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On Ethics

stuff On conduct, ideal and otherwise

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Most people think better ethical decision-making is just a matter of stopping to think before acting. But many moral judgements are intuitive, and then we rationalise them to ourselves. We have to train both intuition and reasoning, not rely on one to correct the other.

Moral Blindspots

Article

Most discussions about ethics centre on catastrophic scenarios. Situations where it’‘d be very difficult to avoid unethical behaviour. These scenarios aren’‘t really very interesting to me. What the average person probably wants to know is how to avoid the tamer moral lapses we encounter every day. What the average person wants to do is know how to avoid that single decision that might haunt them. So let’’s explore a more practical ethics. This is the second in the series—avoiding the moral blindspot.
Most people think better ethical decision-making is just a matter of stopping to think before acting. But many moral judgements are intuitive, and then we rationalise them to ourselves. We have to train both intuition and reasoning, not rely on one to correct the other.
Read this article

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betterment on-ethics on-leadership somatic-architecture

article

You could try to make ethical decisions by reasoning through. You want to do good, so you work out what good means. Then you work out what you should do to achieve the good. Or, you could do what most people do and wing it. Just make sure you reflect on what you’re doing.

Moral Terrain

Article

Most discussions about ethics centre on catastrophic scenarios. Situations where it’d be very difficult to avoid unethical behaviour. These scenarios aren’t really very interesting to me. What the average person probably wants to know is how to avoid the tamer moral lapses we encounter every day. What the average person wants to do is know how to avoid that single decision that might haunt them. So let’s explore a more practical ethics. This is the first in the series—getting a sense of the moral terrain.
You could try to make ethical decisions by reasoning through. You want to do good, so you work out what good means. Then you work out what you should do to achieve the good. Or, you could do what most people do and wing it. Just make sure you reflect on what you’re doing.
Read this article

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betterment on-ethics on-leadership somatic-architecture

article

Without more tasteful social behaviours to sample from, we’re liable to attach very strongly to the behaviours of our group. Add a hostile environment, normalised physical and emotional violence, and a lack of mental and physical resources, and you have the ingredients for atrocity.

When groups go bad

Article

There’s this cluster of classic social psychology experiments from the 50’s through the 70’s that you’ll be presented with in documentaries and whatnot whenever groups of people are behaving crazily. You’ve probably heard of some of them. Milgram’s ‘shock’ experiments, or Zimbardo’s prison experiment, or Asch’s conformity tests, and so on. These things gloss over just how hard it is to get people to do atrocities on a large-scale. Luckily, you have me to tell you how they really happen.
Without more tasteful social behaviours to sample from, we’re liable to attach very strongly to the behaviours of our group. Add a hostile environment, normalised physical and emotional violence, and a lack of mental and physical resources, and you have the ingredients for atrocity.
Read this article

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betterment collective-architecture connection on-culture on-ethics on-friendship on-leadership somatic-architecture

article

The strength of our attraction to a group is a function of how different a group is from other groups in ways that we feel like we are, or like we want to be. Our participation in the group depends on how we see it benefitting us, and see us benefitting the group. The stronger both are, the stronger our biases to stay engaged.

Useful groups are biased groups

Article

There’s this cluster of classic social psychology experiments from the 50’s through the 70’s that you’ll be presented with in documentaries and whatnot whenever groups of people are behaving crazily. You’ve probably heard of some of them. Milgram’s ‘shock’ experiments, or Zimbardo’s prison experiment, or Asch’s conformity tests, and so on. This is the second in a third on group dynamics. Here we’ll talk about what makes our attraction to groups stronger, as well as what makes people participate in groups, and how all our group biases make sense in the context.
The strength of our attraction to a group is a function of how different a group is from other groups in ways that we feel like we are, or like we want to be. Our participation in the group depends on how we see it benefitting us, and see us benefitting the group. The stronger both are, the stronger our biases to stay engaged.
Read this article

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betterment collective-architecture connection on-culture on-ethics on-leadership

article

You could think of a collection of group dynamics like ‘groupthink’ or ‘deindividuation’ or whatever are bad. Or you could consider that our social identity is formed by making the distinctions between in- and out- groups clear. Then it all makes sense.

Mob mentality is fine

Article

There’s this cluster of classic social psychology experiments from the 50’s through the 70’s that you’ll be presented with in documentaries and whatnot whenever groups of people are behaving crazily. You’ve probably heard of some of them. Milgram’s ‘shock’ experiments, or Zimbardo’s prison experiment, or Asch’s conformity tests, and so on. This is the second in a series on group dynamics. Here we’ll talk about how the same group dynamics people like to worry about actually underpin all group dynamics.
You could think of a collection of group dynamics like ‘groupthink’ or ‘deindividuation’ or whatever are bad. Or you could consider that our social identity is formed by making the distinctions between in- and out- groups clear. Then it all makes sense.
Read this article

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collective-architecture connection gratification on-culture on-ethics on-friendship on-leadership
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