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Book part
Publication date: 30 June 2023

Lisa M. Given, Donald O. Case and Rebekah Willson

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Looking for Information
Type: Book
ISBN: 978-1-80382-424-6

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Book part
Publication date: 14 December 2023

George Okechukwu Onatu, Wellington Didibhuku Thwala and Clinton Ohis Aigbavboa

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Mixed-Income Housing Development Planning Strategies and Frameworks in the Global South
Type: Book
ISBN: 978-1-83753-814-0

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Policy Matters
Type: Book
ISBN: 978-1-80382-481-9

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Book part
Publication date: 15 May 2023

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Pandemic Pedagogy: Preparedness in Uncertain Times
Type: Book
ISBN: 978-1-80071-470-0

Open Access
Article
Publication date: 7 June 2019

Nakeshia N. Williams, Brian K. Williams, Stephanie Jones-Fosu and Tyrette Carter

As the P-12 student landscape continues to grow in cultural and linguistic diversity, teacher preparation programs have yet to adequately prepare teacher candidates' teaching and…

Abstract

As the P-12 student landscape continues to grow in cultural and linguistic diversity, teacher preparation programs have yet to adequately prepare teacher candidates' teaching and learning skills in meeting the academic and socio-emotional needs of diverse student demographics. This article examines teacher candidates’ cultural competence and cultural responsiveness to enhance candidates' educator preparation and stimulate candidates' personal growth development as developing culturally and linguistically responsive new teachers. While many teacher preparation programs require one multicultural or diversity education course, the authors examine a minority serving institution's integration of a cultural immersion experience for teacher candidates as one way of supporting their development as culturally and linguistically sustaining pedagogues. This paper aims at supporting school districts' need of culturally competent new teachers who have the content knowledge and pedagogy to teach and support culturally and linguistically diverse children. Recognizing this need, this qualitative analysis highlights the importance of and a need for cultural and linguistic competence among teacher candidates. Findings from this study provides a means by which universities can implement cross-cultural coursework and field-based experiences to prepare culturally responsive teacher candidates.

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Emerald Open Research, vol. 1 no. 3
Type: Research Article
ISSN: 2631-3952

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Case study
Publication date: 27 October 2023

Joe Anderson, Mahendra Joshi and Susan K. Williams

This compact case provides a relatively large data set that students explore using visualization and a Tableau dynamic dashboard that they create. Students were asked to describe…

Abstract

Theoretical basis

This compact case provides a relatively large data set that students explore using visualization and a Tableau dynamic dashboard that they create. Students were asked to describe what the data set contained in relation to employee attrition experience of Baca Beverage Distributors (BBD). The application and managerial questions are set in human resources and a company that is facing high attrition during the pandemic.

Research methodology

BBD shared their data and problem scenario for this compact case. The protagonist, Morgan Matthews, was the authors’ contact and provided significant clarification and guidance about the data. Both the company and the protagonist have been disguised. Some of the job positions have been rephrased. All names of employees, supervisors and managers have been replaced with codes.

Case overview/synopsis

During the 2020–2022 pandemic years, BBD experienced, like many companies, a higher than usual employee turnover rate and Morgan Matthews, Director of People, was concerned. Not only was it time-consuming, expensive and disruptive but the company had prided itself on being a good place to work. Were they hiring the right people, people that fit the company culture and people that fit the positions for which they were hired? The company had been using the Predictive Index [1] when on-boarding employees. In addition, there were results from self-reviews and manager reviews that could be used. Morgan wondered if data visualization and visual analytics would be useful in describing their employees and whether it would reveal any opportunities to improve the turnover rate. Before seeking a solution for the high turnover, it was important to step back and learn what the data said about who was leaving and the reasons they gave for leaving.

Complexity academic level

This compact case can be used in courses that include visualization using Tableau and dashboards. As it is a compact case, it requires less preparation time from the students and less class time for discussion. The case is for students who have been recently introduced to business analytics, specifically visualization and data storytelling with Tableau. For this reason, significant guidance has been provided in the case assignment. The level of the case can be adjusted by the amount of guidance provided in the case assignment. Courses include introduction to business analytics, descriptive analytics and visualization, communication through data storytelling. The case can be used for all modalities – in person, hybrid, online. The authors use it here for visualization and dynamic dashboards but using the same data set and compact case description, exploratory data analysis could be assigned.

Supplementary material

Supplementary material for this article can be found online.

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The CASE Journal, vol. ahead-of-print no. ahead-of-print
Type: Case Study
ISSN: 1544-9106

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Book part
Publication date: 7 August 2023

Tim Jay and Jo Rose

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Parental Engagement and Out-of-School Mathematics Learning
Type: Book
ISBN: 978-1-78769-705-8

Book part
Publication date: 27 November 2023

Todd Brower

Anyone who has recently watched television or movies can tell you that transgender, gender nonbinary or gender expansive people are becoming more visible in these media. This…

Abstract

Anyone who has recently watched television or movies can tell you that transgender, gender nonbinary or gender expansive people are becoming more visible in these media. This trend reflects the reality that younger generations are increasingly identifying with more fluid and nonbinary gender and sexual identities and are progressively expressing those identities in a more flexible and changing manner (Herman et al., 2022; Wilson & Meyer, 2021). Unsurprisingly then, those individuals are also more visible at work, including in workplaces with employer-mandated dress codes. Indeed, in 2020 the US Supreme Court decided a case involving a transgender woman, Aimee Stephens, who was fired because her employer, a funeral home, required her to conform to its gender-binary dress policy and wear clothing mandatory for people assigned male at birth, rather than appropriate for her female gender identity ( Bostock v. Clayton County, 2020).

However, as the description of Aimee Stephens's own experience illustrates, often these employer appearance codes are based on a binary and fixed conception of gender and gender identity and expression at odds with the increasing number of workers who do not identify within those rigid parameters. Moreover, even when an employee, like Aimee Stephens herself, could have fit within her employer's dress code, the improper application of that policy to her, or employer concerns about customer or co-worker discomfort with an employee's appearance under the policy may mean that a worker's identity and expression may still conflict with a workplace appearance code. For gender nonbinary or nonconforming individuals, these complications are magnified.

This chapter explores the practical problems and barriers that employer dress codes have on employees whose gender identity and/or presentation move beyond the traditional male/female binary. Using insights from queer theory, gender expansive employees serve to interrogate fundamental assumptions behind workplace dress policies and the formal and informal ways in which these policies are policed. The chapter will explore that discordance, examine possible employer resolutions, and evaluate the strengths and weaknesses of those responses.

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The Emerald Handbook of Appearance in the Workplace
Type: Book
ISBN: 978-1-80071-174-7

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Book part
Publication date: 13 February 2024

Claudine McFaul

This chapter is on positive education in primary schools (including pre-schools), and how programmes that use interventions from positive psychology (PPIs) can have positive…

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This chapter is on positive education in primary schools (including pre-schools), and how programmes that use interventions from positive psychology (PPIs) can have positive effects (academic and for well-being), on children in this age group (up to 11 years). It explores some of the key challenges of implementing PPIs at younger ages and why, compared to secondary schools, limited studies of PPIs in pre- and primary schools exist. Based on the author’s personal experience of successfully delivering a multiple PPI (mPPI) in a primary school in the United Kingdom, the chapter also presents a case study. In particular, a mPPI known as Hummingbird Primary, adapted from the Hummingbird Project which has successfully been delivered in high schools; see Chapter 3. The case study presents an overview of the mPPI, the impact it had and some of the lessons learned. The chapter concludes with recommendations for educators wishing to implement PPIs in a whole primary school setting.

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Positive Education at All Levels: Learning to Flourish
Type: Book
ISBN: 978-1-83753-156-1

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Book part
Publication date: 19 February 2024

Quoc Trung Tran

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Dividend Policy
Type: Book
ISBN: 978-1-83797-988-2

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