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Oxfam America, a nongovernmental organization providing grant assistance to organizations fighting hunger, poverty, and their causes, was engaged in a new strategy formulation process, led by its new president.

Many global companies believe they have a moral duty to respond to the world's problems but are unsure how to do that and still pursue a reasonable profit for their shareholders. Ryuzaburo Kaku, honorary chairman of Canon, the Japanese technology company, suggests that companies consider kyosei, a business credo that he defines as a "spirit of cooperation" in which individuals and organizations work together for the common good. Kyosei, Kaku claims, has helped Canon make a significant and positive impact on many world problems as the company has grown to become one of the world's preeminent innovators and manufacturers of technology.

What is the appropriate role for business to play in a capitalist society? In analyzing responses to this question, this note distinguishes two separate dimensions. The first involves the distinctive objective of business as a social institution, considers the pros and cons of profit maximization as well as alternatives to profit maximization such as putting the customer or the employee first, stakeholder theory, and the corporation as a public service entity. It then considers a second dimension, the appropriate moral constraints on business's pursuit of its objectives. On this dimension, the note considers minimal strategic compliance, libertarian structures against force or fraud, the law, social norms, and independent standards of moral behavior.

When does a group have responsibility for the well-being of an individual? And what are the differences between the ethics of the individual and the ethics of the corporation? Those are the questions Bowen McCoy wanted readers to explore in this HBR Classic, first published in September-October 1983. In 1982, McCoy spent several months hiking through Nepal. Midway through the difficult trek, he encountered an Indian holy man, or sadhu. Wearing little clothing and shivering in the bitter cold, he was barely alive. McCoy and the other travelers immediately wrapped him in warm clothing and gave him food and drink. A few members of the group broke off to help move the sadhu down toward a village two days' journey away, but they soon left him in order to continue their way up the slope. What happened to the sadhu? In his retrospective commentary, McCoy notes that he never learned the answer to that question. On the Himalayan slope, a collection of individuals was unprepared for a sudden dilemma. McCoy asks, how do organizations respond appropriately to ethical crises?

At a time, in the early 1980s, when Peru is wracked by leftist terrorism and hampered by weak central government, the Foundation for the Protection of the Environment (FPCN), founded by a group of Peru's leading biologists, becomes a vehicle through which international environmental organizations act to protect the diverse and unspoiled world of Peruvian Amazonia. FPCN convinces a government troubled by more immediate threats that this non-governmental organization should effectively take on the management of many of the country's more than 40 protected areas. But when a new Peruvian government, led by President Alberto Fujimori, makes clear that it wants to take back such traditional public roles, FPCN must find a new role for itself. Its task is complicated by a lack of overhead funds from its donors which has led to a substantial deficit. Its leadership examines its board structure and membership as part of the strategic planning which it undertakes. HKS Case Number 1375.0

At a time, in the early 1980s, when Peru is wracked by leftist terrorism and hampered by weak central government, the Foundation for the Protection of the Environment (FPCN), founded by a group of Peru's leading biologists, becomes a vehicle through which international environmental organizations act to protect the diverse and unspoiled world of Peruvian Amazonia. FPCN convinces a government troubled by more immediate threats that this non-governmental organization should effectively take on the management of many of the country's more than 40 protected areas. But when a new Peruvian government, led by President Alberto Fujimori, makes clear that it wants to take back such traditional public roles, FPCN must find a new role for itself. Its task is complicated by a lack of overhead funds from its donors which has led to a substantial deficit. Its leadership examines its board structure and membership as part of the strategic planning which it undertakes. HKS Case Number 1376.0

Faced with the need to dispose of an offshore oil storage installation, the Royal Dutch Shell Corporation develops what it believes is a straightforward and sensible plan: to dump the oil platform deep in the ocean, 150 miles off the northwest coast of Scotland. Doing so avoids a number of problems, including potential environmental threats involved with transporting it and otherwise disposing of it. The British government agrees but the unprecedented plan sparks outrage among environmental groups. HKS Case Number 1369.0

The end of the apartheid government in South Africa signals myriad changes in that society -- including a basic examination of how government should regulate philanthropic and nonprofit, Nongovernmental organizations. Such groups fell into two major categories -- traditional charities, most of which were formally organized, and community-based organizations, some of them informal, which had been part of the vanguard of apartheid opposition. When the post-apartheid government drafts legislation to oversee NGOs, controversy erupts. What proponents view as necessary financial safeguards, some NGO leaders view as potential government interference. HKS Case Number 1374.0

In the early 1980s, The Ford Foundation, among other funders, help create a new type of organization designed to finance the renewal of older, inner city neighborhoods, both through housing renovation and other investments. The Local Initiatives Support Corporation will not undertake projects itself but, instead, will serve as a sort of bank, choosing among proposals submitted by nonprofit development entities. But LISC was by no means making no-strings-attached grants. Instead, it wanted to assure itself -- and those providing its capital -- that it was getting a return on its investment. When a team of consultants is called in to measure LISC's return on investment, it must first consider how such a return might even be defined. Should LISC consider only financial data as regards the repayment of the loans it makes? Or should it consider the catalyzing effects of the organizations it supports on their surrounding neighborhoods? How or should such effects be measured? HKS Case Number 1370.0

In the early 1980s, The Ford Foundation, among other funders, help create a new type of organization designed to finance the renewal of older, inner city neighborhoods, both through housing renovation and other investments. The Local Initiatives Support Corporation will not undertake projects itself but, instead, will serve as a sort of bank, choosing among proposals submitted by nonprofit development entities. But LISC was by no means making no-strings-attached grants. Instead, it wanted to assure itself -- and those providing its capital -- that it was getting a return on its investment. When a team of consultants is called in to measure LISC's return on investment, it must first consider how such a return might even be defined. Should LISC consider only financial data as regards the repayment of the loans it makes? Or should it consider the catalyzing effects of the organizations it supports on their surrounding neighborhoods? How or should such effects be measured? HKS Case Number 1370.0

In the late 1970s, Motorola CEO Bob Galvin knew that the electronics industry was growing increasingly competitive. Though Motorola was faring well in the battle, technology was sprinting ahead. In fact, most technical knowledge was obsolete within a five-year time frame. In an attempt to embrace the change, Galvin proposed to his board of directors an extraordinary commitment to the training of Motorola's entire workforce--from executives to shop floor employees. He was met with strong resistance, however, due to the time and financial resources such training would require. Galvin was faced with a dilemma: If he accepted the board's counsel, the company might fall behind as the velocity of technological change increased; if he pushed for the investment in training, he might jeopardize short-term performance and competitive position.

Supplements Motorola (A).

In the early 1990s, Donna Klein, Director of Work/Life programs for Marriott International, surveyed hotel and resort managers and found they increasingly were relied upon to help employees cope with the stresses of their personal lives. Immigration, child custody, spousal abuse--numerous personal issues were requiring up to 50% of managers' time and fueling extremely high turnover among the company's over 100,000 lower-wage workers. Although Marriott offered a traditional dependent care resource and referral service, Klein realized that this service was not particularly useful or appropriate for hourly workers. She understood that hourly employees needed help finding cost-effective ways to solve their personal problems and more one-on-one consultation to help them tap into their local resources. Shocked by the survey results, senior management asked Klein and her associates to devise a solution to address the problem.

Supplements Donna Klein and Marriott International, Inc. (A).

McKay Nursery Co., founded in 1897 in Waterloo, Wisconsin, had a longstanding history of commitment to employees. The close-knit organization was a pioneer in the agricultural industry of several employee-friendly policies. But in the early 1980s, as McKay's owners grew older and senior management neared retirement, the next generation of managers feared for the future of the profitable, debt-free company. Middle manager Griff Mason and his colleagues were concerned McKay might become the target of a hostile takeover, which would move the company out of the community that had supported it for nearly a century. They wondered what they might do to keep the company in Waterloo and continue to retain its employees, nearly half of whom were migrant workers.

Supplements McKay Nursery Co. (A).

In 1985, Yla Eason was shocked by her young son's comment that he could never be a "superhero" because all superheroes were white. Concerned that her son had already limited his aspirations as a result of his race, she searched futilely for an African-American superhero doll. The Harvard MBA soon realized that she had found an important unmet need--and a potential untapped market. Within months, Eason had conducted market research, secured investors, and created a prototype African-American superhero doll for her new company, Olmec Toys. She approached the major toy store buyers to pitch her product, only to find an unreceptive, skeptical audience. Buyers responded that if ethnically correct dolls were in demand, the big toy manufacturers would already have manufactured them. How can Eason open buyers' eyes to the shifting market and inherent business opportunity?

Supplements Yla Eason (A).

In December of 1993, two of Boston's largest and best known hospitals, Massachusetts General and Brigham and Women's, announced that they were setting aside their historic rivalry to form an alliance and build a regional health network. The announcement set off a wave of merger talk throughout a Boston health care market that was carrying too many specialists, beds, and service providers. Like its peers, Mt. Auburn Hospital began a search for an alliance. The hospital had managed to thrive during the previous decade by restructuring its operations in response to the revolution in managed care. But in a health care environment potentially dominated by regional networks, the hospital's position as a mixture of community and teaching hospital had made it vulnerable. Mt. Auburn's board of trustees formed a special task force on alliances to solicit proposals and make a recommendation as to which (if any) organization would make for the best partner. The suitors that showed up at the task force's door represented nearly every type of player in the health care market. In February of 1996, the task force faced the daunting task of picking through the various alternatives.

What should managers working abroad do when they encounter business practices that seem unethical? Should they, in the spirit of cultural relativism, tell themselves to do in Rome as the Romans do? Or should they take an absolutist approach, using the ethical standards they use at home no matter where they are? Many business practices are neither black nor white but exist in a gray zone, a moral free space through which managers must navigate. Levi Strauss and Motorola have helped managers by treating company values as absolutes and insisting that suppliers and customers do the same. And, perhaps even more important, both companies have developed detailed codes of conduct that provide clear direction on ethical behavior but also leave room for managers to use the moral imagination that will allow them to resolve ethical tensions responsibly and creatively.