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Teaching skills to autistic individuals can increase independence and quality of life. However, staff supporting such individuals often lack the skills needed to teach skills. This study evaluated the use of digital videos (DVDs) to coach three care staff in teaching tooth-brushing skills to three autistic adults with co-occurring intellectual disabilities.

Personalized DVDs provided guidance on key elements of teaching new skills, including graded assistance, contingent reinforcement and environmental configuration. Participants watched their DVD six times over several days. Its impact on their teaching performances was evaluated using a multiple-baseline design. Social validity was investigated by distributing a questionnaire among the participants and family members of autistic adults.

Teaching performances improved substantially following training. The coaching method was rated positively by participants and family members.

Video-modelling technology can be used effectively to provide an efficient, individualized and acceptable method of coaching for care staff.

This article seeks to further understand the significance of “organizational nostalgia” for processes of organizational change and to develop the mirror concept “managerial postalgia”. If nostalgia is a longing for a paradisical past, postalgia refers to a longing for a heavenly future, a desire that is central to change‐talk and change‐initiatives in organizations. The meaning and role of postalgia will be clarified in this paper by comparing and contrasting it with organizational nostalgia and by analyzing ethnographic studies that provide empirical support to substantiate the analogy. It is argued that the glorification of the past, just as the idealization of the future, are part of internal struggles in which organizational actors try to instigate or resist change by praising or dispraising the collective past, present and future. The argumentation demonstrates the significance of temporal constructions of change and continuity through organizational discourse.

Prior to the 1970s, the enrollment of black students in U.S. medical schools was less than 3%. One-third of these students attended the three historically black medical schools that existed at that time. In 1970, the Association of American Medical Colleges (AAMC), representing the nation's medical schools, made a commitment for reaching parity of black medical student enrollment to that of the proportion of blacks in the U.S. population. The goal was that the enrollment of black students should reach 12% of total medical school enrollment. Within four years the enrollment of black students more than doubled to 7.5% by 1974. This greater than 100% enrollment increase was attributed to medical schools’ change in their commitment to affirmative action (Petersdorf, Turner, Nickens, & Ready, 1990; Cohen, Gabriel, & Terrell, 2002).

Business schools offer a unique window into the making of corporate morals since they bring together future executives at formative moments in their professional lives. This paper relies on an analysis of faculty’s teaching tasks at the Harvard Business School to better understand the making of corporate morals. More specifically, it builds on a coding of teaching notes used by faculty members to highlight the importance of silence in promoting a form of moral relativism. This moral relativism constitutes, I argue, a powerful ideology – one that primes business leaders not to vilify any moral stand. In such a context, almost anything can be labeled “moral” and few behaviors can be deemed “immoral.”

February 14, 1968 Revenue — Selective employment tax — Qualifying Activities — Plastic scrap — Waste plastic materials sorted by testing — Material sold to manufacturers of extrusion compounds — Sorting four‐fifths of work manufacturer would otherwise have had to do — Whether “manufacturing” — Whether “dealers in scrap and waste materials” — Selective Employment Payments Act, 1966 (c.32), s.1(2) (a) — Standard Industrial Classification Orders IV, XX.

The Imperial Commercial Association has been formed under the presidency of LORD INCHCAPE for the attainment of objects which must commend themselves to all sane and patriotic people. We consider it to be a duty to call attention to the formation of the Association and to insist on the importance of giving it all possible support. The, reasons for its formation and the objects in view are ably and clearly set forth in a pamphlet sent to us by the Director, THE HON. F. M. B. FISHER, as follows :—

This volume explores an expansive array of organizational imaginaries, or understandings of organizational possibilities, with a focus on how collectivist-democratic organizations offer alternatives to conventional for-profit managerial enterprises. These include worker and consumer cooperatives and other enterprises that, to varying degrees, (1) emphasize social values over profit; (2) are owned not by shareholders but by workers, consumers, or other stakeholders; (3) employ democratic forms of managing their operations; and (4) have social ties to the organization based on moral and emotional commitments. The contributors to this volume examine how these enterprises generate solidarity among members, network with other organizations and communities, contend with market pressures, and enhance their larger organizational ecosystems. In this introductory paper, the authors put forward an inclusive organizational typology whose continuums account for four key sources of variation – values, ownership, management, and social relations – and argue that enterprises fall between these two poles of the collectivist-democratic organization and the for-profit managerial enterprise. Drawing from this volume’s empirical studies, the authors situate these market actors within fields of competition and contestation shaped not just by state action and legal frameworks, but also by the presence or absence of social movements, labor unions, and meta-organizations. This typology challenges conventional conceptualizations of for-profit managerial enterprises as ideals or norms, reconnects past models of organizing among marginalized communities with contemporary and future possibilities, and offers activists and entrepreneurs a sense of the wide range of possibilities for building enterprises that differ from dominant models.

Sets out to report on an exploratory study in which perspectives on cross‐cultural counselling in mental health care in Auckland, New Zealand, are to be examined.

The study utilised a single questionnaire which sought mental health professionals' perceptions on issues and concepts of cross‐cultural counselling. The questionnaire was administered in the nine public psychiatric units in Auckland.

Apart from the health units providing bicultural (European and Maori) counselling services, there was little cross‐cultural counselling available to an increasingly multicultural community.

With regard to the need for cross‐cultural counselling, rather than address the issue of population change this study examines the effect that lack of diversity would have on the gains that would otherwise be made in the health‐care system of Auckland, New Zealand.

The purpose of this research study was to obtain healthcare executives’ perspectives on diversity in executive healthcare leadership. The study focused on identifying perspectives about diversity and its potential impact on the access of healthcare services by people of color. The study also identified perspectives about factors that influence the attainment of executive healthcare roles by people of color.

A convenience sample of healthcare executives was obtained. The executives identified themselves as belonging to one of two subgroups, White healthcare executives or executives of color. Participants were interviewed telephonically in a semi-structured format. The interviews were transcribed and entered into a qualitative software application. The data were codified and important themes were identified.

The majority of the study participants perceive that diversity of the executive healthcare leadership team is important. There were differences in perspective among the subgroups as it relates to solutions to improve access to healthcare by people of color. There were also differences in perspective among the subgroups, as it relates to explaining the underrepresentation of people of color in executive healthcare leadership roles.

This research effort benefited from the subject matter expertise of 24 healthcare executives from two states. Expansion of the number of survey participants and broadening the geographical spread of where participants were located may have yielded more convergence and/or more divergence in perspectives about key topics.

The findings from this research study serve to add to the existing body of literature on diversity in executive healthcare leadership. The findings expand on the importance of key elements in contemporary literature such as diversity, cultural competency and perspectives about the need for representation of people of color in leadership roles that guide healthcare policy and access. This study connects contemporary literature to perspectives of executives in the field and offers practical solutions to improving the representation of people of color in executive healthcare leadership roles.

The recommendations offered as a result of this research effort serve to create awareness of the challenges that people of color face in career attainment. Although the process of increasing the representation of people of color in executive healthcare leadership will be a complex task that will involve a number of players over the course of several years, this study serves to provide a practical roadmap with actionable tactics that can be deployed.

This paper is an extension of the work that was done by the author during the course of completing the program requirements for the author’s doctoral program. The findings were previously discussed in the author’s dissertation. The value of these findings is significant because they validate some of the topics in contemporary literature with the perspectives of practicing healthcare executives. This study is also unique from other studies in that it offers a long-term plan to increase the representation of people of color in executive roles by creating an early disposition toward executive level roles and identifies a number of practical steps toward that end.

The purpose of this paper is to discuss several technology applications that are being used to address current problems or opportunities related to multicultural education.

Five technology applications or technology‐related projects are discussed, including a teacher education literacy tool, social networking communities, massive multiplayer online role‐playing games, virtual patients, and an International Leadership in Educational Technology consortium.

Research and practical implications of this paper include the introduction of new technologies for improving multicultural education, research findings on the use of these tools, and potential opportunities or pitfalls as such tools are implemented and evaluated.

The paper concludes with a call for new research in the area of technologies for multicultural education.