CHAPTER 1 Knowledge What the Muslim woman needs to know Etiquette and conditions of seeking knowledge...

al-Kindī. - al-Fārābī. - Ibn Sīnā. - Ibn Khaldūn.

Second, follow-up interview of Cecilea Mun by Shelley Tremain.

I argue that emotions are not only rational in-themselves, strictly speaking, but they are also instrumentally rational, epistemically rational, and evaluatively rational. I begin with a discussion of what it means for emotions to be rational or irrational in-themselves, which includes the derivation of a criterion for the ontological rationality of emotions (CORe): For emotion or an emotion there exists some normative standard that is given by what emotion or an emotion is against which our emotional responses can be judged (...) or evaluated in virtue of the fact that our emotions manifest our rationality. I conclude with a brief discussion of the implications of this account. (shrink)

Standard accounts of shame characterize it as an emotion of global negative self‐assessment, in which an individual necessarily accepts or assents to a global negative self‐evaluation. According to nonstandard accounts of shame, experiences of shame need not involve a global negative self‐assessment. I argue here in favor of nonstandard accounts of shame over standard accounts. First, I begin with a detailed discussion of standard accounts of shame, focusing primarily on Gabriele Taylor's standard account. Second, I illustrate how Adrian Piper's experience (...) of groundless shame can be portrayed as 1) both a rational and an irrational experience of shame, in accordance with Taylor's account as a paradigm model of standard accounts of shame, and 2) as a rational experience of shame when taken in its own right as a legitimate, rational account of shame. Third, without denying that some experiences of shame either are or can be irrational experiences of shame, I elucidate how standard accounts of shame can act as mechanisms of epistemic injustice, and in doing so can transmute the righteous indignation of the marginalized by recasting them as shameful experiences. (shrink)

This monograph introduces a meta-framework for conducting interdisciplinary research in the science of emotion, as well as a framework for a particular kind of theory of emotion. It can also be understood as a “cross-over” book that introduces neophytes to some of the current discourse and major challenges for an interdisciplinary approach to the science of emotion, especially from a philosophical perspective. It also engages experts from across the disciplines who are interested in conducting an interdisciplinary approach to research and (...) theorizing in the science of emotion, and introduces to them some of the contemporary debates in the philosophy of emotion. It does so by providing a taxonomy of theories of emotion which allows one to understand the contemporary interdisciplinary discourse in the science of emotion as a debate between four fundamental types of theories of emotion—realism, instrumentalism, eliminative-realism, and eliminativism—and which can be found or potentially found across the disciplines, and by arguing for foundational principles which can unify, without consilience, these four kinds of approaches as perspectives about the same object of inquiry. It also covers a wide range of concerns, including the problem of skepticism in the science of emotion, the problem of the underdetermination of a theory by the evidence, the question of the place of ordinary intuitions and ordinary language for a science of emotion, the mind-body problem, the hard problem of consciousness, the meta-hard problem of consciousness, the problem of intentionality, questions about the rationality of emotions and whether emotions can be a vehicle for knowledge, and the debate between cognitive and noncognitive theories in the philosophy of emotion. (shrink)

In this paper I call attention to the problem of continuing to rely on SETs for hiring, reappointment, promotion, and award decisions in higher education, including the problem of continuing to permit the use of SETs despite the clear and explicit acknowledgement of their problems. I argue that to do so manifests a failure to acknowledge the weight of the actual and potential harms of SETs. I then provide an outline of such harms in order to clearly convey not only (...) the weight but the extent of such harms, especially on marginalized job candidates, pre-existing faculty, administrators, and non-privileged students. I conclude by arguing that, given all of the foregoing, the use of SETs should be abolished for hiring, reappointment, promotion, and award decisions in higher education. (shrink)

Cecilea discusses with Shelley Tremain her experience as a first-generation U.S. citizen and first-generation university graduate; why she was motivated to study philosophy and become a professional philosopher; the launching of the new, open access, online journal, the Journal of Philosophy of Emotions (JPE); the “mismatch” between what she seemed like “on paper” and what she is is capable of; how societal, institutional, professional, and philosophical practices and policies must be adjusted to enable others like her to flourish as professional (...) philosophers; and any resources—such as articles, books, and videos—that she would like to recommend on the topics and issues that she has addressed in this interview. (shrink)

New concerns have emerged during the COVID-19 pandemic that greatly impact employees and many other aspects in organizations. We have highlighted the major organizational issues during COVID-19 and classified the relevant research findings based on 45 recent articles. Main themes identified include work setting, perceptions of COVID-19, employee wellbeing, organizational strategies, and influences on career behaviors. Employees have faced challenges due to work conditions that have shifted from traditional commuting to telework. Employees have also become aware of the negative current (...) situation, so their overall wellbeing has been threatened. In response, organizations have strived to promote positive psychological capital for employees as they attempt to cope with this crisis. Organizations have tried to maintain and manage both their employees and their business. People tended to adjust their career-related behaviors based on how they perceived their own wellbeing and organizational strategies. (shrink)

This edition of The Forefront of Research interviews Cecilea Mun about the recently created Journal of the Philosophy of Emotion. Cecilea Mun is the founding Director of the Society for the Philosophy of Emotion. She specializes in mind and emotion, epistemology, philosophy of science, feminist philosophy, and moral psychology.

This book discusses political change in the view of Confucian thought. This study focuses on the Book of Change, which is one of the nine basic books of Confucius School, and has dominated oriental thought in this field for more than three thousand years.