Getting on the E List: E-Mail Use in a Community of Service Provider

This case examines how a community of organizations providing service to people experiencing homelessness made use of an electronic mail list. Current economic conditions have encouraged organizations in various sectors—including nonprofits—that might normally compete for scarce resources to collaborate with one another to increase their chances of survival. One set of tools likely to be of value in such relationships includes various online discussion technologies. An examination of this community’s email list use over a three-year period suggests a somewhat complex picture regarding technology use. More specifically, some issues both constrain and enable use. Additionally, seemingly basic and minimal uses of the list provided not only the greatest functionality for the users, but also led to several unanticipated consequences for those involved

Halogenation of microcapsule walls

Procedure for halogenation of confining walls of both gelatin and gelatin-phenolic resin capsules is similar to that used for microencapsulation. Ten percent halogen content renders capsule wall nonburning; any higher content enhances flame-retardant properties of selected internal phase material. Halogenation decreases permeability of wall material to encapsulated materials

Quantum lattice solitons in ultracold bosons near Feshbach resonance

Quantum lattice solitons in a system of two ultracold bosons near Feshbach resonance are investigated. It is shown that their binding energy, effective mass, and spatial width, can be manipulated varying the detuning from the Feshbach resonance. In the case of attractive atomic interactions, the molecule creation stabilizes the solitons. In the case of repulsive interactions, the molecule creation leads to the possibility of existence of bright solitons in some interval of detunings. Due to quantum fluctuations the soliton width is a random quantity. Its standard deviation is larger than the mean value for such a small number of particles

Embryo futures and stem cell research: The management of informed uncertainty

This article is available open access and is distributed under a Creative Commons license (http://creativecommons.org/licenses/by/3.0/). Copyright @ 2011 The Authors.In the social worlds of assisted conception and stem cell science, uncertainties proliferate and particular framings of the future may be highly strategic. In this article we explore meanings and articulations of the future using data from our study of ethical and social issues implicated by the donation of embryos to human embryonic stem cell research in three linked assisted conception units and stem cell laboratories in the UK. Framings of the future in this field inform the professional management of uncertainty and we explore some of the tensions this involves in practice. The bifurcation of choices for donating embryos into accepting informed uncertainty or not donating at all was identified through the research process of interviews and ethics discussion groups. Professional staff accounts in this study contained moral orientations that valued ideas such as engendering patient trust by offering full information, the sense of collective ownership of the National Heath Service and publicly funded science and ideas for how donors might be able to give restricted consent as a third option.The Wellcome Trus

Donation of 'spare' fresh or frozen embryos to research: Who decides that an embryo is 'spare' and how can we enhance the quality and protect the validity of consent?

This is an Open Access article distributed under the terms of the Creative Commons Attribution Non-Commercial License (http://creativecommons.org/licenses/by-nc/3.0/), which permits unrestricted non-commercial use, distribution, and reproduction in any medium, provided the original work is properly cited - Copyright @ The Author 2012.This paper analyses elements of the legal process of consent to the donation of ‘spare’ embryos to research, including stem-cell research, and makes a recommendation intended to enhance the quality of that process, including on occasion by guarding against the invalidity of such consent. This is important in its own right and also so as to maximise the reproductive treatment options of couples engaged in in vitro fertilisation (IVF) treatment and to avoid possible harms to them. In Part 1, with reference to qualitative data from three UK IVF clinics, we explore the often delicate and contingent nature of what comes to be, for legal purposes, a ‘spare’ embryo. The way in which an embryo becomes ‘spare’, with its implications for the process of consent to donation to research, is not addressed in the relevant reports relating to or codes of practice governing the donation of embryos to research, which assume an unproblematic notion of the ‘spare’ embryo. Significantly, our analysis demonstrates that there is an important and previously unrecognised first stage in the donation of a ‘spare’ embryo to research, namely: consent to an embryo being ‘spare’ and so, at the same time, to its disuse in treatment. This is not explicitly covered by the Human Fertilisation and Embryology (HFE) Act 1990, as amended by the HFE Act 2008. Having identified this important initial stage in the process of consent to the donation of a ‘spare’ embryo to research in conclusion to Part 1, in Part 2 we analyse the idea of consent to an embryo's disuse in treatment on the basis that it is ‘spare’ with reference to the legal elements of consent, namely information as to nature and purpose, capacity, and voluntariness. We argue that there are in fact three related consent processes in play, of which the principal one concerns consent to an embryo's disuse in treatment. If the quality of this first consent is compromised, in turn this will impact on the quality of the consent to the donation of that ‘spare’ embryo to research, followed by the quality of consent to future cycles of assisted reproduction treatment in the event that these are needed as a result of a donation decision. The analysis overall is of central relevance to the debate as to whether, and if so when, it should be permissible to request the donation of fresh embryos for research, as opposed to those that have been frozen and, for instance, have reached the end of their statutory storage term. This has a particular bearing on the donation of embryos to stem-cell research since there is a debate as to whether fresh embryos are most useful for this.This work is funded by the Wellcome Trust Biomedical Ethics Programme, Project Grant No 081414

Variation in African American parents' use of early childhood physical discipline

Physical discipline is endorsed by a majority of adults in the U.S. including African American (AA) parents who have high rates of endorsement. Although many studies have examined physical discipline use among AA families, few have considered how early childhood physical discipline varies within the population. Individuals within a cultural group may differ in their engagement in cultural practices (Rogoff, 2003). Furthermore, AA families’ characteristics and their contexts, which are shaped by the interaction of social position, racism, and segregation (García Coll et al., 1996), likely influence how AA families physically discipline their young children. This study examined variation in early childhood physical discipline among AA families living in low-income communities and relations with demographic and contextual factors. Year 1 data from 310 AA parents living in three regionally distinct low-income communities were used from a sequential longitudinal intervention program study of the development and prevention of conduct disorder. Latent class analyses were conducted using parents’ responses on a measure, of the frequency of overall physical discipline, spanking, and hitting during prekindergarten and kindergarten. The associations between latent classes and six demographic and contextual factors were examined using the Bolck, Croon, and Hagenaars (BCH) method. The factors were: child gender (59% male); marital status (51% never married); parental education (66% high school graduates and beyond); income (mean = $16.66K, S.D. = 12.50), family stress, and perception of neighborhood safety. Measures included the Family Information Form, Life Changes, and the Neighborhood Questionnaire. After considering two to seven class solutions, five physical discipline classes or sub-groups were identified. Classes were defined by discipline frequency (‘Infrequent’, ‘Weekly’, ‘Monthly’, ‘Almost-Every-Day’ and ‘Weekly-All’) as well as by discipline type (only parents in the ‘Weekly-All’ class hit their children). Significant associations were found between class membership, and child gender, marital status, income, and perception of neighborhood safety. Girls were more likely to be physically disciplined infrequently, χ2(4, N = 310) = 11.88, p = .05. The ‘Weekly’ class had significantly fewer married parents than all classes except ‘Almost-Every-Day’, χ2(4, N = 310) = 21.56, p < .001. Parents in the ‘Almost-Every-Day’ class had a significantly lower income than parents in all other classes except “Weekly-All”, χ2(4, N = 310) = 10.88, p = .03. Finally, parents in the “Almost-Every-Day” class perceived their neighborhood as significantly less safe compared to those in all other classes except the ‘Weekly-All’ class, χ2(4, N = 310) = 14.13 p = .01. These findings suggest that AA families vary in physical discipline during early childhood; this variation may result in sub-groups with different demographic characteristics. Associations between frequent discipline classes and perceptions of neighborhood safety implies that some AA parents may use physical discipline to protect their children from being harmed if they believe their communities are unsafe. Future research should qualitatively examine how AA parents respond to unsafe neighborhoods in their parenting behaviors, including physical discipline

Management Jobs in the Insurance Industry: Organizational Deskilling and Rising Pay Inequality

The attention of both the research community and the popular press has begun to shift from a traditional focus on production jobs and toward management positions in part because of a perception that a fundamental change is underway in the management ranks. Unlike the temporary layoffs of production workers that were historically driven by business cycles, the changes in management job security seem to be permanent and, in large measure, driven by development inside the firm. The most important of these forces appear to be changes in the structure of management and in the organization of work processes. The authors use a unique set of data to examine the structure of management jobs among a sample of companies and observe how those jobs have changed over time. They examine changes in the skill requirements of jobs by functional area and by level in the organization, changes in the "shape" of the organization chart - the distribution of employees across management job titles - and changes in compensation for these jobs. The data were obtained from Hay Associates, and it included the internal organization of management jobs for 11 life insurance companies. The authors see a sharp expansion in the proportion of line workers, absolute declines in the number of top management positions, and only modest growth in the number of middle managers and supervisors. As a result the organization chart has changed dramatically in these companies, becoming considerably flatter. The "span of control" has increased for every level of the organization and especially for first level management. If the widening of the supervisory span of control resulted from taking decision making and responsibility from supervisors and pushing it down to line workers, it does not seem to have increased the average skill requirements of the exempt line workers. Skill requirements for the other levels rose over the period, especially for top management positions. Overall, the average level of skill in the sample fell substantially between 1986 and 1992 (even though skills rose in two of the four levels) because of a sharp shift in the distribution of employment away from management and toward line positions. The authors suggest that the best description of these patterns is that they represent upskilling of individual jobs and deskilling of organizations. Regarding compensation, none of the levels experienced increases in skill that were statically significant, but top managers received a large (28 percent) increase in pay, middle managers received a modest (10 percent) increase, and the lower two levels received virtually no increases. One conclusion is that earnings inequality is increasing substantially inside these firms in a manner that is not attributable to any increase in skill, and the dividing line for that growth in inequality is no longer exempt/nonexempt but supervisor/manager. A possible explanation for the rising inequality in compensation is that it helps offset change in the probability of promotion. The fact that the span of control is increasing and organizational chart flattening means that the probability of the average worker being promoted is declining. The decline in the probability of promotion might reduce the incentives to work hard. Increases in the compensation of top jobs increase the return to securing a promotion and may offset some of the effect produced by the decline in the probability of promotion. Another explanation is that top mangers are in "better positions to legislate their own pay increases." If true, this sample may actually underrepresent the true extent of income inequality because it consists of companies using an external consultant to help set compensation where internal consistency is an important characteristic of the pay system. These results suggest that "management" as a career will remain attractive, albeit less certain in terms of promotion prospects. Shifts to team-based approaches and the elimination of functional designations would suggest a greater need for generalists than specialists. As technology such as expert systems reduces the need for large units of "experts," the manger's skill will be in recognizing when an expert needs to be called. Leadership skills and the ability to adapt to a changing environment are two qualities that will be sought in the future. Fortunately, these skills will also be useful to team members who are not selected for promotion to mangers. Increasing income inequality may lead to distrust within the organization, though this may be offset by the technical tracks that allow highly skilled non-managers to earn equivalent levels of pay. The fact that insurance companies are relatively unique in facing no major industry-specific shocks from the outside environment suggests that these results should translate well to organizations in other industries.