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Parents are sometimes perceived as barriers to providing comprehensive and inclusive sexuality education to young people. However, little is known about parents’ actual attitudes towards providing such broad information to young people. The purpose of this paper is to examine two different approaches to measuring parents’ attitudes towards sexuality information, a programme title approach and a topic-centred approach.

Illinois parents of adolescents (n=301) indicated their knowledge about and attitudes towards sexuality education programmes and 18 sexual health topics via online survey. Confirmatory factor analysis was used to examine whether parents’ attitudes were more consistent with a programme-centred (i.e. abstinence-only, comprehensive) or a topic-centred (i.e. physical health, sexual and gender identity, pleasure, and relationships) approach.

Parents were uncertain about what form of sexuality education was offered but most were equally comfortable with both abstinence-only and comprehensive programmes. Parents’ ratings of topics grouped significantly better by the topic-centred than the programme-centred approach. Parents rated all four subjects as important, with the highest mean ratings given to physical health topics. Further, parents’ ratings of importance by subject matter were largely independent of their reported programming preference. Together these findings provide evidence that parents believe it is important for their children to have access to a broad range of sexual health education information.

This study is one of the first to document parents’ support for information for young people that goes beyond being comprehensive to include topics such as identities and pleasure. In addition, parents’ lack of knowledge about sexuality education programming may obscure their support for sexual health information. Measuring support by specific topics, however, can help to overcome issues due to parents’ lack of knowledge about programming.

Rather than organize as traditional firms, many of today’s companies organize as platforms that sit at the nexus of multiple exchange and production relationships. This chapter considers a most basic question of organization in platform contexts: the choice of boundaries. Herein, I investigate how classical economic theories of firm boundaries apply to platform-based organization and empirically study how executives made boundary choices in response to changing market and technical challenges in the early mobile computing industry (the predecessor to today’s smartphones). Rather than a strict or unavoidable tradeoff between “openness-versus-control,” most successful platform owners chose their boundaries in a way to simultaneously open-up to outside developers while maintaining coordination across the entire system.

The presence of mature masculinity is slowly reshaping contemporary action cinema in the twenty-first century. It is a phenomenon that rejects the unrealistic view that action heroes are embodiments of Apollo and Ares in human flesh. Instead, action heroes are viewed as flawed characters who cannot escape the realities of their corporeality, mortality and humanity. The following chapter is an examination of a particular type of action hero archetype that combines ageing with virtuous and mature masculinity. Here I use Tom Cruise's development and portrayal of Ethan Hunt in the Mission: Impossible series as a lens through which to highlight the presence of the virtuous and mature hero archetype in action cinema.

Cruise's representation of heroic masculinity is significant because it achieves three separate goals. First, Cruise's mature masculinity repudiates the hardbody model by showing its deficiencies as a male archetype. Second, it introduces a version of an action hero that emphasises the benefits of ageing and mature masculinity. Lastly, Cruise's onscreen presence redoubles the idea that heroic masculinity is motivated by a deep sense of morality, duty and a desire to serve the greater good. As the model of the mature and virtuous hero becomes more prevalent, as I argue, it not only reshapes action cinema but also produces cinematic representations of heroic masculinity that are more positive in terms of showing the importance of maturity, virtue, and public service.

The study describes the implementation of a novel strategy, entitled the Action Learning Set Facilitation Model, to develop internal facilitation capability to lead change. The Model incorporated the Novice-Experienced-Expert pathway, a facilitation development approach underpinning the integrated-Promoting Action on Research Implementation in Health Services Implementation Framework, with action learning methodology.

A mixed-methods descriptive approach reports the results of 22 interviews, 182 Action Learning Sets and 159 post program survey data sets to explore facilitator experiences, strengths and potential application of the Model.

At program completion, five novice (of 174) and one experienced (of 27) facilitator transitioned to the next facilitation level. The three groups of facilitators described positive change in confidence and facilitation skill, and experience of action learning sets. Inconsistencies between self-report competence and observed practice amongst novices was reported. Novices had decreasing exposure to the Model due to factors related to ongoing organisational change. Internal facilitators were considered trusted and credible facilitators.

There are practical and resource implications in investing in internal facilitation capability, noting proposed and real benefits of similar development programs may be compromised during, or as a consequence of organisational change. Further research describing application of the facilitation model, strategies to enhance multisystemic support for programs and evaluation support are suggested.

The Action Learning Set Facilitation Model offers promise in developing internal facilitation capability supporting change in organisations. Critical success factors include building broad scale internal capability, stable leadership and longitudinal support to embed practice.

This is the first application of the facilitation component of the integrated-Promoting Action on Research Implementation in Health Services implementation framework embedded to action learning sets as an implementation science strategy for leader development supporting organisational change.

American choral music of the present day reflects the variety of styles found in vocal and instrumental music throughout the Western world during the twentieth century. However, the majority of choral music is more conservative in form and tonality than is instrumental music, due probably to the heritage of American choral music. Approximately the first two hundred years of choral singing in America were based on religious texts and simple tunes. Choral music in America did not “flower” until the nineteenth century, when composers began to write in a variety of styles, using secular as well as sacred texts.

This study aims to examine how hospitality human resource (HR) professionals assess talent when recruiting college students, how MIT programs are structured and how recruiters perceive GenZ compared to Millennials.

A Delphi approach was used to collect the opinions of experts in the area of hospitality recruiting and talent development.

Results showed integrity and strong work ethic are top descriptors to define talent, and prior performance and soft skills are top items assessed when hiring talent. The participants view GenZ as desiring work-life balance, tech savvy, interested in social responsibility, more accepting of differences, wanting higher salaries and more tech savvy than Millennials.

Recruiters highly value prior work experience so students should be encouraged to pursue internships with companies they are interested in working for upon graduation. Providing mock interviews and networking events can help students better their soft skills. Organizations using MIT programs should use realistic job previews in the selection process and make regular coaching and mentoring a key part of the program. Hospitality organizations should place emphasis on GenZ’s quest for work-life balance and find ways to take advantage of their technology savviness.

This study is one of the first to understand how hospitality organizations’ MIT programs are structured. It is one of the few to examine how talent is defined and assessed by hospitality HR professionals and compare HR professionals’ perceptions of GenZ versus Millennials.