Hollensbe, Wookey, Hickey, George and Nichols, 2014; Brown, 1964; Bernthal, 1962; Mea and Sims, 2018). 10

3. Organizations preach dignity through diverse practices (Pirson, 2014; Lucas, Manikas, Mattingly, and Cride, 2016;Agassi, 1986; Laswell and McDougal, 1992). 4. There is a vacuum in the literature: How does dignity work, and how is it practiced in an organization? This question gives rise to the following research into how Mexican companies understand dignity. For this, the dignity model will be tested to visualize the concept of dignity applied directly to Mexican organizations and their organizational cultures. Those large company workers from the north of the Mexican Republic were considered because of their impact on the Mexican economy. Based on the previous questions and the approach to the problem regarding the lack of organizational dignity practices, the methodology, analysis, results, and conclusions were developed. The research project is presented in the following chapters: Antecedents, context, problematic, research question, justification, scope Chapter 1: Conceptual framework Chapter 2: Methodology Chapter 3: Analysis of the data Chapter 4: Results Chapter 5: Conclusions, theoretical contribution, practical contribution, and new research lines