The recent rapid warming of the planet, driven overwhelmingly by human emissions and activities, represents a novel and dire threat to both human and natural systems. It also constitutes an unprecedented global injustice, with those facing the first and, in many cases, the worst impacts being least responsible for causing the problem: the global poor, other species and future generations. Awakening to such a threat also presents a challenge for ethical deliberation, through provoking deep emotional responses that disturb settled identities. In view of all this, the task of ethical deliberation is urgently required. Yet it is itself vulnerable to being derailed by a variety of coping mechanisms that operate to keep the true scale of the problem below the level of our full attention and prevent the necessary frank assessment of what may be required of us. These largely unconscious protective strategies also open the door to those very emotions being exploited by the cultural, economic and political forces primarily responsible for the crisis in the first place. Hence, superficial and inadequate responses proliferate while many feel paralysed into inaction. In the face of this threat to thought, this project seeks to articulate an identity and stance based on Christian theological resources that opens up new space for ethical deliberation in the face of climate fears. Instead of being paralysed by such fears, this thesis argues that fear can instead illuminate and motivate when it is resituated in the service of love through solidarity with the suffering Christ, the poor and with the whole community of creation.

<p> This thesis explores the question: can an ecocritical approach to environmental virtue ethics (EVE) in undergraduate climate change education inform students' understanding of the ethical issues of climate change and promote environmental responsibility and action? Philosophical theories of virtue ethics will be discussed from an historical perspective as well as to its renewal in the 20^th century, especially within the context of the wicked dimensions of the climate change crisis. Dominant themes in climate change ethics including concerns over the scientific complexity, global dimensions, temporal issues, intergenerational fairness and responsibility, justice, and human rights will be presented and used to devise a compendium of climate change virtues and vices. Environmental and climate change education research will be reviewed as well as the reasons for its failure to produce a substantial shift in attitudes and behavior of people especially in the global North will be deliberated. Ecocriticism, which studies the relationship between literature and visual and audial art will be explored, and a novel curriculum based on theoretical elements from climate change virtue ethics and supported with examples of the ecocritical arts will be proposed. It is my belief that an interdisciplinary framework supported and illustrated by climate change ecocriticism from any and all of the literary, visual, audial, and performance arts will create deeper understandings of climate change complexity.</p>

Ethics was identified by the Ethiopian government as one of the areas requiring attention and was made an integral part of the ongoing Civil Service Reform Program since 1996. Despite the reform efforts that have been going on for about two decades, no rigorous academic and empirical research has been conducted to understand the nature and depth of the problems. Moreover, the theoretical discourses in the general literature and the national efforts made by the government and its development partners also emphasize on the structural and procedural issues of ethics, giving little focus to the behavioural components or dimensions of ethics of civil servants. The purpose of this study was to investigate and critically analyse the nature and dynamics of work ethics in the Ethiopian civil service; and to assess the ethical environment within which the public sector operates in the country. Mixed research method was applied. Questionnaires were used to collect primary quantitative data from two groups of research participants – civil servants and the service users; whereas primary qualitative data were collected employing in-depth interviews from managers and key experts in the field. Data from secondary sources were also used. The quantitative data were analysed using descriptive analysis. The qualitative ones were analysed using the qualitative data analysis technique with the emphasis on the phenomenological approach. The study showed that there is clearly growing awareness of ethical challenges within the civil service, though a fundamental change in the ethical conduct of the employees is not yet realized. It is also found out that there is no problem of legislation and policy frameworks; rather the problem lies in the weak implementation and enforcement of them. Leadership behaviour, absence of strong institutions, poor accountability system, poor remuneration and politicization of the civil service were identified as the biggest challenges to foster ethical conduct. Accordingly, it is suggested that the government play a key role in addressing the problems that hamper the effective implementation of the reform efforts. Other stakeholders such as the civic society organizations, religious institutions, the private sector, schools and the general public should also work closely with the government. Ensuring ethical conduct requires synergy of all actors, ranging from ordinary citizens to high-level decision-making bodies. / Business Management / D.B.L.

Abstracts in English, Southern Sotho and Xhosa / Previous studies evidenced the association between work ethics climate, retention factors and organisational commitment separately. However, research combining all these variables have not yet been done. The purpose of the study was to investigate the relationship between work ethics climate, retention factors and organisational commitment of nurses in a South African public hospital. A quantitative research design was followed and a probability stratified sample (N=208) of nurses participated in the study. The results indicate significant relationships between work ethics climate and retention factors. Furthermore, the results indicate significant relationships between work ethics climate and organisational commitment. Moreover, the results indicate that work ethics climate moderates the relationship between training and development components of retention factors and organisational commitment. These findings provide new knowledge for the design of retention strategies, which adds value to the body of knowledge in relation to work ethics climate. Recommendations for further research and for the implementation of the results of the study by human resource professionals were made in terms of improving the ethical climate, the retention factors and organisational commitment of their employees. / Dinyakišišo tše di fetilego di file bohlatse bja kamano magareng ga seemo sa maitshwaro ka mošomong, mabaka a go tšwela pele le boikgafo ka fao go aroganego. Le ge go le bjale, dinyakišišo tšeo di kopanyago mehuta ye ka moka ga se tša hlwa di dirwa. Maikemišetšo a dinyakišišo tše e bile go nyakišiša kamano magareng ga seemo sa maitshwaro ka mošomong, mabaka a go tšwela pele le boikgafo bja bja baoki ka sepetleleng sa setšhaba sa Afrika Borwa. Tlhamo ya dinyakišišo tša boleng e dirišitšwe gomme sampole ya baoki ye e arogantšwego (N=208) ba kgathile tema ka dinyakišišong. Dipoelo di laetša kamano ye kgolo magareng ga seemo sa maitshwaro ka mošomong le mabaka a go tšwela pele. Godimo ga fao, dipoelo di laetša dikamano tše kgolo magareng ga seemo sa maitshwaro ka mošomong le boikgafo bja ka mokgatlong. Godimo ga fao, dipoelo di aletša gore seemo sa maitshwaro se lekanyetša kamano magareng ga dikarolo tša tlhahlo le tša tlhabollo tša mabaka a go tšwela pele le boikgafo bja ka mokgatlong. Dikutollo tše di fana ka tsebo ye mpsha ya tlhamo ya mekgwa ya go tšwela pele, yeo e tlišago boleng go tsebo mabapi le seemo sa maitshwaro a ka mošomong. Ditšhišinyo tša dinyakišišo go tšwela pele le tša go phethagatša dipoelo tša dinyakišišo ka bašomi ba sephrofešenale ba merero ya bašomi di dirilwe mabapi le go kaonafatša seemo sa maitshwaro, mabaka a go tšwela pele le boikgafo bja ka mokgatlong bja bašomi ba yona. / Amarhubhululo zesikhathi esidlulileko zifakazele itjhebiswano eliphakathi kobujamo bemigomo yokusebenza, imithelela yokubamba abasebenzi bangakhambi kanye nokuzibophelela kwihlangano ngendlela ehlukanisiweko. Nanyana kunjalo, ngokwerhubhululo ukuhlanganiswa kwazo zoke lezi zinto akhange kweziwe. Ihloso yaleli rhubhululo bekukuphenya itjhebiswano eliphakathi kobujamo bemigomo yokuziphatha emsebenzini, ukubamba abasebenzi bangakhambi kanye nokuzibophelela kuhlangano kwabahlengikazi esibhedlela sombuso eSewula Afrika. Ihlelo lerhubhululo elidzimelele kuzinga lekulumo lilandelwe kanti nesampula yabahlengikazi I (N=208) labadlale indima kurhubhululo lisetjenzisiwe.Imiphumela iveza itjhebiswano eliqakathekileko phakathi kobujamo bemigomo yokusebenza kanye nemithelela yokubanjwa kwabasebenzi bangakhambi. Ukuragela phambili, imiphumela iveza itjhebiswano eliqakathekileko phakathi kobujamo bemigomo yokusebenza kanye nokuzibophelela kwehlangano. Ngaphezu kwalokho, lemiphumela iveza ukobana ubujamo bemigomo yokuziphatha ilinganisa itjhebiswano phakathi kweengaba ezibandulako nezithuthukisako, iingaba ezimalungana nemithelela yokubamba abasebenzi bangakhambi kanye nokuzibophelela kwehlangano. Leli lwazi elitholakeleko linikela ilwazi elitjha malungana nokudizayinwa kwamasu wokubamba abasebenzi bangakhambi, okuyinto engezelela ivelu kumthombo welwazi malungana nobujamo bemigomo yokuziphatha emsebenzini. Iincomo ezinye ezimalungana nokuragela phambili nerhubhululo kanye nokusetjenziswa kwemiphumela yerhubhululo elimalungana nabasebenzi bomnyango wezokuqatjhwa kwabasebenzi zenziwe ngokuthi kuthuthukiswe ubujamo bemigomo yokuziphatha, imithelela yokubamba abasebenzi bangakhambi kanye nokuzibophelela kwabasebenzi kuhlangano. / Human Resource Management / M. Com. (Business Management)