An Ghaoth a Chriofidh an Eorna: The Moral Economy of Ireland\u27s Whiteboys, 1761-1787.

In 1761, the peasantry of Ireland rose in insurrection against enclosure and tithes. The initial wave of protesters were known as \u27Whiteboys,\u27 and their insurrection came to be a model for subsequent Irish agrarian redresser movements throughout the eighteenth and nineteenth century. Applying E.P. Thompson’s theory of moral economy to the practice of Whiteboyism reveals the sophisticated motives which lay behind the Whiteboy’s 18th century protests against enclosure, tithes, and middlemen in rural Ireland. Senior Project submitted to The Division of Social Studies of Bard College

Monopolizers of the Soil: The Commons as a Source of Public Trust Responsibilities

In the seventeenth century, public resources were essential to the survival of the English poor. The common law, stretching back to Magna Carta and the Forest Charter, provided them with usufructuary rights to the commons. Those rights were violated by the enclosure movement, which received royal assent beginning with Charles I’s absolutist reign in 1625. As a result, the common people joined with Parliament to overthrow Charles I. After the Interregnum, Matthew Hale wrote De Jure Maris, a treatise foundational to the public trust doctrine in America and the doctrine’s expansion abroad. Hale lived through the Civil War which resulted from the king’s abuse of his prerogatives, and Hale’s treatise was written during an effluvium of ideas about the obligations that a sovereign incurs incidental to their rule. Two of the most radical groups to espouse reciprocal rule were the Levellers and the Diggers. Their ideas were also among the most popular expressions of the anti-monopoly sentiment that common law contained a guarantee that public resources would be guarded for the benefit of all during which was articulated during Hale’s lifetime. American jurists, beginning with Arnold v. Mundy in the early 19th century, reached back to Hale’s treatise to define the public trust doctrine. Given the cases before them, they could have just as easily relied on the populist theories of the law percolating around Hale’s tenure on the bench. Indeed, the public trust doctrine should include populist groups and their ideas about stewardship of common resources and the duty of governments to prevent their alienation for private gain in its pedigree. Broadening the intellectual background of the public trust doctrine beyond what self-interested elites like Hale thought it to be also broadens the state’s duties beyond the tidelands

Evaluation of respite service provision for Respite Care for QBN - Yvonne Cuschieri House

UNSW Canberra has conducted a review of Respite Care for QBN’s planned Yvonne Cuschieri House against these criteria: 1. Value for money 2. Likelihood of supporting carer and client wellbeing 3. Community need The proposal was evaluated by assessing like facilities globally, literature on caring, consultant reports on caring, information and publications from peak bodies and research on carers, respite and provision of services to alleviate distress. Respite Care for QBN provided the research team all their related design and policy documentation and engaged in repeated discussions with the team. We have found that Respite Care for QBN’s planned Yvonne Cuschieri House will offer significant overall cost savings to the NSW and Federal Governments (even accounting for funding received from government). It will reduce carer burden, reduce burnout and alleviate social isolation—all key risks for carers. The Queanbeyan-Palerang region is in urgent need of non-clinical respite services with very limited services currently available. Yvonne Cuschieri House will fill a particular gap in service provision of respite for 18 to 60-year-olds in the region

Substance use in Australian orchestras: a scoping study

For musicians in professional orchestras, auditions and performances are high stress and anxiety events that can make or break their career. Previous research has established that musicians use a range of substances to manage performance anxiety, with beta-blockers and alcohol reported as the most common. To discover current patterns of use, we distributed an anonymous, online scoping survey to all professional Australian orchestras. The survey response rate was 17% of musicians, and representative of orchestral instrument groupings, with just over 50% of participants reporting using substances to manage performance anxiety. The most used substance was beta blockers, but other drugs and recreational substances were also reported. Notably, substance use does not noticeably ease for musicians with permanent orchestral jobs as they age. We report on our findings in the context of the wider literature on drug use for performance enhancement or remediation. This includes sport doping literature and new work health and safety frameworks that require employers to address psycho-social harms such as stress and anxiety and drug use in the workplace. We also reflect on several open field comments in our survey that argued for the use of drugs as necessary and low risk for the musicians using them

Passionate projects: practitioner reflections on emotion management

Purpose: The fundamental challenge for project management is dealing with people and their feelings. While there has been sporadic attention to the importance of emotions in project work, project management practices tend to neglect the role of emotions and emotional reflexivity. The authors use a symbolic interaction framework to present an in-depth exploration of emotions and emotional reflexivity in projects. Design/methodology/approach: Empirical data was gathered in 19 semi-structured interviews with diverse project managers to assess their experience of emotion (15 male, 4 female, early 20s to late 50s, 3–38 years of expertise). Transcribed interviews were thematically analysed using a sociology of emotions informed, grounded theory, interactional framework. Findings: The data revealed that emotional states are framed by factors specific to project management, including organisational change, project constraints and dealing with stakeholders. Explicitly managing emotions improved team engagement and project performance by acting as a catalyst for engaging in reflective practice and intuitive decision making. Practical implications: Given the widely held misconceptions of emotion as maladaptive, project management education must focus on empathy in communication and leadership if practitioners are to master valuable soft skills. Techniques for emotional reflection and learning feeling lessons must be incorporated into practice. Originality/value: The authors contribute to the emerging understanding that emotions matter in project management. The authors demonstrate the centrality of emotions in projects and the substantial impact they have on the wellbeing of practitioners and staff. Emotional reflexivity in practice, which is widely acknowledged yet tends to be ignored, is an essential part of the project manager's toolkit

Best practice respite design for non-clinical care report for Palliative Care ACT

Palliative Care ACT engaged with the School of Business, UNSW Canberra, to evaluate the implementation and effectiveness of Leo’s Place in 2020. That evaluation showed that Leo’s Place, which is currently set in an existing residential house in a suburb in Canberra, is an overwhelming success. It provides a very welcome respite service that allows many carers to undertake their own life-affirming activities. Carers and clients noted that Leo’s Place was welcoming, comfortable, and afforded them a space to rest that was non-clinical. The design and implementation of Leo’s overcame resistance from carers and clients to the idea of respite as it was not like any other service. Carers were deeply thankful for the respite offered and spoke of it being ‘life saving’ to their own mental, physical, and social wellbeing. The informal interactions between clients, staff and volunteers at Leo’s created an advice and social support hub and created a shared sense of community. Carers also commented on how helpful it was to have further guidance regarding services and pathways from the staff. The only negative identified in the data regarded the physical structure of Leo’s Place, in particular the bathroom facilities, is a problem of re-purposing a ‘traditional’ family home and can easily be addressed with a purpose built/modified building

Benchmarking Gender Equality in the Australian Defence Force

This report provides benchmarks for gender equality in the Australian Defence Force (ADF) using comparable Australian and international data to early 2021. Previous reviews of women’s participation in the ADF give context to this analysis. These include the wide-ranging Broderick Review (2012) which identified numerous barriers to women’s progression. That review identified issues including the lack of a critical mass of women in the ADF, inflexible career structures, the concentration of women in particular occupations and at lower ranks, difficulties combining work and family, and a culture still marked at times by unacceptable behaviour including exclusion, sexual harassment and sexual abuse (Broderick 2012). In the years since – and despite the implementation of the Defence cultural reform program Pathway to Change – the data presented in this benchmarking report reveals that while some progress towards creating a gender-equitable workforce has been made, more work is needed. From an international perspective, the ADF compares favourably on attraction, recruitment and retention in relation to other Five Eyes nations, and with NATO and other western militaries, including the Nordic nations. Women are joining the ADF at higher rates than NATO countries, and Army and Air Force are set to achieve their 2023 participation targets of 15% and 25% respectively. The Navy is slightly behind in regard to meeting its targets. The available data indicates that there have been positive, but incremental, gains in Australia, as well as in other similar militaries. However, gendered job segregation, in terms of both roles and seniority of position are key issues to be resolved. Women dominate caring, support or logistical (administrative) roles, while men dominate the technical and combat roles. This has implications for women’s career progression, particularly as promotion to higher ranks favours combat roles and deployment experience. Examining barriers to promotion for women in the ADF, the data shows that women are much less likely to be promoted to senior ranks and that this pattern is consistent across like militaries. For all Five Eyes nations, but especially in the UK Armed Forces, women remain less likely to be senior leaders than men. It is evident that there are systemic barriers to the career advancement of women. One barrier is caring responsibilities; the presence of a spouse to support a member being promoted to senior ranks is significant. The data shows that for women in higher ranks, having children is relatively rare, while for men in senior ranks, having a family is common. These circumstances highlight a range of socio-cultural issues that will need further exploration. Regarding retention, the ADF is comparably better at retaining women than like militaries, but the rate of retention is still too low to sustain a pipeline for promotion to senior ranks. All Five Eyes nations have difficulties retaining women, although Navy has lower separation rates than the other two services. Women are more likely to leave for family reasons than are men and may also be deferring having children. While data across militaries is not strictly comparable or available, Australia’s attrition rates do appear to be lower than in other militaries. The availability and use of flexible work arrangements (FWAs) is an important factor in achieving gender equity. The uptake of FWAs is extremely low in the ADF and FWAs are predominantly used by women. Like other militaries, the ADF has introduced a range of flexible working arrangements in recognition of the changing nature of the Australian labour market and distribution of caring responsibilities in families. While these arrangements are intended to benefit both men and women, the available data reveals that women are far more likely than men to take up flexible service or working arrangements. Developing suitable and effective FWAs, which will be used equally by women and men, presents a significant challenge for the ADF. Rates of abuse, harassment and bullying have been identified as key barriers to the recruitment, retention and promotion of women in the military. Direct statistical comparisons are not possible due to variations in definition and measurement, however, the ADF’s rates of such behaviour are broadly comparable to like militaries and follow the broader pattern of disproportionately high rates among women. According to military police data, “women were identified as the victims in more than 80 per cent of the sexual misconduct incidents reported to Defence” (WiADF, 2019-20, p.56). All comparable militaries have identified this as a key area of concern and have instigated a range of policies and programs to address the issue. In Australia, the Sexual Misconduct Prevention and Response Office (SeMPRO) was formed to provide support for people in Defence who had experienced sexual abuse, to advise supervisors and units about dealing with people who had experienced sexual assault, and to provide training on this issue. However, the Values, Behaviours and Resolutions Office still manages sex-based discrimination cases separately from SeMPRO. Despite the recommendations in the Broderick Review that these offices be combined, this has not occurred. Given ongoing discrimination and abuse, this is an area where substantially more work is required to eliminate all forms of unacceptable behaviour. Comparisons with similar Australian industries and the wider Australian workforce reveal representation of women in the ADF is far lower than in the broader Australian workforce. When compared with emergency services, such as police forces, the ADF is not performing as well on overall participation, however rates of women in leadership roles are broadly equivalent (though both are poor). In other Australian industries that have traditionally been highly gender segregated, the ADF is comparable to construction, mining and transport. The experience of STEM industries may be instructive for the ADF which has comparable problems with its own STEM workforce. Reforms have led to rising numbers of women studying STEM, but not to a corresponding improvement in participation, retention or promotion. In the ADF, women also remain under-represented on boards and in senior leadership and decision-making roles. Although the ADF has made some progress, there is more work required to achieve targets for female participation. While by some international comparisons the ADF is performing relatively well, a range of areas of inequity remain. These include occupational segregation, the integration of women into combat positions, low levels of women in leadership positions (including decision-making boards), a lack of opportunities and take up of flexible work arrangements for women and men, and retention of women, particularly after having children. Sexual harassment and sexual assault also continue to disproportionately affect women, which influences their overall experience in the service, and, subsequently, other factors including retention and promotion pipelines. Decisive action is possible in these areas, but a crucial consideration for any program of change is to avoid approaches which will trigger backlash among current service members. Past implementation of well-intentioned policies and strategies for change has been met with significant resistance, even where there has been support from leadership. It will therefore be necessary to present policies as fair and beneficial for service members to ensure buy-in from personnel at all levels. Well-developed communications and education strategies will be important. Finally, the effort to achieve gender integration and inclusion needs to be linked to clear and measurable goals, targets and timelines, and the availability of baseline data from which to measure changes must be ensured. Only when these are in place, will it be clear when success has been achieved

Knot Mosaics with Corner Connection Tiles

A knot mosaic is a representation of a knot or link on a square grid using a collection of tiles that are either blank or contain a portion of the knot diagram. Traditionally, a piece of the knot on one tile connects to a piece of the knot on an adjacent tile at a connection point that is located at the midpoint of a tile edge. We introduce a new set of tiles in which the connection points are located at corners of the tile. By doing this, we can create more efficient knot mosaics for knots with small crossing number. In particular, when using these corner connection tiles, it is possible to create knot mosaic diagrams for all knots with crossing number 8 or less on a mosaic that is no larger and uses fewer non-blank tiles than is possible using the traditional tiles

Design of Bacillus anthracis Lethal Factor Protein Inhibitor Through Structure-Based Design

Faculty advisor: Dr. Elizabeth AmbroseThis research was supported by the Undergraduate Research Opportunities Program (UROP).Westberg, Austin; McDermott, Connor; Ambrose, Elizabeth A.. (2019). Design of Bacillus anthracis Lethal Factor Protein Inhibitor Through Structure-Based Design. Retrieved from the University Digital Conservancy, https://hdl.handle.net/11299/208837