Gladly Learn and Gladly Teach: Franklin and His Heirs at the University of Pennsylvania, 1740-1976

Shakespeare in The Tempest wrote that past is prologue. When I returned to the University of Pennsylvania in 1970 as its president, I realized once again how much of its past - often a glorious one - had influenced its present and yet was insufficiently appreciated by many of my colleagues and by students and alumni of the University. It was intriguing to observe that this condition was shared by the citizens of Philadelphia, who were often little acquainted with their fascinating community. Cheyney\u27s History of the University of Pennsylvania, published for the University\u27s bicentennial in 1940, like almost al1 university histories was a diplomatic history of the institution and a splendid one. What seemed to me to be needed was an intel1ectual and social history - an intellectual history dealing with ideas and scholarship, the transformation of education at a major American university, and a social history relating what was going on at Pennsylvania to the city of which it was a part, to student life and the life of the young in general, and to the cultural currents of this tempestuous new nation and its ties elsewhere in the world. That aim remains, but it must be left to others, perhaps to some future University historian. Instead, I became more attached to the dramatis personae - the cast of characters in the evolution of the University - and to some extent the physical setting in which they performed. My collaborators and I could only choose a few from among many notable contributions. Within this framework, I hope we have also reflected some of the cultural sense of their times. The account which fol1ows is uniquely that of the University of Pennsylvania, but it is something of a microcosm of the development of higher education at major independent institutions as well. The essays are grouped according to four main periods since the University\u27s foundation. After an introduction to the community of which the University has always been a part, we deal with the eighteenth century col1egiate departments. In the nineteenth century, while the University remained small, its early scientific bent was reinforced by the prominent scientists on the faculty. The transition to the recognizably modern university with changes in educational philosophy as wel1 as the introduction of new programs is described in association with the leaders who oversaw this period of change

The Robertson v. Princeton Case: Too Important to Be Left to the Lawyers

Offers comments from eleven contributors on the Robertson family's donor rights suit against the Woodrow Wilson School of Public and International Affairs for violation of donor intent. Explores its effects on and implications for the nonprofit sector

Agents for Change and Changed Agents: The Micro-politics of Change and Feminism in the Academy

This article explores gender politics and processes in the academy and investigates change from the perspectives of feminist academics. In particular, it explores the experiences of women academics attempting to effect change to the gendered status quo of their own institutions. Focusing on micro-politics, the feminist movement is empirically explored in localized spaces of resistance and in the small but significant individual efforts at making changes in academic institutions. The analysis is based on interviews with female academics working in business and management schools and focuses on the challenges for change and how change attempts affect their personal and professional identities. The article explores the range of change strategies that participants use as they try to progress in their academic career while staying true to their feminist values and priorities through both resisting and incorporating dominant discourses of academic work. The analysis highlights such tensions and focuses on a contextualized, bottom-up perspective on change that, unlike more totalizing theorization, takes into account mundane and lived experiences at the level of the individual

IPBES Invasive Alien Species Assessment: Summary for Policymakers

Summary for Policymakers of the Thematic Assessment Report on Invasive Alien Species and their Control of the Intergovernmental Science-Policy Platform on Biodiversity and Ecosystem Services

The collapse of intermediate structures?

How can we explain the rise of President Trump and the attraction of his campaign behavior before and since he took office? We argue here that the collapse of ‘intermediate structures’ has been a key factor; that the associations and groups which are building blocks of pluralistic politics have been eroded to such an extent that Trump’s personality politics have been able to take over the political stage

Gender‐Informed Mentoring Strategies for Women Engineering Scholars: On Establishing a Caring Community

Improved mentoring of women graduate students and young faculty is one strategy for increasing the presence, retention and advancement of women scholars in engineering. We explore the sociological literature on interpersonally‐ and institutionally‐generated gender roles and dynamics that make the construction and maintenance of mentoring relationships especially difficult for women in male‐dominated fields. In addition, we review non‐traditional strategies including peer‐, multiple‐ and collective mentorships that are likely to be more successful for most women (and many men). Finally, organizational change strategies designed to provide a more egalitarian and cooperative atmosphere in engineering programs and departments are presented. These ideas represent a social contract for a caring community more supportive of all members' personal and professional growth and success.Peer Reviewedhttp://deepblue.lib.umich.edu/bitstream/2027.42/95139/1/j.2168-9830.2002.tb00672.x.pd

Does Corporate Culture Affect Bank Risk-Taking? Evidence from Loan-Level Data

Using comprehensive corporate and retail loan data, we show that the corporate culture of banks explains their risk-taking behaviour. Banks whose corporate culture leans towards aggressive competition are associated with riskier lending practices: higher approval rate, lower borrower quality, and fewer covenant requirements. Consequently, these banks incur larger loan losses and make greater contributions to systemic risk. The opposite behaviour is observed among banks whose culture emphasizes control and safety. Our findings cannot be explained by heterogeneity in a bank's business model, CEO compensation incentives or CEO characteristics. We use an exogenous shock to the US banking system during the 1998 Russian default crisis to support a causal inference

Female athletes' experiences of positive growth following deselection in sport

The purpose of this study was to explore female athletes’ experiences of positive growth following deselection from provincial sport teams. Interviews were conducted with 18 women (Mage = 22.45 years, SD = 1.38) who were deselected from provincial soccer, ice hockey, and volleyball teams as adolescents. Interpretative phenomenological analysis methodology was used. The analysis was guided by Tedeschi and Calhoun’s model of posttraumatic growth. Results showed that participants questioned their identity and ability as athletes following deselection. Growth was a gradual process that unfolded over several years, experienced through a greater appreciation of the role of sport in the participants’ lives and sport becoming a priority, an enhanced sense of personal strength, developing closer social relationships, and a recognition of new and other opportunities. These findings show that cognitive processes and social relationships are critical components in the process of positive growth

Post-Heroic Leadership, Tempered Radicalism and Senior Leaders as Change Agents for Gender Equality

Micro change agents for gender equality in organisations are often considered to be tempered radicals who work within an existing structure to change the status quo. However for gender equality to happen, it is often claimed that heroic leadership of top leaders, or macro change agents, is required. The aim of this article is to show how CEOs as macro change agents for gender equality can be conceptualised. Drawing on interviews with 20 global CEOs and a literature review, the article develops a framework to conceptualise how CEOs are fostering gender equality around accountability, building ownership, communicating, leading by example, initiating and driving culture change. The article questions the conceptualisation of change agents of gender equality as either tempered radicals, for micro change agents, or heroic leaders, for macro change agents, and argues instead that to be macro change agents for gender equality, CEOs need to display post‐heroic leadership and tempered radicalism to foster change in regard to gender relations