Aquinas, Aristotle, decision-making, ethics, theory of the choice, virtues,

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Box … the whole company is decorated as if it were a beach in the Caribbean, because it is the place where all the employees affirmed that they would like to work." The professor was intrigued by this company and decided to invite its CEO to his classroom. The CEO agreed and shared with the students how he was trying to create a great culture within his organization. He told them about the importance of having a purpose, of the sense of work, of inner balance, of being comfortable with oneself. He told them about the games in the office, the Caribbean decor, and dancing at meetings. Once his presentation was over, a student asked: Could you explain to us your business? The man explained that he had 70 stores, 300 employees, a warehouse, and he was in the process of giving more details, but then came a second question: one of the students asked what is the reason for the dancing, does it somehow contribute to the business? He replied: no, we don't really do this for the business. Then came a third question, about the 70 stores: Do the 300 workers there also dance and have foosball, PlayStation, and pool tables? Well, no, they don't. The stores have to take care

The motivation of employees is one of the main reasons why companies define mission statements and other declarations of commitment to the company’s stakeholders. Research on organizational behavior has identified three main types of motivation: extrinsic, intrinsic and prosocial motivation. However, the three forms of motivation have hardly ever been considered together, nor has it been studied which motivation is linked to the stakeholders of business companies. The main contribution of this paper is to present an agent-stakeholders model of interaction which includes and integrates extrinsic, intrinsic and pro-stakeholders motivation, as a type of prosocial motivation related to the sense of contribution to benefitting the company’s stakeholders. By basing the research on 119 Spanish companies it is verified that the three types of motivation are present in employee motivation. This finding has implications for management, as it presents the dimensions of the motivational task to be performed by managers.

Understanding what drives effective purpose implementation is the key to making more sustainable organizations. Most studies on the subject of purpose focus on two of its dimensions: formulation (knowledge) and practical application (contribution). However, for it to be effectively implemented in the organization, purpose also involves motivating and exciting people. In this article, we propose a three-dimensional formative second-order construct of purpose implementation based on the knowledge, internalization and contribution of purpose. In this conceptualization of purpose, for effective purpose implementation to occur, its three dimensions must be implemented intensively and consistently in a balanced way. Two separate studies were combined to develop a validated scale for measuring the intensity of purpose implementation and for demonstrating that the more intensely and consistently purpose is implemented within a company, the greater its impact on organizational citizenship behaviors.