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Communication, or the process of transferring understanding of ideas and products, is complex. This is particularly true in an area where jargon is rife (science, scientific research and development, scientific marketing, and management of scientific/technical staff) and new terminology increases exponentially as the rate of innovation gathers pace. The purpose of this paper is to explain how the authors’consultancy has in the past adopted and is currently adopting innovative planning and implementation techniques in the communication process. Such adoption of new techniques is a response to an environment where information overload and information stress are increasing. There is a need for techniques that generate optional approaches for uncertain futures, clarify and define purpose, and assess possible risks associated with approaches and actions. Techniques have been adapted from management practice and interaction with a range of associates from the management specialities of marketing, human resources, information systems and information technology. Examples are given of the use of scenario (futuristic) planning to establish optional approaches, the use of the value proposition to focus messages and align terminology, and the use of risk assessment tools such as probability impact graphics.

The purpose of paper is to give recommendations to find the perfect recipe to delivering a client experience like no other.

The author's approach to this article was to not only research how others were providing an experience to their clients but to also interview existing and potential clients as to what they believe to be a great experience and how they might be accomplishing providing that experience to their clients in their businesses.

Each experience may be unique; however, the key is for it to be consistently delivered regardless of who the client is interfacing with within your organization. Your employees at all levels must understand what the experience looks like and how to deliver upon it each and every time they interface with a client.

There is not necessarily anything new to the approach of creating the client experience – just validation as to how you can go about doing so.

Jacqueline Bouvier Kennedy and Michelle Robinson Obama are two First Ladies of the United States whose racial-ethnic, personal, and family characteristics made them the objects of inordinate public fascination. Using Patricia Hill Collins's concept, the “outsider within,” this chapter explores Kennedy and Obama's emergence as cultural icons and their marginal relationship with the white Protestant American governing class. As wives of presidents and specific to her generation, each woman brought superior professional credentials to their public roles. As cultural icons who differ from the white racial frame, they are subjected to excessive media scrutiny, evaluation, and supervision. Both women exercise cultural agency from their positions as cultural icons, particularly utilizing ceremonial activities and the power of the White House to oppose cultural erasure and exclusion of minority groups and to provide models of social inclusion. Analysis of their roles highlights the continuing importance of wives to the acquisition and maintenance of power and to the role of elites in offering models of social justice.

To determine how different voluntary leaves of absence (parental vs. community service) affect individuals’ preferences for working with either male or female supervisors. Drawing on role congruity theory, the authors examined whether individuals would least prefer supervisors who took voluntary leave that violated role expectations.

In Study 1, participants (n = 372) evaluated supervisors who took different forms of leave (none vs. parental vs. community service). In Study 2 (n = 202), the authors tested an intervention to reduce negative bias toward males taking community service leave. In both studies the authors examined the sex of the supervisor (male vs. female) on perceptions of typicality and supervisor preference.

Males who took community service leave were perceived as most atypical and were least preferred as supervisors. However, providing relevant research-based information about typicality reduced this bias.

The results show that people respond negatively toward males who take community service leave. Managers can help reduce this bias by providing relevant research-based information regarding community service leave.

This work is among the first to explore the consequences of community service leave and how it interacts with supervisor sex. The authors also identify a simple way to reduce bias against males who take community service leave.

This chapter assesses how gender and disability status intersect to shape employment and earnings outcomes for working-age adults in the United States.

The research pools five years of data from the 2010–2015 Current Population Survey to compare employment and earnings outcomes for men and women with different types of physical and cognitive disabilities to those who specifically report work-limiting disabilities.

The findings show that people with different types of limitations, including those not specific to work, experienced large disparities in employment and earnings and these outcomes also varied for men and women. The multiplicative effects of gender and disability on labor market outcomes led to a hierarchy of disadvantage where women with cognitive or multiple disabilities experienced the lowest employment rates and earnings levels. However, within groups, disability presented the strongest negative effects for men, which created a smaller gender wage gap among people with disabilities.

This chapter provides quantitative evidence for the multiplicative effects of gender and disability status on employment and earnings. It further extends an intersectional framework by highlighting the gendered aspects of the ways in which different disabilities shape labor market inequalities. Considering multiple intersecting statuses demonstrates how the interaction between disability type and gender produce distinct labor market outcomes.

This chapter draws from the authors’ experiences with service-learning pedagogy in allied health training programs, and illustrates ways in which community-engaged teaching and learning can prepare students to become ethical healthcare practitioners. The authors infuse examples from their own courses throughout the chapter, mostly from the clinical fields of speech-language pathology, audiology, and occupational therapy. However, the chapter is applicable and generalizable to faculty from a wide scope of allied health training programs. The chapter introduces considerations for establishing campus–community partnerships in an ethical manner, as well as ways to foster student self-reflection and critical thinking through an ethical lens. Principles from the codes of ethics of various allied health professions are incorporated throughout the chapter along with examples of how each can be applied in community-based clinical experiences. Through a review of relevant literature, analysis of professional codes of ethics, case-based examples, and a step-by-step guide to course development, this chapter provides readers with a mechanism to ground their courses in professional ethics in a way that is relatable and relevant to students.

This paper provides an overview of the Post 9/11 GI Bill and outlines the steps that the Obama administration has taken to provide for the educational and training needs of veterans and other eligible dependents.

This paper offers a policy analytic review of the extant literature on veterans’ education and regulations pertaining to the Post 9/11 GI Bill.

It is found that although the Post 9/11 GI Bill was enacted with the right intentions, several changes had to be made to protect both veterans and tax payers as well as the integrity of the GI Bill.

To help educators understand the role that the Obama administration has played in advancing veteran education and training.