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This paper aims to answer the following questions: What is the process and policy journey that a university must go through in implementing an effective learning analytics programme? What are the drivers for undertaking such an activity, and who are the stakeholders?

The journey of the information, the process or the stakeholder is placed at the heart of the programme, so a primarily ethnographic methodology is appropriate, although ultimately the outcomes of analytics are usually quantitative.

In undertaking the journey to a full implementation of an analytics programme, a university must clearly know the strategic driver for starting, and the clear outcomes, if a purposeful path is to travelled.

As a currently growing area of interest for lots of higher and further education institutions in the UK and worldwide, learning analytics should be high on everyone’s agenda. This viewpoint is intended to provide a short overview to the process and the important strategic drivers.

This chapter seeks to evaluate the charges made by a number of Herbert Blumer's critics who claim that he has in various ways misconstrued or misapplied the social psychological ideas of George Herbert Mead. My examination of these charges leads me to conclude that numerous passages in which Blumer discusses Mead's thought are in fact open to several legitimate objections: Blumer seldom documents or supports his discussions of Mead's ideas by means of specific references to relevant passages in Mead's lectures or writings; he fails to note that his own theoretical project typically begins where Mead's project ends; he often uses the concepts of meaning, interpretation, and “taking the role of the other” in ways that differ somewhat from the uses Mead makes of these notions in his theorizing. Nevertheless, these shortcomings and differences by no means support the arguments of those critics who exaggerate the significance of Mead's so-called behaviorism or of Blumer's alleged subjectivism; nor do they justify the claims of those who fail to see how Blumer's theory of experiential objects, despite its inadequate formulation and development, is a legitimate attempt to extend the account of such objects one finds in Mead's later writings. Blumer, in short, may not always have been a completely accurate interpreter of Mead, but he was in most important respects a faithful, creative, and effective champion of Mead’s social psychological ideas.

Courts and tribunals seem to have little knowledge about what factors make re-employment practicable. This paper aims to demonstrate that the re-employment/redeployment of whistleblowers may well be “successful” in a wide range of circumstances.

Interviewees were identified via a direct call to organisations involved in advising or representing whistleblowers. Covid restrictions at the time (March–April 2021) prevented case study interviews being conducted in person, so Zoom interviews were carried out.

The “success” of re-employment/ redeployment was associated with the following factors: the individual returned to the same job with a different boss or at a different location; the concern raised was dealt with; there had been judicial involvement by way of mediation and/or adjudication; that lawyers were used as representatives; that most returnees were not financially worse off; that the individual had the support of family, friends and colleagues and were willing to get the press or other media involved.

As the findings are based on 11 interviews arising from snowball sampling, it goes without saying that they cannot be considered representative, and more extensive research is needed to check their validity. It should also be noted that the positive views expressed about re-employment/redeployment may reflect the fact that those who had more negative experiences of returning to work were less likely to volunteer to be interviewed. The author believes that this research demonstrates that a phenomenological approach can provide important insights into the highly complex nature of both retaliation for whistleblowing and any re-employment/ redeployment that ensures.

That factors could be identified, which might be associated with “successful” re-employment/ redeployment, has implications for both legal and human resource practitioners and perhaps for a wider society that believes those who suffer a wrong should have a say in the remedy that they are afforded.

To the author’s knowledge, almost no research has been carried out into the experiences of whistleblowers who have been reemployed/redeployed following retaliation for raising concerns.

The Public Interest Disclosure Act 1998 (PIDA 1998) was the model for South Africa’s Protected Disclosures Act 2000 and has been regarded as an exemplary piece of legislation in debates in other countries, for example, the Netherlands, New Zealand and some Australian states. However, in the light of international developments since PIDA 1998 came into force, in particular the principles contained in the Council of Europe Recommendation and the enactment of more sophisticated statutes elsewhere, it is contended that the UK legislation is no longer fit for purpose. The purpose of this article is to make suggestions for reform in the light of developments elsewhere.

This paper assesses the operation of PIDA 1998 (as amended) in the light of the case law and empirical research.

The paper makes detailed suggestions for reform in relation to both the law and practice of whistleblowing.

The paper focuses on the main issues raised by the UK whistleblowing provisions. It has implications both nationally and internationally.

It is hoped that the recommendations will provoke thought about legislative reforms and changes in management practices.

If the reforms suggested in the paper are enacted, it is expected that workers will be more confident about raising concerns about wrongdoing. This should benefit society generally in that economic inefficiencies can be dealt with and citizens can enjoy greater freedom of speech.

This review of the UK legislation over 19 years should be of value to academics, students, legal and management practitioners both at home and abroad.

To effectively develop privacy policies and practices for cloud computing, organizations need to define a set of guiding privacy objectives that can be applied across their organization. It is argued that it is important to understand individuals’ privacy values with respect to cloud computing to define cloud privacy objectives.

For the purpose of this study, the authors adopted Keeney’s (1994) value-focused thinking approach to identify privacy objectives with respect to cloud computing.

The results of this study identified the following six fundamental cloud privacy objectives: to increase trust with cloud provider, to maximize identity management controls, to maximize responsibility of information stewardship, to maximize individual’s understanding of cloud service functionality, to maximize protection of rights to privacy, and to maintain the integrity of data.

One limitation is generalizability of the cloud privacy objectives, and the second is research bias. As this study focused on cloud privacy, the authors felt that the research participants’ increased knowledge of technology usage, including that of cloud technology, was a benefit that outweighed risks associated with not having a random selection of the general population. The newness and unique qualities of privacy issues in cloud computing are better fitted to a qualitative study where issues can emerge naturally through a holistic approach opposed to trying to force fit an existing set of variables or constructs into the context of privacy and cloud computing.

The findings of this research study can be used to assist management in the process of formulating a cloud privacy policy, develop cloud privacy evaluation criteria as well as assist auditors in developing their privacy audit work plans.

Currently, there is little to no guidance in the literature or in practice as to what organizations need to do to ensure they protect their stakeholders privacy in a cloud computing environment. This study works at closing this knowledge gap by identifying cloud privacy objectives.

A brief account of the history of the catalogue in the House of Lords Library is given, followed by a description of progress on catalogue automation 1978–90. An outline of the decision to acquire a multi‐user integrated online library system is provided with an account of the method of selection. The specification and functions of the Geac ADVANCE system, as used in the House of Lords Library, are described in detail, covering the modules for cataloguing, OPAC, acquisitions and serials control.

“The issue we confront today is not primarily one concerning a special day for an individual. The issue is in reality whether our nation can summon the will and vision to recognize a great and historic period in its history by designating the birthdate of one who made major contributions to the period a national public holiday.”

This chapter explores how discourse about Barack Obama's community organizing background underscores his new Black politics. Whereas new Black politics is associated with a minimization of race, centrist and neoliberal policies, and an unwillingness to “speak truth to power,” Obama has been characterized as “different” due to his community organizing experience. As I show, Obama's community organizing background is invoked by him and others in ways that amplify an opposition to Black racial solidarity associated with the tradition of old Black politics. The first section examines how Obama's community organizing is depicted as a quest for racial acceptance from old guard Black activists but translates into a story of his political maturation. The second section considers how Obama's relationship with his (now) former pastor Reverend Jeremiah Wright is symbolized as a struggle between old and new Black politics and thus serves as a commentary on the presumed ineffectiveness of racial solidarity for addressing the plight of working-class Blacks.

Older workers are increasingly prized in the workplace, though they still represent an undertapped resource. What can be done to meet the needs of employees over the age of fifty so that they can enjoy a sense of self accomplishment, job satisfaction, personal growth and self respect—all while optimizing their contributions to the organization? This article uses the situations of six diverse “silver collar” employees to consider meaningful actions employers can take.

The purpose of this paper is to provide an overview of recent philosophical argument concerning the distinction between fiction and non-fiction.

A critical view of the literature.

A consensus that had emerged that defined fiction in terms of the imagination, and imagination in terms of its functional role, has recently been questioned.

The overview was written by a contributor to the field, and so may be considered partial.

There might be some implications regarding the ways books are classified.

The paper is not original, in that it puts forward points made elsewhere, however it is a completely up-to-date review of the field.