Dennis W. Catlin and James R. Maupin
The ethical orientations of two cohorts of officers in a large state police organization were identified using an ethical orientation questionnaire that measures scales of…
Abstract
The ethical orientations of two cohorts of officers in a large state police organization were identified using an ethical orientation questionnaire that measures scales of idealism and relativism. Cohort 1 was measured during the recruit academy and after one year on the job. Cohort 2 was measured at one year on the job and two years. This research examined the ethical orientations of these two cohorts, the ethical orientation differences between the two cohorts and characteristics associated with those differences. There were significant differences in the ethical orientations of Cohort 1 officers between the first and second measurement. New recruits tend toward the idealistic ethical dimension more than one‐year officers. One‐year officers tend more toward the relativistic ethical dimension than new recruits. Similar but non‐significant differences were found in Cohort 2.
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Kamal Ghosh Ray and Sangita Ghosh Ray
Management buyout (MBO) is a specialized form of acquisition with different motives. Sometimes, there are initiatives taken by the senior management to bailout the firm from…
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Management buyout (MBO) is a specialized form of acquisition with different motives. Sometimes, there are initiatives taken by the senior management to bailout the firm from sickness. The predominant agency theory focuses only on the governance issues in the MBO firms and this theory can be applied to understand how managerial discretion can play vital roles in mitigating value destruction in the post-MBO firm. A CEO-led MBO is presumed to be greed-driven (Bebchuk, L., Cremers, M., & Peyer, U. (2011). The CEO pay slice. Journal of Financial Economics, 102, 199–221.). But a senior management team-led MBO is said to be a socialistic move. By default, MBOs are debt-driven, unless the buying management team is financially affluent, which may be rare, considering the price for the buyout. Private equity (PE) players play a dominant role in providing and or arranging funds in the form of equity and or debt. There is a notion that the PE investors help promote entrepreneurial and modern management practices. The MBO target firm has to ensure returning the entire money back to the sponsors within the shortest possible time out of the operational cash flow. Therefore, various issues like identifying a target firm, sourcing mix of finance, MBO price determination, value creation and value delivery to all stakeholders are all important for understanding the subject. This chapter attempts to construct a robust model for structuring MBO to ensure value fairness to all parties involved in the transaction.
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Amy Jane Griffiths, Angel Miles Nash, Zachary D. Maupin, Raquel Delgado and Sneha Kohli Mathur
Over the next 25 years, STEM (science, technology, engineering, and mathematics) occupations will increase at rates higher than those in any other professional field. The…
Abstract
Over the next 25 years, STEM (science, technology, engineering, and mathematics) occupations will increase at rates higher than those in any other professional field. The inevitable rise in career opportunities, and the multiplicative impact across technology in a wide range of fields, will continue to create gaps that can and should be filled by professionals with diverse skill sets. It is essential to increase equitable access to future available jobs for historically underserved populations, such as women with autism, as they possess skills and perspectives that offer different approaches to job tasks in STEM fields. Considering the intersectional barriers that women face in the workforce, we have written this chapter to bring much needed attention to the interventions that employers can and should enact to support the women of Generation A. We offer the FACES framework (Facilitation, Awareness, Connection, Exposure, Support) as a guidepost for companies and organizations that endeavor to support women with autism in professional preparation and on-the-job development. We corroborate our framework recommendations with labor market data that offers insight into future projections regarding STEM fields and the associated opportunities and careers.
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Kathleen A. King Thorius, Tammera S. Moore and M. Nickie Coomer
We reviewed three existing reviews of literature: two related to cultural and linguistic diversity in well-regarded special education research outlets including Advances in…
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We reviewed three existing reviews of literature: two related to cultural and linguistic diversity in well-regarded special education research outlets including Advances in Special Education, and the third regarding constructions of culture, race, disability, and risk in early childhood and early childhood special education (ECSE) literature. Some of our findings reflected ongoing oppressions for young children at the intersections of race, disability, and other forms of social difference to which negative treatment has been attached, including static and deficit-based framings of disability, reliance on whiteness, and English as the norm for developmental benchmarks, and failure to account for disability beyond medical models. We present a preliminary framework for special education research and practice considerations in order to remediate these issues in ECSE for young learners of color, among others, with disabilities.
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Lauren C. Mims, Cierra Kaler-Jones, Abigail A. Amoako Kayser and David J. Johns
Recent scholarship has focused on the schooling experiences of Black boys in early childhood; however research on the experiences and outcomes of Black girls in early childhood…
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Recent scholarship has focused on the schooling experiences of Black boys in early childhood; however research on the experiences and outcomes of Black girls in early childhood remains virtually nonexistent. More research is needed to ensure that every Black girl excels in early childhood education. Through three reflections from Black early educators, written iteratively through a process of reflection, discussion, writing, and revision, this chapter highlights aspects of Black girls' schooling that can promote Black girls' rapidly developing social, emotional, regulatory, and moral capacities. Within each reflection, the educator's advance our understanding of culturally relevant pedagogy by showing how educators can “teach to and through” Black girls’ funds of knowledge. Additionally, the reflections highlight the powerful role schools play in the lives of Black girls, underscoring the need to more deeply investigate teacher's perceptions of Black girls in addition to the positive and the negative policies and practices enacted in classrooms. The chapter concludes with critical and timely recommendations for research, practice, and policy.
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The concept of maximizing “employee voice” is examined in VW66 (see page 51) which looks at the various techniques which organizations use to provide this facility which may take…
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The concept of maximizing “employee voice” is examined in VW66 (see page 51) which looks at the various techniques which organizations use to provide this facility which may take the form, for example, of collective bargaining or a grievance procedure. Installing formal processes for employees to be heard appears to be on the increase, ranging from mandatory work councils which are a feature of many western European countries, to the various voluntary mechanisms which predominate in the USA.
This special “Anbar Abstracts” issue of Personnel Review is split into 8 sections covering abstracts under the following headings: Career/Manpower Planning and Recruitment; Health…
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This special “Anbar Abstracts” issue of Personnel Review is split into 8 sections covering abstracts under the following headings: Career/Manpower Planning and Recruitment; Health and Safety; Industrial Relations and Participation; Pay, Incentives and Pensions; Performance, Productivity and Motivation; Redundancy and Dismissal; Work Patterns; and Training and Development.
Scott T. Allison, James K. Beggan and Carolyn Clements
One reason for the severe short age of nurses is the un will ing ness of males to pursue the profession in great numbers. This article explores people’s negative stereotypic…
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One reason for the severe short age of nurses is the un will ing ness of males to pursue the profession in great numbers. This article explores people’s negative stereotypic beliefs about males in the nursing profession. Participants were asked to provide evaluations and trait descriptions of both male and female nurses. The results revealed that both male and female participants harbored favorable impressions of female nurses but unfavorable impressions of male nurses. Male participants were especially likely to form negative evaluations of men who pursue the nursing profession. Exploratory multivariate analyses of trait descriptions revealed that male nurses are viewed as feminine, non traditional, intelligent, and caring. Additional results suggest that unfavorable stereo types of male nurses can be moderated by highlighting the masculine qualities of nurses’ job duties. Implications for the recruitment of males into nursing are discussed.