17,510 research outputs found

    Advancing Faculty DiversityThrough Self-Directed Mentoring

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    Mentoring is widely acknowledged to be important in career success, yet may be lacking for female and minority law professors, contributing to disparities in retention and promotion of diverse faculty. This Article presents the results of a unique diversity mentoring program conducted at one law school. Mentoring is often thought of as something directed by the mentor on behalf of the protĂ©gĂ©. Our framework inverts that model, empowering diverse faculty members to proactively cultivate their own networks of research mentors. The studied intervention consisted of modest programming on mentorship, along with supplemental travel funds to focus specifically on travel for the purpose of cultivating mentors beyond one’s own institution. Participants were responsible for setting their own mentorship goals, approaching mentors and arranging meetings, and reporting annually on their activities and progress. Both quantitative and qualitative evidence demonstrate that the program has been effective along its measurable goals in its first year. Participants report growing their networks of mentors, receiving significant advice on research and the tenure process, and being sponsored for new opportunities. The authors conclude that this type of mentoring initiative, if more broadly applied, could have a significant impact on reducing disparities in retention and promotion in the legal academy. To facilitate such replication, the Article describes both the process of designing the program and the actual operation of the program as carried out at one school. In sum, the Article offers a concrete starting point for discussions at any law school interested in advancing faculty diversity through improved mentoring

    Preparing millennials as digital citizens and socially and environmentally responsible business professionals in a socially irresponsible climate

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    As of 2015, a millennial born in the 1990's became the largest population in the workplace and are still growing. Studies indicate that a millennial is tech savvy but lag in the exercise of digital responsibility. In addition, they are passive towards environmental sustainability and fail to grasp the importance of social responsibility. This paper provides a review of such findings relating to business communications educators in their classrooms. The literature should enable the development of a millennial as an excellent global citizen through business communications curricula that emphasizes digital citizenship, environmental sustainability and social responsibility. The impetus for this work is to provide guidance in the development of courses and teaching strategies customized to the development of each millennial as a digital, environmental and socially responsible global citizen

    Trialing project-based learning in a new EAP ESP course: A collaborative reflective practice of three college English teachers

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    Currently in many Chinese universities, the traditional College English course is facing the risk of being ‘marginalized’, replaced or even removed, and many hours previously allocated to the course are now being taken by EAP or ESP. At X University in northern China, a curriculum reform as such is taking place, as a result of which a new course has been created called ‘xue ke’ English. Despite the fact that ‘xue ke’ means subject literally, the course designer has made it clear that subject content is not the target, nor is the course the same as EAP or ESP. This curriculum initiative, while possibly having been justified with a rationale of some kind (e.g. to meet with changing social and/or academic needs of students and/or institutions), this is posing a great challenge for, as well as considerable pressure on, a number of College English teachers who have taught this single course for almost their entire teaching career. In such a context, three teachers formed a peer support group in Semester One this year, to work collaboratively co-tackling the challenge, and they chose Project-Based Learning (PBL) for the new course. This presentation will report on the implementation of this project, including the overall designing, operational procedure, and the teachers’ reflections. Based on discussion, pre-agreement was reached on the purpose and manner of collaboration as offering peer support for more effective teaching and learning and fulfilling and pleasant professional development. A WeChat group was set up as the chief platform for messaging, idea-sharing, and resource-exchanging. Physical meetings were supplementary, with sound agenda but flexible time, and venues. Mosoteach cloud class (lan mo yun ban ke) was established as a tool for virtual learning, employed both in and after class. Discussions were held at the beginning of the semester which determined only brief outlines for PBL implementation and allowed space for everyone to autonomously explore in their own way. Constant further discussions followed, which generated a great deal of opportunities for peer learning and lesson plan modifications. A reflective journal, in a greater or lesser detailed manner, was also kept by each teacher to record the journey of the collaboration. At the end of the semester, it was commonly recognized that, although challenges existed, the collaboration was overall a success and they were all willing to continue with it and endeavor to refine it to be a more professional and productive approach

    On-the job knowledge sharing: how to train employees to share job knowledge

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    One of the challenging issues many organizations are facing is to find the best ways to encourage employees share what they have learned on their jobs. Rewarding employees may be one of the techniques used to promote knowledge sharing but there are still psychological barriers preventing employees from sharing knowledge. In many cases, rewarding employees for sharing knowledge ends up in developing the behaviour of hoarding knowledge among employees. Based on a review of existing literature, this article explains how employers can make employees practice knowledge sharing in their daily work activities. The article introduces 12 approaches on how knowledge sharing can be cultivated in the job and train employees to accept that it is their job to share knowledge. Some of the methods discussed include; peer assist, training and mentoring, challenging projects, job description, job rotation, cross training, and sharing sessions. The article also discusses how on-the-job knowledge sharing can promote individual performance among employees. The intention of this article is to provide a framework that helps organizations to choose various methods of knowledge sharing that suit the organizationñ€ℱs needs in order to cultivate sharing of job knowledge and to save the knowledge as an asset

    Law School Education and Liberal CLE

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    In the fall of 2002, several organizations in the fields of law and legal education jointly sponsored the Second Indiana Conclave on Legal Education.1 The purpose of the meeting was to assess the status of legal education in the State of Indiana, both in law school and beyond; identify goals that could guide the improvement of legal education; and map out means to achieve those goals. Within this general framework, the Conclave emphasized issues relating to core values of the profession; more particularly, instilling and supporting them in the face of great changes in the profession and society. The Conclave sought to promote not just discussion but action, and it was organized to generate concrete proposals. One set of priority recommendations, of course, focused on ways to instill professional values in law students and new lawyers. Several other recommendations—not priorities, but important nonetheless—dealt with education after law school, including programs of continuing legal education. One of these recommendations urged a broadening of “what qualifies for continuing legal education credit to include enrichment activities, personal development courses, and public interest topics.

    Trusting Harvard: The Cost of Unprincipled Investing (2014)

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    This article provides a framework for answering two questions: How can Harvard fulfill its fiduciary obligation as an investor in ways that advance its beliefs, values, and commitments? How can Harvard take the lead in creating a curriculum for students, professionals, and the general public about the civic moral obligations of wealth? While aimed at Harvard, the issues covered are relevant to other universities and tax-exempt institutional investors, because they have a special duty to advance the public interest. Commissioned and co-authored by the noted corporate governance and responsible ownership guru Robert A. G. Monks, it calls on Harvard to take a leadership role in recasting the meaning of “fiduciary” in the context of the scale and power of institutional investors—particularly those with roots in civil society. “Myopic” fiduciaries are short-term and narrowly focused, a paradigm that has held sway for decades. “Ethical fiduciaries” are those that have made some effort to incorporate normative considerations into their decision making, reflected in their investment policies and (typically) proxy voting records. “Ethical, integrated fiduciaries” view their civic moral obligations as investors in a more holistic way, across the portfolio and anchored in their institutional purpose

    Zoom ‘n Gloom: Performativity and Inclusivity during the Pandemic and Beyond

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    The pandemic has variously amplified, eliminated, and otherwise transformed the experiences and meanings of work across sectors and nation states. In the context of higher education, this transformation has taken many shapes, which have been molded by pre-existing, if not predictable, inequalities. If we set up all the well-documented pandemic-induced obstacles to work alongside the performative nature of academic work, there is a notable uneasiness. Insofar as the nature of work is changing— becoming more challenging, in general—there must be further implications for work that is “on display.” Within this context, the article focuses on the experiences of teaching and learning in online, synchronous, seminar-style classrooms. It further considers how pandemic-induced shifts in the parameters of teaching and learning can offer opportunities for cultivating more accessible, inclusive pedagogies that acknowledge the cross-cutting types of work that encase student learning
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