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Changes in digital communication technologies have impacted on society so rapidly that educational researchers, policy makers and teachers are challenged by the application of these changes for curriculum design, pedagogy and assessment. The multimedia facilities of digital technologies, particularly mobile hand held devices and touch pads, encourage the processing of several modes simultaneously. Thus the traditional concept of literacy as reading and writing has changed as these rarely occur in isolation within digital communication. Many students are engaged in more sophisticated use of technologies outside school than they experience at school. Moreover, participation in gaming and social networking has created significant social and cultural change.

At the same time there have been many initiatives in classrooms to adapt to the learning potential of new technologies with schools introducing laptops, iPads, or students’ own devices. While issues such as pedagogy and equity offer challenges there are new and exciting ways forward for literacy education in an inclusive learning environment. This chapter will examine attempts to re-define literacy with theories such as ‘multiliteracies’, ‘multimodality’ and ‘new literacies’. These have developed to explain the changes in communication and to offer educators ways to balance the incorporation of new modes of communication with those skills of reading and writing that are seen as core for a literate person.

This chapter investigates the mutual relationship between logic and paradox, showing that paradox is indispensable to test logic, as well as logic is necessary to extend our understanding of paradox. Firstly, I consider the lesson that organizational theory can draw from formal logic’s investigation of semantic and set-theoretic paradoxes. Subsequently, I survey the plural interpretations of the concept of “logic” in organizational theory (as logic of theory, logic of practice, and institutional logics). I argue that this plurality of meanings is not a source of confusion but offers an opportunity to illustrate different manifestations of, and ways to cope with, organizational paradoxes.

There is a clear national trend toward the inclusion of students with disabilities in general education classrooms. This trend poses particularly vexing challenges for delivering appropriate programs for students with emotional and behavioral disorders (EBD). This chapter describes the complexity of determining appropriate inclusive placements for students with EBD within the historical, legal, and philosophical context of inclusion and related to what we know about these students and how we can improve outcomes. Recommended practices for maximally appropriate placements include a comprehensive approach that integrates academic and behavioral interventions, and robust professional development in research-validated instructional practices for teachers. Shifting roles and shared responsibility of the professionals who are now working with students with EBD must be considered. Finally, issues currently being addressed that will shape the future direction of service delivery for students with EBD are discussed including the need for systematically and objectively manipulating key variables, including educational placement, to impact student achievement across settings.

Corporate crime is prevalent and imposes enormous costs on society, yet our understanding of its antecedents remains poor, especially in relation to executive characteristics. In this study, we examine the influence of CEO childhood social class on corporate crime. Using a unique data set of CEOs at the largest US corporations, we consider CEO childhood background and develop the argument individuals raised in middle-class families have a greater disposition to commit wrongdoing within the corporations they lead. Specifically, growing up middle-class leaves a lasting status-anxiety imprint, which increases the tendency to engage in corporate crime to preserve or enhance social status. Furthermore, we show two status-anxiety-minimizing factors – Ivy League education and membership in a prominent golf club – weaken the effect of middle-class upbringing on corporate crime. Our findings suggest childhood social class has significant explanatory power for executive behavior and corporate outcomes.

Identification, implementation, and ongoing evaluation of scientifically supported and effective-practice methods are fundamental and crucial elements of an effective educational program for all children and youth, including learners with Autism Spectrum Disorders (ASD). To be sure, there is an unambiguous link between use of interventions and supports that have empirically supported merit and positive school and post-school outcomes. This chapter examines progress in the wide-scale adoption of evidence-based methods with learners with ASD. We also offer recommendations for advancing effective-practice initiatives and discuss trends and themes connected to effective-practice use with students with ASD.

Early paradox research in organization theory contained a remarkable breadth of inspirations from outside disciplines. We wanted to know more about where early scholarship found inspiration to create what has since become paradox theory. To shed light on this, we engaged seminal paradox scholars in conversations: asking about their past experiences drawing from outside disciplines and their views on the future of paradox theory. These conversations surfaced several themes of past and future inspirations: (1) understanding complex phenomena; (2) drawing from related disciplines; (3) combining interdisciplinary insights; and (4) bridging discourses in organization theory. We end the piece with suggestions for future paradox research inspired by these conversations.

Purpose: This chapter provides a contextualized understanding of the gendered anxieties expressed by elite sport regulators that motivated the formulation of sex testing policies in sport between 1937 and 1968. The focus is on complicating the claim that sex testing was first instituted to prevent explicit male bodies from fraudulently masquerading as women in sport. Rather, the chapter argues that sex testing policies were formulated in response to anxieties over sex binary pollution.

Methodology: The chapter is based on a genealogical study of the female category in elite sport, built on archival research conducted at the International Olympic Committee (IOC) historical archives and online newspaper archive collections.

Findings: Boundaries around female embodiment were navigated and written into sex testing policy in response to threats to presumed ideas around gendered and sexed normality in sport. These threats were embodied by athletes who polluted or crossed the border between female and male, to the extent that their bodies were rendered hermaphroditic, excessively masculinized, or hybrid. These bodies caused gendered anxieties for sport regulators, who reacted with policy responses that aimed to purify the sex binary from category pollution or sex abnormality.

Implications: As long as sex binary policing in elite sport continues, awareness of the contextual history of sex testing is essential for understanding the underlying ideas upon which sex binary policing in sport has been built.

In this chapter, we focus on expatriate CEOs who are assigned by the parent company to work in a subsidiary and compare them to those who themselves have initiated to work abroad as CEOs. Since we do not know much about these individuals, we direct our attention to: (1) who they are (demographics), (2) what they are like (personality), and (3) how they perform (job performance).

Data was sought from 93 assigned expatriate CEOs and 94 self-initiated expatriate CEOs in China.

Our findings demonstrate that in terms of demography, self-initiated CEOs were more experienced than assigned CEOs. With regard to personality, we found difference in self-control and dispositional anger: Assigned expatriate CEOs had more self-control and less angry temperament than their self-initiated counterparts. Finally, we found assigned expatriate CEOs to rate their job performance higher than self-initiated CEOs.

Although there may not always be immediate benefits, career consideration often plays a role when individuals choose whether to become an expatriate. For many years, organizations have used expatriation to develop talented managers for high-level positions in the home country. Recently, however, a new trend has emerged. Talented top managers are no longer expatriated only from within parent companies to subsidiaries. Self-initiated expatriates with no prior affiliation in the parent company are increasingly used to fill top management positions in subsidiaries.