Understanding “influence”: An exploratory study of academics’ process of knowledge construction through iterative and interactive information seeking

The motivation for this study is to better understand the searching and sensemaking processes undertaken to solve exploratory tasks for which people lack pre-existing frames. To investigate people’s strategies for that type of task, we focused on “influence” tasks because, although they appear to be unfamiliar, they arise in much academic discourse, at least tacitly. This qualitative study reports the process undertaken by academics of different levels of seniority to complete exploratory search tasks that involved identifying influential members of their academic community and “rising stars, ” and to identify similar roles in an unfamiliar academic community. 11 think-aloud sessions followed by semi-structured interviews were conducted to investigate the role of specific and general domain expertise in the process of information seeking and knowledge construction. Academics defined and completed the task through an iterative and interactive process of seeking and sensemaking, during which they constructed an understanding of their communities and determined qualities of “being influential”. Elements of the Data/Frame Theory of Sensemaking (Klein et al., 2007) were used as sensitising theoretical constructs. The study shows that both external and internal knowledge resources are essential to define a starting point or frame, make and support decisions, and experience satisfaction. Ill-defined or non-existent initial frames may cause unsubstantial or arbitrary decisions, and feelings of uncertainty and lack of confidence

The ‘Brain Drain’ Academic and Skilled Migration to the UK and its Impacts on Africa

In December 2004 the Association of University Teachers and the College and Lecturers Union NATFHE jointly commissioned research to review some of the literature on ‘the Brain Drain’ with a specific emphasis on developing countries in Africa and on academic labour in the UK. This report is the culmination of that research. The project aimed to review some of the available literature on the ‘Brain Drain’, to locate this in debates and contemporary approaches to international development and to consider especially the impact of the Brain Drain on Africa, where possible drawing reference to the impact on higher education. The report also considers the scale of migration to work in UK higher education and suggests ways in which AUT/NATFHE might work together and with others to offset the impact of Brain Drain factors and to build the capacity of higher education, and those working in it, in developing countries. Migration is an emotive issue and debate in this country is often shaped by populist and right-wing arguments, sometimes with racist and xenophobic undertones. This project aimed to develop a more progressive approach to the debate on migration, explicitly addressing the motivations behind migration decisions. This project was shaped by a background understanding that the UK undoubtedly benefits enormously from skilled labour migration, economically, socially and culturally. However, the project is also shaped by a concern to ensure that individual choices to migrate are taken freely, not as a result of political repression, a lack of life chances or vocational opportunities. The project also aimed to assess the extent to which skilled labour migration, and the unequal relationships between rich and developing countries which drives it, is further embedding that inequality. Failing to address these issues, risks leaving the debate on migration to those that seek to use the issue to generate a regressive and dangerous politics of fear and difference

Measuring Awareness of the Employment Equality (Religion or Belief) Regulations (2003) Among Employers in the Yorkshire and Humber Region

Regulations have been in place since 2003 to prevent discrimination in employment on the grounds of Religion or Belief. However, legislation is not on its own enough to secure fair practices in the workplace. Importantly, previous research has suggested that employers lack awareness of the regulations and may not have fully adjusted to the requirements and implications of the legislation. As such, the Government, through the DTI, has made funds available for capacity building among employers to support the implementation of the regulations. Using this funding, the Fair Play Partnership commissioned the Policy Research Institute at Leeds Metropolitan University to undertake research which will provide baseline information on the existing state of awareness, understanding, attitudes toward and implementation of both the Employment Equality (Religion and Belief and Sexual Orientation) Regulations. This report presents findings from a survey of employers in relation to the Religion or Belief Regulations. A separate report provides a similar review of findings in relation to the Sexual Orientation Regulations

Evaluation of the Job Outcome Target Pilots: findings from the qualitative study

This report presents the results of a qualitative evaluation of the pilot of the Job Outcome Target (JOT) in seven Jobcentre Plus Districts, covering the first six months of the pilot's operation from January to July 2005. The research comprised interviews and focus groups with Jobcentre Plus managers and staff, employers, providers and customers in the JOT pilot districts in three stages, beginning one month before the start of the pilots. The evaluators' conclusion is that the qualitative evidence supports the view that JOT is a feasible alternative approach to the Job Entry Target (JET) as a system for performance measurement and management for Jobcentre Plus. Many of the desired behavioural changes among Jobcentre Plus staff were observed, including greater team working, an enhanced focus on the quality rather than quantity of interventions with customers and encouragement of appropriate customers to use self-help channels. In addition, JOT led almost immediately to the reduction or discontinuation of activities that were felt to be wasteful of resources under JET, notably the extensive use of the Adviser Discretion Fund and speculative submissions to ensure that job entries are validated. No evidence was found of negative impacts of JOT on customers, providers or employers, a finding corroborated by quantitative analysis. The report suggests that, should JOT be rolled out nationally, a programme of communication, training and support, building on the lessons of the pilot, would be necessary in order to ensure that behavioural changes associated with JOT develop into more deep-seated cultural change within Jobcentre Plus

Measuring Awareness of the Employment Equality (Sexual Orientation) Regulations (2003) Among Employers in the Yorkshire and Humber Region

Regulations have been in place since 2003 to prevent discrimination in employment on the grounds of Sexual Orientation. However, legislation is not on its own enough to secure fair practices in the workplace. Importantly, previous research has suggested that employers lack awareness of the regulations and may not have fully adjusted to the requirements and implications of the legislation. As such, the Government, through the DTI, has made funds available for capacity building among employers to support the implementation of the regulations. Using this funding, the Fair Play Partnership commissioned the Policy Research Institute at Leeds Metropolitan University to undertake research which will provide baseline information on the existing state of awareness, understanding, attitudes toward and implementation of both the Employment Equality (Religion and Belief and Sexual Orientation) Regulations. This report presents findings from a survey of employers in relation to the Sexual Orientation Regulations. A separate report provides a similar review of findings in relation to the Religion or Belief Regulations

Understanding best practices in control engineering education using the concept of TPACK

This study aimed to design an integrated pedagogical approach to advance introductory Process Control Engineering Education through the application of the Technological Pedagogical Content Knowledge (TPACK) framework, and evaluating its impact on student learning. The research is initially being undertaken at Nottingham Trent University, UK but we will next adapt it to a case study in Libya. This paper aims to strengthen the teaching of introductory Process Control by using appropriate approach es in universities to improve the learning outcomes for students. From this work a new schematic for teaching Process Control ha s be en developed and, moreover, a thoughtful best practice in introducing Process Control in engineering education can be developed

Cosmological perturbations in massive gravity with doubly coupled matter

We investigate the cosmological perturbations around FLRW solutions to non- linear massive gravity with a new effective coupling to matter proposed recently. Unlike the case with minimal matter coupling, all five degrees of freedom in the gravity sector propagate on generic self-accelerating FLRW backgrounds. We study the stability of the cosmological solutions and put constraints on the parameters of the theory by demanding the correct sign for the kinetic terms for scalar, vector and tensor perturbations

Spinor-Vector Duality in Heterotic String Orbifolds

The three generation heterotic-string models in the free fermionic formulation are among the most realistic string vacua constructed to date, which motivated their detailed investigation. The classification of free fermion heterotic string vacua has revealed a duality under the exchange of spinor and vector representations of the SO(10) GUT symmetry over the space of models. We demonstrate the existence of the spinor-vector duality using orbifold techniques, and elaborate on the relation of these vacua to free fermionic models.Comment: 20 pages. v2 minor corrections. Version to appear on JHEP. v3 misprints correcte