Moral Beliefs for the Error Theorist?

The moral error theory holds that moral claims and beliefs, because they commit us to the existence of illusory entities, are systematically false or untrue. It is an open question what we should do with moral thought and discourse once we have become convinced by this view. Until recently, this question had received two main answers. The abolitionist proposed that we should get rid of moral thought altogether. The fictionalist, though he agreed we should eliminate moral beliefs, enjoined us to replace them with attitudes that resemble to some extent the attitudes we have towards pieces of fiction. But there is now a third theory on the market: conservationism, the view that we should keep holding moral beliefs, even though we know them to be false. (According to a fourth theory, ‘substitutionism’, we should modify the content of our moral claims in such a way that they become true.) Putting abolitionism (and substitutionism) aside, our aim is to assess the plausibility of conservationism as an alternative to the – relatively dominant – fictionalism that we find in the literature. Given the difficulty of finding a conservationist view that is both (i) plausible and (ii) not merely a terminological variant of fictionalism, we will argue that conservationism fails to constitute a plausible alternative to fictionalism, at least insofar as it purports to be an alternative view as to what we should do with our moral thoughts.     

The Error In ‘The Error In The Error Theory’

In his paper ‘The Error in the Error Theory’[this journal, 2008], Stephen Finlay attempts to show that the moral error theorist has not only failed to prove his case, but that the error theory is in fact false. This paper rebuts Finlay's arguments, criticizes his positive theory, and clarifies the error-theoretic position.     

Following the Leader? Mormon Voting on Ballot Propositions

Why did Utah voters—most of whom are Mormons—vote in favor of repealing Prohibition in 1933, and against a modest relaxation of Utah's liquor laws in 1968? In answering this question, we illuminate some important facets of the political behavior of members of the Church of Jesus Christ of Latter‐day Saints. We hypothesize that Mormons are likely to “follow their leaders” on political questions when two conditions hold: (1) official endorsement of a position by LDS church leaders; and (2) internal agreement among those leaders. Each is necessary, but neither is sufficient alone. In 1933, only one of these two conditions held; in 1968 both did. Using ecological inference to generate estimates of individual‐level behavior of Mormon and non‐Mormon voters in Utah, we find that Mormon voters were significantly more likely to vote in accordance with the Mormon Church's official position in 1968 than in 1933. We further test our hypothesis by examining other referenda in states with a large Mormon population. We conclude with a discussion of when and how contemporary Mormon leaders get involved in political issues.     

Role of the Leader in Therapy Groups Conducted With Illicit Drug Abusers: How Directive Does the Leader Have to Be?

A 17-hour marathon group was conducted in a residential treatment center established for inmates in a correctional setting in the southeastern United States. The Hill Interaction Matrix (HIM-G; Hill, 1965) was used to measure the types of leader activity and the types of member activity during portions of each hour of the group activity. It was found that when the group was most therapeutic, there was a relationship between the therapists' actions and behaviors and the types of issues that were discussed in the group. The results that were found do not agree with some of the established drug and alcohol abuse literature.     

What is the Problem with Fundamental Moral Error?

Quasi-realists argue that meta-ethical expressivism is fully compatible with the central assumptions underlying ordinary moral practice. In a recent paper, Andy Egan has developed a vexing challenge for this project, arguing that expressivism is incompatible with central assumptions about error in moral judgments. In response, Simon Blackburn has argued that Egan's challenge fails, because Egan reads the expressivist as giving an account of moral error, rather than an account of judgments about moral error. In this paper I argue that the challenge can be reinstated, even if we focus only on the expressivist's account of judgments about moral error.     

Linking Justice, Performance, and Citizenship via Leader–Member Exchange

While organizational justice continues to garner attention by researchers, why perceptions of justice influence a variety of outcomes is still in need of explanation. In this paper, we examine one type of social exchange process that may provide a better link between perceptions of fairness and important organizational outcomes. Specifically, we examine how leader–member exchange (LMX) affects the relationship between employee perceptions of fairness and supervisor-rated performance and organizational citizenship behaviors (OCBs). Data from our study demonstrates that LMX fully mediates the relationship between interactional justice and performance and OCBs. In addition, the results demonstrate that LMX moderates the relationship between both distributive and procedural justice and OCBs.     

Pain for the Moral Error Theory? A New Companions-in-Guilt Argument

The moral error theorist claims that moral discourse is irredeemably in error because it is committed to the existence of properties that do not exist. A common response has been to postulate ‘companions in guilt’—forms of discourse that seem safe from error despite sharing the putatively problematic features of moral discourse. The most developed instance of this pairs moral discourse with epistemic discourse. In this paper, I present a new, prudential, companions-in-guilt argument and argue for its superiority over the epistemic alternative.     

Navigating the Pathway to Leader Emergence in Self-Managed Work Groups Over Time: Should I Self-Promote and Try to Emerge Initially as a Leader?

Despite literature revealing the negative effects of self-promotion on important outcomes for women in interviews, there is limited attention on whether this relationship exists in a peer-to-peer context (e.g., self-managed work groups). Whereas men’s self-promotion is vital to attain interview success, work has shown that self-promoting men are not viewed favorably in a peer-to-peer setting. Moreover, most self-promotion research has focused on a single time point. It is thus a puzzle as to whether and when one should use self-promotion to emerge as a leader in a self-managed work group over time. My study addresses this gap. A longitudinal study spanning a thirteen-week period and involving 165 participants distributed across 44 self-managed work groups was performed. The results showed that, for women, there was a negative effect of self-promotion on leader emergence, and its effects subsequently accumulated. For men, self-promotion was critical to their leader emergence. The findings also indicated that emerging as a leader at the onset of a project serves as a springboard for subsequent leader emergence. Contrary to existing work, gender salience in work groups does not reduce over time. The present findings imply that managers need to be aware of possible biases in leader emergence ratings resulting from self-promotion if such ratings are utilized in their promotion decisions. Despite progressive improvements made with respect to gender-related issues over the years, societal expectations of gender norms in work groups appear to persist.

     

The ‘Crucified’ Leader: Cynicism,Fantasies and Paradoxes in Education

In this paper we argue that transnational as well as national political demands and expectations on the educational field are contributing to (re)produce four ideological-based educational leadership discourses in the literature. In order to conceptualize these discourses, we turn to the work of Schmidt (Diagnosis I—Filosoferende eksperimenter. Aarhus University Press, Aarhus, 1999, On respect. Aarhus University Press, Aarhus, 2011) and Zizek (Mapping ideology. Verso, New York, 2000, The sublime object of ideology. Verso, New York, 2008a). On that basis we identify four dominant educational leadership discourses: (a) a personhood-based discourse, (b) a profession-based discourse, (c) a standard-based discourse, and (d) a resource-based discourse. These discourses have—as we will show—various consequences for the way we think and talk about education and educational leadership in our age. Using examples that stem from a project about educational leadership in Danish upper secondary school, we will illustrate how educational leaders’ beings and doings are ‘regulated’ by these discourses, which place them in a tension field where different and conflicting (ideological) fantasies seem to be played out. Then, we will discuss how these fantasies can be challenged and how we can think and speak more intellectually about education and educational leadership. By using the term intellectual we are referring to educational leaders’ ability as human beings to critically reflect on their contemporary doings and beings within and beyond the existing social order. Hopefully this can help them (and us) to establish new ways for discussing not only what educational leadership is and should be about, but also what it could be about.     

The Meaning of Obesity in the Church: A Pastoral Leader’s Perspective

The purpose of this study is to highlight a unique case regarding obesity and weight loss in the Christian church that emerged when interviewing men who had experienced bariatric surgery. Thirty-four-year-old “Pastor Tom” was removed from his position in the church due to his obesity. Through critical reflection, utilizing an intrinsic case study methodology, the authors explore how this research participant constructed meaning around obesity and weight loss. In this study, two major themes emerged: (1) leading by example and (2) becoming a leader. The study includes a discussion of implications for the church as well as teaching, clinical, and research implications.     

Who Wants to Follow the Leader? Using Personality and Work Value Profiles to Predict Preferences for Charismatic,Ideological, and Pragmatic Styles of Leading

Despite the contributions of charismatic and transformational theories, their universal applicability has recently been called into question. Dovetailing this debate is a growing interest in followers. We contribute to these discussions by examining the impact of follower individual difference profiles on preferences for charismatic, ideological, and pragmatic styles of leading. Drawing on Weber’s (1924) taxonomy of managerial authority in its reconceptualized form as the charismatic-ideological-pragmatic (CIP) model, we conducted a vignette study in which 415 working adults first completed an online survey assessing their personality and work values. Eight weeks later, a second survey asked them to read a fictional scenario about an organization and three speeches depicting each leader’s style. Participants then indicated their leader preference, which we sought to predict using their personality and work values profiles. Results of discriminant function analyses indicated certain linear combinations of personality and work values variables discriminated between participants’ leader preferences.     

A Multilevel Examination of the Relationship Between Leader–Member Exchange and Work–Family Outcomes

Purpose

Recent work–family literature has identified leadership as an area for practical research inquiry. The purpose of the present study was to conduct a multilevel analysis that applies leader–member exchange (LMX) and conservation of resources theories as frameworks for optimizing subordinates’ work–family experiences.

Design/Methodology/Approach

Effects of the interaction between individual-level and workgroup-level LMX on work–family outcomes were examined using web-based survey data from 765 information technology workers in 79 workgroups.

Findings

High LMX was linked to reduced work interference with family, perceptions of managerial support, perceived career consequences, and organizational time demands. However, the benefits of high LMX were attenuated in the presence of low workgroup LMX for all outcomes except managerial support.

Implications

Findings suggest that an individual’s work–family experiences are influenced by both self and others’ supervisory relationships and provide further support for the efficacy of multilevel examinations of LMX. Results support LMX theory as a framework for enhancing work–family outcomes. Through individual and group-level LMX, supervisors may foster perceptions that shape work–family micro-climates within the same organization.

Originality/Value

This study focuses on a practical avenue for intervention (i.e., leadership) using a theoretically grounded approach. It uncovers a possible mechanism—high individual and group LMX—through which work–family outcomes can be improved. Additionally, this study answers calls in the work–family literature for research with implications for intervention and employs multilevel modeling.

     

“To Err is Human”: An Examination of the Effectiveness of Error Management Training

This research explores how the effectiveness of word-processing training is impacted by a trainee's goal (learning vs. performance) and whether the training program is designed to encourage or discourage errors (error management vs. error avoidant). Ninety-four trainees were randomly assigned to one of four word processing training programs. Results indicated several beneficial effects of both error management training and learning goals including enhanced performance, increased intrinsic motivation, and decreased frustration. Results are discussed in terms of how error management principles might be implemented as well as which worker groups might be most responsive to this type of training.     

Error is proportional to distance measured by honeybees: Weber’s law in the odometer

Honeybees were trained to fly a specific distance, the same over trials, down a tunnel for a reward. After training, they were tested occasionally with the reward absent. On tests, bees fly to or just past the expected place of reward, then turn around and fly back. After some distance, they turn back again, and may continue turning back and forth a number of times. Past research has shown that distance estimation in this task is based on the retinal flow of visual texture on the walls of the tunnel. Here we measured the errors in distance estimation as a function of training distance. Errors were measured as the standard deviation across trials of the positions of the first two turns (Turn1 and Turn2), and of the Middle (average of Turn1 and Turn2) and Spread (difference between Turn1 and Turn2). All errors were proportional to the training distance, thus obeying Weber’s law. Models of possible mechanisms underlying this phenomenon are discussed. The mean Spread matches the errors in Turn1 and Middle, suggesting that the bee chooses the spread of its search to match the expected odometric error. Received: 28 April 1998 / Accepted after revision: 19 November 1998