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1 – 10 of 11Holly Chiu, William Hampton-Sosa and Tomas Lopez-Pumarejo
Instructors had to adapt to the online teaching environment after the higher education institutions were closed due to the pandemic. The authors surveyed and interviewed…
Abstract
Instructors had to adapt to the online teaching environment after the higher education institutions were closed due to the pandemic. The authors surveyed and interviewed instructors to understand how the quality of instructional technologies affected compatibility and psychological availability, which further affected their online teaching satisfaction and online teaching intention. The results showed that both information quality and service quality were positively associated with compatibility, while system quality was positively associated with psychological availability. Also, both compatibility and psychological availability were positively associated with online teaching satisfaction. Compatibility and online teaching satisfaction were associated with online teaching intention. The results from both open-ended questions and in-depth interviews provide support to the quantitative model and present a more complete picture of what instructors experienced during the lockdown.
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Holly Chiu, Dov Fischer and Hershey Friedman
Board diversity has been an important topic in corporate governance. Extant literature examines the overall diversity in the boardroom and its impact. However, since important…
Abstract
Purpose
Board diversity has been an important topic in corporate governance. Extant literature examines the overall diversity in the boardroom and its impact. However, since important decisions are usually taken by the committees, it is important to also examine diversity in committees. We use the Coca-Cola Company as the case study and examine its diversity in both audit and finance committees. Our goal is to raise the awareness of researchers, board nominating committees, and diverse directors themselves, as to whether diverse directors are placed in the right positions to allow them to contribute their diverse views and experiences.
Methodology/Approach
We conducted a case study of the Coca-Cola Company using its proxy statement in both 2016 and 2018.
Findings
While Coca-Cola’s self-reported board diversity stood at 27% in 2016, and increased to 31% by 2018, the critical audit and finance committees showed a distinct lack of diversity. Focusing on gender diversity for the purposes of this chapter, we investigated two possibilities: (1) that the lack of committee diversity is due to the lack of finance and leadership skills of those board members who were from underrepresented groups, but this possibility does not seem likely, (2) that the presence of a female CFO removed the urgency to place board members from underrepresented groups on the audit and finance committees.
Value
We provide a cautionary perspective on the implementation of diversity policies at the highest levels of an organization. The pursuit of diversity, like other admirable corporate goals, can degenerate into a check-the-box mentality. When this happens, diversity can become viewed as a substitute for real competency rather than a complement to existing competencies.
Practical Implications
It is suggested that boards revise the recruiting and selecting process to include more female candidates, and be sensitive how and where those diverse directors can best contribute their perspectives and experiences.
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Andri Georgiadou, Maria Alejandra Gonzalez-Perez and Miguel R. Olivas-Luján
The purpose of this chapter is to provide an overview of the research presented in this edited volume.
Abstract
Purpose
The purpose of this chapter is to provide an overview of the research presented in this edited volume.
Design/Methodology
This report is based on 13 chapters, which vary in terms of research approach, design, and method, yet aims to present different types of diversity in organizations.
Findings
The chapters shed light on existing practices promulgating the value of diversity, while opening the road toward diverse definitions of diversity. Contributors provide a critical reflection of the current discourse on different types of diversity around the world. Findings indicate that multinational organizations are regularly confronted with the absence of the necessary sensitivity on behalf of their top management team and spokespeople. Empirical studies advocate strategies that could potentially facilitate both organizations and immigrants to overcome a plethora of challenges.
Originality
The report summarizes and integrates novel insights on how organizations approach, view, and manage different types of diversity.
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Amanda Rybin Koob, Arthur Aguilera, Frederick C. Carey, Xiang Li, Natalia Tingle Dolan and Alexander Watkins
In late 2020, a group of librarians at the University of Colorado Boulder (CU Boulder) came together to pursue the design of a diversity audit for monograph collections. After…
Abstract
In late 2020, a group of librarians at the University of Colorado Boulder (CU Boulder) came together to pursue the design of a diversity audit for monograph collections. After initial research and reflection, the authors realized that evaluating their existing collection on its racial or ethnic representation would not only be problematic, but also unnecessary, because it was clear to the authors that their collections are dominated by white voices and perspectives. How could they be otherwise? They were built for a primarily white audience as part of a system of knowledge production dominated by whiteness. The authors questioned whether the framework of a “diversity audit” really addressed their goal of a systematic anti-racist approach to collections management. This chapter details the authors’ process of rejecting the diversity audit framework for a large-scale review of monographs in a large academic library collection in the United States. It reviews the literature regarding diversity audits, as well as background on whiteness studies, as it leads to the authors’ rationale for instead developing a workbook for collection selectors. This workbook will position collection management practices within the white institutional presence (WIP) conceptual framework developed by scholar Diane Gusa (2010).
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Morgan R. Clevenger, Cynthia J. MacGregor, Dina Piepoli Udomsak, Carol Bosack-Kosek and Sharon Castano
Functionality of generating human capital of educated workers and citizens is core to higher education. This chapter explores the long-term relationship for the academy to support…
Abstract
Functionality of generating human capital of educated workers and citizens is core to higher education. This chapter explores the long-term relationship for the academy to support the needs for advanced degree and certificate programs, executive education, career preparation, and lifelong service opportunities focused on companies and their needs.