Gamification as an Effective Method in Developing Leadership Skills and Competencies

Gamification, the incorporation of game design features into non-game environments, has been implemented in a variety of disciplines, including education, sustainability, language learning, and workplace transformation. According to research, workplace gamification enhances employee engagement and productivity. The gaming business has leveraged incentives and motivation to drive behavior and participation. This literature study assesses gamification\u27s potential as a technique for leadership development and competency building. Leadership is characterized by a combination of personality characteristics, knowledge, abilities, and behaviors. Existing leadership competency analysis frameworks include emotional intelligence and taxonomies such as Gallup\u27s Strengths Finder. Through points, levels, and leaderboards, gamification has been found to boost student motivation and behavior in leadership training. However, it is noticed a clear scarcity in using gamification as a technique for leadership development. This review suggests that additional research is required to establish the usefulness of gamification in strengthening individual and organizational leadership competencies

A Haven for Traffickers: How the United States Provides a Legal Safe Haven for Businesses That Rely on Forced Labor in the International Supply Chain

Congress enacted the Trafficking Victims Protection Act (“TVPRA” or “Act”) in 2000, which, through its amendments, gives victims of human trafficking, including forced labor or slave labor, a private right of action against those who knowingly benefit from the abusive labor practices perpetrated on them. Even though slave labor, particularly child labor, is a perceived evil in the foreign supply chains of many domestic companies, courts appear uncomfortable with the some of the civil liability provisions of the TVPRA. This Article examines recent cases brought under the TVPRA, and how, in some cases, courts have eviscerated the private right of action for these foreign victims. This Article also analyzes how some of these recent interpretations do not comport with prior precedent or legislative intent and attempts to offer an explanation as to the judicial discomfort with victim-based claims for damages under this Act

The factors contributing to the perceived strength of female truck drivers

The perceptions of women in the workforce take different forms. Customarily, the perception of women in the workforce leans toward women being somewhat docile and powerless and needing external empowerment, especially women in male-dominated/oriented fields. The literature conveys this mindset and philosophy that permeates our culture, perpetuates this perception, and influences many women. Nonetheless, women with a different reality or experience need corroboration that supports them and dispels the described cultural influences and the ensuing impact on the next generation. This study investigated women in the trucking industry to unveil the factors contributing to women\u27s innate strength. This qualitative study uses a phenomenological approach, focusing on female commercial truck drivers working in the United States and Canada. The use of purposive sampling provided a basis for selecting the study participants. The participants include 14 female truck drivers, 28 to 75 years old. Individually their lived experience extends from 4 to 44 years, with 250,000 miles to over 4,000,000 miles as professional long-haul drivers. Data collected through interviewing the study participants revealed a broad range of developed capabilities, evolved mental acuity, intrinsic strengths, and several factors contributing to their success. The study’s findings brought to light authentic equality between men and women and their innately endowed differences in the same occupation performing the same work. These women excel and are in several ways superior in performance without the aid of social, political, or governmental programs of equity. Lastly, the lived experiences of the study participants presented evidence of female strength, her ability to forge through life and make agentic choices to overcome seen and unseen obstacles and impediments as God describes an ezer kenegdo (כנגדו עזר). These women exemplified simultaneously residing in and traversing the multiple intersections of life applicable to men and women

Effective approaches to establishing and maintaining a strong therapeutic alliance with men: a qualitative systematic review

Consequences of mental health issues in men that are left untreated can affect a man’s partner, friends, family, and co-workers. While much research has described the efficacy of psychotherapy with this population, adult male clients may be hesitant to even start treatment. This is due to several reasons including stigma, toxic masculinity, and accessibility. To combat this, the American Psychological Association published Guidelines for Psychological Practice with Boys and Men in 2018. Research from 2005--the year the guidelines were conceived--to 2021 suggests that three therapeutic approaches are among the most effective in establishing or maintaining a therapeutic alliance. The approaches are: (a)-- strengths-based; (b)-- goal/action-oriented; and (c)-- psychoeducation regarding problematic behavior. This dissertation is a systematic review that studied qualitative research to analyze which approach or combination of approaches was most effective for different demographics within the adult male population in the U.S. The research questions are: 1. Among three therapeutic approaches--strengths-based; goal/action-oriented psychoeducation regarding problematic behavior--which is the most effective in establishing and maintaining a strong therapeutic alliance with voluntary adult (18-65) male clients who have been in therapy for at least three sessions? 2. What combination or combinations of the three approaches, if any, are more effective than any individual approach? 3.Which approach or approaches among the three were reported as most effective by clients of specific racial, ethnic, or cultural minority groups

Recording: Spiritual Pilgrimage Dinner Talk

William M. Green Featured Lecturers are invited to share about their own spiritual pilgrimage and engage in conversation with colleagues. This takes place during an informal dinner before the featured lecture

Women of color in higher education institutions: strategies to attain administrative leadership positions

Race and gender continue to be contributing factors to the disparity and lack of representation that exists among higher-education leaders. This study examines the lived experience of women of color to identify the strategies they utilized to attain administrative leadership roles at a Higher Education Institution (HEI). Participants included women of color leaders with at least 5 years of experience in higher education and in a leadership role. Participants also had advanced degrees. Using a narrative inquiry design, the study involved semi structured interviews to gather data from the sample population. The seven (7) women of color HEIs administrative leaders who participated in the study had more than 12 to 20 years in HEIs and held titles ranging from assistant director to vice president. The findings of the study revealed several leader-member exchange strategies and approaches leaders displayed that encouraged women of color to pursue and attain administrative leadership positions in a California HEI