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Historically Black colleges and universities (HBCUs) and Black Greek-lettered organizations (BGLOs) are institutions and organizations that provided African Americans with options for unification and education during years of overt racial discrimination when education and socioeconomic comforts were limited for the vast majority of Americans of African descent, and they continue to serve as support structures for African Americans today. Nevertheless, in the “postracial” era of accountability, questions surrounding the relevance of these organizations have become common discourse. While these organizations face similar narratives, HBCU and BGLO research, successes, and issues have not yet been analyzed, synthesized, or even acknowledged in significant ways. Thus, the purpose of this chapter is to promote the need for research and scholarship that explores and highlights the parallels and intersections of today’s HBCUs and BGLOs through a review literature on BGLOs and educational outcomes.

The purpose of this chapter is to examine the impact of the global food crisis of 2007–2008 on Tanzania’s real retail-food prices and on the cost of the typical food basket. The methodological approach is to compare real retail-food prices and food-basket costs in 20 regions of Tanzania with global food prices. The findings are that the global food crisis of 2007–2008 did not significantly cause food prices in Tanzania to increase and that domestic factors were more important drivers of food prices and food-basket costs. The social implication is that the impacts of the global food crisis on food prices and food-basket costs in developing countries may have been overestimated in previous research and the policy responses of the global community may have been inappropriate.

This chapter applies three of the most prominent theories in vocational and career psychology to further illuminate the turnover process. Prevailing theories about attrition have rarely integrated explanatory constructs from vocational research, though career (and job) choices clearly have implications for employee affect and loyalty to a chosen job in a career field. Despite remarkable inroads by new perspectives for explaining turnover, career, and vocational formulations can nonetheless enrich these – and conventional – formulations about why incumbents stay or leave their jobs. To illustrate, vocational theories can help clarify why certain shocks (critical events precipitating thoughts of leaving) drive attrition and what embeds incumbents. In particular, this chapter reviews Super's life-span career theory, Holland's career model, and social cognitive career theory and describes how they can fill in theoretical gaps in the understanding of organizational withdrawal.

This chapter frames the educational journey of an Iskwew, or Cree woman who has navigated the different spaces of settler education, sometimes reluctantly and sometimes eagerly. The author engages the usage of her Cree Nisgaa Methodological Framework that is framed by protocol, mamatowisin, or engaging inner mindfulness, and reciprocity. The author makes and holds space for readers to journey with her, offering an opportunity to bear witness to the experiences of First Nation (Indigenous) education, from her positionality as a Cree woman. The author engages, embodies, and enacts ethical relationality throughout the chapter as it is her pedagogical hope that this chapter contributes to a collective space where Indigenous and non-Indigenous relationships can be forged with respect, relevance, relationality, and reciprocity on behalf of students everywhere.

One explanation for why people wear masks to prevent the spread of COVID-19 focuses on political party affiliation. This study explores the role of values in attempts by five South Dakota cities to pass local mask mandates.

A nonrandom convenience sample used search engines to find documents on mask mandates in South Dakota. The working hypotheses are: (1) the debate over mask mandates is a form of value conflict over freedom of choice and the role of government that reflect those held by Emerson, Thoreau, and Spencer and (2) the mandates themselves prescribe Value-Rational rather than Instrumental-Rational action to control the pandemic.

Antimaskers valued freedom of choice, and were willing to defy authority while promasker health professionals valued science and were willing to sacrifice themselves for the health of their patients. South Dakota cities encouraged mask wearing but did not include penalties for noncompliance. The vociferous opposition to the mask mandates resembles the opposition cities encountered when deciding to fluoridate drinking water in the 1950s and 1960s.

A case study cannot be generalized and may reflect sampling and researcher bias. Future research could include a content analysis of documents and videos presenting both sides of the debate.

This case study may provide the first in-depth analysis of values in the masking debate.