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This chapter examines how Maragoli women farmers’ plot-level crop control, individual, and household variables affect yields. This chapter contributes to a holistic understanding of the ramifications of quantitative and qualitative factors informing women farmers’ plot-level undertakings and yields as well as their innovative and creative strategies for optimizing output. It broadens the existing debate in the sub-Saharan African agricultural production literature by suggesting a composite measure of plot-level crop control as one factor influencing women farmers’ yields even in situations where land is owned by someone else. It also provides a rich discussion of the various and interlocking qualitative factors distorting women farmers’ incentive structures, efforts to increase plot-level yields and their strategies for minimizing the detrimental effects of the same.

A multimethod quantitative and qualitative ethnographic case study approach was used in this study.

This chapter demonstrates that women strategically bargained and invested more of their productive resources on the plots where they anticipated the greatest individual gains.

This chapter underscores women farmers’ ability to boost agricultural output when there are appropriate incentives for them to do so and suggests the theoretical and practical relevance of secure control and property rights over the products of the land not for the household (head), but for the cultivator. The chapter demonstrates and reaffirms that Africa women farmers respond appropriately to incentives and suggests that there is need for a customized, renewed, and sustained emphasis on women farmers’ empowerment and inclusion in all levels in the agricultural sector in order to actualize increased yields. Investing in women farmers and implementing policies that narrow existing gender disparities in African agricultural production systems is holistically beneficial.

Federal crop insurance programs are the primary risk management programs of the US farm programs. Currently, these programs have been criticized for being disproportionally in favor of the riskier areas. Despite previous researchers having widely speculated its existence, a formal study of the scale, spatial pattern and fiscal impacts of such misrating phenomenon is still missing in the literature.

This paper first purposes an empirically testable definition of misrating, and then detects the scale of the misrating phenomenon by using over two million actuarial records collected by United States Department of Agriculture (USDA's) risk management agency since 1989. Furthermore, multiple spatial statistics methods have been adopted to study the spatial patterns of the misrating statuses. Finally, the paper builds a simple theoretical model to study the potential fiscal impacts of any policy attempts to mitigate the misrating issue.

The result reveals that roughly 40% of the counties display some degree of misrating. Furthermore, the distribution of misrating displays a significant pattern of positive global spatial autocorrelation, which reflects the existence of regional clusters of premium rate mispricing. Last but not least, the paper concludes that whether an attempt toward fair rating decreases the total program outlay or not relies on the demand elasticity of crop insurance in both overrated and underrated regions.

This paper offers the first attempt to quantify the scale, identify the spatial pattern and evaluate the fiscal impact of the premium misrating in federal crop insurance programs.

In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.

The purpose of this paper is to investigate how HR professionals use social networking website information to evaluate applicants’ propensity to engage in counterproductive work behaviors and suitability for hire.

Using an experimental design, 354 HR professionals participated in a two-part study. In part 1, participants viewed a fictitious resume and rated the applicant’s likelihood to engage in counterproductive work behavior as well as likelihood of a hiring recommendation. In part 2, participants viewed a fictitious social networking website profile for the applicant and repeated the ratings from part 1. The authors analyzed their responses to determine the effect viewing a social network website (SNW) profile had on ratings of the applicant.

Unprofessional SNW information negatively affected ratings of applicants regardless of applicants’ qualifications, while professional SNW profile information failed to improve evaluations regardless of qualifications.

Anecdotal reports suggest that many employers use SNW information to eliminate job applicants from consideration despite an absence of empirical research that has examined how SNW content influences HR recruiters’ evaluation of job applicants. This study represents one of the first attempts to understand how HR professionals use such information in screening applicants. The findings suggest that unprofessional SNW profiles negatively influence recruiter evaluations while professional SNW profile content has little to no effect on evaluations.

This chapter addresses emotional and behavioral disorders (EBD) in the larger context of special education. The author suggests that EBD, like special education more generally, has been distracted by issues such as labeling, disproportionality, and inclusion rather than keeping a clear focus on instruction. Revisionist history has led to misunderstanding of what special education is and does. A more promising future for the field depends on focusing on instruction, embracing scientific research, developing checklists and manuals to guide practice that are based on scientific evidence whenever possible, working for sustained student success, and using language more carefully and precisely.

This paper aims to examine the validity of the Managerial Practices Survey (MPS). Despite voluminous work on leadership styles, few studies have examined the specific behaviors of effective leaders in the hospitality industry.

Data were collected from two different samples through surveys to assess the construct validity of the MPS in the hospitality industry.

The proposed four meta-category and 18 component behavior MPS framework fit the data well and both the meta-categories and component behaviors were predictive of leadership effectiveness.

While meta-categories may be conceptually and theoretically relevant, component leadership behaviors are more useful for applied uses, such as leadership development. When behaviors are assessed at the component level, leaders can be provided with feedback and coaching on the specific actions they can take to improve their decision-making and problem-solving capabilities and ultimately become more effective leaders.

This research provides a validation of the MPS and useful insights for which behaviors are most useful for managers in hospitality contexts.

The COVID-19 pandemic has provided leadership educators with a unique and perilous opportunity. The events of 2020 were profoundly impactful and traumatic for our students, but they also illustrate a level of visceral engagement with various leadership topics that is incredibly useful. In this article, we outline some of the pedagogical considerations for using a chaotic and trauma filled set of experiences to teach leadership concepts. Specific theories and topics areas are presented that represent the most likely intersection of the pandemic and leadership, and examples are included for use by practitioners.