Action theory has given rise to some perplexing puzzles in the past half century. The most prominent one can be summarized as follows: What distinguishes intentional from unintentional acts? Thanks to the ingenuity of philosophers and their thought experiments, we know better than to assume that the difference lies in the mere presence of an intention, or in its causal efficacy in generating the action. The intention might be present and may also cause the intended behavior, yet the behavior may (...) not be an intentional action; it may not be an action at all. The classic example is that of the nervous nephew who intends to kill his uncle to inherit his estate, and whose intention makes him so nervous as to drive recklessly, thereby running over a pedestrian... who happens to be his very uncle. The intention to kill is present and it causes the killing, yet the killing is not an intentional action. Rather, what appears to distinguish intentional from non-intentional action is voluntary control of the proper sort, and what distinguishes action from non-action is behavior caused in a particular manner. But spelling out the sort and specifying the manner have proven vexing tasks. (shrink)

This text gives voice to the idea that the study of the philosophy of thought and language is more than a specialism, but rather lies at the very heart of the ...

Action explanations that cite dynamic beliefs and desires cannot be modelled as causal explanations. The contents of dynamic psychological states cannot be treated as the causal antecendents to behaviour. Behavioural patterns cannot be explained in virtue of the patterns of operations performed upon the intentional antecedents to behaviour. Dynamic intentional states are persisting regulatory devices for behaviour that provide couplings with the environment. Behavioural patterns emerge from choice couplings rather than being produced by patterns for operating upon intentional antecendents to (...) behaviour in cognition. (shrink)

In workplace situations of all kinds novices are transformed by experience of practice into highly proficient practitioners. How are we to understand this change which appears to be as much a qualitative one as it is a quantitative one? This paper argues that the available resources for understanding the informal learning that occurs during the course of successful workplace practice are somewhat limited. Theories about know‐how are criticised for shedding little light on this topic. The notion of tacit knowledge is (...) also rejected as unhelpful. The development of judgement is proposed as a more promising way to understand the phenomenon. A consideration of four main dimensions of contextuality is used as a lead into an account of eleven key features of workplace practical judgement. (shrink)

In workplace situations of all kinds novices are transformed by experience of practice into highly proficient practitioners. How are we to understand this change which appears to be as much a qualitative one as it is a quantitative one? This paper argues that the available resources for understanding the informal learning that occurs during the course of successful workplace practice are somewhat limited. Theories about know-how are criticised for shedding little light on this topic. The notion of tacit knowledge is (...) also rejected as unhelpful. The development of judgement is proposed as a more promising way to understand the phenomenon. A consideration of four main dimensions of contextuality is used as a lead into an account of eleven key features of workplace practical judgement. (shrink)

In workplace situations of all kinds novices are transformed by experience of practice into highly proficient practitioners. How are we to understand this change which appears to be as much a qualitative one as it is a quantitative one? This paper argues that the available resources for understanding the informal learning that occurs during the course of successful workplace practice are somewhat limited. Theories about know-how are criticised for shedding little light on this topic. The notion of tacit knowledge is (...) also rejected as unhelpful. The development of judgement is proposed as a more promising way to understand the phenomenon. A consideration of four main dimensions of contextuality is used as a lead into an account of eleven key features of workplace practical judgement. (shrink)

This volume analyzes different types of knowledge and know-how used by practising professionals in their work and how these different kinds of knowledge are acquired by a combination of learning from books, learning from people and learning from personal experience.; Drawing on various examples, problems addressed include the way theory changes and is personalized in practice, and how individuals form generalizations out of their practice. Eraut considers the meaning of client-centredness and its implications, and to what extent professional knowledge is (...) based on intuition, understanding and learning. He considers the issue of competence versus knowledge and the effect of lifelong learning on the quality of practice. (shrink)