Against philosophical orthodoxy, Hilary Kornblith has mounted an empirically grounded critique of the epistemic value of reflection. In this paper, I argue that this recent critique of the epistemic value of reflection fails even if we concede that (a) the empirical facts are as Kornblith says they are and (b) reliability is the only determinant of epistemic value. The critique fails because it seeks to undermine the reliability of reflection in general but targets only one of its variants, namely individual (...) reflection, while neglecting social reflection. This critique comprises two arguments which have a common structure: they both impose a requirement on the reliability of reflection, but deny, on empirical grounds, that the requirement is met. One argument imposes an introspection requirement, which I reject as superfluous. I show how reflection can proceed without introspection. The other argument imposes an efficacy requirement. This requirement concerns whether reflection is causally efficacious i.e., whether it leads us to change our minds for the better. I accept this as a genuine requirement. Even if we concede that individual reflection fails to meet this requirement, I argue that we have not been given sufficient evidence to believe that social reflection is bound to fail this requirement. Furthermore, my analysis of the conditions under which social reflection works best provides us with prima facie grounds for optimism regarding the reliability of social reflection. Ultimately, then, these arguments fail to undermine the epistemic value of reflection in general. (shrink)

Despite Radford’s (1966) case of the unconfident examinee, many epistemologists think that knowledge entails belief. Epistemologists have levelled two sorts of criticisms: first, they point out that Radford’s case isn’t a clear case of knowledge; second, they object that even if knowledge is granted in Radford-like cases, agents therein will still have dispositional belief. This paper offers a case that improves upon Radford’s. In my case, the agent’s evidence is intuitively sufficient for knowledge. And we do not need to posit (...) dispositional belief to make the case empirically plausible. My counterexample involves a distinctive type of agent: cautious believers. Cautious believers care more about avoiding false belief. When armed with evidence that is sufficient - though only barely sufficient - to justify some proposition p, cautious believers suspend judgment about p. Nevertheless, they remain minimally behaviourally sensitive to the evidence. Ultimately, I argue that such agents are in a mental state that falls short of belief. (shrink)

Happiness, an idea as alluring as elusive, has captured the imaginations of philosophers and the common people, a concept so desirable that it has been the motivation guiding the choices and actions we make in our existence. The importance of happiness is clear, but that leads to the rise of more questions, is it fated or in our control? Are some people destined to find happiness or does everyone possess the agents to possibly achieve it? (Undergraduate student).

Factors influencing work-life balance are evolving at a very fast pace, thus creating a fecund ground for innovative work-life balance tools and techniques. The increasing significance of expatriates in the global workforce necessitates a targeted set of work-life balance initiatives to help expatriate workers contribute more effectively in the competitive work environment. Health and recreation are the two important life spheres which play a very important role in success or failure of an expatriate assignment. While work-life balance researches are being (...) conducted globally in plenty, yet research on expatriate adjustment and expatriate work-life balance is still in its nascent stage especially in an expatriate dominated work environment in the Gulf Cooperation Council (GCC) countries. This research paper investigates the health and recreation spheres of expatriate academicians working in private higher education institutes in Bahrain, Oman and the UAE. The research paper illustrates and evaluates the health and recreation spheres in relation to the demographic factors of the respondents and suggests ways to improve work-life balance of expatriate employees. (shrink)

This paper argues that, while they are often conflated, the right to freedom of religion and the right against religious discrimination are in fact distinct human rights. Religious freedom is best understood as protecting our interest in religious adherence (and non-adherence), understood from the committed perspective of the (non)adherent. The right against religious discrimination is best understood as protecting our non-committal interest in the unsaddled membership of our religious group. Thus understood, the two rights have distinct normative rationales. Key doctrinal (...) implications follow for the respective scope of the two rights, whether they may be claimed against non-state actors, and their divergent assessment of religious establishment. These differences reveal a complex map of two overlapping, but conceptually distinct, human rights which are not necessarily breached simultaneously. (shrink)

There is an imminent need of a paradigm shift in the approach of those private sector organizations which have not been fully successful in the rehabilitation of the national cadres of the UAE. These organizations need to leverage Emiratisation not only as a long term corporate social responsibility tool but also as a solution for developing a local workforce which better understands the pulse of the local and regional markets thereby resulting into a better long term return to the stakeholders. (...) The paper will summarize the common elements of the unsuccessful Emiratization approaches of local private sector as well as highlight local private sector organizations which have been successful in their workforce localization programs. The paper will further suggest a fresh approach to successfully fight against unemployment and deliver a working model for integration of national cadres in the private sector workforce. (shrink)

The work presented in this paper traces the history of active learning and further utilizes the available literature to define meaning and importance of active learning in higher education. The study highlights common practical problems faced by students and instructors in implementing active learning in higher education and further identifies a set of individual prac-tices being used worldwide to overcome the obstacles. Expectations and responsibilities of stu-dents and instructors are also specified to enhance the efficiency of active learning environment. The (...) paper also traces the importance of student and instructor rapport for a successful learning environment. (shrink)

A web based survey is an effective tool which is used frequently in academic and non academic researches. Increase in internet usage and easy access to web technology facilitate the growing popularity of web surveys but absence of exhaustive literature on web surveys presents a significant challenge. This paper presents basic guidelines for developing a robust web survey. Aspects related to data quality, coverage bias, questionnaire design, non response bias, response bias, processing error, data duplication and pilot testing are discussed (...) in detail. The paper closes with suggestions on key areas in which advance research is required to enhance the data quality of web questionnaires. (shrink)

Increasing globalisation of workforce has resulted into a large population of expatriate workers who engage in temporary work outside their home country. Along with monetary benefits, expatriate assignment is closely associated with a number of challenges which influence adjustment of an expatriate in a foreign country. This paper presents an expatriate adjustment model derived from review of research papers published on expatriate adjustment in the last two decades. Later section of this paper presents major internal and external expatriate support factors. (...) The paper concludes with suggestion of a multilevel action plan at organisational level to support expatriate adjustment. (shrink)

In the last six decades, work life and family life spheres of employees have undergone various changes. This paper presents an empirical study of major factors which have influenced employee work-life balance and popular work-life balance tools initiated at organisational level to help an employee balance different life segments such as work, family, personal finances, career and health. Current work-life balance approach, tools and programmes at organisational level primarily address those issues of work and personal life which got highlighted between (...) the 1950’s and later years of the 20th century. Current global recession in the 21st century has created an uncertain economic scenario in which employers and employees are facing new challenges and earlier work-life balance research might not be sufficient enough address the new issues. This calls for further research on work-life balance, for a wider applicability of work-life balance programmes at organisational level. (shrink)

During the second half of 20th century, with work demands increasingly encroaching on family and personal time at a faster pace, employers acknowledged the need of work-life balance programmes to facilitate employees maintain a healthy balance between the conflicting demands of their work and personal life. Availability of work-life balance facilities to employees witnessed a phenomenal growth between the late eighties of the 20th century and early years of the 21st century. This growth has been abruptly interrupted by the current (...) economic downturn. Increasing numbers of organisations, in the name of cost cutting, have either curtailed work-life balance facilities or are contemplating to do the same. This paper analyses the emergence of work-life balance discourse, from the days of early communal living till the present day theories, and presents a macro level model of work-life balance. Further, a detailed analysis of proven and anticipated benefits of work-life balance is presented to justify the need of work-life balance initiatives at organisational level during the present economic downturn. (shrink)

Over the last six decades, reliance of Gulf Cooperation Council (GCC) countries’ economy on expatriate workforce has increased incessantly. Majority of private sector workforce in Gulf Cooperation Council (GCC) countries are expatriates. Recent attempts by governments in GCC countries to localise the workforce, through their workforce nationalisation programmes, have offered limited results. Thus dependence on expatriate workforce will continue in near future and GCC countries, short of professionally and technically qualified local workers will need to employee a large number of (...) expatriates to support their economic and social developments plans. This calls for a systematic approach to understand the specific challenges faced by expatriates of different nationalities in GCC countries, so that these challenges can be addressed to enable GCC countries to become a preferred destination for technically and professionally qualified expatriate workers. This paper presents an overview of GCC countries; reasons for their dependence on expatriate workforce; key current challenges faced by expatriates in GCC countries and suggestions for facilitating adjustment of expatriate workers in GCC countries. (shrink)

Over the last six decades work-life balance emerged as an important human resource management aspect for employers. Globally, a wide gamut of work-life balance facilities is being provided by a large number of organisations. The recent economic downturn has witnessed a sudden interruption in the spread and growth of work-life balance facilities at the organisational level. This paper presents the key recessionary reasons which have negatively influenced employee work-life balance. Further, important recession specific benefits which organisations can avail due to (...) enhanced employee work-life balance have been presented, followed by suggestions for adapting work-life balance facilities under current economic downturn as well as in any such situation in the future. (shrink)

This research presentation examines the overlooked causes of conflict and conflict escalation between managers and employees. The paper proposes emphasis on the need of a paradigm shift in the conflict management approach of managers.

The success of an overseas employment contract is significantly influenced by career related challenges. This paper presents the findings of a primary research conducted in the three GCC countries (Bahrain, Oman and the UAE) to comprehend the key career related challenges faced by professional Indian expatriates. This paper also explores the influence of demographic factors on career related challenges and concludes with the analysis of overall findings.

Gulf cooperation council (GCC) countries are witnessing an exponential growth in new foreign higher education institutions on account of government policies which promote setting up of local campuses of renowned foreign universities. But GCC countries have not been able to adequately address key quality related issues in higher education domain resulting into poor participation of local workforce in the private sector. This paper presents key issues in private higher education in GCC countries which need to be addressed on a priority (...) basis by the local governments to help improve the quality of higher education. (shrink)

Subject choice, work overload and work stress influence personal and professional lives of higher education teachers. Though the majority of higher education teachers in the Gulf Cooperation Council (GCC) countries are expatriates, yet research on expatriate higher education teachers working in the GCC countries is limited. This paper presents one part of the work life balance survey and focuses on the influence of subject choice, work overload and work stress on higher education teachers in the GCC countries.

Transformation in the demographic profile of the global workforce has brought in new challenges, especially with reference to the global expatriate workforce. For regions like the Gulf Cooperation Council (GCC) countries, which heavily depend on expatriate workforce in the private sector, further research on demographic factors of expatriates is imperative as these factors significantly influence expatriate adjustment in a foreign location. The beginning segment of this paper presents major factors which have influenced demographic profile of the global workforce, followed by (...) discussion on the growth of the expatriate population in the GCC countries. The paper further presents findings of a survey conducted to explore the demographic profile of a niche expatriate segment of Indian higher education teachers working in the GCC countries. The findings of the survey are also compared with other research on the demographic profile of expatriates. This paper concludes with suggestions for further research on the demographic profile of expatriate workers in the GCC countries. (shrink)

This is a review of Foundations of Indirect Discrimination Law. Edited by Hugh Collins and Tarunabh Khaitan. [Oxford: Hart Publishing, 2018. x + 292 pp. Hardback £65.00. ISBN 978-15-09912-54-4.] Foundations of Indirect Discrimination Law. Edited by Hugh Collins and Tarunabh Khaitan. [Oxford: Hart Publishing, 2018. x + 292 pp. Hardback £65.00. ISBN 978-15-09912-54-4.].