Facilitating Meaningful Change Within U.S. Law Schools

Despite the widely recognized challenges and complaints facing U.S. legal education, very little is understood about how law schools can adapt faster and better. This Article uses institutional theory, behavioral economics, and psychology to explain why change has proven so difficult for U.S. law schools. Next, using institutional entrepreneurship, the Article explains the theoretical steps necessary to overcome the institutional resistance to change. The Article then discusses the characteristics of opportunities that are most likely to better meet the needs of law students while also providing sustainable benefits to the individually innovating law schools. Using management theory, the Article then proposes a seven-step change process model to enable individual law schools to systematically overcome institutional resistance, formulate unique strategies, and actually achieve meaningful change

Community Development: A Guide for Grantmakers on Fostering Better Outcomes Through Good Process

Focuses on participation and collaboration as major elements of processes that are effective. Provides examples of, and offers tools for overcoming, challenges to collaboration. Includes strategies and resources for evaluation and collaboration

Community Rehabilitation Programs and Organizational Change: A Mentor Guide to Increase Customized Employment Outcomes

[Excerpt] For the purpose of this Guide, customized employment is defined as a process for individualizing the employment relationship between an employee and an employer in ways that meet the needs of both. Customized employment is based on an individualized negotiation between the strengths, conditions and interests of the person with a disability and the identified business needs of the employer or the self-employment business chosen by the job seeker. Job negotiation uses job development or restructuring strategies that result in responsibilities being customized and individually negotiated to fit the requirements of the job

THE "POWER" OF TEXT PRODUCTION ACTIVITY IN COLLABORATIVE MODELING : NINE RECOMMENDATIONS TO MAKE A COMPUTER SUPPORTED SITUATION WORK

Language is not a direct translation of a speaker’s or writer’s knowledge or intentions. Various complex processes and strategies are involved in serving the needs of the audience: planning the message, describing some features of a model and not others, organizing an argument, adapting to the knowledge of the reader, meeting linguistic constraints, etc. As a consequence, when communicating about a model, or about knowledge, there is a complex interaction between knowledge and language. In this contribution, we address the question of the role of language in modeling, in the specific case of collaboration over a distance, via electronic exchange of written textual information. What are the problems/dimensions a language user has to deal with when communicating a (mental) model? What is the relationship between the nature of the knowledge to be communicated and linguistic production? What is the relationship between representations and produced text? In what sense can interactive learning systems serve as mediators or as obstacles to these processes