Jeffrey A. McNeely and W. Paul Weatherly
Argues that conserving biodiversity requires a combination of policy reform and appropriate economic instruments. Presents policy reforms which would remove the underlying causes…
Abstract
Argues that conserving biodiversity requires a combination of policy reform and appropriate economic instruments. Presents policy reforms which would remove the underlying causes of the loss of biodiversity and create incentives for the efficient use of biological resources. The economic instruments would further strengthen the incentives for behaviour which is supportive of the objectives of the convention on biological diversity and generate the additional financial resources required to fund investments in biodiversity.
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Gerald L. Nordquist and Ross B. Emmett
Iowa City is located on banks of the Iowa River in a gently rolling region in the eastern half of Iowa, about 250 miles west of Chicago. It was the state capital until 1858, when…
Abstract
Iowa City is located on banks of the Iowa River in a gently rolling region in the eastern half of Iowa, about 250 miles west of Chicago. It was the state capital until 1858, when the government was moved to a more central location in Des Moines. In 1919, the year the Frank H. Knight family moved to Iowa City, it was a small university community of about 15,000. No doubt Knight and his wife Minerva found it a pleasant enough place to live and raise their young family. To Frank, the town and surrounding area must have seemed much like that of Bloomington, IL, near where he was born and raised. For the first few years in Iowa City the Knight family lived in an 1890s vintage house close to the campus, and just around the corner from a public elementary school.3
Although special education was built upon the foundation of the Civil Rights Act of 1964, the discrimination that many racialized students receiving special education services…
Abstract
Although special education was built upon the foundation of the Civil Rights Act of 1964, the discrimination that many racialized students receiving special education services experience cannot be denied. Many culturally, ethnically, and linguistically diverse students receiving special education services encounter labels that perpetuate racism and ableism and lead to inequitable access to services and resources necessary for more positive postsecondary outcomes. By honoring intersectionality and dismantling the singular identity, educators can become change agents and shift the historic oppressive narrative to create a system of empowerment as these individuals transition from transitional kindergarten to age 21 special education programs (TK-21) schools into adulthood.
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The following interview took place in Urbana, Illinois on October 27, 1978 and was recorded on an audiotape.
David J. Therkelsen and Christina L. Fiebich
For every organisation there are at least several publics, the support of which is critical to organisational success. Many scholars and practitioners have argued for the primacy…
Abstract
For every organisation there are at least several publics, the support of which is critical to organisational success. Many scholars and practitioners have argued for the primacy of the employee public, because of the effect of employee attitudes and behaviours on the experience of customers, and the productivity and innovation of the enterprise. Organisations that accept this premise often respond with traditional employee communication programmes and techniques. This paper accepts the primacy of employees in the hierarchy of publics, but argues especially for the role of the frontline supervisor as the key to effective communication with an engagement of the employee population. The paper is in part a macro review of literature on the employee public going back 50 years. It comments on the new social contract between organisations and their employees. It documents business results that are associated with an involved employee public. It asserts that employee loyalty lies primarily not to the organisation itself but with the work unity – especially the immediate supervisor. The authors also examine behaviour that increases or reduces employee trust, and describe the necessary skills and support systems that organisations must provide for their supervisors in order to make them superb communicators.
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Paul McGivern, Mark Mierzwinski and Edward Stupple
An estimated 1.2 million students gamble, equating to approximately two in every three students. In the UK, university students have reached the legal age to gamble; many have…
Abstract
Purpose
An estimated 1.2 million students gamble, equating to approximately two in every three students. In the UK, university students have reached the legal age to gamble; many have received significant sums of financial support and will be responsible for managing their own finances. Some UK universities have acknowledged that students engage in gambling activity and the need to provide gambling-related support. However, more research is needed to better understand student gambling activities and how universities can optimise provision of support. The purpose of this study was to enhance this understanding.
Design/methodology/approach
A total of 210 university students completed an online survey to provide details of their gambling behaviour and views on the types of support that they felt would best support students.
Findings
Both gambling and non-gambling students reported a preference for specialised gambling-related support within student services without the requirement for gambling-focused workshops (p < 0.01). Follow-up analysis revealed a significantly greater proportion of females did not gamble (p < 0.01), that males spent more money when gambling (p < 0.01) and were higher risk gamblers than females (p < 0.01).
Originality/value
These results provide evidence for gambling support to feature overtly as part of university support and well-being services.
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Graham L. Bradley, Janet R. McColl-Kennedy, Beverley A. Sparks, Nerina L. Jimmieson and Dieter Zapf
Interactions between customers and service providers are ubiquitous. Some of these encounters are routine, but many are characterized by conflict and intense emotions. This…
Abstract
Interactions between customers and service providers are ubiquitous. Some of these encounters are routine, but many are characterized by conflict and intense emotions. This chapter introduces a new theory, service encounter needs theory (SENT) that aims to elucidate the mechanisms through which service encounter behaviors affect outcomes for customers and employees. Evidence is presented for the preeminence within these encounters of eight psychosocial needs, and propositions are advanced regarding likely antecedents to fulfillment and violation of these needs. Emotional experiences and displays are viewed as important consequences of need fulfillment and violation, as are numerous cognitive, behavioral, and health-related outcomes.
Orly Levy, Sully Taylor, Nakiye A. Boyacigiller and Schon Beechler
In this section, we offer a careful and systematic review of the theoretical and empirical studies relating to global mindset that have been published in books and peer-reviewed…
Abstract
In this section, we offer a careful and systematic review of the theoretical and empirical studies relating to global mindset that have been published in books and peer-reviewed journals. This review includes studies that use differing terms to refer to the idea of global mindset but consider the same general concept. At the same time, we exclude studies that do not specifically pertain to global mindset but concentrate on such areas as global leadership, expatriates, and expatriation, even though they may focus on similar underlying themes found in the global mindset literature. We then identify two fundamental themes in the global mindset literature – cosmopolitanism and cognitive complexity – and use these concepts to develop a new integrative approach to global mindset.
Joy Akehurst, Paul Stronge, Karen Giles and Jonathon Ling
The aim of this action research was to explore, from a workforce and a patient/carer perspective, the skills and the capacity required to deliver integrated care and to inform…
Abstract
Purpose
The aim of this action research was to explore, from a workforce and a patient/carer perspective, the skills and the capacity required to deliver integrated care and to inform future workforce development and planning in a new integrated care system in England.
Design/methodology/approach
Semi-structured interviews and focus groups with primary, community, acute care, social care and voluntary care, frontline and managerial staff and with patients and carers receiving these services were undertaken. Data were explored using framework analysis.
Findings
Analysis revealed three overarching themes: achieving teamwork and integration, managing demands on capacity and capability and delivering holistic and user-centred care. An organisational development (OD) process was developed as part of the action research process to facilitate the large-scale workforce changes taking place.
Research limitations/implications
This study did not consider workforce development and planning challenges for nursing and care staff in residential, nursing care homes or domiciliary services. This part of the workforce is integral to the care pathways for many patients, and in line with the current emerging national focus on this sector, these groups require further examination. Further, data explore service users' and carers' perspectives on workforce skills. It proved challenging to recruit patient and carer respondents for the research due to the nature of their illnesses.
Practical implications
Many of the required skills already existed within the workforce. The OD process facilitated collaborative learning to enhance skills; however, workforce planning across a whole system has challenges in relation to data gathering and management. Ensuring a focus on workforce development and planning is an important part of integrated care development.
Social implications
This study has implications for social and voluntary sector organisations in respect of inter-agency working practices, as well as the identification of workforce development needs and potential for informing subsequent cross-sector workforce planning arrangements and communication.
Originality/value
This paper helps to identify the issues and benefits of implementing person-centred, integrated teamworking and the implications for workforce planning and OD approaches.
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Mahn Hee Yoon, Sharon E. Beatty and Jaebeom Suh
This paper examines several work climate variables and their impact on service quality. While there exists a variety of work climates relevant to contact employees during service…
Abstract
This paper examines several work climate variables and their impact on service quality. While there exists a variety of work climates relevant to contact employees during service encounters, this study investigates two components for successful implementation of internal marketing, service climate and supportive management. Both climate variables are proposed to affect the attitudes and behaviors of employees, and consequently affect customers’ perceptions of employees’ service performance. This study, which combines perceptions from customers and their contact employees, shows that both climate variables contribute directly to job satisfaction and work effort, and indirectly impact on customers’ perceptions of employee service quality. Also, the empirical results indicate that in addition to job satisfaction, employees’ work effort also plays a strong, central role in determining customers’ perceptions of employee service quality.