Looking at the Lanham Act: Images in Trademark and Advertising Law

Words are the prototypical regulatory subjects for trademark and advertising law, despite our increasingly audiovisual economy. This word-focused baseline means that the Lanham Act often misconceives its object, resulting in confusion and incoherence. This Article explores some of the ways courts have attempted to fit images into a word-centric model, while not fully recognizing the particular ways in which images make meaning in trademark and other forms of advertising. While problems interpreting images are likely to persist, this Article suggests some ways in which courts could pay closer attention to the special features of images as compared to words

Emotional intelligence measures: a systematic review

Emotional intelligence (EI) refers to the ability to perceive, express, understand, and manage emotions. Current research indicates that it may protect against the emotional burden experienced in certain professions. This article aims to provide an updated systematic review of existing instruments to assess EI in professionals, focusing on the description of their characteristics as well as their psychometric properties (reliability and validity). A literature search was conducted in Web of Science (WoS). A total of 2761 items met the eligibility criteria, from which a total of 40 different instruments were extracted and analysed. Most were based on three main models (i.e., skill-based, trait-based, and mixed), which differ in the way they conceptualize and measure EI. All have been shown to have advantages and disadvantages inherent to the type of tool. The instruments reported in the largest number of studies are Emotional Quotient Inventory (EQ-i), Schutte Self Report-Inventory (SSRI), Mayer-Salovey-Caruso Emotional Intelligence Test 2.0 (MSCEIT 2.0), Trait Meta-Mood Scale (TMMS), Wong and Law's Emotional Intelligence Scale (WLEIS), and Trait Emotional Intelligence Questionnaire (TEIQue). The main measure of the estimated reliability has been internal consistency, and the construction of EI measures was predominantly based on linear modelling or classical test theory. The study has limitations: we only searched a single database, the impossibility of estimating inter-rater reliability, and non-compliance with some items required by PRISMA

Assessing social, emotional, and intercultural competences of students and school staff. A systematic literature review

The inclusion of social, emotional, and intercultural competences (SEI) in academic contexts has been supported by international organizations, such as the European Union, the United Nations, and the OECD, since the early 2000s. However, little information is yet available regarding the assessment of these competences. This paper shares the findings of a systematic literature review that produced an inventory of existing tools for the assessment of SEI competences of students and school staff. This is the first time assessment tools for these three competences have been concurrently reviewed. An interdisciplinary and international research team conducted this systematic literature review in the databases of ERIC, PsycInfo, PSYNDEX, Scopus, and Web of Science. Out of 13,963 articles, 149 assessment tools were examined and processed. In addition to the instrument analysis and a detailed description of the procedure, this article shows the basic theoretical concepts, as well as the limitations, of such a review. It was found that 1) the majority of the discovered instruments rely on self-reported survey and inventory data, 2) of the three competences, intercultural competence had the fewest relevant instruments, and 3) very few tools have been created to assess all three competences together. From this review, it is apparent that a wider variety of assessment tools (other than self-reports), as well as more comprehensive tools (e.g. qualitative analysis of vignettes) for the assessment of all three SEI competences, should be developed to meet international demand. The results of the literature review are available and freely accessible in the form of an assessment catalogue. (DIPF/Orig.

Leadership development of physician-trainees

Physicians frequently occupy leadership roles, yet training in leadership development in the medical education continuum is scarce (Angood, 2015; Dhaliwali & Sehgal, 2014; Rotenstein et al., 2018; Varkey et al., 2009). Effective leadership training can guide physician-trainees on a journey toward self- and others- awareness and management utilizing emotional intelligence (Goleman, 2006), integrity, authenticity (Erhard et al., 2010; George, 2003; Snook et al., 2012), communication, teamwork (Hackman, 2012; Larson & LaFasto, 1989), change management (Kotter, 1995; 2012), and systems thinking (Senge, 2006). The call to enhance leadership development of physicians across their education continuum is unmistakable (Blumenthal et al., 2012, Bronson & Ellison, 2015; Onyura et al., 2019; Rotenstein et al., 2018; Sadowski, 2018; Torres-Landa et al., 2021; Varkey et al., 2009). However, intentionally designed longitudinal leadership courses are rarely available in the graduate medical education continuum (Torres-Landa et al., 2021). This study explores the development of transformational leadership (Bass, 1999; Bass & Avolio, 1993) in physician-trainees. The Becoming A Leader (BAL) course offers trainees the opportunity to learn to exercise leadership effectively (Erhard et al., 2010). The qualitative design of the study utilizes secondary narrative data with Bass’ (1999) transformational leadership model as the theoretical framework. Research questions sought resident descriptions of individualized consideration, intellectual stimulation, inspirational motivation, and idealized influence (Antonakis, 2012; Avolio & Bass, 1991; Bass & Riggio, 2006). Source documents included de-identified pre-existing written perspectives collected from residents throughout and after participation in a year-long course. Data analysis captured rich descriptions. Residents described individualized consideration for themselves and others through the subthemes of self-awareness, self-management, others-awareness and others-management. Second, intellectual stimulation included factors such as being open-minded, challenging your own and others’ beliefs, and encouraging better team performance. Third, residents described their experience with inspirational motivation through the subthemes of simple messaging, a commitment to a shared vision, and the practice of fostering community. Finally, residents described idealized influence through effective role modeling, the importance of taking responsibility, and giving praise. The results of this study indicate that longitudinal leadership training during residency, with frequent self-reflection, can be effective for developing core leadership principles

CORPORATE SOCIAL RESPONSIBILITY IN ROMANIA

The purpose of this paper is to identify the main opportunities and limitations of corporate social responsibility (CSR). The survey was defined with the aim to involve the highest possible number of relevant CSR topics and give the issue a more wholesome perspective. It provides a basis for further comprehension and deeper analyses of specific CSR areas. The conditions determining the success of CSR in Romania have been defined in the paper on the basis of the previously cumulative knowledge as well as the results of various researches. This paper provides knowledge which may be useful in the programs promoting CSR.Corporate social responsibility, Supportive policies, Romania

Employee Engagement Strategies to Increase Innovation

Human resources leaders (HRLs) who fail to embrace employee innovation are at risk of jeopardizing the organization\u27s competitive advantage. Organizational leadership and employees stand to benefit from innovation, as employee innovation can aid in establishing a competitive advantage and survivability. Grounded in the transformational leadership conceptual framework, the purpose of this qualitative multiple case study was to explore employee engagement strategies HRLs use to increase innovation. The participants included 5 HRLs at small human resource management firms in the northeast area of the United States who used engagement strategies to increase innovation. Data were collected from interviews with the HRLs, company websites, and social media pages. A thematic analysis was used to analyze the data. Four themes emerged: cross team assessment, communication tools, measurement tools, and recognition strategies. The application of the findings from this study could contribute to positive social change by providing insights for HRLs on employee engagement strategy implementation for talent retention that increases workplace stability and employees supporting their families as well as contributing positively to their communities

The effects of personological aptitudes and method of instruction on cognitive and affective learning of interpersonal relationship skills

The present study is an aptitude treatment interaction study dealinq with the effects of three personological student aptitudes in conjunction with different instructional methods on the affective and cognitive learning of interpersonal relationship skills. A total of 210 subjects wire randomly selected from three Regional Occupational Programs (ROPs) located in three geographically distinct California high schools . Subjects were administered one of three experimental treatments varying in methods of instruction combined with a film, Relationships With Other People, or an unrelated control film treatment. Experimental groups were: 1) film treatment alone, 2) film treatment with associated print based material, j) film treatment, print based material, and formal instruction, and 4) control group. Experimenter-made semantic differential (SOT) and criterion referenced tests (CRT) were dependent variables used to quantify the possible treatment effects. Two weeks prior to film treatment, subjects were given the Sociability (Sy), Achievement via Independence (Ai), and Tolerance (To) scales of the California Psychological Inventory (CPI) and classified into high and low categories for each scale by using upper and lower l/3 scores. On treatment day, subjects were given SOT and CRT pretests , treatment film, and SOT and CRT post-tests within a one hour period. Experimental Groups 2 and 3 received print based material and were given this material to use during film presentation and to study independently on their own time. In addition, experimental Group 3 received didactic classroom instruction related to the print based material dealing with interpersonal relationships. Classroom instruction consisted of four 1-hour sessions during the one month period following the film presentation. All subjects were given an unannounced second SDT and CRT post-test one month after the film treatment day

Employee Engagement Strategies to Increase Innovation

Human resources leaders (HRLs) who fail to embrace employee innovation are at risk of jeopardizing the organization\u27s competitive advantage. Organizational leadership and employees stand to benefit from innovation, as employee innovation can aid in establishing a competitive advantage and survivability. Grounded in the transformational leadership conceptual framework, the purpose of this qualitative multiple case study was to explore employee engagement strategies HRLs use to increase innovation. The participants included 5 HRLs at small human resource management firms in the northeast area of the United States who used engagement strategies to increase innovation. Data were collected from interviews with the HRLs, company websites, and social media pages. A thematic analysis was used to analyze the data. Four themes emerged: cross team assessment, communication tools, measurement tools, and recognition strategies. The application of the findings from this study could contribute to positive social change by providing insights for HRLs on employee engagement strategy implementation for talent retention that increases workplace stability and employees supporting their families as well as contributing positively to their communities

Cultural Heritage Storytelling, Engagement and Management in the Era of Big Data and the Semantic Web

The current Special Issue launched with the aim of further enlightening important CH areas, inviting researchers to submit original/featured multidisciplinary research works related to heritage crowdsourcing, documentation, management, authoring, storytelling, and dissemination. Audience engagement is considered very important at both sites of the CH production–consumption chain (i.e., push and pull ends). At the same time, sustainability factors are placed at the center of the envisioned analysis. A total of eleven (11) contributions were finally published within this Special Issue, enlightening various aspects of contemporary heritage strategies placed in today’s ubiquitous society. The finally published papers are related but not limited to the following multidisciplinary topics:Digital storytelling for cultural heritage;Audience engagement in cultural heritage;Sustainability impact indicators of cultural heritage;Cultural heritage digitization, organization, and management;Collaborative cultural heritage archiving, dissemination, and management;Cultural heritage communication and education for sustainable development;Semantic services of cultural heritage;Big data of cultural heritage;Smart systems for Historical cities – smart cities;Smart systems for cultural heritage sustainability