Bad Poetry and Other Short Stories is a collection of social, political, and religious commentary. The last three stories are also commentary from a non-fiction perspective.

Scholarly accounts of the history of civic virtue in the modern era have with few exceptions been wholly secular, discounting, ignoring, or even outright rejecting the role religious thought has played in shaping the civic tradition. In this dissertation, I focus on the influence of religion on the civic tradition, specifically in the eighteenth century in Scotland and America. I examine the ways in which the religious traditions of each nation shaped the debate surrounding the viability of civic virtue, the place of religious virtues among the civic tradition, and the tensions between using religion to promote civic virtue while protecting individual religious liberty. In the Scottish Enlightenment, I examine the influence of Francis Hutcheson’s moral sense philosophy and Adam Ferguson’s providential theology. In the American Founding, I contrast the New England religious tradition exemplified by John Witherspoon and John Adams with the public religious tradition advocated by Benjamin Franklin, Thomas Paine, and Thomas Jefferson. This work demonstrates not only that religion influences the civic tradition, but also that this influence is neither monolithic nor self-evident. In order to understand how religion shaped this tradition, it is necessary to take into account that different conceptions of religion produce different understandings of what it means to be a good citizen.

The purpose of this thesis is to explore contemporary communitarian thinker Michael J. Sandel¡¦s political philosophy concerning one that realizes the importance of ¡§virtue¡¨ and ¡§ends¡¨ in citizenship and the state. I argue that although Sandel is often known as one of the most compelling critics of John Rawls¡¦ justice theory, his more ambitious commitment since 1984 is to provide a vision about the nature and aim of political life through insights of civic republicanism. The goal of this essay is to sort out Sandel¡¦s perspectives on these normative statements. Introducing from the debates between justice and the good in ethics, I explain what motivates me to write this essay and briefly describe the framework and approach of the thesis. In the second chapter, I elaborate Sandel¡¦s philosophical anthropology. Different from Rawls¡¦ the conception of human, Sandel¡¦s version is one with moral disposition¡X¡Xthat is to say, at the moment when we ask ourselves ¡§ who am I¡H¡¨, it comes to the answer that we are constitutive beings, rather than unencumbered selves from nowhere. Only when an agent is capable of self-reflection and recognizing how self is situated can self-knowledge and political practices possible. In short, only in a political community can spirit of citizenship be realized. In chapter three, I trace Sandel¡¦s argument and point out the fact that the theory and practice of contemporary liberalism has practically become a synonym to procedural republic. It is presented not only the ideas of ¡§rights as trumps¡¨ and neutral state, but also revealed by the erosion of community and the loss of self-government. Therefore, how to rebuild moral life in modern democratic practices has become an important task for people of our time. Following the political tradition of republicanism in American history, Sandelian republicanism, inherence of Aristotlian perfectionism, stresses the importance of political community as a whole to cultivate civic virtue. So I discuss the meaning of freedom/liberty and self-government. Through above discussions, I try to reveal Sandel¡¦s idea of democracy that insists conserving certain conceptions of the good, common ends and substantial moral contents in political life. In chapter four, I deal with how Sandel respond to the tension between republicanism and liberalism. From communitarianism to republicanism, I am persuaded that the core of Sandel¡¦s philosophy lies in the idea of citizenship and the ends of state. Civic virtues are so intrinsic to political life and will help to lead us to a good life. State or government shouldn¡¦t just be neutral but should play a role in developing good citizens. In final chapter, I concluded that Sandel¡¦s concerns to community and citizen and his republican ideals revive an yet long forgotten tradition in democratic thoughts.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Leaders are often thought of as being the top management team of the organisation, illuminating the way forward for individuals by directing organisational activities towards a shared vision (Fernald, Solomon & Tarabishy, 2005). As organisations are constantly facing challenges in establishing a profitable presence in a competitive marketplace, effective leadership is one difference between organisations that successfully meet the challenges and those that do not (Wherry, 2012). In order for any organisation to cope with the demands of a dynamic and ever changing environment, it is necessary for management to move towards a leadership style that allows for the empowerment of employees (Carson & King, 2005). Scholars have identified a form of leadership termed “authentic leadership” where authentic leaders display traits such as honesty, sincerity, high moral standards, ethics and trustworthiness (Avolio et al., 2004; May 2004). According to George (2003), authentic leaders are self-aware and transparent therefore this behaviour sends a strong message to their followers influencing what they, the follower, attend to, how they view themselves and ultimately how they behave. Within organisations where authentic leaders are present, the importance of employee initiative and cooperation become very important (Le Pine, Erez & Johnson, 2002). The individual or employee initiative and cooperation can be viewed as in role (within formal job descriptions) or extra role (outside of formal job description) behaviour. Extra-role behaviour is also defined as organisational citizenship behaviour. This research study investigated if the dimensions of authentic leadership (self-awareness, moral perspective, balanced processing and relational transparency) had an effect on the dimensions of organisational citizenship behaviour (altruism, conscientiousness, sportsmanship, courtesy and civic virtue). The population for this study was a provincial government department within the Western Cape. A non-probability sample based on the method of convenience was utilised of which 131 respondents completed three sets of questionnaires namely; a Biographical questionnaire, Authentic Leadership Questionnaire (Avolio, Gardner & Walumbwa, 2007) and the Organisational Citizenship Questionnaire (Podsakoff, Mackenzie & Fetter, 1990). Statistical analyses involved both descriptive (measures of central tendency and dispersion) and inferential statistics (correlation and multiple regression). The findings indicated that a moderate to weak relationship exists between the dimensions of authentic leadership (self-awareness, moral perspective, balanced processing and relational transparency) and the dimensions of organisational citizenship behaviour (altruism, conscientiousness, sportsmanship, courtesy and civic virtue). Organisational citizenship behaviour of the employees within the organisation is not largely influenced by their leader’s authentic leadership style. Therefore, other factors such as work ethic, organisational commitment, work motivation or personality may have greater influence on organisational citizenship behaviour than authentic leadership. However, a few limitations associated with the study were identified and it is suggested that a qualitative approach be implored as well as other provincial, local or national government departments in the Western Cape be used to contribute to greater representativeness and generalisability. Variables identified in this study are embodied in the human resource functions of the organisation and managers should utilise the findings of this study to better understand human behaviour within the workplace.

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By consciously re-crafting K-12 American public schools through aesthetic design, the United States can improve civic education. Specifically, by paying attention to how school environments affect students through each of their five senses, Americans can create learning environments that encourage the development of civic virtues necessary to support four essential criteria identified by John Dewey as foundational for an ideal democracy: individual expression, communicated experience, associated living, and consciousness of the connection between individuals, their behaviors, and their choices. By examining Dewey’s theory of ideal democracy, and the civic virtues that it requires, I delineate and analyze specific criteria by which to improve American civic education in public schools. Then I show that creating beautiful schools can meet the specified criteria and develop civic virtues in students. These virtues are necessary – although not by themselves sufficient – for healthy democratic citizenship. America today is far from an ideal democracy. Split in our beliefs, unengaged in the civic process, disconnected from fellow citizens, and often unaware of the harm caused by our lack of participation, care, and responsibility, we have a long way to go before our democracy approaches the ideal form proposed by Dewey. Far from deterring our efforts, however, these facts should motivate us to find new and improved ways to educate our young citizens during their years in public schooling. This thesis aims to convince the reader that the conscious crafting of school aesthetics can provide a unique and irreplaceable contribution to that end. / text

<p>The term organisational citizenship behaviour (OCB) was first explored by Bateman and Organ (1983) to refer to particular behaviours that may benefit an organisation and gestures that cannot be enforced by means of formal role obligations nor be elicited by contractual guarantee of recompense. Organ (1988) proposes that OCB may have a positive impact on employees and organisational performance. Incumbents who are experiencing satisfaction from performing their jobs are likely to be better ambassadors for the organisation and be committed to their organization (Buitendach, 2005). Silverthorne (2005, p. 171) considers job satisfaction to be important for effective organisations and defines job satisfaction as &ldquo / ... a pleasurable or positive emotional state resulting from the appraisal of one&rsquo / s job&rdquo / . Previous research indicates that individuals are most likely to go beyond their formal job requirements when they are satisfied with their jobs or committed to their organisations, when they are given intrinsically satisfying tasks to complete, and/or when they have supportive or inspirational leaders. Research into Organisational Citizenship behaviour (OCB) has primarily focused on the effects of OCB on individual and organisational performance. Several empirical studies report that OCB produces various tangible benefits for employees, co-workers, supervisors and organisations in a variety of industries (Ackfeldt &amp / Leonard, 2005). It essentially refers to prosocial organisational behaviour that goes beyond what is expected in role descriptions. Bolino, Turnley and Niehoff (2004) claim that three basic assumptions have characterised OCB research. Firstly, they argue that OCB research stemmed from non-self-serving motives such as organisational commitment and job satisfaction. Moreover, they maintain that OCB has led to a more effective functioning of organisations and finally that OCB benefited employees by making organisations more attractive to work in. Murphy, Athansou and King (2002) reported positive relationships between OCB and job satisfaction. Chiu and Chen (2005) investigated the relationship between job characteristics and OCB and recommend that managers enhance employees&rsquo / intrinsic job satisfaction to promote the display of OCB. Most research studies have investigated OCB as an outcome variable with job satisfaction as one of its antecedents. Although the majority of researchers contend that OCB is an outcome of job satisfaction, some research indicates that the two variables can function as antecedents or consequences or there may well be a reciprocal relationship between the two variables. This study endeavours to elucidate the factors that are postulated to produce job satisfaction and organisational citizenship behaviour, based on a sample of 133 employees in a retail organisation in the Western Cape. The results indicate that there are significant relationships between biographical characteristics and job satisfaction, between the dimensions of OCB and job satisfaction and between the job satisfaction dimensions and OCB.</p>

The purpose of this study was to investigate the impact of employee motives regarding select leadership-OCB relationships. Based on previous research, it was hypothesized that the relationships observed between transformational leadership and various dimensions of OCB would be mediated by subordinate Organizational Concern. In contrast, the relationship between LMX-quality and subordinate Altruism was predicted to be either mediated or moderated by subordinate Prosocial Values. Two hundred and one part-time and full-time employees (subordinates and supervisors) served as participants in this study, representing a total of 13 organizations in the Southeast United States. Results were based on a final sample of 131 supervisor-subordinate pairs. In general, participants responded to questionnaires that measured transformational leadership, LMX-quality, and OCB Motives (i.e., Prosocial Values, Organizational Concern, and Impression Management). Both subordinate and supervisor ratings of OCB were also collected. Analyses were based upon Baron and Kennys (1986) approach for mediation and moderation, as well as the Aroian version (1944/1947) of the Sobel test (1982). Across self- and supervisor-reports of OCB, results revealed that the Organizational Concern Motive significantly mediated the relationship between transformational leadership and various dimensions of OCB (Conscientiousness, Sportsmanship, Courtesy, and Civic Virtue). Results also supported the Prosocial Values Motive as a partial mediator in the relationship between LMX-quality and self-reported Altruism. Surprisingly, a stronger mediating effect was consistently observed for the Organizational Concern Motive across both leadership styles and all five of Organs (1988) OCB dimensions. In contrast, no evidence was found for either motive with regard to moderation. Results also differed based on leadership perspective (subordinate versus supervisor). Taken as a whole, these results suggest that both transformational leadership and LMX-quality are strongly associated with an employees general concern for the organization. This motive is, in turn, associated with a variety of citizenship behaviors. In summary, this evidence addresses an important gap in the OCB literature by providing evidence for an indirect relationship between leadership perceptions and OCB.

<p>The term organisational citizenship behaviour (OCB) was first explored by Bateman and Organ (1983) to refer to particular behaviours that may benefit an organisation and gestures that cannot be enforced by means of formal role obligations nor be elicited by contractual guarantee of recompense. Organ (1988) proposes that OCB may have a positive impact on employees and organisational performance. Incumbents who are experiencing satisfaction from performing their jobs are likely to be better ambassadors for the organisation and be committed to their organization (Buitendach, 2005). Silverthorne (2005, p. 171) considers job satisfaction to be important for effective organisations and defines job satisfaction as &ldquo / ... a pleasurable or positive emotional state resulting from the appraisal of one&rsquo / s job&rdquo / . Previous research indicates that individuals are most likely to go beyond their formal job requirements when they are satisfied with their jobs or committed to their organisations, when they are given intrinsically satisfying tasks to complete, and/or when they have supportive or inspirational leaders. Research into Organisational Citizenship behaviour (OCB) has primarily focused on the effects of OCB on individual and organisational performance. Several empirical studies report that OCB produces various tangible benefits for employees, co-workers, supervisors and organisations in a variety of industries (Ackfeldt &amp / Leonard, 2005). It essentially refers to prosocial organisational behaviour that goes beyond what is expected in role descriptions. Bolino, Turnley and Niehoff (2004) claim that three basic assumptions have characterised OCB research. Firstly, they argue that OCB research stemmed from non-self-serving motives such as organisational commitment and job satisfaction. Moreover, they maintain that OCB has led to a more effective functioning of organisations and finally that OCB benefited employees by making organisations more attractive to work in. Murphy, Athansou and King (2002) reported positive relationships between OCB and job satisfaction. Chiu and Chen (2005) investigated the relationship between job characteristics and OCB and recommend that managers enhance employees&rsquo / intrinsic job satisfaction to promote the display of OCB. Most research studies have investigated OCB as an outcome variable with job satisfaction as one of its antecedents. Although the majority of researchers contend that OCB is an outcome of job satisfaction, some research indicates that the two variables can function as antecedents or consequences or there may well be a reciprocal relationship between the two variables. This study endeavours to elucidate the factors that are postulated to produce job satisfaction and organisational citizenship behaviour, based on a sample of 133 employees in a retail organisation in the Western Cape. The results indicate that there are significant relationships between biographical characteristics and job satisfaction, between the dimensions of OCB and job satisfaction and between the job satisfaction dimensions and OCB.</p>

This study explores the gendered nature of OCB effects by examining communal and agentic forms of OCB (altruism and civic virtue, respectively), as well as the possible effects of not performing gendered OCBs on performance appraisals and related job outcomes. Using employee evaluation based scenarios which included task performance and OCBs (altruism/civic virtue; engage/disengage/no OCB), participants (N= 306) rated the job performance of a female or male employee. Employees engaged in OCBs experienced higher performance evaluations than did employees in scenarios which did not contain OCB information or scenarios in which employees disengaged in OCB. Employees who engaged in OCB, despite gender, were rated similarly. Gender differences were found in the disengaging of OCB but directions were contrary to the past research and theories. In this study, employees incurred lower evaluations when disengaging in gender incongruent OCB in comparison to disengaging in gender congruent OCB. The findings of this study are two-fold. First, in comparison to past research, the results of this study present positive possibilities for women and men who engage in the OCBs of altruism and civic virtue. Second, the results on disengagement suggest more research needs to be conducted to explore evaluations of employees disengaging in gender incongruent OCBs.