Search results

This paper seeks to discuss the attitudes and beliefs of the Pakistani/Kashmiri community in Birmingham towards the cultural practice of consanguineous (cousin) marriage and health, and how an understanding of Pakistani/Kashmiri community views may help institute good practice for health care professionals.

A qualitative research study using eight gender‐ and age‐specific focus group discussions and eight in‐depth one‐to‐one interviews with participants who were in consanguineous relationships. All participants were from the Pakistani/Kashmiri community and residents of Springfield ward in Birmingham.

The findings illustrate Pakistani/Kashmiri attitudes towards consanguinity and health. There was awareness of still births and genetic conditions but a poor understanding of genetics; respondents were reluctant to accept the link between cousin marriages and birth issues and explanations for still births and impairments were largely attributed to the “will of God”. Female respondents were in favour of screening for genetic conditions but would not terminate pregnancies as this was contrary to Islamic ideas about pre‐destiny and all respondents wanted more medical and Islamic scholarly information on cousin marriage and how it is linked to disabilities. Clearly there is a need to improve healthcare outcomes and reduce infant mortality in the Pakistani/Kashmiri community.

Research findings correspond with previous studies that have explored ethnic minority knowledge and attitudes to health and healthcare services and the need for culturally competent services.

This paper presents some suggestions on effecting behaviour change in this important area.

This paper aims to examine and discuss the crucial roles libraries play in e‐learning; the challenges and opportunities facing the e‐learning program and the library's involvement.

To elicit the necessary information, a literature review of studies done on e‐learning and libraries was done. Materials were sourced online and offline to build the literature of this work. The paper gives an overview of e‐learning and types; benefits of e‐learning; the infancy stage of e‐learning, libraries, and e‐learning technologies; starting points for libraries and e‐learning and challenges facing e‐learning.

A lot of challenges are facing the successful implementation of e‐learning in institutions and also the role of libraries in enhancing e‐learning needs a lot of issues to be addressed as library's involvement in e‐learning is found to be very crucial.

This paper establishes that libraries are the heart of institutions and so, are meant to play a vital role in the learning activities, as well as support all kinds of learning which includes e‐learning. There is also need for librarians to be trained in adopting e‐learning technologies and collaborating with faculties and departments in tutoring the learners.

The study possesses two characteristics that make it different from other studies in the related area. First of all, it provides a theoretical basis for librarians to be actively involved in e‐learning as it listed some responsibilities of the library and librarians in executing e‐learning programmes. Secondly, the paper proposes six laws (Sm²U²L) to govern e‐learning and libraries.

The aim of the paper is to present the findings of a definitional review and comparative study of HRD definitions. It also reports the results of comparing and contrasting a synthesis of the “intended purposes” and “processes” constituting these definitions against various definitions and conceptualisations of organisational development (OD) and coaching.

A targeted literature review was conducted to identify and collate a comprehensive range of HRD, OD, and coaching definitions/conceptualisations. These were then subjected to forms of content and thematic analysis in search of similarities and differences.

The literature review has revealed many “contradictions”, “confusions” and “controversies” concerning the identity of HRD. Results from the definitional review suggest two or more of four synthesised “core purposes” of HRD are embedded explicitly or implicitly within the respective HRD definitions examined. Furthermore, these HRD “core purposes” and “processes” are virtually the same as those associated with OD and coaching

The definitions used in the study were limited to those that define HRD practice at the individual, group and organisational level, and are based on conventional and predominantly western conceptualisations. A challenge and dilemma arising from our findings bring into question the notion of HRD, OD, and coaching as unique and distinct fields of study and practice. Rather, the evidence implies there may be a compelling logic for these three fields to converge into a unified disciplinary domain concerned with “people and organisation development”.

The paper is particularly relevant for scholars interested in HRD theorising and/or developing HRD theories on the basis of empirical evidence. This is because they need to know whether the foci of their studies lie inside or outside the boundaries between HRD and other related domains. It may also be of interest to practitioners who wish to identify themselves as HRD professionals, as opposed to OD or coaching professionals.

Illinois has the fifth largest Latino population in the United States. A Complete College America (2011) fact sheet for Illinois reported degree attainment for Latinos to be 7% in comparison to 74% for White students. These educational disparities served as a catalyst for the community service collaboration that ensued between a Latino nonprofit organization and an activism researcher. From the perspectives of a humanistic educator, how the interweaving of social entrepreneurial principles together with Latino college success discourse led to the development of a culturally responsive college scholarship fund program and its offerings of financial resources, networks of information and natural mentoring relationships is explained. Reflections about a pathway for humanizing higher education together with 2013–2016 case study findings bring forward authentic voices of Latino community college students impacted by these student success initiatives.

The purpose of this study is to present a conceptual framework to guide the design, development, implementation and evaluation of education and human resource development (HRD) efforts in Ghana.

This paper draws on the concept of a tempered radical approach to provide a framework for a critical HRD (CHRD) and explore ways by which this view can contribute to developing HR who possess the requisite tools and character to function efficiently in the 21st century and beyond. This paper followed a multidisciplinary integrated literature review approach. This paper also reviewed relevant models and theories that align with the goals of this research to provide a broader view of the problems with HRD in Ghana and to help develop a framework that seeks to provide a sustainable guide for those involved in HRD activities in Ghana.

A positive outcome from the synergistic alignment between modern science and indigenous ecological knowledge moderated by the principles of CHRD will result in economic growth and development. HRD’s contribution to economic growth and development and its consequential benefit to the actors will depend on how best CHRD goals are accomplished.

The mediating role of the tempered radicalism will help modify the swiftness with which education and HRD programs are executed in Ghana.

This paper presented the tempered radicalism approach as the quintessential model for education and HRD initiatives in Ghana. The application of tempered radicalism in HRD literature is novel.

The purpose of this paper is to explore leadership for diversity informed by intersectionality and radical politics. Surfacing the political character of intersectionality, the authors suggest that a leadership for diversity imbued with a commitment to political action is essential for the progress towards equality.

Drawing lessons from the grassroots, political organizing of the black and Indigenous activist groups Combahee River Collective and Idle No More, the authors explore how these groups relied on feminist alliances to address social justice issues. Learning from their focus on intersectionality, the authors consider the role of politically engaged leadership in advancing diversity and equality in organizations.

The paper finds that leadership for diversity can be developed by shifting towards a more radical and transversal politics that challenges social and political structures that enable intersectionality or interlocking oppressions. This challenge relies on critical alliances negotiated across multiple intellectual, social and political positions and enacted through flexible solidarity to foster a collective ethical responsibility and social change. These forms of alliance-based praxis are important for advancing leadership for diversity.

This paper contributes to studies of leadership and critical diversity studies by articulating an alliance-based praxis for leadership underpinned by intersectionality, radical democracy and transversal politics.

Let us start the year with some figures which clarify how ‘electronic’ the scene has become in three different respects.

This study used qualitative discourse analysis to explore how researchers use the concept of ingenuity to understand the everyday work of social entrepreneurs. Data were drawn from a sample of 69 research articles published across 41 academic journals between 1998 and 2018. The findings showed ingenuity to be an underdeveloped concept in the social entrepreneurship literature and revealed a paucity of research on the everyday work performed by social entrepreneurs. A framework for studying the work of social entrepreneurs at the “scale of the everyday” through the lens of ingenuity is proposed, and recommendations for future research are provided.