Some interesting exceptions notwithstanding, the traditional logic of economic efficiency has long favored hierarchical forms of organization and disfavored democracy in business. What does the balance of arguments look like, however, when values besides efficient revenue production are brought into the picture? The question is not hypothetical: In recent years, an ever increasing number of corporations have developed and adopted socially responsible behaviors, thereby hybridizing aspects of corporate businesses and social organizations. We argue that the joint pursuit of financial and (...) social objectives warrants significant rethinking of organizational democracy’s merits compared both to hierarchy and to non-democratic alternatives to hierarchy. In making this argument, we draw on an extensive literature review to document the relative lack of substantive discussion of organizational democracy since 1960. And we draw lessons from political theory, suggesting that the success of political democracy in integrating diverse values offers some grounds for asserting parallel virtues in the business case. (shrink)

The notion of “hierarchy” is one of the most commonly posited organizational principles in systems neuroscience. To this date, however, it has received little philosophical analysis. This is unfortunate, because the general concept of hierarchy ranges over two approaches with distinct empirical commitments, and whose conceptual relations remain unclear. We call the first approach the “representational hierarchy” view, which posits that an anatomical hierarchy of feed-forward, feed-back, and lateral connections underlies a signal processing hierarchy (...) of input-output relations. Because the representational hierarchy view holds that unimodal sensory representations are subsequently elaborated into more categorical and rule-based ones, it is committed to an increasing degree of abstraction along the hierarchy. The second view, which we call “topological hierarchy", is not committed to different representational functions or degrees of abstraction at different levels. Topological approaches instead posit that the hierarchical level of a part of the brain depends on how central it is to the pattern of connections in the system. Based on the current evidence, we argue that three conceptual relations between the two approaches are possible: topological hierarchies could substantiate the traditional representational hierarchy, conflict with it, or contribute to a plurality of approaches needed to understand the organization of the brain. By articulating each of these possibilities, our analysis attempts to open a conceptual space in which further neuroscientific and philosophical reasoning about neural hierarchy can proceed. (shrink)

Management decision-making is a daily task that managers of various levels solve in every organization. Degree of difficulty of this process depends on the scope of authority, responsibility level, manager’s position in organizational hierarchy; on the changes in the environment, unpredictability of which causes emergence of significant amounts of alternatives. For this reason, managers do not rely only on intuition or personal experience (which limited with selective perception, cognitive ability, ability to withstand stress and/or the presence of bias), (...) but use tools (methods) that have stood the test of time and practice; are based at the analysis of a significant amount of primary and secondary information; involve team-building to find the optimal option or to generate ideas. A significant amount of research papers are devoted to such methods, however, the author forms a synergetic approach which contains a detailed analysis of their correlation with the key factors of the competitiveness of enterprise, such as organizational culture and leadership. Existing decision-making practices, problems and style of management at the tourism enterprises are revealed from conducted survey (the first half of 2014) in tourism firms of Dnepropetrovsk and Zaporizhzhia regions of Ukraine, in which 729 tourism managers took part. The most popular decision-making practices in tourism branch were specified, among them are modeling and monitoring of previous results. The study proved the hypothesis of the author concerning strong connection of decision-making management and type of organizational culture. Moreover, 63% of managers were dissatisfied with low attention to organizational culture at their companies. The basis for future research and the synergetic matrix for decision-making management were worked out in the article which give preconditions for further studies and improvements in tourism management of Ukrainian enterprises. (shrink)

Tomorrow’s leaders won’t emerge from top-down hierarchies but from new types of organizational structures. -/- Decentralization, cooperation and inclusion play an increasing role in the success of any organization. And new governance models have been created to meet this global trend. -/- The concept of the postmodern organization for instance – one that is decentered, self-reflexive and multi-faceted – is more than 20 years old. The idea that organizations should not focus solely on shareholder value but serve a diverse (...) set of stakeholders (pluralistic organizations) is more relevant than ever, although it was already widespread in the early 2000s. Alternative governance models exist but still need to gain in popularity. -/- In this interview series, we’ve asked a panel of experts to describe (not so) new leadership and organizational theories, what they have learned while practicing them and how more organizations could start applying them. (shrink)

This essay examines the concept of leadership as it is commonly understood within the field of leadership studies today. The inquiry is framed by an analysis of three generally accepted definitions of leadership. I look at the selected definitions from four angles, which I call the four dimensions of leadership: the behavioral (what the leader does, or ought to do, that makes it leadership), the asymmetrical (in what sense a leader is different from the others in the group), the social (...) (what it is that the leader is leading), and the teleological (what the direction is). By doing this, I find that these definitions can be problematic, if instructively so. I identify two underlying concerns. The first problem is the tendency to fuse informal and formal leadership into a single concept. I argue that informal and formal leadership can be more helpfully understood, rather, as two separate, if sometimes overlapping, concepts, each needing its own definition and analysis. This is because formal leadership is a functional concept, while informal leadership is not; this entails not only that each type of leader is leading a different type of entity, but also that each is judged by different standards. The second problem is, paradoxically, a bias against leadership. To put this less polemically: scholars who recognize that organizational success can be hindered by excessive emphasis upon hierarchy, and who thus study the dynamics of egalitarian collaboration, can inadvertently generate confusion by allowing the honorific of “leadership” to be applied also to that work. So, I propose definitions of the two key concepts, formal and informal leadership, with the suggestion that this provides a helpful method of sorting leadership scholarship into three categories: formal leadership; informal leadership; and egalitarianism. (shrink)

The debate on the notion of function has been historically dominated by dispositional and etiological accounts, but recently a third contender has gained prominence: the organizational account. This original theory of function is intended to offer an alternative account based on the notion of self-maintaining system. However, there is a set of cases where organizational accounts seem to generate counterintuitive results. These cases involve cross-generational traits, that is, traits that do not contribute in any relevant way to the (...) self-maintenance of the organism carrying them, but instead have very important effects on organisms that belong to the next generation. We argue that any plausible solution to the problem of cross-generational traits shows that the organizational account just is a version of the etiological theory and, furthermore, that it does not provide any substantive advantage over standard etiological theories of function. (shrink)

Applied Evolutionary Epistemology is a scientific-philosophical theory that defines evolution as the set of phenomena whereby units evolve at levels of ontological hierarchies by mechanisms and processes. This theory also provides a methodology to study evolution, namely, studying evolution involves identifying the units that evolve, the levels at which they evolve, and the mechanisms and processes whereby they evolve. Identifying units and levels of evolution in turn requires the development of ontological hierarchy theories, and examining mechanisms and processes necessitates (...) theorizing about causality. Together, hierarchy and causality theories explain how biorealities form and diversify with time. This paper analyzes how Applied EE redefines both hierarchy and causality theories in the light of the recent explosion of network approaches to causal reasoning associated with studies on reticulate and macroevolution. Causality theories have often been framed from within a rigid, ladder-like hierarchy theory where the rungs of the ladder represent the different levels, and the elements on the rungs represent the evolving units. Causality then is either defined reductionistically as an upward movement along the strands of a singular hierarchy, or holistically as a downward movement along that same hierarchy. Upward causation theories thereby analyze causal processes in time, i.e. over the course of natural history or phylogenetically, as Darwin and the founders of the Modern Synthesis intended. Downward causation theories analyze causal processes in space, ontogenetically or ecologically, as the current eco-evo-devo schools are evidencing. This work demonstrates how macroevolution and reticulate evolution theories add to the complexity by examining reticulate causal processes in space–time, and the interactional hierarchies that such studies bring forth introduce a new form of causation that is here called reticulate causation. Reticulate causation occurs between units and levels belonging to different as well as to the same ontological hierarchies. This article concludes that beyond recognizing the existence of multiple units, levels, and mechanisms or processes of evolution, also the existence of multiple kinds of evolutionary causation as well as the existence of multiple evolutionary hierarchies needs to be acknowledged. This furthermore implies that evolution is a pluralistic process divisible into different kinds. (shrink)

In this article, we will present a number of technical results concerning Classical Logic, ST and related systems. Our main contribution consists in offering a novel identity criterion for logics in general and, therefore, for Classical Logic. In particular, we will firstly generalize the ST phenomenon, thereby obtaining a recursively defined hierarchy of strict-tolerant systems. Secondly, we will prove that the logics in this hierarchy are progressively more classical, although not entirely classical. We will claim that a logic (...) is to be identified with an infinite sequence of consequence relations holding between increasingly complex relata: formulae, inferences, metainferences, and so on. As a result, the present proposal allows not only to differentiate Classical Logic from ST, but also from other systems sharing with it their valid metainferences. Finally, we show how these results have interesting consequences for some topics in the philosophical logic literature, among them for the debate around Logical Pluralism. The reason being that the discussion concerning this topic is usually carried out employing a rivalry criterion for logics that will need to be modified in light of the present investigation, according to which two logics can be non-identical even if they share the same valid inferences. (shrink)

Using a time-lagged design, we tested the main effects of Islamic Work Ethic (IWE) and perceived organizational justice on turnover intentions, job satisfaction, and job involvement. We also investigated the moderating influence of IWE in justice–outcomes relationship. Analyses using data collected from 182 employees revealed that IWE was positively related to satisfaction and involvement and negatively related to turnover intentions. Distributive fairness was negatively related to turnover intentions, whereas procedural justice was positively related to satisfaction. In addition, procedural justice (...) was positively related to involvement and satisfaction for individuals high on IWE however it was negatively related to both outcomes for individuals low on IWE. For low IWE, procedural justice was positively related to turnover intentions, however it was negatively related to turnover intentions for high IWE. In contrast, distributive justice was negatively related to turnover intentions for low IWE and it was positively related to turnover intentions for high IWE. (shrink)

Contemporary evolutionary biology comprises a plural landscape of multiple co-existent conceptual frameworks and strenuous voices that disagree on the nature and scope of evolutionary theory. Since the mid-eighties, some of these conceptual frameworks have denounced the ontologies of the Modern Synthesis and of the updated Standard Theory of Evolution as unfinished or even flawed. In this paper, we analyze and compare two of those conceptual frameworks, namely Niles Eldredge’s Hierarchy Theory of Evolution (with its extended ontology of evolutionary entities) (...) and the Extended Evolutionary Synthesis (with its proposal of an extended ontology of evolutionary processes), in an attempt to map some epistemic bridges (e.g. compatible views of causation; niche construction) and some conceptual rifts (e.g. extra-genetic inheritance; different perspectives on macroevolution; contrasting standpoints held in the “externalism–internalism” debate) that exist between them. This paper seeks to encourage theoretical, philosophical and historiographical discussions about pluralism or the possible unification of contemporary evolutionary biology. (shrink)

The aim of the study was to identify the organizational structure and its relation to the prevailing pattern of communication in the Palestinian universities. The researchers used the analytical descriptive method through a questionnaire randomly distributed among Palestinian university workers in the Gaza Strip. The study was conducted on a sample of (274) administrative staff from the three universities, and the response rate was (81.87%). The study found that there is a high satisfaction with the nature of the (...) class='Hi'>organizational structure in the Palestinian universities from the point of view of the administrative staff, which reached 68.05%. And that there is a high level of communication pattern prevailing from the point of view of administrative staff, where the percentage (71.32%), there is a direct correlation between the nature of the organizational structure and the prevailing pattern of communication, the absence of differences between the sample according to the gender variable in their perception of the nature of the organizational structure and the prevailing pattern of communication, the absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication prevailing according to the variable age. There are differences of statistical significance in the perception of the nature of the organizational structure and the pattern of communication depending on the variable of scientific qualification in the organizational structure, and the pattern of communication. Differences were in favor of diploma holders compared to other practical qualifications. There is an absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable years of service. There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable level of career (Director, Head of Department, and Administrative Officer). There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable of the workplace. And the existence of differences in the perception of the employees of the nature of the organizational structure and pattern of communication depending on the university in which they work. And that there are statistically significant differences between the Islamic University and Al-Azhar University, the nature of the organizational structure and the pattern of communication in favor of the Islamic University. And that there are statistically significant differences between Al-Azhar University and Al-Aqsa University in the prevailing pattern of communication in favor of Al-Azhar University. The study reached a number of recommendations, the most important of which is that the departments of the Palestinian universities in the Gaza Strip in general, Al-Aqsa University and Al-Azhar Universities should be given greater attention to the prevailing organizational structure and the staff, the need to improve the pattern of communication prevalent in universities. Solving workers' problems and giving them the opportunity to contribute to solving their own problems. Strengthening the democratic leadership style and empowering university staff. (shrink)

The attributes of gender in the media are disputable. This can be explained by a conflict generated by culturally acquired alternative imagined hierarchies which are not compatible or may be even contradictory. This article is a philosophical enquiry that examines the representation of gender and the environment in which it is conditioned.

We introduce and study hierarchies of extensions of the propositional modal and temporal languages with pairs of new syntactic devices: point of reference-reference pointer which enable semantic references to be made within a formula. We propose three different but equivalent semantics for the extended languages, discuss and compare their expressiveness. The languages with reference pointers are shown to have great expressive power (especially when their frugal syntax is taken into account), perspicuous semantics, and simple deductive systems. For instance, Kamp's and (...) Stavi's temporal operators, as well as nominals (names, clock variables), are definable in them. Universal validity in these languages is proved undecidable. The basic modal and temporal logics with reference pointers are uniformly axiomatized and a strong completeness theorem is proved for them and extended to some classes of their extensions. (shrink)

In both The Right and the Good and The Foundations of Ethics, W. D. Ross maintains that any amount of the non-instrumental value of virtue outweighs any amount of the non-instrumental value of pleasure or avoidance of pain. The chapter raises two challenges to the status that Ross accords the value of virtue relative to the value of pleasure (pain). First, it argues that Ross fails to provide a good argument for thinking that virtue is always better than pleasure and (...) that it is in any case implausible to think that any amount of virtue (or avoidance of vice) is better than the avoidance of any amount of pain or suffering. Second, it argues that the inflexibility of Ross’s value theory exhibited in his claim about the relative value of virtue produces tension with and mars the attractive heterarchical structure of his theory of rightness or prima facie duties. (shrink)

The Church of Satan, the seminal example of organizational Satanism, was founded in 1966. During the 1970s, the Church of Satan was wracked by a history of numerous schisms. Despite the notoriety of Satanism in popular culture, few scholars have analyzed the Church of Satan as a religious organization. Furthermore, not many scholars have directly discussed the schisms that it has undergone.

Business Process Reengineering and Organizational Structure – A Case Study of Indian Commercial Banks -/- Author / Authors : Dr. Naveeda Seher Page no. 126 -138 Discipline : Applied Economics/ Management/ Commerce Script/language : Roman/English Category : Research paper Keywords: Business Process Reengineering, organizational Structure, Effectiveness, competitive.

In this context, the study explored the relationship between organizational climate and employee innovative work behaviour among food manufacturing industries in Malaysia. The study is a descriptive correlational survey research design where data is sourced out from a total of randomly sampled 260 employees. Results revealed that a favourable organizational climate on innovation, proactivity, and risk-taking is prevailing among the companies. A very high level of innovative work behaviour is emanating among the employees on idea exploration, generation, championing, (...) and implementation. Test of differences showed that employee gender, position, unit, and years of service spelt significant differences in the perception of the employees on organizational climate and innovative work behaviour. A meaningful relationship surfaced between organizational climate and employee innovative work behaviour, suggesting that for food manufacturing industries to sustain innovative and competitive advantages, there is a need to promote a nurturing and encouraging entrepreneurial organizational climate. Finally, a congruency among the domains of organizational climate and employee innovative work behaviour emerged. It suggests that when higher positive organizational climate surfaces, the more likely the employee's manifest innovation work behaviour. This study addressed the gap by providing organizational climate and employee innovative work behaviour among food manufacturing industries in Malaysia. (shrink)

This paper introduces a body of research on Organizational Behavior and Industrial/organizational Psychology that expands the range of empirical evidence relevant to the ongoing character-situation debate. This body of research, mostly neglected by moral philosophers, provides important insights to move the debate forward. First, the OB/io scholarship provides empirical evidence to show that social environments like organizations have significant power to shape the character traits of their members. This scholarship also describes some of the mechanisms through which this (...) process of reshaping character takes place. Second, the character-situation debate has narrowly focused on situational influences that affect behavior episodically and haphazardly. The OB/io research, however, highlights the importance of distinguishing such situational influences from influences that, like organizational influences, shape our character traits because they are continuous and coordinated. Third, the OB/io literature suggests that most individuals display character traits that, while local to the organization, can be consistent across situations. This puts pressure on the accounts of character proposed by traditional virtue ethics and situationism and provides empirical support to interactionist models based on cognitive-affective processing system theories of personality. Finally, the OB/io literature raises important challenges to the possibility of achieving virtue, provides valuable and untapped resources to cultivate character, and suggests new avenues of normative and empirical research. (shrink)

Over the last 20 years, several philosophers have developed a new approach to biological functions, the organizational approach. This is not a single theory but a family of theories based on the idea that a trait token can acquire a function by virtue of the way it contributes to a complex, organized system and thereby to its own continued persistence as a token. I argue that the organizational approach faces a serious liberality objection. I examine three different ways (...) organizational theorists have tried to avoid that objection and show how they fail. (shrink)

Le contrôle de constitutionnalité, dont la magistrature parlementaire de l’Ancien Régime revendiquait le plein droit, n’était pas fondé uniquement sur les lois fondamentales du royaume, mais sur l’ensemble des principes (« les maximes ») tirés de la « Tradition ». Cette dernière était composée en premier lieu par le droit divin et le droit naturel, c’est-à-dire par des systèmes juridiques qui nécessitaient, tous les deux, une interprétation juridictionnelle ‘sapientiale’. Cette activité interprétative était ‘révélatrice’ d’un corpus de valeurs métaphysiques à laquelle (...) seule la Scientia Juris des magistrats pouvait puiser. Mais dans la sphère de la Tradition juridique rentraient aussi le « dépôt légal », c’est-à-dire l’ensemble de toutes les lois, même des lois ainsi dites « ordinaires », c’est-à-dire celles qui avaient été produites par la simple manifestation de volonté souveraine d’un roi prédécesseur « car tel avait été son plaisir » (moderne formulation du brocarde de droit romain : « quidquid principi placuit legis habet vigorem »). Ainsi la juridiction parlementaire donnait lieu à un jugement de constitutionnalité qui était normalement exercé de manière très flexible par le corps de la magistrature, dépendant des circonstances et des intérêts politiques momentanés des situations juridiques qu’elle voulait protéger. La hiérarchie des normes était ainsi un formidable instrument de protection de cet ordre juridique dont les legum doctores se sentaient les tuteurs. Elle était, donc, directement liée au gouvernement politique des juges. (shrink)

The research aims to identify the organizational excellence in Palestinian universities of Gaza Strip, from the perspective of senior management. The questionnaires were distributed the top senior management in the Palestinian universities, and the study population was (344) employees in senior management in Palestinian universities. A stratified random sample were selected from of employees in the Palestinian universities consist of (182) employees at return rate of (69.2%). SPSS program for analyzing and processing the data was used. The study reached (...) the following results: the senior management agrees largely on the importance of the axis of "Leadership Excellence" and "Excellence service sectors". The senior management agrees moderately about the importance of the axis of the “Knowledge excellence". The study showed that there is a weakness in the employment of scientific research to serve the community, there is weakness in the follow-up of the universities management for the performance of their graduates in the institutions in which they work. Senior management agrees on the importance of the "Organizational Excellence" moderately. The recommendations of study includes: the need to develop principles and fair criteria for the selection of the best candidates for the university and university leaders based on specialization, competence, experience, skills, integrity and not on the basis of favoritism. (shrink)

Ce texte vise à proposer quelques arguments pour une critique empiriste de la hiérarchie des normes, c'est-à-dire pour les besoins d'une science du droit descriptive et explicative. La hiérarchie des normes est à la fois objet d’étude scientifique, et théorie construisant cet objet. Une approche empiriste nécessite la formalisation de quelques concepts et une justification minimale de la possibilité d'une science juridique empiriste : ce seront les objets des premiers points de ce texte. Il s'agira ensuite de proposer une formulation (...) de la conception de la hiérarchie des normes à laquelle l’empirisme peut conduire, permettant de réévaluer la théorie (normativiste) de la hiérarchie des normes proposée par Kelsen comme une théorie politique, qui ne décrit pas son objet mais le construit comme contrainte. (shrink)

Evidence hierarchies are widely used to assess evidence in systematic reviews of medical studies. I give several arguments against the use of evidence hierarchies. The problems with evidence hierarchies are numerous, and include methodological shortcomings, philosophical problems, and formal constraints. I argue that medical science should not employ evidence hierarchies, including even the latest and most-sophisticated of such hierarchies.

This paper seeks to resolve a fairly simple question in ethics: Why do seemingly reasonable people disagree about ethical problems? My paper seeks both to analyze this question and attempts to find a solution. My premise is that disagreement happens because of differences in hierarchical value ranking, or quite simply because some problems are more important to some people than others. Theories of choice, however, influenced by concepts such as "freedom of choice," conceal the hierarchical nature of our choices, leading (...) to confusion over the nature and degree of our ethical disagreements. I propose then that ethical disagreements can be reduced when we understand hierarchy as an essential element in moral choice theory. (shrink)

The study aimed to identify the level of organizational justice in relief organizations operating in the southern governorates - Palestine. The study used the descriptive analytical method، and the questionnaire was used to collect information that contributes to achieving the objectives of the study، and the study population consisted of workers in relief organizations، and a stratified random sample was used to collect data from 60 relief institutions. The study showed that the relative weight of organizational justice was (...) 82.2%. Where the dimension of distributive fairness reached 85.94% and after procedures fairness 78.02، and the study recommended the need to build clear foundations to motivate and encourage workers in organizations، and define clear criteria for distributing services in order to enhance distributive justice procedures in organizations. (shrink)

Proper functionalism explicates epistemic warrant in terms of the function and normal functioning of the belief-forming process. There are two standard substantive views of the sources of functions in the literature in epistemology: God (intelligent design) or Mother Nature (evolution by natural selection). Both appear to confront the Swampman objection: couldn’t there be a mind with warranted beliefs neither designed by God nor the product of evolution by natural selection? Is there another substantive view that avoids the Swampman objection? There (...) are two. The first is the generalized selected-effects theory of functions. The second is the organizational theory of functions. Both, however, require some history to assign functions, for both are etiological theories of functions: past effects help explain current function. Swampman can then acquire functions, perhaps soon after creation, though he has none at the moment of inception. (shrink)

The paper examines the book Martin Buber’s Theopolitics and analyzes the conflict between the hierarchy in nature and in human society. Buber qualifies our relations to nature and to other non-living objects as darker than human relations. This creates an imbalance between the human You and the other type of You. This reflection allows us to think about the meaning of the principle of humanity in relation to personhood, and in relation to different forms of communities (natural, or inorganic (...) communities). It is an important question in the light of “conflicts” and tensions created by the environmental crisis we are facing today. The paper explains how to use the word “conflict” in this context and whether it is justified. (shrink)

The relevance of the study is the need to reform the educational environment based on the values of inclusion to ensure the accessibility of quality education for all people. The purpose of the study is to justify the need an inclusive culture formation as a culture of acceptance of diversity and mutual understanding. The research problem is the lack of development of an inclusive organizational culture is a barrier to ensuring the availability of quality education in a variety of (...) health limitations and the educational needs of students. The study is based on the analysis of regulatory documents, comparison and generalization of the available approaches in international and Russian theory and practice on the inclusion values issue in the strategy of educational organizations and the formation of an inclusive organizational culture. Results: it was established that the inclusive agenda in education aggravates the problem of the formation of an inclusive organizational culture as a culture of accepting diversity as a value, advantage, significant educational, upbringing, developing resource; staged, the need for a proactive strategy of the formation of intercultural competencies are justified. -/- . (shrink)

In this paper I discuss a recent theory on functions called Organizational Account. This theory seeks to provide a new definition of function that overcomes the distinction between etiological and dispositional accounts and that could be used in biology as well as in technology. I present a definition of function that I think captures the intuitions of Organizational Accounts and consider several objections.

Despite a growing interest in and sympathy with Confucianism, there remains a stereotyped conception of Confucian civil order as a form of authoritarian hierarchy that is responsible for various oppressions in ancient China and is reprehensible from a modern egalitarian perspective. One central target of this modern criticism is the Confucian maxim of sangang 三綱, whose underlying idea is essential for regulating the relationship between sovereign and subject, father and son, and husband and wife in traditional Confucian society. Tu (...) Wei-ming translates sangang as the “Three Bonds” and argues that it is the “least defensible legacy of Confucian ethics” from the “modern egalitarian and liberal perspective.” For Tu.. (shrink)

The concept of organizational commitment is defined as employees's strong belief in accepting organizational goals and values; a strong desire to spend high-level effort taking into account the benefit of the organization and to maintain membership in the organization. Although there are different classifications related to organizational commitment in the literature, affective commitment, continuance commitment and normative commitment sub-dimensions were emphasized. This study includes the implementation of an organizational commitment questionnaire developed by Allen and Meyer (1990) (...) and adapted to Turkish by Wasti (2000) on a total of 53 employees in a participation bank operating in the East Black Sea Region. As a result of the study, no statistically significant relationship was found between the organizational commitment levels of the bank employees and the variables of age, marital status, gender, lenght of work, job title, income level. When the organizational score means of the employees were evaluated, it was seen that the average scores of affective commitment were higher than continuance and normative commitment. -/- . (shrink)

In my forthcoming book, How to Count Animals, More or Less (based on my 2016 Uehiro Lectures in Practical Ethics), I argue for a hierarchical approach to animal ethics according to which animals have moral standing but nonetheless have a lower moral status than people have. This essay is an overview of that book, drawing primarily from selections from its beginning and end, aiming both to give a feel for the overall project and to indicate the general shape of the (...) hierarchical position that I defend there. In this essay, I contrast the hierarchical approach with its most important rival (which holds that people and animals have the very same moral status), sketch the main idea behind one central argument for hierarchy, and briefly review three potentially troubling implications of the hierarchical view. I close with a discussion of a promising possible solution to the most worrisome of the three objections. (shrink)

The study aimed to look into the organizational performance of Higher Education Institutions in the Philippines particularly in Zamboanga del Norte. The descriptive method of research was used. There were 95 respondents to the survey. Frequency count, percentage, and Mean were used as a statistical tool. The investigation revealed that organizational performance of the Higher Education Institutions involved was found to be very good along the areas of VMGO, faculty, curriculum and instruction, support to students, research, extension, library, (...) physical plant and facilities, laboratories and administration. The Higher Education Institutions met the standards of quality over and above the minimum requirement of government under Article XIV Accreditation, Section 60. There were areas need to focus such as congruent to the needs of the people in the community, monitoring of faculty adequacy and loading, sourcing out funds and other resources, and maintaining safety and security inside the campuses, even though all areas in organizational performance found very good, Further, the administration continuously requires planning, implementation, monitoring, and evaluation. (shrink)

Abstract: Purpose - This study aimed to analyze the relationship between the determinants of organizational justice and their relationship to conscientious behavior from the point of view of officers working in the Palestinian police in Gaza Strip. Methodology - The study relied on the descriptive and analytical approach, using the questionnaire, targeting a stratified random sample of (400) officers, who hold the rank of captain and above, from the study population of 1550 officers. The study tool was distributed among (...) the sample members in all departments and governorates. Police in Gaza Strip. (353) questionnaires were retrieved, with a recovery rate of (88.3%). Findings - The existence of a positive correlation between the determinants of organizational justice and the behavior of conscience, and the existence of organizational justice in general in a medium degree and the order of its determinants is as follows: fairness of dealings and to a large degree, followed by fairness of procedures and a medium degree, and finally distribution fairness was to a small degree, while the behavior of conscience awareness came to a large extent. Significance - The existence of statistically significant differences between the respondents' averages of responding to the searched relationship due to the variables (type of administration, age group, job title, military rank, years of service). Recommendations - Work to take into account the fairness of distribution by providing adequate and fair salaries, granting bonuses for the additional efforts exerted, and budgeting in the distribution of duties and job burdens, as well as recommending attention to the interests of employees when making decisions and involving them in formulating them, explaining their justifications, and creating an organizational climate dominated by a sense of justice. (shrink)

This paper argues against the claim that Frege is committed to an infinite hierarchy of senses. Carnap and Kripke, along with many others, argue the contrary; I expose where all such arguments go astray. Invariably these arguments assume (without citation) that Frege holds that sense and reference are always distinct. This is the fulcrum upon which the hierarchy is hoisted. The counter to this assumption is based on two important but neglected passages. The locution ‘indirect sense’ has no (...) ontological significance for Frege. It was just a ‘short expression’ (his term) to indicate that the customary relation between sign, sense, and reference is suspended in what he called the exception case of indirect context. Once the hierarchy is abandoned, the alleged problem of just what indirect sense is, as well as questions as to why Frege said so little about it and why he did not examine iterative indirect contexts are resolved. Of course, with no hierarchy, Davidson’s “unlearnability argument” turns out to be a non-starter. Some objections to my interpretation are considered and answered. Additionally, comparisons to Dummett’s one-level view of sense, which is similar to mine are made, as well as to some two-level views (Parsons and Skiba). (shrink)

The purpose of the article was 1) to assess the relationship between the organizational culture (OC) type and business strategy (BS); 2) to prove that OC influences the survival strategy success/implementation; 3) to contribute to the expansion of organizational theory by analyzing the Boston Consulting Group (BCG) strategy palette as the basis for developing an effective company survival strategy during the crisis. To achieve the purpose, correlation analysis between OC types (authors' typology) and BS (Boston Consulting Group and (...) Miles & Snow Models) was used (561 employees of different industries participated in the survey; the data collected laid the foundation for the research). As a result, it was proved that 1) certain types of organizational culture correspond to certain types of strategies; 2) during the period when the company overcomes the recession, OC affects strategic innovation decisions; 3) building a sustainable business ecosystem enhances the positive impact. The main limitations of the study are 1) some elements of subjectivity assessment, 2) constant changes in OC and BS, 3) the probability of different subcultures coexistence. Implications for a Central European audience: The results confirmed that there is a need for managers to 1) take into account the organizational culture characteristics/features to implement chosen strategies successfully; 2) be ready to adapt the OC before the BS is approved; 3) adopt the idea that building an innovation ecosystem can be crucial to confront the crisis with confidence. (shrink)

The paper places the work of G. Gaus into the tradition of political thought experimenting. In particular, his strategy of modeling moral decision by the heuristic device of idealized Members of the Public is presented as an iterated thought experiment, which stands in marked contrast with more traditional devices like the veil of ignorance. The consequences are drawn, and issues of utopianism and realism briefly discussed.

Under which conditions are social relationships hierarchical, and under which conditions are they not? This article has three main aims. First, I will explain what this question amounts to by providing a more detailed description of the general phenomenon of social hierarchy. Second, I will provide an account of what social hierarchy is. Third, I will provide some considerations in favour of this account by discussing how it improves upon three alternative ways of thinking about social hierarchy (...) that are sometimes explicitly endorsed and sometimes suggested or presupposed in writings in philosophy and elsewhere. (shrink)

Different approaches to the definition of organizational culture are considered; its types, essential elements and functions in the organization are characterized. Author's point of view on organizational culture in a broad and narrow sense is formulated. Some peculiarities of employees’ perception of organizational culture in Ukrainian enterprises are analyzed.

Aim: This study attempted to assess the organizational resiliency in the implementation of Basic Education School Learning Continuity Plan and to design a resilient basic education school learning continuity plan. -/- Methodology: The study used mixed method which is quantitative and qualitative. The data for the quantitative part of the study were gathered through a survey with the 19 school heads and 345 teacher- respondents while the qualitative method was conducted through focus group discussion interview with 19 key informants (...) who were composed of the teachers, school heads and stakeholders. The research instrument that was used for the perceived organizational resiliency was a survey questionnaire that was validated by the experts and which the reliability was tested through Cronbach’s alpha with excellent level of internal consistency. The statistical treatment for quantitative results used mean and standard deviation to determine the perception of the respondents with regards to the organizational resiliency on the implementation of the BE-SLCP and Pearson Product Moment Correlation Coefficient, testing its significance at the 0.05 level was used in finding out the relationship between the evaluation of the basic education school learning continuity plan and school performance indicators and organizational resiliency. While content analysis was employed for the qualitative results. -/- Results: The salient findings of the study were as follows: The result showed that the rate of enrollment during pandemic is low while the drop-out rate fostered a positive rate. The school heads and teacher respondents perceived the schools’ organizational resiliency as high. Based on the feedback of the key informants the lessons learned from the implementation of Basic Education School Learning Continuity Plan are strong collaboration, consistent communication, and enhanced ICT Skills. The best practices that were observed are sustained partnership and continuous implementation of programs, projects, and activities. The challenges encountered include authenticity of assessment and low capability of learning facilitators at home. The respondent assessed the developed learning continuity plan as very highly satisfactory. -/- Conclusion: The organizational resiliency of schools is high in its performance of continuing education during pandemic. The study suggests that the schools may developed creative strategies on increasing enrolment; the school may strengthen its school-based management level to ensure that the plans and goals for continuity of education will be achieved; the school may also consider strengthening the stakeholders’ involvement and the school may consider the strategy of close coordination and constant monitoring and follow-ups with parents/guardians on the implementation of learning delivery. (shrink)

Building on existing forms of critical, cultural, biopolitical, and sociopolitical posthumanism, in this text a new framework is developed for understanding and guiding the forces of technologization and posthumanization that are reshaping contemporary organizations. This ‘organizational posthumanism’ is an approach to analyzing, creating, and managing organizations that employs a post-dualistic and post-anthropocentric perspective and which recognizes that emerging technologies will increasingly transform the kinds of members, structures, systems, processes, physical and virtual spaces, and external ecosystems that are available for (...) organizations to utilize. It is argued that this posthumanizing technologization of organizations will especially be driven by developments in three areas: 1) technologies for human augmentation and enhancement, including many forms of neuroprosthetics and genetic engineering; 2) technologies for synthetic agency, including robotics, artificial intelligence, and artificial life; and 3) technologies for digital-physical ecosystems and networks that create the environments within which and infrastructure through which human and artificial agents will interact. -/- Drawing on a typology of contemporary posthumanism, organizational posthumanism is shown to be a hybrid form of posthumanism that combines both analytic, synthetic, theoretical, and practical elements. Like analytic forms of posthumanism, organizational posthumanism recognizes the extent to which posthumanization has already transformed businesses and other organizations; it thus occupies itself with understanding organizations as they exist today and developing strategies and best practices for responding to the forces of posthumanization. On the other hand, like synthetic forms of posthumanism, organizational posthumanism anticipates the fact that intensifying and accelerating processes of posthumanization will create future realities quite different from those seen today; it thus attempts to develop conceptual schemas to account for such potential developments, both as a means of expanding our theoretical knowledge of organizations and of enhancing the ability of contemporary organizational stakeholders to conduct strategic planning for a radically posthumanized long-term future. (shrink)

Therefore, the first sign of the organizational culture's effectiveness of a medical institution should be considered the degree of compliance of staff values with the values of the institution and the expectations of stakeholders. The experience of the world's leading medical institutions demonstrates that an organizational culture is always a useful tool for managing human resources and one of the primary sources of competitive advantage for healthcare providers.

Abstract: This study aimed to analyze the relationship between the determinants of organizational justice and altruistic behavior from the point of view of the police officers in Gaza Strip. The study relied on the descriptive and analytical approach, using the questionnaire, and targeting a stratified random sample of (400) officers, who hold the rank of captain and above, from the study population of 1550 officers, and the study tool was distributed to the sample members in all departments and governorates (...) Police in Gaza Strip. (353) questionnaires were retrieved, with a recovery rate of (88.3%). The study found the existence of a positive correlation between the determinants of organizational justice and altruistic behavior, and the study also found the existence of organizational justice in general in a moderate degree and the order of its determinants was as follows: fairness of dealings and to a large degree, followed by fairness of procedures and a medium degree, and finally, distribution fairness was to a small degree, as for altruistic behavior. It came to a large extent. There are statistically significant differences between the respondents ’average response to the researched relationship due to the variables (Type Of Administration, Age Group, Job Title, Military Rank, and Years of Service). Taking into account the fairness of distribution by providing appropriate and fair salaries, granting bonuses for the additional efforts exerted, and budgeting in the distribution of duties and job burdens, and paying attention to the interests of employees when making decisions and involving them in formulating them, explaining their justifications, and considering altruistic behavior as a value, and the creation of an organizational climate dominated by a sense of justice, because of its prominent role in stability, calm and discipline at work, and thus the elevation of the police institution and the achievement of its desired goals. (shrink)

It has recently become popular to suggest that questions of ontology ought be settled by determining, first, which fundamental things exist, and second, which derivative things depend on, or are grounded by, those fundamental things. This methodology typically leads to a hierarchical view of ontology according to which there are chains of entities, each dependent on the next, all the way down to a fundamental base. In this paper we defend an alternative ontological picture according to which there is no (...) ontological hierarchy. Such a picture appears counterintuitive (at least to many), in part because in the absence of a hierarchical structure to our world, there would be no structure apt to back metaphysical explanations. There are two reasons to suppose this is so. First, there would be no structure apt to back metaphysical explanations because there would be a fatal mismatch between the formal features of metaphysical explanation, on the one hand, and the structure of the world, on the other hand. Second, in the absence of an ontological hierarchy there would be no structure apt to back metaphysical explanations because the only connections that would obtain between relevant facts are mere correlational connections. But mere correlations are not the right kinds of relations to back metaphysical explanations: explanation requires something more. This paper aims to show that neither of these is a good reason to prefer a hierarchical view of ontology. (shrink)

The purpose of this paper is to analyze the possibility of diagnosing and managing the innovation potential of the tourist enterprises through the study and modification of the characteristics of its organizational culture. The article examines the theoretical possibility of diagnosing and managing the innovation potential of the tourist business. The content of definitions "innovative potential" and "organizational culture" were analyzed. The necessity of using social-psychological model for the analysis of innovation reality of the innovative potential of tourism (...) enterprises was proved. The characteristics of an ideal model of innovative organizational culture of a tourist enterprise were formulated. The necessity to attract managers of tourism enterprises in the formation of the innovative capacity of enterprises of the tourism industry was grounded. It was proposed to consider the innovative potential of the tourism enterprise as an opportunity to transform and streamline the experience and the stereotypes interaction among business process, that is, as an opportunity to transform and streamline the experience of interaction between the subjects of the enterprise. (shrink)

Some philosophers of fiction – most famously Jerold Levinson1 - have tried to argue that fictional narrators can never be identified with real authors. This argument relies on the claim that narration involves genuine assertion (not just the pretense of assertion that lacks truthfulness) and that real authors are not in a position to assert anything about beings on the fictional plain - given that they don’t rationally believe in their existence. This debate on the status of narrators depends on (...) the idea that fictional beings and beings in the real worlds reside, as it were, at different levels. The assumption that there is a gap separating the levels of fiction and reality serves as a rationale for the claim that real authors could not possibly be en rapport with the fictional characters that they create (e.g. entertain beliefs about them, etc.). (shrink)

Quine’s way of dealing with the semantical paradoxes (Ways of Paradox, pp. 9-10) is criticized. The criticism is based on three premises: (1) no learnable language has infinitely many semantical primitives; (2) any language of which Quine’s theory is true has infinitely many semantical primitives; (3) English is a learnable language. The conclusion drawn is that Quine’s theory is not true of English.

Bryant’s paper, "A Logic of Multiplicities: Deleuze, Immanence, and Onticology," is useful for showing how the historical legacy of hierarchy in its many philosophical forms is still present, important, and, in fact, required even by those such as Bryant who would seek to deconstruct or ignore it. The following response will discuss Bryant’s presentation of his alternative position and throughout point out: a) the straw-man versions of hierarchy that Bryant employs; b) why what Bryant claims to be inherent (...) negatively in hierarchy is not the case; c) how Bryant’s position actually relies upon hierarchy for its own explication, and finally; d) the various principles of hierarchical metaphysics that are required in order to make sense of experience and reality. These latter include the notions that i) there are many kinds of hierarchy; ii) Being and Unity are prior to Multiplicity; iii) relation without substance is incoherent; iv) hierarchy is not inherently tyrannical; v) the distinction between essentially and accidentally ordered causal series is a real and useful one; and vi) the existence of hierarchy is more self evident than is flat ontology. (shrink)