A profile of principals in digital learning environments

The purpose of this qualitative research study was to examine and describe principals of a digital learning environment (DLE) and illustrate how their skills, qualities, and behaviors look in practice. The research consisted of case studies of two principals and included principal interviews, teacher focus groups, observations of open house events, observations of professional learning team meetings, and document analysis. The study was meant to expand upon the current literature available about leadership in a digital context and create a descriptive, conceptual summary of possible approaches rather than a prescriptive list of actions. In the literature review, I identified specific traits of a principal in a DLE. This list of actions served as my conceptual framework that shaped participant selection as well as interview questions for both the principals and the focus groups. After collecting and analyzing the data, I identified seven key themes. These themes are: 1. Principals possess and clearly articulate a belief that all students can learn and deserve the opportunity to do so. 2. Principals believe in the power of a strong teacher and strong instructional strategies as key levers for student growth. 3. Principals foster a culture of collaboration and risk taking. 4. Principals act as the instructional leader in their buildings. 5. Principals believe that schools are places of continual learning and provide professional development opportunities aligned to the learning. 6. Principals believe that face-to-face communication is the most effective way to build relationships with internal and external stakeholders. 7. Principals take ownership of their school and directly communicate their expectations and beliefs. In this study it was concluded that these themes supported, added to, or caused reclassification of the traits listed in the original conceptual framework. Therefore, I created a revised conceptual framework. I also produced a descriptive summary of a principal of a DLE in practice. The themes that emerged from this study, the examples that supported these themes, and the revised traits of a principal of a DLE could add to information used by school districts to recruit, select, and retain principals. Additionally, the findings of this study provide examples of areas to target when building the capacities of future principals during preparation programs. Future research should include additional principals to create a more robust description that could further support the development, recruitment, selection, retention, and evaluation of principals of a DLE

Temporal expression of nitric oxide synthase in Ilyanassa obsoleta using an Ilyanassa-specific NOS antibody.

In the mollusc Ilyanassa obsoleta, metamorphosis is a key event in its life history that is closely regulated by positive and negative modulators. Previous research has determined that nitric oxide (NO) and nitric oxide synthase (NOS) maintain the larval state up to competency. RT-PCR of NOS transcripts, NADPH-diaphorase staining, and immunohistochemistry have all confirmed the presence of NOS during larval development and metamorphosis. However, these assays have given conflicting results on when and where NOS is produced. I developed an Ilyanassa-specific NOS antibody that was used in western blot analysis of larval extracts to determine temporal expression of the NOS protein. In situ hybridization was also done to localize NOS transcripts. My Ilyanassa-specific antibody recognized NOS, but the most prominently recognized epitope, a 66 kDa polypeptide, is likely to be a degradation product of NOS. In situ hybridization on competent larvae provided no meaningful data. My studies of temporal expression of the protein confirmed the previous RT-PCR results which demonstrated a constant level of NOS during larval development and a decrease in NOS during metamorphosis. These results were unlike those of previous NADPH-diaphorase histochemistry and suggest regulation of NOS enzymatic activity. My results indicate that metamorphosis in Ilyanassa may be controlled by the regulation of the quantity of NOS present as well as regulation of the level of NOS enzymatic activity

Upward reclassification of intercollegiate athletic departments to Division I : a case study approach

"The purpose of this research was to describe the process of reclassifying an athletic department to Division I and its impact on the institution and its stakeholders. The study focused on the process of reclassification, the context in which the reclassification took place and a number of aspects (people, departments, facilities) that were altered during the organizational change. The relationship between intercollegiate athletic departments and the university, as well as personal relationships were also examined. Two universities, University of North Carolina at Greensboro (UNCG) and Elon University, were chosen for case study analysis. Data were collected and analyzed using case study methodologies and an adapted model of Pettigrew's contextualist approach. Data from each institution were gathered using documents, archival records, semi-structured interviews, participant observations, physical artifacts, and direct observations. Analysis was completed based on the three constructs taken from Pettigrew's model: context, process, and content. Content analysis of all documents and interview transcripts revealed several themes. Results indicate that although the context at each university was different, each university believed the reclassification would improve their institutional profile among competitive peer institutions. Each institution was also influenced by the athletic success of other institutions, which produced a belief that the upgrade would bring recognition to the institution. The process of the move to Division I was a complex progression involving numerous internal and external constituents. Each institution worked within the detailed parameters established by the NCAA, as well as the institution's own procedures for completing the change. The study identified potential areas of change to the organization as a result of the move to Division I. These changes include better quality students and faculty, increased alumni support, university profile, and improved community relations; however, the impact of the reclassification on these organizational changes is difficult to determine. At both schools, the athletic product including student-athletes, coaches, and athletic facilities did change as a direct result of the reclassification. The results of the study aid in gaining a better understanding of the resulting organizational change of the upward reclassification to Division I. This study represents an effort to appreciate the context in which transition occurred, the process of transitioning the athletic program to Division I, the rationale for the move, and the impact on the institution and its constituency. Findings from this study serve as a first step to gaining a better understanding of the impact of reclassification on organizational change of a university."--Abstract from author supplied metadata

The power of true connection: connecting students and educators for student success

High school dropouts continue to be a documented problem in the United States and more specifically in North Carolina. Nationally, there were over 2.5 million dropouts reported for the 2012 school year. In North Carolina, 10,889 dropouts were reported for the 2015-16 school year, which was a 4.2 % decrease from the previous school year. Robbins County Schools reported a dropout rate of 3.67%, which was an increase from the preceding school year’s rate. Tillman County Schools reported a rate of 1.83%, a substantial improvement from the preceding school year’s rate. These districts identified that reducing the dropout rate was a high priority for both districts and would be the focus of improvement science efforts. These efforts incorporated methodology that used short cycles for evaluating change that guided revision and development of the improvement initiative. Considering the strong impact of teacher-student relationships on student success, the study focused on developing a comprehensive mentoring program for enhancing student belongingness in school by pairing teachers with students at-risk of dropping out. This was accomplished by establishing methods for identifying potential dropouts and by designing and implementing a teacher-student mentor program. Program evaluation measures included student attendance, discipline incidents, academic performance, extracurricular participation, and school connectedness. This program was implemented in one traditional high school in each district with a sample size of 18 students during the fall semester of 2017. The findings reveal that the school-based mentoring program resulted in improvements for the measures of school connectedness, grades, attendance, discipline incidents, and extracurricular participation

Performance Against WELCOA’s Worksite Health Promotion Benchmarks Across Years Among Selected US Organizations

Purpose: The purpose of this study was to quantify the performance of organizations’ worksite health promotion (WHP) activities against the benchmarking criteria included in the Well Workplace Checklist (WWC). Design: The Wellness Council of America (WELCOA) developed a tool to assess WHP with its 100-item WWC, which represents WELCOA’s 7 performance benchmarks. Setting: Workplaces. Participants: This study includes a convenience sample of organizations who completed the checklist from 2008 to 2015. The sample size was 4643 entries from US organizations. Measures: The WWC includes demographic questions, general questions about WHP programs, and scales to measure the performance against the WELCOA 7 benchmarks. Analysis: Descriptive analyses of WWC items were completed separately for each year of the study period. Results: The majority of the organizations represented each year were multisite, multishift, medium- to large-sized companies mostly in the services industry. Despite yearly changes in participating organizations, results across the WELCOA 7 benchmark scores were consistent year to year. Across all years, benchmarks that organizations performed the lowest were senior-level support, data collection, and programming; wellness teams and supportive environments were the highest scoring benchmarks. Conclusion: In an era marked with economic swings and health-care reform, it appears that organizations are staying consistent in their performance across these benchmarks. The WWC could be useful for organizations, practitioners, and researchers in assessing the quality of WHP programs

Tracking changes in U.S. organizations’ workplace health promotion initiatives: A longitudinal analysis of performance against quality benchmarks

Purpose: To examine changes in organizations’ workplace health promotion (WHP) initiatives over time associated with repeated self-assessment using the Well Workplace Checklist (WWC). Design: Well Workplace Checklist data include a convenience sample of US organizations that selected to assess their performance against quality WHP benchmarks. Setting: Workplaces. Subjects: In total, 577 US organizations completed the WWC in 2 or more years from 2008 to 2015. Measures: The WWC is a 100-item organizational assessment that measures performance against the original set of quality benchmarks that were established by the Wellness Council of America (WELCOA). Analysis: This study examined changes in overall WWC scores as well as 7 separate benchmark scores. Multilevel modeling was used to examine changes in scores associated with repeated assessments, controlling for the year of assessment and organizational characteristics. Results: There were significant increases in overall WWC scores (ß = 2.93, P < .001) associated with the repeated WWC assessments, after controlling for organizational characteristics. All 7 benchmark scores had significant increases associated with reassessment. Compared to other benchmarks, operating plan (ß = 6.18, P < .001) and evaluation (ß = 4.91, P < .001) scores increased more with each reassessment. Conclusion: Continued reassessment may represent more commitment to and investment in WHP initiatives which could lead to improved quality. Other factors that may positively influence changes in performance against benchmarks include company size, access to outside resources for WHP, and a history with implementing WHP

Association Between the Characteristics of Organizations and Their Profile of Performance Against Quality Benchmarks for Workplace Health Promotion

Objective: This study explored subgroups of performance profiles measured by organizations’ Well Workplace Checklist (WWC) benchmark scores and examined company characteristics associated with performance subgroups. Methods: The sample included 3728 US organizations that completed the WWC in 2008 to 2015. Latent profile analysis (LPA) was used to extract distinct subgroups of organizations based on benchmark performance. Multinomial logistic regression analysis was used to examine associations between the characteristics of organizations and their performance subgroup. Results: Three distinct subgroups of performance resulted from the LPA. Significant associations were found between subgroup assignment and characteristics such as size, industry, how WHP initiatives were paid for, and reasons for implementing WHP initiatives. Conclusion: The characteristics associated with subgroups of performance suggest utility for developing specific interventions tailored to different types of organizations to improve their overall quality of WHP initiatives

An examination of the quality of Workplace Health Promotion initiatives among U.S. organizations that completed the Well Workplace Checklist (WWC) assessment

Half of all U.S. adults have at least one chronic condition which requires constant self-management. Fortunately, Workplace Health Promotion (WHP) initiatives have the potential to impact more than 129 million full-time employees in the U.S. Although benchmarks have been established to guide the development and implementation of quality WHP initiatives, the prevalence of high-quality WHP initiatives is limited. This dissertation delves into differences in the quality of WHP initiatives, characteristics associated with varying levels of quality, and changes in quality of WHP initiatives over time. To examine the quality of WHP initiatives among U.S. organizations that completed the checklist from 2008 through 2015, this study uses the Well Workplace Checklist (WWC) data collected by the Wellness Council of America (WELCOA) to assess performance against the WELCOA 7 Benchmarks. Results indicate distinct profiles of performance against benchmarks that are predicted by the characteristics of organizations. Results also show that organizations which reassess the quality of their WHP initiatives using the WWC across years are likely to improve the performance of their initiatives against quality benchmarks. Thus, continued assessments and tailored supports may be key for improving performance of WHP initiatives against quality benchmarks

'Set the record straight' : nonviolence and the interpretation of trans life writing AND Under the sign of Gevurah : lesbians, vampires, and law in Batwoman"

This paper argues that readers must take a nonviolent approach when interpreting trans life writing. Many past feminists have failed to correctly interpret trans life writing, leading to transphobic conclusions. Based on the writings of Judith Butler, a nonviolent method of interpretation regards both the form and content of trans life writing to be restricted by forces external to the writer, and accounts for these constraints in a more empathetic style of interpretation. Further, this paper makes reference to the concepts of hermeneutic injustice and epistemic exploitation, as outlined by scholars in the field of epistemic injustice, to illuminate its suggestions for methodology. AND This paper argues that the occasionally explicit Kabbalistic symbolism in Batwoman comics plays a crucial role in illustrating how the DC Comics character of Batwoman stands for, and is restricted by, various forms of law. This paper makes extensive references to histories of Kabbalah as well as primary texts of Jewish mysticism to demonstrate how Batwoman comics are defined by sovereign and psychoanalytic manifestations of the law. In the end, it argues that Batwoman comics also reveal several ways beyond the oppression of the law

Assessing the Support Needs of Second Victims in Perioperative Services

Background: Efforts to improve the safety of health care for patients and clinicians are a top priority. However, despite the best efforts, human fallibility and adverse events continue to take a toll on clinicians suffering from the second victim phenomenon. Purpose: The purpose of this quality improvement project was to implement a peer support program at a rural community hospital for support of second victims. Since full implementation of this program would entail a multi-year process, this DNP project focused on the early stages of implementation. The aim of this project was to educate perioperative services staff on the second victim phenomenon and to assess their current needs for supportive resources. Methods: A prospective, cross-sectional survey design was used. The second victim experience support tool (SVEST) was administered to assess second victim experiences and desired forms of support in perioperative services in a sample of physicians, advanced practice providers, registered nurses, surgical technicians, anesthesia technicians, and ancillary staff (N = 68). Data were analyzed using descriptive statistics. Results: Psychological distress (embarrassment, fear, misery, and remorse) and professional self-efficacy (inadequacy, fear, and question of professional ability) were experienced by >30% of respondents. Most respondents (85%) reported “A respected peer to discuss the details of what happened” as the most desired form of support. Recommendations and Conclusions: Increasing awareness of the second victim phenomenon through curriculum within clinician training may provide a starting point for seeking help. Leadership must place second victim support at the forefront of psychological improvement within their healthcare systems. The future safety of patients and clinicians is dependent upon the changes made to support second victims