It is well-known that Chatton is among the earliest and most vehement critics of Ockham’s theory of judgment, but scholars have overlooked the role Chatton’s criticisms play in shaping Ockham’s final account. In this paper, I demonstrate that Ockham’s most mature treatment of judgment not only contains revisions that resolve the problems Chatton identifies in his earlier theories, but also that these revisions ultimately bring his final account of the objects of judgment surprisingly close to Chatton’s own. Even so, I (...) argue that, at the end of the day, there remain significant differences between their respective analyses of the structure and intentionality of judicative states. (shrink)

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)

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)