This paper attempts to nudge the reader in the direction of an enlightened account of democratic choice, a sense of reflective choice which undermines our present support of discriminatory sectarian doctrine. I use Gutmann’s and Altman’s views as prologues to my own, though they might well reject my conclusions about discriminatory religion. I contrast my view with Macedo’s, Gray’s, Larmore’s, Rosenblum’s, and Galston’s.My argument utilizes common sense and relatively uncontroversial metaphysical principles to make it more difficult to dismiss as being (...) on an ontic par with the discriminatory doctrines which it challenges. I argue that discriminatory religion might be allowed to continue to be practiced and expressed by those who would pay their own way, much as with hate groups generally, but I view our continued public subsidization of it as a failure to recognize it for what it is. (shrink)

Studies of the association between wealth and fertility in industrial populations have a rich history in the evolutionary literature, and they have been used to argue both for and against a behavioral ecological approach to explaining human variability. We consider that there are strong arguments in favor of measuring fertility (and proxies thereof) in industrial populations, not least because of the wide availability of large-scale secondary databases. Such data sources bring challenges as well as advantages, however. The purpose of this (...) article is to illustrate these by examining the association between wealth and reproductive success in the United States, using the National Longitudinal Study of Youth 1979. We conduct a broad-based exploratory analysis of the relationship between wealth and fertility, employing both cross-sectional and longitudinal approaches, and multiple measures of both wealth (income and net worth) and fertility (lifetime reproductive success and transitions to first, second and third births). We highlight the kinds of decisions that have to be made regarding sample selection, along with the selection and construction of explanatory variables and control measures. Based on our analyses, we find a positive effect of both income and net worth on fertility for men, which is more pronounced for white men and for transitions to first and second births. Income tends to have a negative effect on fertility for women, while net worth is more likely to positively predict fertility. Different reproductive strategies among different groups within the same population highlight the complexity of the reproductive ecology of industrial societies. These results differ in a number of respects from other analyses using the same database. We suggest this reflects the impossibility of producing a definitive analysis, rather than a failure to identify the “correct” analytical strategy. Finally, we discuss how these findings inform us about (mal)adaptive decision-making. (shrink)

Is fertility relevant to evolutionary analyses conducted in modern industrial societies? This question has been the subject of a highly contentious debate, beginning in the late 1980s and continuing to this day. Researchers in both evolutionary and social sciences have argued that the measurement of fitness-related traits (e.g., fertility) offers little insight into evolutionary processes, on the grounds that modern industrial environments differ so greatly from those of our ancestral past that our behavior can no longer be expected to be (...) adaptive. In contrast, we argue that fertility measurements in industrial society are essential for a complete evolutionary analysis: in particular, such data can provide evidence for any putative adaptive mismatch between ancestral environments and those of the present day, and they can provide insight into the selection pressures currently operating on contemporary populations. Having made this positive case, we then go on to discuss some challenges of fertility-related analyses among industrialized populations, particularly those that involve large-scale databases. These include “researcher degrees of freedom” (i.e., the choices made about which variables to analyze and how) and the different biases that may exist in such data. Despite these concerns, large datasets from multiple populations represent an excellent opportunity to test evolutionary hypotheses in great detail, enriching the evolutionary understanding of human behavior. (shrink)

1. Introduction; Elisabeth A. Lloyd and Eric Winsberg.- Section 1: Confirmation and Evidence.- 2. The Scientific Consensus on Climate Change: How Do We Know We’re Not Wrong?; Naomi Oreskes.- 3. Satellite Data and Climate Models Redux.- 3a. Introduction to Chapter 3: Satellite Data and Climate Models; Elisabeth A. Lloyd.- Ch. 3b Fact Sheet to "Consistency of Modelled and Observed Temperature Trends in the Tropical Troposphere"; Benjamin D. Santer et al..- Ch. 3c Reprint of "Consistency of Modelled and Observed (...) Temperature Trends in the Tropical Troposphere"; Benjamin D. Santer et al..- 4. The Role of ’Complex’ Empiricism in the Debates about Satellite Data and Climate Models; Elisabeth A. Lloyd.- 5. Reconciling Climate Model/Data Discrepancies: The Case of the Trees That Didn’t Bark; Michael Mann.- 6. Downscaling of Climate Information; Linda O. Mearns et al..- Section 2: Uncertainties and Robustness.- 7. The Significance of Robust Model Projections; Wendy S. Parker.- 8. Building Trust, Removing Doubt? Robustness Analysis and Climate Modeling; Jay Odenbaugh.- Section 3: Climate Models as Guides to Policy.- 9. Climate Model Confirmation: From Philosophy to Predicting Climate in the Real World; Reto Knutti.- 10. Uncertainty in Climate Science and Climate Policy; Jonathan Rougier and Michel Crucifix.- 11. Communicating Uncertainty to Policy Makers: The Ineliminable Role of Values; Eric Winsberg.- 12. Modeling Climate Policies: A Critical Look at Integrated Assessment Models; Mathias Frisch.- 13. Modelling Mitigation and Adaptation Policies to Predict their Effectiveness: The Limits of Randomized Controlled Trials; Alexandre Marcellesi and Nancy D. Cartwright. (shrink)

I describe an ethic for business administration based on the social tradition of the Catholic Church. I find that much current thinking about business falters for its conceit of truth. Abstractions such as the shareholder-value model contain truth - namely, that business is an economic enterprise to manage for the wealth of its owners. But, as in all abstractions, this truth comes at the expense of falsehood -namely, that persons are assets to deploy on behalf of owners. This last is (...) "wrong" in both senses of the word - it is factually wrong in that persons are far more than business assets, they are supernatural beings, children of God; and it is morally wrong in that it is an injustice to treat them as the former when they are the latter. I draw upon the social tradition of the Catholic Church to recognize that the business of business is not business, but is instead the human person. Following Church teachings, I describe a person-centered ethic of business based upon eight social principles that both correct and enlarge the shareholder-centered ethic of much current business thinking. I discuss implications of this person-centered ethic for business administration. (shrink)

It will be an essential resource for philosophers, mathematicians, computer scientists, linguists, or any scholar who finds connectives, and the conceptual issues surrounding them, to be a source of interest.This landmark work offers both ...

Confucianism and Catholicism are among the most influential religious traditions and share a long and intricate relationship. Beginning with the work of Matteo Ricci, the nature of this relationship has sometimes generated great debate, which is still alive today. The ten essays in this volume continue and advance this long conversation. Written by specialists in both traditions, the essays are organized into two groups. Those in the first group focus primarily on the historical and cultural contexts in which Confucianism and (...) Catholicism encountered one another in the four major Confucian cultures of East Asia. These essays seek to understand specific figures, texts, and issues in light of those broader contexts. The essays in the second part offer comparative and constructive studies of specific figures, texts, and issues in the Confucian and Catholic traditions from both theological and philosophical perspectives. By bringing these historical and constructive perspectives together, this volume seeks not only to understand the past dialogue between these traditions, but also to renew and reinvigorate the conversation between them today. In light of the unprecedented expansion of Eastern Asian influence in recent decades, and considering the myriad of challenges and new opportunities faced by both the Confucian and Catholic traditions in a world that is rapidly becoming globalized, this volume could not be more timely. Confucianism and Catholicism: Reinvigorating the Dialogue will be of interest to professional theologians, historians, and scholars of religion, as well as those who work in interreligious dialogue. Contributors: Michael R. Slater, Erin M. Cline, Philip J. Ivanhoe, Vincent Shen, Anh Q. Tran, S.J., Donald L. Baker, Kevin M. Doak, Xueying Wang, Richard Kim, Victoria S. Harrison, and Lee H. Yearley. (shrink)

Although CEO commitment is recognized as being crucial to organizational diversity efforts, we know little about how CEOs signal their priorities and mobilize key organizational actors to implement diversity management. We tested an integrative model in which CEO beliefs about diversity were theorized to predict the implementation of organizational diversity practices through two consecutive mediating steps—via greater CEO engagement in pro-diversity behavior, and in turn, higher perceived CEO commitment by their HR manager. In this model, we also proposed a moderating (...) effect such that when CEOs have less positive beliefs about diversity, CEOs espousing higher moral values will display greater pro-diversity behavior. Results supported the proposed model. Taken together, our findings indicate that a CEO’s words and actions alone are not sufficient for the implementation of diversity management practices. HR managers must view their CEOs as being committed to workplace diversity in order for diversity management practices to be implemented. (shrink)

Earlier editions have title : Introduction to jurisprudence.

Legal Reason describes and explains the process of analogical reasoning, which is the distinctive feature of legal argument. It challenges the prevailing view, urged by Edward Levi, Cass Sunstein, Richard Posner and others, which regards analogical reasoning as logically flawed or as a defective form of deductive reasoning. It shows that analogical reasoning in the law is the same as the reasoning used by all of us routinely in everyday life and that it is a valid form of reasoning derived (...) from the innate human capacity to recognize the general in the particular, on which thought itself depends. The use of analogical reasoning is dictated by the nature of law, which requires the application of rules to particular facts. Written for scholars as well as students and persons generally who are interested in law, Legal Reason is written in clear, accessible prose, with many examples drawn from the law and from everyday experience. (shrink)

Lloyd E. Sandelands unites the metaphysics of Aristotle and Aquinas and the social teachings of the Catholic Church to describe how business leaders can help people in their organizations become more truly and fully human. Being at Work is a much-needed marriage of metaphysical philosophy and managerial common sense.

The contributors to this volume cover a wide range of philosophers, from Simplicius to John Wyclif, and philosophical problems, including: the harmony of ...

Methods in comparative work -- The sense of justice in Rawls -- The sense of justice in the analects -- Two senses of justice -- The contemporary relevance of a sense of justice.

Organizational change surrounding the security of identifiable health information has become imperative. This is a significant challenge for managers who are held responsible for loss of privacy through faulty security procedures. Management cannot completely secure the organization and still provide employees and customers with the information and services they need. Organizations must decide how much and what type of security they need, how to assign priorities, and how to manage security as the organization evolves in a competitive environment.

The Laws of Peoples (LP) has a great deal to offer in at least three different respects: as the completion of Rawls's philosophical project, as a guide to foreign policy, and as a different way of understanding international relations (IR). This chapter outlines arguments put forward in respect to these three themes, demonstrating that they represent promising avenues for further debate, while pointing to LP's broader value and merit. It focuses on specific elements of world politics where Rawls's ideas provide (...) promising alternatives. The chapter explains how Rawls's realistic utopianism represents a form of theorizing that could constitute a genuine challenge to more traditional forms of thinking in IR. It examines some of the key ideas of Rawls's international theory through mapping the development of his thought, and indicates how critiques such as Sen's initially represented the predominant response. (shrink)

This text aims to convey some of the interest and charm of modal logic, and to put a reader new to the subject in a position to have an informed opinion as to its applicability to each of several areas of philosophical concern in which the merits of a modal approach' have been controversial. he main focus, for these purposes, is on normal modal logics, though some attention is given to the non-normal side of the picture.

In lieu of an abstract, here is a brief excerpt of the content:161 HUME ON RESPONSIBILITY For Hume, to hold a person morally responsible for an action is morally to approve of him or to blame him in virtue of the action. Moreover, as he says in the Treatise of Human Nature, "approbation or blame... is nothing but a fainter and more imperceptible love or hatred." How must an action be related to a person in order for the person to (...) be held morally responsible for the action? Since to hold a person morally responsible for an action is morally to approve of him or to blame him in virtue of the action, and since moral approval or blame is nothing but a fainter and more imperceptible love or hatred, the first stage in answering this question is to attempt to answer the following more general question: How must an action be related to a person in order for the person to be loved or hated because of the action? This question, in turn, requires one to consider some of the main features of Hume's account of the passions of love and hatred. One main feature of Hume's account of these passions is that he distinguishes between the object of love and hatred and their causes. Hume says: As the immediate object of pride and humility is self or that identical person, of whose thoughts, actions, and sensations we are intimately conscious; so the object of love and hatred is some other person, of whose thoughts, actions, and sensations we are not conscious (T 329). Though the object of love and hatred be some person other than one-self, the object is not, strictly speaking, the cause, that is, the sole and 162 sufficient cause. For if the other person were the cause, then he would cause both passions in oneself; and since love and hatred nullify one another, neither could ever exist. The causes of love and hatred are complex and diversified. The ingredients of such causes are as follows: First, there are certain general qualities or circumstances. These may be subdivided as follows: (a) mental qualities: qualities of a person such as virtue, knowledge, wit, tend to produce love; those such as vice, ignorance, dullness, tend to produce hatred; (b) bodily features: beauty, strength, swiftness are conducive to love; their opposites, to hatred; (c) external advantages and disadvantages, such as family position, possessions, clothing, etc., can contribute to the production of love or hatred. But, secondly, these qualities or circumstances, considered in abstraction, cannot cause love or hatred. They must be related to the person who is the object of love or hatred. For example, knowing of a beautiful palace cannot lead one to esteem a particular prince unless the palace is related to him by, for instance, being his property. Thirdly, in order for mental qualities, bodily features, or external advantages or disadvantages to produce love or hatred, they must not only be related to the object of these passions; they must also induce pleasure or displeasure. Without pleasure or displeasure, neither love nor hatred could arise. How, then, do actions figure in the causation of love or hatred? An action can cause pleasure or pain. But, for Hume, an action's production of pleasure or pain is a necessary but not a sufficient condition for the production of love or hatred towards the person whose action it is. In addition, 163 the action must be related to the person. But an action is of relatively short duration. Thus, Hume argues: 'Tis not enough, that the action arise from the person, and have him for its immediate cause and author. This relation alone is too feeble and inconstant to be a foundation for these passions. It reaches not the sensible and thinking part, and neither proceeds from any thing durable in him, nor leaves any thing behind it; but passes in a moment, and as if it had never been. On the other hand, an intention shews certain qualities, which, remaining after the action is perform'd, connect it with the person, and facilitate the transition of ideas from one to the other (T 349). Now, as we have seen, Hume holds that 'approbation or blame... is... (shrink)

I ask why an increasing number of business scholars today are drawn to an idea of “positive business” that they cannot account for scientifically. I answer that it is because they are attracted to the real mystery of positive business which is its incomprehensible and unspeakable divinity. I begin by asking why the research literature has yet to speak of positive business plainly and with one voice. I find that it lacks for the right words because it comes to human (...) being in business as a science attuned to its objects rather than as a religion attuned to its spirit. Next, I say what I can about the real mystery of business, keeping in mind that we can say about it only what we can say about God. This brings me at last to the Christian insight that human being, in business and everywhere else, is the mystery of Jesus Christ in whom we are reconciled to God. Business is positively human as it invites us to be as Christ, to be a fully human person in joyful communion with others in God. This, in sum, is how to speak plainly and with one voice of the positive business that our hearts desire but our science cannot say. (shrink)

Daniel Bensaïd was prominent among the revolutionary thinkers and activists who emerged from the mass insurgency of the 1960s, a period in which anti-capitalist organisers had genuine social weight grounded in connections to broad layers of the working class and radical movements. As the neoliberal offensive developed, working-class and allied movements experienced crucial defeats that marginalised anti-capitalist theory and practice. Bensaïd developed a unique theoretical analysis of radical mobilising during the neoliberal period, at once grounded in the history of revolutionary (...) organising and audaciously open-ended in assessing the impact of capitalist restructuring and the employers’ offensive. The basis of his theoretical renewal lay in a new approach to understanding temporality that undercut any sense of socialist inevitability, and a commitment to revolutionary pluralism that was crucially located in the political sphere. (shrink)