Thesis advisor: James F. Keenan / Thesis advisor: Daniel J. Daly / Thesis (STL) — Boston College, 2021. / Submitted to: Boston College. School of Theology and Ministry. / Discipline: Sacred Theology.

Senior Honors thesis--Regis University, Denver, Colo., 2009. / Title from PDF title page (viewed on May 21, 2009). Includes bibliographical references.

Thesis (M.A.)--Catholic Theological Union, 1986. / Vita. Includes bibliographical references (leaves 95-96).

As organisations strive to become more competitive and leaner, leadership and leading change have become key ingredients in the recipe for success. However leaders in times of difficult organisational change may not be effective in leading the change for themselves and their people. The leader’s ability to see and work beyond his or her personal needs is becoming more prevalent - leaders like Nelson Mandela and Mahatma Ghandi showed a special kind of behaviour that was fulfilling to a greater purpose.This has prompted the need to gain a deeper understanding into self-sacrificial leadership that will bring about a crucial benefit to organisational sustainability by increasing the ability to lead change and shape leaders into ‘Level 5’ leadership. This qualitative research was accomplished by collecting primary data through 15 semi-structured in-depth interviews from South African business leaders.The findings in terms of the factors that encourage a leader to self-sacrifice their needs for the organisation reveal that it is not about self, but what is best for the organisation as well as the people. Self-motivation, managing own emotions, and internalisation were the findings of the process which the leader goes through in processing loss to lead others on the journey of change. Lastly, the personality traits of leaders who have the strength to lead change and are prepared to sacrifice themselves were found to be an advocate for the value of their people; have humility at their core; and are bold, outspoken and strong minded with a gentle exterior. Recommendations were centered on the crucial role of organisations in shaping an authentic leadership environment and ingredients for leaders of the 22nd century.As a result, this research demonstrates leadership is about self-sacrifice, managing change and leading people. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

The concept of compassion has recently held a controversial role in political thought. Critics have tied it with the condescension and latent self-interest of pity, while proponents have asserted it as the ethical posture from which to approach the suffering of others. This thesis looks at the role of compassion in the political sphere, arguing that political compassion involves a decentring of oneself as the primary subject of political action, looking instead to forego one’s own desire and to replace it with the desire of another. It pays particular attention to the thought of Hannah Arendt, who excludes this self-sacrificing compassion from the political sphere, due to the importance of speech to political action, and in turn, the importance of muteness to compassion. To Arendt, political speech intends to performatively bring one’s uniqueness into the world, whereas compassion performatively denies this subjectivity and is fundamentally unpolitical. She asserts that not only do public displays of compassion destroy their very value, but moreover, that a focus of compassion and suffering in the political sphere overshadows the need for cool, sober discourse between equals. I argue that, even in accepting Arendt’s definition of the political, there is space for compassion as a political labour. While Arendt asserts the need for speech and action in the political sphere, she conflates the free will involved in the plurality and uniqueness of the content of speech with the uniform, natural will to speak. Her articulations of the political realm, which require one to make oneself heard among equals, invoke at that same moment an immediate need for the labour of others foregoing their own desire to speak and act, to instead passively listen. Instead of being a realm exclusively to manifest one’s will, the political instead requires a reciprocity of desire, and its abnegation. / Graduate / 0615 / 0422 / 0681 / charlebois@u.northwestern.edu

Contact with beneficiaries has been described as the most important job characteristic for increasing the salience of meaningful work. However, our understanding of beneficiary contact has primarily been limited to positive experiences with beneficiaries, despite the fact that many jobs are defined as much by the negative experiences with beneficiaries as they are by the positive. To increase understanding of negative beneficiary contact, I draw from identity theory to propose that negative experiences with beneficiaries have a dual effect on employees. Whereas negative contact may make employees feel unappreciated (low perceived social worth), it may also lead employees to believe they are engaging in self-sacrifice for worthy cause—a relatively positive interpretation of such experiences. In a study of 257 registered nurses from a large academic medical center, these hypotheses were supported. However, contrary to expectations, the effects of beneficiary contact on employee perceptions of social worth and self-sacrifice were not contingent upon their willingness to relate to beneficiaries (perspective taking and affective commitment to beneficiaries). Only perceived social worth was found to predict job satisfaction, and neither social worth nor self-sacrifice predicted job performance. Longitudinal analyses suggested that beneficiary contact is reciprocally related to employee’s work perceptions over time, but neither factor predicted changes in job satisfaction. Overall, findings suggest that negative beneficiary contact makes employees feel less appreciated, but also serves as a badge that signifies a willing sacrifice for a worthy cause. Moreover, perceived self-sacrifice may have a more complex relationship with employee outcomes than originally thought.

<p> <p>&nbsp / </p> </p> <p align="left">The aim of this research project was to seek a reinterpretation of the Christian motif of' bearing one's cross'. This motif has been widely criticized by feminist theologians as an instrument that exacerbates the oppression of women, since it encourages self-sacrifice and in this way legitimizes abusive relationships.</p>

<p> <p>&nbsp / </p> </p> <p align="left">The aim of this research project was to seek a reinterpretation of the Christian motif of' bearing one's cross'. This motif has been widely criticized by feminist theologians as an instrument that exacerbates the oppression of women, since it encourages self-sacrifice and in this way legitimizes abusive relationships.</p>

Magister Theologiae - MTh / The aim of this research project was to seek a reinterpretation of the Christian motif of 'bearing one's cross'. This motif has been widely criticized by feminist theologians as an instrument that exacerbates the oppression of women, since it encourages self-sacrifice and in this way legitimizes abusive relationships. The research project focuses on Mary Grey's contribution to feminist discourse on atonement as the work of Christ and, more specifically, the symbol of the cross. In general, the problem, which will be addressed in this research project, is how oppressed women should respond to the call in Christian piety "to bear one's own cross". More specifically, the research problem, which will be investigated in this project, may be formulated in the following way: How should Mary Grey's position on a feminist reinterpretation of the doctrine of atonement and the meaning of the cross of Jesus Christ be assessed within the South African Christian context? The study assesses Mary Grey's views within the context of her own work, a feminist reinterpretation of the doctrine of atonement and the meaning of the cross of Jesus Christ in order to establish whether it is internally coherent

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