Suchergebnisse

In her book Democracy and Truth: The Conflict between Political and Epistemic Virtues, Snježana Prijić Samaržija advocates that a purely procedural justification which defines the authority and legitimacy of democracy only in relation to the fairness of the procedure itself is not enough for a full justification of democracy. Some epistemic values should also be included. This epistemic quality of democracy depends on the quality of the decisions that the democratic procedures produce. In that sense, the author is advocating a hybrid theory that secures harmony between political and epistemic values, favoring deliberative procedure for this purpose, and thus promotes equal respect for both democratic values. In doing so, she is advocating the specific type of division of epistemic labor that I will attempt to critically re-examine here, as well as to bring into question the privileged role of the experts in democratic decision-making. ; U svojoj knjizi Demokratija i istina: sukob između političkih i epistemičkih vrlina, Snježana Prijić Samaržija se zalaže za stanovište po kom čisto proceduralno opravdanje, koje definiše autoritet i legitimnost demokratije samo u odnosu na pravičnost same procedure, nije dovoljno za potpuno opravdanje demokratije i da, stoga, treba uključiti i neke epistemičke vrednosti. Ova epistemička vrednost demokratije zavisi od kvaliteta odluka koje demokratske procedure proizvode. U tom smislu autorka se zalaže za hibirnu teoriju koja obezbeđuje sklad između političkih i epistemičkih vrednosti, favorizujući deliberativnu proceduru za tu svrhu, i na taj način promoviše jednako poštovanje obe demokratske vrednosti. Pri tome, autorka zagovara specifičnu vrstu epsitemičke podele rada koju ću ovde pokušati da kritički preispitam, a samim tim i izolovanu ulogu eskperata u demokratskom odlučivanju.

Methodological evaluations of deliberative mini-publics usually focus on the internal and external validity of experimental designs. Even though such a focus on causal inference and generalization is important, it is incomplete. We argue that the epistemic validity of experimental designs should also be taken into account in order to ensure measuring truly a deliberative exercise rather than just a regular discussion. By ensuring the inclusion and publicity of all arguments, the process of arguing back-and-forth between multiple positions is theoretically claimed to generate better outcomes and should therefore be validated along epistemic lines. Here, we suggest some methodological techniques for enabling the epistemic validity assumption of deliberative experimental designs. These techniques relate to the sampling of the groups and the treatments they receive.

Methodological evaluations of deliberative mini-publics usually focus on the internal and external validity of experimental designs. Even though such a focus on causal inference and generalization is important, it is incomplete. We argue that the epistemic validity of experimental designs should also be taken into account in order to ensure measuring truly a deliberative exercise rather than just a regular discussion. By ensuring the inclusion and publicity of all arguments, the process of arguing back-and-forth between multiple positions is theoretically claimed to generate better outcomes and should therefore be validated along epistemic lines. Here, we suggest some methodological techniques for enabling the epistemic validity assumption of deliberative experimental designs. These techniques relate to the sampling of the groups and the treatments they receive.

"Our thoughts are meaningful. We think about things in the outside world; how can that be so? This is one of the deepest questions in contemporary philosophy. Ever since the 'cognitive revolution', states with meaning-mental representations-have been the key explanatory construct of the cognitive sciences. But there is still no widely accepted theory of how mental representations get their meaning. Powerful new methods in cognitive neuroscience can now reveal information processing in the brain in unprecedented detail. They show how the brain performs complex calculations on neural representations.

Drawing on this cutting-edge research, Nicholas Shea uses a series of case studies from the cognitive sciences to develop a naturalistic account of the nature of mental representation. His approach is distinctive in focusing firmly on the 'subpersonal' representations that pervade so much of cognitive science. The diversity and depth of the case studies, illustrated by numerous figures, make this book unlike any previous treatment. It is important reading for philosophers of psychology and philosophers of mind, and of considerable interest to researchers throughout the cognitive sciences."

This book illustrates various aspects and dimensions of cognitive cities. Following a comprehensive introduction, the first part of the book explores conceptual considerations for the design of cognitive cities, while the second part focuses on concrete applications. The contributions provide an overview of the wide diversity of cognitive city conceptualizations and help readers to better understand why it is important to think about the design of our cities. The book adopts a transdisciplinary approach since the cognitive city concept can only be achieved through cooperation across different academic disciplines (e.g., economics, computer science, mathematics) and between research and practice. More and more people live in a growing number of ever-larger cities. As such, it is important to reflect on how cities need to be designed to provide their inhabitants with the means and resources for a good life. The cognitive city is an emerging, innovative approach to address this need.

PurposeThis study aimed to illustrate the conditions under which cultural diversity enhances workgroup creativity. It does so by investigating the impact of ethnic diversity on workgroup creativity through the mediating mechanisms of cognitive diversity and information elaboration, while also exploring the role of inclusive leadership in this process.Design/methodology/approachMulti-source data was collected from a sample of 338 employees nested within 56 workgroups across three distinct organizations. Conditional process analysis was used to empirically test the proposed hypotheses.FindingsThe results show that ethnic diversity, a surface-level cultural attribute, contributed to diversity in deep-level cognitive resources, and that workgroups were able to capitalize on these variations in deep-level cognitive resources to enhance their creativity when they engaged in the elaboration of task-relevant information. Results also demonstrated that the effective management of workgroup processes through inclusive leadership helped materialize the performance-promoting effects of cultural diversity. Overall, the findings support the notion that cultural diversity is indeed beneficial to workgroups.Originality/valuePrior research has typically examined cultural diversity in workgroups from the perspective of either surface-level or deep-level cultural attributes, leading to conflicting findings. Our study takes a multifaceted approach to cultural diversity and its influence on workgroup creativity, offering a more nuanced understanding. Additionally, by integrating the concept of inclusive leadership, a relatively new conceptualization of leadership specifically relevant to diverse workgroups, we clarified strategies for fostering positive workgroup performance.

AbstractPhilosophers of science have in recent years presented arguments in favour of increasing cognitive diversity, diversity of social locations, and diversity of values and interests in science. Some of these arguments align with important aims in contemporary science policy. The policy aims have led to the development of institutional measures and instruments that are supposed to increase diversity in science and in the governance of science. The links between the philosophical arguments and the institutional measures have not gone unnoticed. Philosophers have even explicitly suggested that institutional measures could be used to increase diversity in science. But philosophical criticisms of the existing institutional instruments have also been presented. Here I review some recent case studies in which philosophers examine actual attempts to increase diversity in science by using institutional measures implemented from the top down—attempts that have failed in one way or another. These studies examine attempts to involve citizens or stakeholders in the governance of science and technology and attempts to increase the number of interdisciplinary collaborations. They draw attention to the limitations of such instruments, calling into question the most optimistic visions of using institutional instruments to increase diversity in science.

PurposeThe paper aims to examine literature on the issues of the pilot shortage in the United States Air Force and the demographic diversity dilemma within the United States Air Force pilot community and how it relates to the National Defense Strategy. In addition, there is an examination of current initiatives designed to combat these issues.Design/methodology/approachThe paper opted for an exploratory review of 90 sources from 2012 to 2023 to examine the pilot shortage and pilot diversity issues within the United States Air Force. Three theories, the theory of generative interactions, the theory of cognitive diversity and the identity theory, were examined in relation to the barriers to the pilot diversity issue.FindingsThe paper provides emergent insights from the literature into the growing pilot shortage and diversity disparity found within the United States Air Force pilot community. These issues were associated with many barriers, including geographic disparity, socioeconomic status, culture, education, mentorship and life balance.Research limitations/implicationsThe current initiatives examined are new and, as such, warrant future research. In particular, what are the long-term projections for the youth flight programs? An examination of the effectiveness of improving the pilot shortage and pilot diversity within the Air Force should be further scrutinized in the coming years as new cadets enter pilot training after accession.Originality/valueThis paper highlights a need to further study the effectiveness of youth flight programs and other United States Air Force initiatives in improving pilot numbers and diversity.

Moral relativism is a tragedy and cognitive relativism is a farce – so Gellner argues. First the tragedy: moral relativism is consistent and compelling given moral diversity and contention worldwide. Then the farce: cognitive relativism is self-contradictory and logically false; it is also absurd in view of hard science, which gets testable, cumulative, applicable results that yield high tech; and it is insidious – where logical consistency and empirical accuracy are a dead letter, mummery rules.

"What if workforce diversity is more than simply the right thing to do in order to make society more integrated and just? What if diversity can also improve the bottom line of businesses and other organizations facing complex challenges in the knowledge economy? It can. And The Diversity Bonus shows how and why. Scott Page, a leading thinker, writer, and speaker whose ideas and advice are sought after by corporations, nonprofits, universities, and governments around the world, makes a clear and compellingly pragmatic case for diversity and inclusion. He presents overwhelming evidence that teams that include different kinds of thinkers outperform homogenous groups on complex tasks, producing what he calls "diversity bonuses." These bonuses include improved problem solving, increased innovation, and more accurate predictions--all of which lead to better performance and results. Page shows that various types of cognitive diversity--differences in how people perceive, encode, analyze, and organize the same information and experiences--are linked to better outcomes. He then describes how these cognitive differences are influenced by other kinds of diversity, including racial and gender differences--in other words, identity diversity. Identity diversity, therefore, can also produce bonuses. Drawing on research in economics, psychology, computer science, and many other fields, The Diversity Bonus also tells the stories of people and organizations that have tapped the power of diversity to solve complex problems. And the book includes a challenging response from Katherine Phillips of the Columbia Business School" (Publisher's description)

The persistent failure of organizations to engage diversity—to employ a diverse workforce and fully realize its potential—is puzzling, as it creates labor-market inefficiencies and untapped opportunities. Addressing this puzzle from a behavioral strategy as arbitrage perspective, this paper argues that attractive opportunities tend to be protected by strong behavioral and social limits to arbitrage. I outline four limits—cognizing, searching, reconfiguring, and legitimizing (CSRL)—that deter firms from sensing, seizing, integrating, and justifying valuable diversity. The case of Moneyball is used to illustrate how these CSRL limits prevented mispriced human resources from being arbitraged away sooner, with implications for engaging cognitive diversity that go beyond sports. This perspective describes why behavioral failures as arbitrage opportunities can persist and prescribes strategists, as contrarian theorists, a framework for formulating relevant behavioral and social problems to solve in order to search for and exploit these untapped opportunities.

AbstractIn this study we empirically map the field of media and communication studies (MCS) by focusing on relationships between cognitive dimensions (such as research topics and approaches) on the one hand and material dimensions (such as funding and institutionalization) on the other. Our analysis, which focuses on the field of MCS in Switzerland, identifies two clusters of research institutions representing distinct strands of research in the field. Results show how these two strands differ in terms of their resource base, institutional positioning and recognition, teaching and transfer activities, as well as activities of scientific production. Similarities and differences in these dimensions serve to explain the general evolution of the field.