Canons and Customs in Colonial Zimbabwe: Jesuits and African Marriage Practices, c. 1890-1967

This article, delivered as a paper for the 2003 Annual Meeting in Atlanta, treats of African Marriage in Zimbabwe according to “Customary Law” and Western Christian Marriage according to Canon Law. In the beginning of colonialism the missionaries required observance of canonical requirements for Catholic marriage. The colonial government sought to regularize the African marriage traditions. The result was a lessening of Church marriages. This article is a report on the efforts made to renew inculturation in Zimbabwe from c. 1890 to 1967

Canons And Customs In Colonial Zimbabwe: Jesuits and African Marriage Practices, c. 1890-1967 (Part 2)

In this second installment Creary treats the question between African marriage customs and canonical marriages in church. This resulted in an attempt to modify the one in accepting parts of the other

Leaf-spring suspension provides accurate parallel displacements

Leaf-spring suspension device with the springs symmetrically mounted on suspension frames provides accurate parallel displacements of loads over short linear distances

Navigating the Self in Diverse Work Contexts

Navigating the self is critical for working in a diverse world, in which different identities interact in social space. This chapter presents five theoretical perspectives on how individuals navigate the self in diverse organizational contexts—social identity, critical identity, (role) identity, narrative-as-identity, and identity work. We review these five prominent theoretical perspectives on identity processes in diverse contexts to explicate various ways in which individuals actively participate in the co-construction of their identities in diverse contexts. As a next step in research, identity, diversity, and relationship scholars are encouraged to inquire into the generativity of proposed tactics for navigating the self in order to identify pathways for cultivating more positive identities in diverse work settings. The examination of positive relational identities is considered a promising path for further inquiry in this domain

Positive Identity Construction: Insights from Classical and Contemporary Theoretical Perspectives

This chapter presents a framework for innovation-inspired positive organization development (IPOD); IPOD is presented as both a radical break from the problem solving approaches that have come to dominate the field, as well as a homecoming to OD’s original affirmative spirit. The converging fields that inform the theory and practice of IPOD are detailed: appreciative inquiry, positive organizational scholarship, positive psychology, design theory, and the rise of sustainable enterprises. The theory of change underlying IPOD is articulated, including the three stages in creating strengths-based organizational innovation: the elevation-and-extension of strengths, the broadening-and-building of capacity, and the establishment of the new-and-eclipsing of the old. Recent work from the city of Cleveland, Ohio, illustrates how these stages unfold. The chapter concludes with an agenda for evolving the field of IPOD, calling for a focus on designing positive institutions that refract and magnify our highest human strengths outward into society

Video: Unbundled Legal Representation in Family Law: Ethically Managing the Challenges

Understand a lawyer\u27s duty under Fla. Fam. L.R.P. 12.040 limited appearance Learn how to manage clients when delivering unbundled legal services in a limited representation matter How to handle limited representation in various contexts: mediation, domestic violence, and court hearings Avoiding ethical violation

Cynicism in Negotiation: When Communication Increases Buyers’ Skepticism

The economic literature on negotiation shows that strategic concerns can be a barrier to agreement, even when the buyer values the good more than the seller. Yet behavioral research demonstrates that human interaction can overcome these strategic concerns through communication. We show that there is also a downside of this human interaction: cynicism. Across two studies we focus on a seller-buyer interaction in which the buyer has uncertain knowledge about the goods for sale, but has a positive expected payoff from saying “yes” to the available transaction. Study 1 shows that most buyers accept offers made by computers, but that acceptance rates drop significantly when offers are made by human sellers who communicate directly with buyers. Study 2 clarifies that this effect results from allowing human sellers to communicate with buyers, and shows that such communication focuses the buyers’ attention on the seller’s trustworthiness. The mere situation of negotiated interaction increases buyers’ attention to the sellers’ self-serving motives and, consequently, buyers’ cynicism. Unaware of this downside of interaction, sellers actually prefer to have the opportunity to communicate with buyers

In Our Own Backyard: When a Less Inclusive Community Challenges Organizational Inclusion

Purpose: This paper aims to build insight into how the local community impacts an organization’s ability to develop an inclusive culture. The paper offers a framework of inclusion discontinuities between an organization and its community, then using the case of teaching hospitals, aims to empirically demonstrate how individuals and organizations perceive and deal with inconsistencies in responses to diversity at the organizational-and community-levels. Design/methodology/approach: A multi-method qualitative study was conducted in hospitals located in the same city. Focus groups were conducted with 11 medical trainees from underrepresented backgrounds and semi-structured interviews were conducted with 10 hospital leaders involved with diversity efforts at two hospitals. Data analysis followed an iterative approach built from Miles and Huberman (1994). Findings: The findings demonstrate how discontinuity between the organizations efforts to create an inclusive environment and the community’s response to diversity and difference creates challenges for leaders in retaining and supporting minority individuals, and for trainees in feeling like they could build a life within, and outside of, their organizations. Based on findings from the data, the paper offers insights into how organizations can build their capacity to address these challenges. Research limitations/implications: Future research should build upon this work by further examining how inclusion discontinuities between communities and organizations impact individuals and organizations. Practical implications: The paper includes in-depth insight into how organizations can build their capacity to address such a deep-rooted challenge that comes from a less inclusive community. Originality/value: This paper contributes to an understanding of how forces from the community outside an organization can shape internal efforts toward fostering inclusion