In this paper I examine William Ockham’s theory of judgment and, in particular, his account of the nature and ontological status of its objects. Commentators, both past and present, habitually interpret Ockham as defending a kind of anti-realism about objects of judgment. My aim in this paper is two-fold. The first is to show that the traditional interpretation rests on a failure to appreciate the ways in which Ockham’s theory of judgment changes over the course of his career. The second, (...) and larger, aim is to show that careful attention to these changes in Ockham’s account (and to the motivations for them) sheds new light on broader developments in his philosophy of mind—specifically, on his views about the nature of concepts and on his account of the nature and structure of intentionality itself. (shrink)

IntroductionIn this paper I examine William Ockham's theory of judgment — in particular, his account of the nature and ontological Status of its objects. ‘Judgment’ (Latiniudicio)is the expression Ockham and other medieval thinkers use to refer to a certain subset of what philosophers nowadays call ‘propositional attitudes’. Judgments include all and only those mental states in which a subject not only entertains a given propositional content, but also takes some positive stance with respect to its truth. For Ockham, therefore, as (...) for other medievals, a judgment is a type of mental State that includes attitudes such as belief, knowledge, opinion, doubt, faith, and so on. (shrink)

Gender greatly impacts access to opportunities, potential, and success in corporate leadership roles. We begin with a general presentation of why such discussion is necessary for basic considerations of justice and fairness in gender equality and how the issues we raise must impact any ethical perspective on gender in the corporate workplace. We continue with a breakdown of the central categories affecting the success of women in corporate leadership roles. The first of these includes gender-influenced behavioral factors, such as the (...) requirements and expectations of gendered verbal and nonverbal communication styles as well as appearance. We move on to address the impact of family on corporate leadership opportunities and success, discussing the asymmetrical evaluation of an individual’s potential, authority, and competence based on gender stereotypes of familial obligations and expectations. Finally, we address how gender impacts access to networking and sponsorship opportunities and the long-term effects of systematic limitations on women’s inclusion in the upper echelons of corporate leadership. We conclude with a summary of the questions and issues raised by our discussion and direct individuals to consider how different ethical systems and moral requirements might influence their interpretations of gender and leadership in the corporate workplace. (shrink)