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This book treats values as the basis for all of philosophy, an approach distinct from critiquing theories of value and far rarer. "First Philosophy," the effort to justify the foundations for a system of philosophy, is one of the main issues that divide philosophers today. McDonald's philosophy of values is a comprehensive attempt to replace philosophies of "existence," "being," "experience," the "subject," or "language," with a philosophy that locates value as most basic. This transformation is a radical move within Western philosophy as a whole, since it has never been done in such a thoroughgoing way. Hugh P. McDonald makes a comprehensive case against first philosophy as metaphysical, by mounting a case against all metaphysical systems of philosophy. Radical Axiology: A First Philosophy of Values is a fresh start for a rebirth of philosophy. While other movements debate the "death of philosophy," this book radically re-evaluates the direction of philosophy by discovering values at the basis of all philosophy. This reorientation addresses the question of what the love of wisdom can mean for us today.
Discover the practical, step-by-step guide to creating a workplace culture that’s better for employees, customers, and stakeholders—and your company’s bottom line. For decades, talented people have tolerated old-school leaders who put results before respect, toxic company cultures, and workplaces that suck. But those days are over, and if leaders want to attract and retain the best employees—while improving productivity, customer service, employee satisfaction, and profits—it’s time for them to create work cultures where good comes first. The problem is that because the corporate world has too often been driven primarily by results, we seldom ask leaders to change their work cultures. Even if we did, most leaders don’t know how. This book provides the actionable inspiration and practical direction needed to make that change happen. In Good Comes First, S. Chris Edmonds and Mark S. Babbitt go beyond theoretical advice, using their combined 50 years of experience to present proven strategies for creating purposeful, positive and productive work cultures. Cultures where good comes first for employees, customers, leaders, and stakeholders—and where improved business outcomes quickly follow. In these pages, readers will learn to: Appreciate why a good comes first culture is a business imperative – especially for younger generations. Distance yourself from the competition that maintains its undefined work culture (one that most likely sucks). Identify what “good” means for your company in today’s business climate – and in the future of work. Define your uncompromising work culture as you build a foundation of respect AND results. Formalize your team’s servant purpose so that everyone understands how what your team does improves lives and communities. Specify respectful behaviors, so your desired values are observable, tangible, and measurable. Align your entire organization to your desired work culture – where good comes first every day. Assess the quality of your current work culture by measuring and monitoring how well your leaders and your executive team demonstrate your servant purpose, valued behaviors, strategies, and goals. Hold everyone accountable for both respect and results through modeling, celebrating, measuring, coaching, and mentoring leaders and team members. Implement real, needed change – and quit “thinking” and “talking” about change (but never really get change started). Become a change champion while creating a lasting legacy as a business leader. Build a team of good people doing good work in a good company. What’s more, Good Comes First shows you where potential barriers to success hide—and how to push through them—and illuminates the moments when you’ll feel the most satisfaction and gain the most traction. After reading this book, you will see that when done right, change is not only possible—it’s practical, powerful, and profitable. And you will realize that you are the right person, at the right time, to make that change happen.
Before Howard retires as a successful factory owner, he fires close to a hundred men from one of his factories, replacing them with robots to improve profitability. But when one of his former workers commits suicide, Howard soon finds himself mired in guilt. After a long, hard thought, he elects not only to try to help those his actions have hurt but also to take steps toward understanding how artificial intelligence is changing the way humanity operates. He brings together a team of authorities in the field for debate and dialogue, exploring the question of how to uphold the priority of human values in the face of rapid technological achievement. As he works with them to look deeper into the subject and consider new courses of action, Howard discovers this study to be a worthwhile pursuit in his twilight years. After all, just how much does the average person know about the pros and cons of artificial intelligence and its future impact on our daily lives and moral values? In this novel, an accomplished retired businessman gathers a group of experts in order to explore the philosophical and moral implications of artificial intelligence.
Takes fundamental marketing concepts and teaches you how to apply them to social causes like access to food and education, climate change, and gender equality. The book includes learnings from beautiful, iconic social impact campaigns from some of the world's most beloved brands.
Used by most book dealers and serious collectors in the country, this guide explains how to identify first editions of books and covers a wide range of subjects, including Americana, early printed books, literature, mysteries, science fiction, children's books, natural history, photography, and travel.
The socioeconomic monitoring report addresses two evaluation questions posed in the Northwest Forest Plan (the Plan) Record of Decision and assesses progress in meeting five Plan socioeconomic goals. Volume I of the report contains key findings. Volume II addresses the question, Are predictable levels of timber and nontimber resources available and being produced? It also evaluates progress in meeting the goal of producing a predictable level of timber sales, special forest products, livestock grazing, minerals, and recreation opportunities. The focus of volume III is the evaluation question, Are local communities and economies experiencing positive or negative changes that may be associated with federal forest management? Two Plan goals are also assessed in volume III: (1) to maintain the stability of local and regional economies on a predictable, long-term basis and, (2) to assist with long-term economic development and diversification to minimize adverse impacts associated with the loss of timber jobs. Progress in meeting another Plan goal--to promote agency-citizen collaboration in forest management--is evaluated in volume IV. Volume V reports on trends in public values regarding forest management in the Pacific Northwest over the past decade, community views of how well the forest values and environmental qualities associated with late-successional, old-growth, and aquatic ecosystems have been protected under the Plan (a fifth Plan goal), and issues and concerns relating to forest management under the Plan expressed by community members. Volume VI provides a history of the Northwest Forest Plan socioeconomic monitoring program and a discussion of potential directions for the program.
A pathbreaking new study of women and morality How do people decide what is "good" and what is "bad"? How does a society set moral guidelines -- and what happens when the behavior of various groups differs from these guidelines? Martha Saxton tackles these and other fascinating issues in Being Good, her history of the moral values prescribed for women in early America. Saxton begins by examining seventeenth-century Boston, then moves on to eighteenth-century Virginia and nineteenth-century St. Louis. Studying women throughout the life cycle -- girls, young unmarried women, young wives and mothers, older widows -- through their diaries and personal papers, she also studies the variations due to different ethnicities and backgrounds. In all three cases, she is able to show how the values of one group conflicted with or developed in opposition to those of another. And, as the women's testimonies make clear, the emotional styles associated with different value systems varied. A history of American women's moral life thus gives us a history of women's emotional life as well. In lively and penetrating prose, Saxton argues that women's morals changed from the days of early colonization to the days of westward expansion, as women became at once less confined and less revered by their men -- and explores how these changes both reflected and affected trends in the nation at large.
Rushworth M. Kidder traveled the world to interview leading thinkers, artists, educators, business people, and religious and political leaders. In this book you will meet: a Buddhist monk, a former president of Harvard, a Chinese author, a top American business executive, and many others from diverse cultures.
It is in our nature to judge people, not only by what they say but by what they do. In the book, Values First, author John Akhoian, explains that being the owner of Rooter Hero Plumbing, he is judged more often than most, and in some cases, more harshly than most. That's okay with John. He understands that by espousing the values works and lives by, he will held to an even higher standard. His hopes in writing this book was to help someone else be a hero to his family or help one family find happiness, then it is worth it. It is John's sincere goal to lead his business, Rooter Hero Plumbing, by the principles and values, as he elaborates on, in his book. He hopes that readers can take these values and aim to lead, not only by words but by actions, as John aims to do in his own life.
Children need to be taught humility, generosity, truthfulness, purity and respect. Here are thirty-one different values to show us what Jesus Christ is like and how we should behave.