Bridget Kinsella Druken, Alison S. Marzocchi and Michelle V. Brye
This paper reports on experiences of university-level mathematics teacher educators (MTEs) from participating in lesson study to improving mathematics teacher preparation. The…
Abstract
Purpose
This paper reports on experiences of university-level mathematics teacher educators (MTEs) from participating in lesson study to improving mathematics teacher preparation. The authors investigate the questions: “What did MTEs report as benefits of participating in cross-departmental lesson study?” and “What considerations did MTEs report for stakeholders interested in lesson study?”
Design/methodology/approach
This study employed qualitative methodologies on one cycle of lesson study where the authors served as lesson study participants. Debrief and focus group interview data were analyzed for emergent codes on benefits, supports and challenges from a university-level lesson study.
Findings
Engaging in university-level lesson study provided MTEs firsthand professional development, created community, enabled attention to detail, improved knowledge of issues related to teaching mathematics, improved curricular materials and extended beyond one lesson. Institutional support, a natural evolution of the process, alignment of goals among members and support within the group supported their university-level lesson study. Challenges of time and funding, imposition, misalignment of goals and building trust are discussed.
Originality/value
The paper contributes insights about benefits for MTEs who use lesson study to examine their own teaching practice for mathematics teacher preparation. The importance of supports and constraints is highlighted.
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Bank of America Merrill Lynch recognizes that its most valuable asset is its people – who deliver every day for its customers, clients and shareholders. The company values the…
Abstract
Purpose
Bank of America Merrill Lynch recognizes that its most valuable asset is its people – who deliver every day for its customers, clients and shareholders. The company values the differences of its people, understanding that diversity and inclusion are good for business and make the company stronger. Diversity means business. The purpose of this paper is to discuss these points.
Design/methodology/approach
Lesbian, gay, bisexual and transgender (LGBT) equality is just one part of the diversity and inclusion strategy. Bank of America Merrill Lynch illustrates its commitment to making its organization one where LGBT employees feel fully valued and included in several ways: through employee‐led LGBT networks around the world; high profile sponsorships; and by promoting an inclusive culture at all levels through the company. This culture is led from the very top, but to be effective, it needs to run throughout all levels of the business.
Findings
A culture where employees can bring their whole selves to work, without the distraction of trying to be something they are not leads to an environment where individuals can be at their most productive and creates cohesive and effective teams.
Originality/value
Bank of America Merrill Lynch's business principles are founded on a culture of respect, equality and inclusion. By encouraging employees to be themselves at work, they are being allowed to reach their true potential and be more productive, and teams can be more innovative and confident to put forward ideas. Diversity and inclusion have a real positive impact on the profitability of a business.
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The purpose of this paper is to examine how Bank of America Merrill Lynch is achieving gender diversity through an initiative aimed at women returning to the workforce after…
Abstract
Purpose
The purpose of this paper is to examine how Bank of America Merrill Lynch is achieving gender diversity through an initiative aimed at women returning to the workforce after having a family and a break from their career.
Design/methodology/approach
It is a case study that outlines how the Returning Talent program was developed and implemented and its ongoing improvement based on participant feedback.
Findings
Over 50 percent of the women who participated in the 2012 program have now returned to work. The program raised the profile of the financial services sector and Bank of America Merrill Lynch as an employer of choice for women.
Originality/value
This case study is of value to organizations in any sector looking to retain skills and talent, help employees achieve a balance between family and work, and build a strong employee brand.
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The purpose of this paper is to describe Bank of America Merrill Lynch's returning‐talent program, introduced as the company wanted to find a way to tap into the talent pool of…
Abstract
Purpose
The purpose of this paper is to describe Bank of America Merrill Lynch's returning‐talent program, introduced as the company wanted to find a way to tap into the talent pool of people who have taken time out of work to care for family members.
Design/methodology/approach
The paper explains the reasons for the program, the form it takes and the results it has achieved.
Findings
The paper reveals that, as a lack of confidence can be a barrier for mothers returning to work, the bank wanted a program, which helped them to realize that their previous experience is valuable and relevant. It also wanted mothers to embrace the new skills they have likely acquired, as running a family and home combines many management, budgeting and often diplomacy skills.
Practical implications
The paper explains that the three‐day workshop helps participants to identify their strengths, motivation and newly‐developed skills; contains exercises to help to develop an action plan for returning to work; and provides practical examples on how participants can hone their CVs and prepare for interviews.
Social implications
The paper explains that Bank of America Merrill Lynch partnered Mumsnet – the online network run by mothers, for mothers – to publicize the program, which is part of the Mumsnet family‐friendly program for developing and promoting family‐friendly practices in business.
Originality/value
The paper reveals how the bank is helping to put people who have been out of employment for three years or more back in touch with the world of work.
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Michelle Hoover and Brian H. Kleiner
Comparable worth is a theory that has been hailed as the issue of the 90's. Lee Finney, feminist and labour activist from Contra Costa County, asserted in 1986, “It may not be the…
Abstract
Comparable worth is a theory that has been hailed as the issue of the 90's. Lee Finney, feminist and labour activist from Contra Costa County, asserted in 1986, “It may not be the issue of the eighties. But it's the issue of the nineties. Comparable worth is here to stay”[2, p.202]. Comparable worth has also been referred to as being overblown [3,p.121] and looney [2, p.52]. With so many diverse comments, an analysis of the current and future status of comparable worth is controversial.
Michelle Vander Veldt and Jennifer Ponder
This study examines how a social studies methods course, with an emphasis in civic education, is taught and carried through from its original implementation within a teacher…
Abstract
This study examines how a social studies methods course, with an emphasis in civic education, is taught and carried through from its original implementation within a teacher education social studies course to practicing teachers’ classrooms. Findings suggest that by implementing social action curriculum projects teachers: 1) effectively integrated emerging curriculum, 2) facilitated student-led instruction in a democratic classroom, 3) increased effective communication and built partnerships beyond the classroom, and 4) used structured reflections as a tool for growth and evaluation.
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Maura Barkouras and Brian H. Kleiner
A gender war erupted when Anita Hill accused U.S. Supreme Court nominee Clarence Thomas of sexual harassment. These allegations divided Americans and brought sexual harassment to…
Abstract
A gender war erupted when Anita Hill accused U.S. Supreme Court nominee Clarence Thomas of sexual harassment. These allegations divided Americans and brought sexual harassment to the forefront of issues in the work environment. Suddenly, sexual harassment had to be clearly defined. The Equal Employment Opportunity Commission's definition is “Sexual harassment is any unwelcomed sexual advances, requests for sexual favours and other verbal or physical conduct of a sexual nature.”(7) The problem, however, lies in the difference of opinons in defining which behaviours constitute sexual harassment. One individual may find a crude joke funny while another individual may find it humiliating. It has been well documented that when employers establish an effective sexual harassment policy, most of the harassment cases can be handled within the company. This eliminates substantial costs that could be incurred by litigation, unproductive management, employee morale, and even community embarrassment. The hallmarks of an effective policy include communication and clarity. The employer should provide the employees with a confidential and retaliation‐proof system to report sexual harassment. This will encourage victims to come forward so the company can correct any current or future problems.