Search results

We articulate cycles of creative storying and data analysis and the wonder that motivated the project by detailing our reading, thinking and writing processes to contribute to the conceptual and practical literature on collaborative writing as method.

This paper documents a process of collaborative writing as method that produced a co-written fictional narrative that evokes questions about schooling.

Our process began with world-building for our fictional future, creating characters to serve as a lens for analysis. From our discussions of the data, we crafted a plotline to present our themes in coherent story. As we explored and shared our readings, interdisciplinarity shaped our project in unique ways.

Throughout, our collaboration and fiction-writing opened spaces for wonder, interdisciplinarity and joy that may inspire other researchers to engage in collaborative and/or creative writing processes.

Adding to the rich literature of arts-based research methods, we contribute our reflections on the pragmatics of incorporating reading, writing and thinking for collaboration and creative writing as qualitative research methods for document analysis.

Given the backdrop of a global influx of refugees and high numbers of youth under the age of 18 among counts of forcibly displaced persons, this chapter examines the literature on educational experiences among resettled refugees in Western countries. Young refugees typically face a complex set of unique challenges and adversities including disruptions in their schooling, displacement, exposure to potentially traumatic events, and resettlement stressors. Youth and parent interactions with schools are influenced by linguistic and cultural differences, which can make it difficult to communicate and advocate for young refugees' educational needs. The chapter provides a review of educational literature on resettled refugee youth. We use a socioecological framework and offer a protective and promotive lens, including psychosocial issues, to consider for school-based prevention and intervention programs. The chapter builds upon Pastoor (2015), who advocated a holistic approach with refugee students in school-based settings.

This article describes the quality leadership style of a Russian woman entrepreneur who started a successful software operation under a licensing agreement with an American company. A cornerstone of her business philosophy was that quality should be its hallmark Her style reflected many similarities with American entrepreneurship, while other features were unique to the Russian environment, and to herself. Much of her approach can be explained by her bicultural Russian and American background; her leadership style, values, and behavior exhibited a blend of both cultures. These characteristics are analyzed using an integrative framework that recognizes the importance of a quality orientation in all aspects of leadership. The analysis of Olga Kirova's leadership style also takes into account bicultural influences upon her values, ethics, and managerial behavior, and notes a number of similarities and differences from the more traditional Russian leadership style. Conclusions and recommendations are presented about the utility of the framework in a Russian setting, and its value in evaluating leadership styles of potential Russian business partners.

Contemporary American politics has been characterized by excessive, vitriolic rhetoric since the 2016 presidential victory of Donald Trump. However, Donald Trump’s brand of politics is nothing new. He is the inheritor and latest proponent for a brand of American politics that utilizes demagogic rhetoric. The purpose of this paper is to provide an overview of demagoguery along with the traits of demagogic rhetoric. Two activities for the high school classroom are given that look at the demagogic rhetoric employed by Joseph McCarthy and George Wallace, two of the most infamous political demagogues of the twentieth century.

With the first activity, McCarthy’s “Enemies from Within Speech” is analyzed by breaking down the speech with Gustainis’ seven traits of demagoguery (1990). Similarly in the second activity, George Wallace’s inaugural address is examined with Gustainis’ seven traits of demagoguery, and then, the authors provide a series of activities that students can do to protest the demagogic rhetoric in Wallace’s inaugural address. Finally, an appendix is provided with additional speeches from American demagogues that social studies teachers can use to teach about elements of demagoguery.

In this paper, the authors provide an overview of demagoguery along with the traits of demagogic rhetoric. Two activities for the high school classroom are given that look at the demagogic rhetoric employed by Joseph McCarthy and George Wallace, two of the most infamous political demagogues of the twentieth century.

Contemporary American politics has been characterized by excessive, vitriolic rhetoric since the 2016 presidential victory of Donald Trump. However, Donald Trump’s brand of politics is nothing new. He is the inheritor and latest proponent for a brand of American politics that utilizes demagogic rhetoric. In this paper, the authors provide an overview of demagoguery along with the traits of demagogic rhetoric. Students need to be able to critically examine demagogic rhetoric to hold elected officials accountable for their words, actions and policies.

Given the growing interest in social movements as policy agenda setters, this paper investigates the contexts within which movement groups and actors work with political elites to promote their common goals for policy change. In asking how and why so-called outsiders gain access to elites and to the policymaking process, I address several contemporary theoretical and empirical concerns associated with policy change as a social movement goal. I examine the claim that movements use a multipronged, long-term strategy by working with and targeting policymakers and political institutions on the one hand, while shaping public preferences – hearts and minds – on the other; that these efforts are not mutually exclusive. In addition, I look at how social movement organizations and actors are critical in expanding issue conflict outside narrow policy networks, often encouraged to do so by political elites with similar policy objectives. And, I discuss actors’ mobility in transitioning from institutional activists to movement and organizational leaders, and even to protesters, and vice versa. The interchangeability of roles among actors promoting social change in strategic action fields points to the porous and fluid boundaries between state and nonstate actors and organizations.

Theories of computation related to the semantics of programming languages, like those of McCarthy and Scott, rely on non‐constructive mathematical “ideas.” Turing's theory does not assume any mathematical “ideas.” In the approaches of Floyd, McCarthy and Scott the attempt is to develop a general theory of “meaning of programs” and then to consider the problem of correctness and equivalence. From a constructive point of view, suggested in this paper, correctness is considered only from that of meaning of a particular program. A general theory of meaning is rejected because of its ontological assumptions. It is shown why for a constructive semantics of programming languages the distinction in ontology between a “mathematical algorithm” and the corresponding program is so fundamental.

The Consumer Perception Index (CPI) was utilized to measure consumer perceptions surrounding the 1998 and 2000 Super Bowls specific to volume consumption, and perceptions toward sponsorship, advertising, commercialization, and purchase behavior. Results of t-tests suggest a growing trend in consumer apathy toward sponsorship of the Super Bowl. Though consumer interest in the Super Bowl remains high, complexities surrounding growth and clutter continue to impact consumer differentiation of sponsorship and advertising.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.

In the present paper direct as well as indirect relationships between organizational changes and exposure to bullying at work are investigated. Interpersonal conflicts are hypothesized to mediate changes on bullying. Data from a sample of 2408 Norwegian employees confirmed that different organizational changes were moderately associated with task-related bullying at work, and that exposure to more changes increased the likelihood of being bullied. Structural equation modelling supported the assumption that changes were directly related to bullying. However, the hypothesis that changes were mediated on bullying through interpersonal conflicts was not supported. Results indicate that organizational changes and interpersonal conflicts are separate, and mainly independent, precursors of bullying at work.