This paper identifies and offers commentary upon a previously un-remarked consonance between Nietzsche and Weil when it comes to the idea of a universal love of the world. The discussion focuses on five features of the Nietzschean account of affirmation, which are as follows: that the possibility of affirmation has the form of a fundamental question at the heart of human life, which has an all-or-nothing character ; that genuine affirmation is rare, difficult or traumatic in an existentially revealing way, (...) primarily because affirmation means facing up to the lack of finality in the world, and in particular the problem of meaningless suffering, which means that affirmation is tied up with a fundamental revaluation. The first half of the paper outlines the parallels between Nietzschean affirmation and Weilian ‘consent to necessity’ in relation to the first three of these, which are also the most general. The second half of the paper explores the fourth and fifth, so as to suggest a way of reading the underlying similarity between these two projects: both are attempts to rediscover the possibility of an all-embracing affirmation of reality in the absence of any existential teleology, and when eschatology has been presumed to be impossible. In other words, both Nietzsche and Weil are compelled to find a way of achieving a transfigured perspective on ‘the whole’ in the absence of any transformation of ‘the whole’. (shrink)

Workplace spirituality deals with paradoxes. This concept has been taken on board since the late 1980s, but very few human resource managers have realised that workplace spirituality could make an essential contribution to a better understanding of workplace and corporate reality. Increasing numbers of academic papers are being published on this subject but mere remain many grey areas for researchers. The aim of this paper is to use Simone Weil’s philosophy as a reading grid to get an insight into workplace (...) spirituality as a new paradigm of management. Initial studies attempting to apply Weil’s philosophy to management highlight the necessity for all the actors within the organisation to define their job tasks and contents according to their own way of thinking. Our interpretation of Weil’s philosophy also sheds light on the impossibility of dissociating thinking and acting and reminds us that work is done to nourish both the body and the soul. By concentrating on the spirituality of work, we can establish new links between ethics and human resource management. (shrink)

This essay reads Julia Kristeva’s ‘novel-essay’ on St. Teresa of Avila, Thérèse mon amour, as a form of relationship to literature we can also see suggested, though not theorized, in Kristeva’s critical thought. Thérèse mon amour performs feats of interpretation and intimacy with St. Teresa’s writing that rehearse key tenets of her theology, but that also revive and re-open questions at the heart of Kristeva’s theoretical matrix, questions of narcissism and love, metaphor and language. The essay traces these questions in (...) Kristeva’s oeuvre, proposing that Thérèse mon amour exposes unexpected affinities between a Kristevan ethics of relationship and the radical dilemma of faith in St. Teresa. The two are united, I suggest, by the fraught project of writing love. (shrink)

For Simone Weil the invocation of ‘rights’ to address extreme human suffering–what she calls ‘affliction’–is ‘ludicrously inadequate’. Rights, Weil argues, invite a response, whereas what the affli...

This essay considers Simone Weil's experiences in factories and her social–political reflections on work, time and energy, in conjunction with arguments from theorists Melissa Gregg, Theodor Adorno and Sara Ahmed, to raise questions about supposedly humane interventions, including the cultivation of resilience, in the contemporary workplace. The transition from time‐sense in factory work at the turn of the century is examined, along with the growth of corporate time management ideologies and practices in the mid–late 20th century, and finally, the associated (...) forms of disciplining resilience/elasticity in the worker that bring together certain notions of time, space and psychological investments. (shrink)