We believe that clinical ethics consultants (CECs) should offer advice, options, and recommendations to attending physicians and their teams. In their article in this issue of The Journal of Clinical Ethics, however, Kornfeld and Prager give CECs a somewhat different role. The CEC they describe may at times be more aptly understood as a medical interventionist who appropriates the roles of the attending physician and the medical team than as a traditional CEC. In these remarks, we distinguish the role of (...) the CEC from that of the physician, in contrast to some of these authors’ recommendations, which confuse the two roles. (shrink)

A Husserl-based social ethics is within the noetic-noematic field as disclosed through various reductions. The focus is how at the passive and active levels a bsic sense of will is in play as well as the "telos" of subjectivity in terms of both a "godly" intersubjective ideal "we". This is inseparable form the disclosure of the full sense of person through an "absolute ought" and the "truth of will" wherein the common world and common goods are tied to an ideal (...) community as a person of a higher order. (shrink)

This work examines the self-renouncing dimension which Wittgensteinian philosophy subscribes to ethico-religious ideals. Wittensteinian values are explored through a range of literary and cultural illustrations from Wittgenstein's own European milieu. The book also highlights an alternative model of self-renouncing faith, which has methodological implications for how a Wittgensteinian descriptivist approach should be carried out. Wittgensteinian assumptions about the nature of self-renunciation, the religious believer's orientation to the world and the place of the metaphysical in religion are among some of the (...) elements that need to be reappraised. (shrink)

ABSTRACT:Lateral hiring is the intentional action of one employer to identify, solicit, and hire an individual or group of employees currently employed by another firm, a practice often pejoratively labeled “poaching.” We use the method of critical genealogy to demonstrate that the norms that discourage lateral hiring are constructions used by powerful employers to control the turnover of their employees, making them subjects of their employer’s power rather than free and autonomous people in their own right. We suggest instead that (...) ethical responsibility for entertaining or rejecting lateral hiring offers rests with the focal employee(s). We conclude that the form and symmetry of loyalty between employees and their current employers are the determinants of the appropriateness of an employee’s decision to entertain and accept outside offers. These conclusions imply responsibilities for employers to forge (and employees to honor) symmetrical relational loyalty in the workplace, but not for alternate employers to refrain from making lateral hiring offers. (shrink)

Abstract:Spirituality is an undeniable human need and is thus the subject of increasing interest among management scholars and practitioners. In this article, we propose using archetypal psychology as a framework for understanding the human need for spirituality more clearly because it provides important insights into spirituality and organizational life. Because most spiritual needs reside in the deepest aspects of the self, an archetypal approach helps us recognize not only that we have spiritual needs but alsowhywe have them. We present three (...) common archetypes and their implications in a management context. That is followed by an application of the archetypal approach to some of the more spiritually corrosive aspects of organizational life and a discussion of the implications of archetypes as a source of motivation. (shrink)

This work has been selected by scholars as being culturally important, and is part of the knowledge base of civilization as we know it. This work was reproduced from the original artifact, and remains as true to the original work as possible. Therefore, you will see the original copyright references, library stamps (as most of these works have been housed in our most important libraries around the world), and other notations in the work. This work is in the public domain (...) in the United States of America, and possibly other nations. Within the United States, you may freely copy and distribute this work, as no entity (individual or corporate) has a copyright on the body of the work.As a reproduction of a historical artifact, this work may contain missing or blurred pages, poor pictures, errant marks, etc. Scholars believe, and we concur, that this work is important enough to be preserved, reproduced, and made generally available to the public. We appreciate your support of the preservation process, and thank you for being an important part of keeping this knowledge alive and relevant. (shrink)

This paper discusses the experiences of a consultant medical statistician who is also a REC member.

In this synthesis, we summarize studies that yielded evidence of jealousy in young infants. To shed light on this phenomenon, we present evidence that jealousy’s foundation rests on history of dyadic interactions with caregivers which engender infants’ expectations of exclusivity, and on maturation of sociocognitive capacities that enable infants to evaluate whether an exchange between their caregiver and another child represents a violation of that expectation. We conclude with a call for greater study of the antecedents and sequelae of both (...) normative and atypical presentations of jealousy. In addition, we recommend approaches that address jealousy across a range of relationships, both within and beyond those which include attachment figures. (shrink)

This chapter contains sections titled: Intellectual Biography Influences Art and Aesthetics Professional Neglect.

Using side-by-side Sacks forcing, it is shown that it is consistent that 2 ω be large and that there be many types of ultrafilters of character ω 1.

Loyalty, whether moral duty or dangerous attachment, is a cognitive phenomenon — an attitude that resides in the mind of the individual. In this article, weconsider loyalty from a psychological contract perspective – that is, as an individual-level construction of perceived reciprocal obligations. Viewing loyalty in this way helps clarify definitional inconsistencies, provides a finer-grained analysis of the concept, and sheds additional light on the ethical implications of loyalty in organizations. We present a threetiered framework for conceptualizing loyalty which also (...) helps explain apparently intractable paradoxes of loyalty. (shrink)

It has become commonplace to ask, whenever anything has gone wrong, what lessons can be learned from the experience. But the appearance of open-endedness in that question is misleading: not every answer that we could give to it is acceptable. There are, in the context of such a question, tacit constraints in what counts as a valid lesson to be learned. The article considers what these constraints might be and the different kinds of lessons one might learn from experience, which (...) the common way of taking the question ignores. Initially I attempt to distinguish between lessons that have to do with action and those that have to do with understanding; between lessons that are about the results of our actions and those that are about the meaning of actions and events. On closer examination, however, these distinctions are seen to break down; to represent a difference of degree rather than of kind. In the latter part of the article, therefore, I find the crucial distinction to be between lessons that we can apply, while being ourselves unchanged, and lessons which, by changing the way in which we see and respond to people and events, re-constitute our selves and thus express themselves through us willy-nilly in our subsequent thoughts, words and actions. (shrink)