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Deviation, fetishism and sexuality are often considered as emotive subjects that tend to be treated with amusement or disdain. Associating such concepts with technological…
Deviation, fetishism and sexuality are often considered as emotive subjects that tend to be treated with amusement or disdain. Associating such concepts with technological innovation often instigates a reaction more akin to that of titillation, controversy and intrigue and has sometimes been dismissed outright. However, as this paper shows, deviation, fetishism and sexuality could prove to be fundamental factors in creativity and innovation. When consumers create their own technological innovations inspired by their personal predilections, arousal and preferences, new and unanticipated uses for technologies are being born. The role of deviation as a key to innovation must not be overlooked as it will contribute to our understanding of new intimacy, culture and the future of developing information and communications technologies (ICTs). Due to the multidisciplinary approach to this subject area there is a brief explanatory glossary that accompanies this contribution.
The purpose of this article is to present an overview of the history and development of transaction log analysis (TLA) in library and information science research…
The purpose of this article is to present an overview of the history and development of transaction log analysis (TLA) in library and information science research. Organizing a literature review of the first twenty‐five years of TLA poses some challenges and requires some decisions. The primary organizing principle could be a strict chronology of the published research, the research questions addressed, the automated information retrieval (IR) systems that generated the data, the results gained, or even the researchers themselves. The group of active transaction log analyzers remains fairly small in number, and researchers who use transaction logs tend to use this method more than once, so tracing the development and refinement of individuals' uses of the methodology could provide insight into the progress of the method as a whole. For example, if we examine how researchers like W. David Penniman, John Tolle, Christine Borgman, Ray Larson, and Micheline Hancock‐Beaulieu have modified their own understandings and applications of the method over time, we may get an accurate sense of the development of all applications.
What follows is not intended to be an exhaustive bibliography of indexes to the vast and varied literature of religion, but is one reference librarian's selection of the significant titles among the currently‐published religion periodical indexes. Brief descriptions are included to suggest how these tools might be useful. Publishing patterns and prices indicated were current for 1980 or 1981, but are subject to change. Descriptions of religion indexes not included here may be found in:
The emergence of diversity in organizations is typically traced to the 1960s when legislation was enacted in the USA to prohibit discrimination against ethnicity, gender…
The emergence of diversity in organizations is typically traced to the 1960s when legislation was enacted in the USA to prohibit discrimination against ethnicity, gender, national origin, race, and religion. However, Peter Drucker found that workplace diversity had its origin in the aftermath of World War I. In response, this paper aims to address the historical evolution of workplace diversity through the lens of Drucker.
The paper traces the historical evolution of Drucker's perspective on workplace diversity and the circumstances that catapulted him to advocate for understanding and valuing diversity in organizations. Further, it uses passages from Peter Drucker's published accounts to illustrate his understanding of demographic trends and how these trends impacted the competitiveness of the organization and management of workplace diversity.
Drucker's early life experiences influenced him to become a tenacious advocate for workplace diversity. As a reflection of these experiences, Drucker's understanding of human resource management led him to implore his readers to use human resource practices to leverage the power of evolving demographic trends. Drucker later refined his prescriptions on workplace diversity by incorporating several assumptions from the strategic human resource management literature into his research.
Future workplace diversity research would benefit from evaluating Drucker's propositions on leveraging the power of demographic trends through human resource management practices.
This historical analysis of Drucker's vast body of research provides substantial insight into his practical arguments for understanding and valuing diversity in organizations. To the best of one's knowledge, organizational researchers and management historians have not extensively evaluated Drucker's contributions to the workplace diversity literature.