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Research addressing innovation performance in the Canadian biotech industry has primarily addressed financial metrics and not the influence of organizational culture. The lack of research on biotech organizations in terms of culture presented a "gap" in the research. An innovation performance model was developed based on the existing literature and the theorized linkages between constructs. The key addition to the conceptual model was the construct of organizational culture. The key addition to the conceptual model was the construct of organizational culture. The Competing Values Framework of Cameron and Quinn (1999) was the theoretical framework selected as the lens through which to explore the impact of culture on innovation performance, defined in terms of aggregate organizational patent output. Overall, based on the results of this research, the dominant culture generated greater innovation performance. Although, several constructs in the research model reached significance, organizational culture had a weak association with innovation performance.

Social network sites (SNS) facilitate eWOM communication among consumers of different cultures. Building on contact theory and the theory of planned behavior, we propose a conceptual framework that integrates intercultural factors as predictors of minority consumers’ engagement with eWOM communicated by and to individuals of the dominant culture on social media. A partial least squares (PLS) analysis on data collected from the Israeli-Arab minority shows that intercultural factors (i.e., acculturation, social interaction, and language proficiency) are antecedents of minority consumer engagement with eWOM. However, this relationship is mediated by consumer beliefs (attitudes, subjective norms, and perceived behavioral control) concerning this behavior, and moderated by the cultural distance between minority and dominant culture consumers. The findings help marketers plan marketing communications that engage audiences meaningfully and generate positive eWOM when targeting ethnic-cultural minorities. The current study contributes to our understanding of minority consumers’ engagement with eWOM communicated by and to members of the hegemonic culture. It further contributes to consumer engagement theory and acculturation research by supporting the post-assimilationist view. The proposed model is highly valuable in light of the importance of the concept of consumer engagement in marketing research.

Although family engagement is crucial to student and community outcomes, schools often alienate families who are not part of the dominant culture. As a result, school leaders need to become culturally proficient to systematically engage all families equitably regardless of their race, ethnicity, socioeconomic status, and other cultural identifiers. This teaching case study raises issues related to cultural proficiency and family engagement. To help current and future educational leaders foster family engagement, I provide a cultural proficiency for family and community engagement framework. I also pose questions designed to trigger conversations and find practical solutions related to equitable family engagement.

Immigrant students hold conflicting perspectives regarding their acculturation into higher education contexts in that they tend to favour integration (recognition of minority ethnic cultures) whilst expecting assimilation (adoption of dominant culture); the former expressed in principle and preference, while the latter is revealed through expectation and experience. The concept of assimilation as ‘false consciousness’ is presented to explain this contrast in acculturation preference and experience. This article reports on an empirical study of eight higher education immigrant students at a New Zealand university. A qualitative methodology used a questionnaire and interviews to explore participants’ understandings and experiences of four concepts: adaptation orientations, behaviour shifts, assimilation as false consciousness, and invisibility in the learning environment. Findings indicate the contradictions between preferences and behaviours as a false consciousness, which leads to an unexamined and uncritical acceptance of assimilation, which in turn reflects in the invisibility of immigrant students in the learning environment. An argument is made for refinement of the ‘integration’ orientation of Berry’s (1997) acculturation and adaptation model. First, to locate education contexts as bicultural within the ‘public domain’ rather than assimilationist; and second, to incorporate subcategories to reflect nuanced positioning within the orientation. This is based on the belief that to break the legacy of assimilation as false consciousness, higher education contexts should intentionally offer critical multicultural and intercultural education learning experiences to support the integration of acculturating immigrant students.

During public emergencies, a door can open on the fundamental elements upon which a society's social order is built. The Covid-19 pandemic has opened such a door in societies worldwide. We outline in this commentary some of these social elements and how they may have influenced face mask use during the early stages of the pandemic. The purpose is to expand the perspective on mechanisms that are relevant to consider in pandemic response planning. Our look at these fundamental elements showed that latent aspects of the dominant culture and various symbolic meanings of behaviors can reduce adherence with public health recommendations if they are overlooked in the strategic health plans. We conclude that when policymakers decide non-pharmacological interventions during pandemics, they should take into account fundamental attitudes and beliefs that may influence population behavior. This will require paying attention to variations in things like culture and symbolic meanings of behavior.

Innovation management is essential for the growth and success of an organization. Innovation management is a precursor to the establishment of an innovative organizational culture. By encouraging staff to engage in innovative behavior, innovation management facilitates the creation and establishment of a culture of innovation in an organization. An organization can only change its cultural attitude and behavior by investing in innovation management practices—i.e., by applying innovation to the organization’s strategies, systems, and procedures. To effectively establish an innovative culture, organizations should continuously implement innovation management practices. Only in this way can innovation become an organization’s dominant culture. Because innovation management practices increase the commitment to innovation, they facilitate the formation and development of an innovative organizational culture and eventually become the fundamental values of the organization. In this study, we posited that innovation management constitutes the basis for the formation of an innovative organizational culture and analyzed this hypothesized relationship. For this purpose, we collected data using the face-to-face survey method with 200 white-collar staff members working in logistics companies that operate in Mersin, Turkey and that apply innovative management practices. We assessed the collected data using SPSS 20.0 (Statistical Package for Social Sciences) and AMOS 24.0 (Analysis of Moment Structures) programs. Our analysis showed a highly significant positive relationship between innovation management and innovative organizational culture.

This study examined the effects of organisational culture on service delivery at public institutions in Namibia. The organisational culture assessment instrument (OCAI) was used to identify the organisational culture type. The study found hierarchy culture to be the dominant culture type. Further, a customer satisfaction survey based on the SERVQUAL metrics was used to measure the client's perception of the reliability, assurance, empathy, tangibles, and responsiveness of the chosen public institution. In total, 106 staff and clients participated in this study. Most of the clients felt that the chosen institution's empathy and assurance in service delivery were unsatisfactory suggesting that the institution's employees neither display a caring attitude nor politeness when dealing with the clients. The study concluded that lack of assurance and empathy from this hierarchical public institution culture type is the possible cause of poor service delivery among public institutions in Namibia since the study found strong relationship between organisational culture and service delivery.

Purpose – Within the framework of Resource-Based View (RBV) we evaluated the relationship between corporate culture and superior business performance in a sample of 62 Latin American firms traded on the NYSE.Design/methodology/approach – Data retrieved from 20-F forms and the CRSP database, covering the period 2011-2016, was submitted to multiple linear regression with robust errors and random effects. Findings – Our results revealed that i) the 7 Latin American countries represented in the sample displayed a very similar mix of corporate culture, with a slight predominance of the competitive type, ii) less indebted and larger firms attained higher levels of superior business performance, and iii) auditing by one of the Big Four was associated with better performance in firms with competitive and creative culture. In the multiple regression analysis, creative culture was the best explanatory factor of superior corporate performance. Thus, we conclude that a culture with an emphasis on innovation generates competitive advantage.Originality/value – The organizations should make efforts to understand and manage the dynamics of corporate culture, harnessing their own dominant culture in the quest for superior corporate performance. As posited by RBV, our results show that investment in creative and innovative culture is particularly favorable to the creation of competitive advantage and, consequently, business performance.

The actions of transforming nature have gone beyond the people's needs to the extent of exploitation, domination and slaughter. Domination of nature by men who are associated with reason in western culture is criticized. Furthermore; women’s exclusion, devaluation and marginalization as a result of the connection with nature and women are criticized by eco-feminists. A similar connection emerges in tales which are one of most popular narrative genres with imaginary and supernatural themes. It is possible to discover subordinated female experiences and reflections in the tales which are shaped according to the elements of the dominant culture. Within this context,the connections between witches and nature are addressed directly or implicitly in both Snow White and Hansel and Gretel. To sum up, this article is based on the analysis of these tales in the light of the critical approach of eco-feminism by focusing on the connection between witch prototype and nature., Doğayı dönüştürme eylemleri insanların ihtiyaçlarının ötesine geçerek sömürü, tahakküm ve katletme boyutuna gelmiştir. Batı kültüründe rasyonalite ile eşleşen erkeğin doğayı tahakkümü altına alması eleştirilen bir olgu iken; kadın-doğa bağlantısının bir sonucu olarak kadının tıpkı doğa gibi dışlanması, değersizleştirilmesi ve ötekileştirilmesi eko-feministlerin eleştirilerini almaktadır. Benzer bir bağlantı; hayal ürünü olan, doğaüstü öğeler içeren ve sevilen anlatı türlerinden biri olan masallarda karşımıza çıkar. Egemen kültürün unsurlarına göre şekillenen masallarda, ikincilleştirilen boyutu ile kadınlara ait deneyimlere ve izlere rastlamak mümkündür. Bu çerçevede “Pamuk Prenses” ile “Hansel ve Gretel” adlı masallarda da cadıların doğa ile bağlantısı açık veya örtük biçimlerde işlenir. Özetle bu makale; bahsi geçen her iki masalda cadı-doğa bağlantısına yoğunlaşarak, bu masalların eko-feminizmin eleştirel yaklaşımı ışığında analizine dayanmaktadır

Proper organizational culture in the real estate industry should be maintained as agents and other human resources in the real estate sector contend with customers. The study described the profile of real estate human resources. It also described the organizational culture of the real estate industry in terms of: ethical, innovative, customer-responsive, and spiritual. A total of 239 real estate human resources (163 males, and 76 females) were surveyed using a questionnaire with Likert-scale responses. Based on the data gathered, it is then concluded that, first, the Real Estate industry is dominated by males. The result for age may indicate that most of the human resources of the real estate industry are in the age of where they are active in work. Second, the organizational culture reveals that there is a weak establishment of the culture of the industry. It possessed the four dimensions but nevertheless because of diverse human resources it may be difficult to identify its dominant culture. Which serves as the image of every organization. Last, in spite of the presence of RA 9646, individuals are not yet aware of its implementing rules and regulations. It projects the traditional selling and buying of properties which sometimes caused problems to stakeholders. Further, in lieu of the foregoing, it is recommended, first, the upcoming presence of the pioneer graduates of BS Real Estate Management must be equipped with the experiences and best practices of the active members of the industry. Second, it is important for the industry to establish a concrete image of the industry that reflects the organizational culture. Out of the diverse identity of the involved practitioners, there must be focal leaders who will guide the upcoming generation of the practitioners. Last, information dissemination for the awareness of RA 9646 for the professionalism of the industry must participate for the benefit of the stakeholders. Implementation and proper monitoring of this law through the authorized group improve the professionalism in the industry.

Organizational culture of an advanced physics institute in Thailand has been studied. The purpose of this work is to find out the existing dominant cultures of the institute. The authors applied qualitative and quantitative research approaches, i.e. focused group interview and questionnaire survey, respectively, and present their findings herein. For Synchrotron Light Research Institute (SLRI) explored, their dominant cultures are characterized by strategic direction, capability development, and organizational learning. These are considered as the top three strengths of the institute. The second-to-top strengths are team orientation, customer focus, and competition mind. The two sets of strengths solidly support the following dominant cultures: mission or competence, changeability or cultivation, and collaboration or involvement. These norms form SLRI’s core organizational cultures suitable for being a service and innovative organization. Since the institute is a non-profit enterprise owned by the Thai Government, safety and control culture must be practiced, however to a lesser extent.

The purpose of this paper is to examine and compare the concepts of linguistic colonialism and cultural alienation in University textbooks for teaching English as opposed to the theories about culture in the decolonial turn. Dichotomous categories were established based on the analysis of the cultural component of the textbooks for the teaching of English. The corpus consisted of six textbooks produced by multinational publishers and used in Colombia during the years 2006-2018. Documentary analysis procedures were used to discuss emergent themed contents in relation to cultural components from a critical perspective that unveiled imperialism practices. Results showed that the textbook contents dealt with high levels of alienation burden, superficial cultural components and instrumentation to the submissive person who favors the dominant culture of English and does not offer possibilities to embrace interculturality in ELF teaching contexts.

Introduction. The paper presents a cultural analysis of the main models of media city: technological, economic and socio-cultural, revealing its function as a stable socio-cultural system and focused on the aspects of the dominant culture. Particular attention is paid to the sociocultural model of a media city, which is most important for constructing a cultural theory of a media city.Methodology and sources. Methodologically, the work is based on a culturalphilosophical analysis of the projects of futurologists, forecasters, designers, set out in cultural texts (articles, architectural projects, urban plans, etc.), cases of introducing media technologies into the urban environment and research literature.Results and discussion. The model of “media city” at the present stage is actively used by developers, governments, corporations in various variations and is fixed in the mass consciousness as a cultural form that associates development, success and prosperity with the use of media technologies in everyday urban life. All projects of a media city contain, to one degree or another, a description of its three main models – technological (based on the belief that media technologies can solve the most complex problems of the urban environment), economic (offering new economic models and solutions based on the analysis of the most diverse, as a rule, big data) and sociocultural (considering media technology as a key factor in improving the quality of life). Thus, the result of the study is the cultural-philosophical specificity of each of the models of the media city.Conclusion. The sociocultural model of a media city forms a new cultural and anthropological basis for a new urban culture – a culture based on the use of network media devices in everyday practices that affect almost every aspect of the life of a city dweller, and, first of all, his cultural communications and transactions, which comprise the cultural experience of an individual or what we call culture.

Purpose Total quality management (TQM) must include orientation towards quality awareness in the overall organisational processes in a firm. A successful TQM needs a supportive culture that can adapt to alterations and strengthen innovation. This study aims to confirm the association between the style of management known as organisational culture (OC) and TQM practices in manufacturing Small and Medium Enterprises (SMEs). Design/methodology/approach Data-driven research was drawn from self-assessment inquiries among 772 managers/owners of manufacturing SMEs of the Saudi Arabia Kingdom (KSA). The dominant culture was detected by means of a cross-sectional technique. Findings The findings enrich the literature by revealing a positive effect of OC on TQM execution in the manufacturing SMEs of KSA. Research limitations/implications Prior to the execution of TQM operations, administrators of manufacturing SMEs should be aware of the culture within organisations so that TQM may be implemented. Practical implications The study suggests that organisations, particularly manufacturing SMEs, should constantly strive to enhance the TQM culture. Social implications Amid intense competition among manufacturing SMEs, it is crucial to guarantee their high performance. This research assists society in evaluating the strength of a particular SME sector and further enables it to assess which SMEs really have a good OC–TQM relation. Originality/value The paper creates and presents various platforms of the OC and TQM as a unified body of knowledge.

In times of pandemic and post-pandemic, many concepts, ideas and speculations about the future of audiovisual narrative, have become obsolete. Films, series and comic books have historically been tied to the main ancient cultural structures (novels, literature, theatre etc.) that organically continued their invisible guidelines producing material of all kinds and, –in general– maintaining the conceptual and aesthetic axis inextricably linked to a patriarchal vision based on the management of power of the dominant culture. This has gained great relevance in the design and construction of fictional characters, to meet the new requirements of worldwide audiences. These audiences have already been showing their influence in the social sphere by supporting different social movements in demand of radical changes in the world power structures. Since the advent of the internet and digital culture, (a network that agglomerates and weaves together communication processes, creates new meanings and opens reality to infinite interpretations); the audiences require more and more conceptual nourishment and the development of stories, plots, arguments and characters. The products that the entertainment industry sells to the world, which are mass manufactured, based on a few well-known and already outdated and inadequate archetypes) have been swept away by the great changes of the 21st century. Audiences have become involved, not only in the final result as passive consumers, but from the product genesis; demanding, motivating, questioning and debating with the content. This social influence, forces producers, publishers and streamers to produce content based on those same requirements. It is a fact that during the 2020 quarantine –that is still being dragged unevenly in 2021, more audiovisual products have been consumed (in thousands of hours) than at any previous time in history. The large distribution companies (Netflix, Amazon, Disney, HBO, Hulu, Apple, etc.) have made an immense range of material available to the public in series, documentaries, films, short films and other audiovisual formats. But just as they have been uploaded to the virtual shelves of the digital world, they have in turn been consumed with the same speed. This has produced a notable demand for new content but along with this the public has in turn, in many cases, more time and greater interest in getting involved in its manufacture. The public now waits, mobilizes, inclines and even boycotts different proposals that arise from the entertainment industry. One of the greatest claims to “content-makers” is precisely that the characters should be multiple, varied, diverse and inclusive. The audience demands more heroic female characters; not only in the world of “superheroes” but also in diverse fields such as environmental or ecological issues: researchers, organization leaders or world change managers. The new conceptual webs needed to put female characters into action are still seeking their own identity in a field that has been dominated for centuries by male heroes and their psychological and archetypical constructions. A new construction looms ahead, one that does not seem to be limited to the known conceptual fabrics but instead prefigures a new web, a construction that seeks its own language with a framework more suitable for the times to come.

This article examines the influence of organizational culture on the organizational commitment and job satisfaction of teachers in the context of Catholic higher education institutions in the Philippines. Results show that clan is the most dominant culture type of Catholic HEIs in the Philippines. In addition, teachers are highly committed to their organization and satisfied to their job. Furthermore, among the four culture types, clan has a high positive influence on the organizational commitment of teachers and has a slightly positive influence on their job satisfaction. Implications and directions for future research are also discussed.

We argue that to face climate change, all education, from kindergarten to tertiary, needs to be underpinned by environmental education. Moreover, as a site of reframing, education when coupled with philosophy is a possible site of influencing societal reframing in order to re-examine our relations to nature or our natural environment. However, we contend that as philosophy has been largely absent from curricula, it is vital to redress this issue. Further, the environment cannot be viewed simply as subject matter for study but, reconceptualised in the Indigenous sense as Place. Only in this way can we overcome the human-nature divide. We conclude that educators must look for what Plumwood calls ‘experiences that do not fit the dominant story’ to disrupt an important link in the chain of climate change by developing ‘traitorous identities’ able to challenge the dominant culture.

Purpose The purpose of this paper is to establish the relationship between organizational culture (OC) and total quality management (TQM) practices in the Indian construction industry. Design/methodology/approach A questionnaire survey was conducted to draw valid empirical data from 200 construction firms in India. The dominant culture was identified using cluster analysis. Findings The findings of cluster analysis show four emergent clusters, namely, internal, flexible, comprehensive and control. The OC profile of the Indian construction organizations is dominated by internal focus characterized by the features of both group and hierarchical cultures of Competing Values Framework (CVF). Furthermore, the results revealed that the comprehensive focus culture is the most suitable culture in addition to the internal and flexibility focus cultures for the implementation of TQM in India. Practical implications Before implementing the TQM practices, managers in construction organizations need to be aware of cultural orientation emphasized in their organizations to facilitate the effective implementation of TQM. Originality/value This paper contributes to the existing literature by providing empirical evidence that leads to the association between OC and TQM practices. The study proposes besides the internal and flexibility focus cultures, the comprehensive focus culture within the Indian construction industry are key drivers for the successful implementation of TQM practices.

Aim. The aim of this research is to identify student perceptions of the current organizational culture type in four flagship Turkish public universities. Its further goal after this diagnosis was to help the researchers and policy makers to deeply understand the actual situations and make recommendations for organizational culture change and educational innovations. Methods. We applied a mixed-method approach to collect data. The quantitative method consisted of 964 applications of the instrument of OCAI to bachelor students. The qualitative method included 19 semi-structured interviews to follow up and verify the results from the survey to have a deeper insight into Turkish HEIs. Results. The variety of findings through survey and interviews revealed and validated that the dominant culture type of Turkish universities regarding students is hierarchy followed by market culture. It is probable that the national cultural structure of the Turkish society is a result of this finding. It appears that Turkey has a hierarchical workplace attributing control, order, authority, and smooth functioning. Conclusions. Based on student perceptions, this study can provide policy makers, academic leaders, academic staff and employees in administrative units with a broader knowledge of the current organizational culture type in universities in Turkey, and identify the strengths and weaknesses of organizational culture in universities and to improve the quality through making innovations.

We empirically examine the relationship between managerial burnout, perception of corporate culture, and social network position in a large, indigenous-owned Caribbean based information technology firm. A full-network sample was used to estimate a manager's centrality in both the strategy/management decision-making network and technical/operations communication network. Using a structural equation model, the results indicated that strong ties in the strategic/management decision making centrality network resulted in a less accurate perception of the dominant culture. Management decision making centrality, however, was also related to less emotional exhaustion. On the other hand, technical/operations centrality resulted in higher levels of exhaustion and a more accurate perception of the dominant organizational culture. The study also showed that differences in a manager's perception of organizational culture impacted cynicism.

The growing number of children internet users are causing parents to worry. While there are many researches in the Global North, very few studies are done in the Global South. The study aims to bridge this gap with a study of Malaysia, a Global South country. Using a contextual approach, this research investigates middle-class Malaysian parents’ perceptions and concerns about their children’s internet usage. Qualitative in-depth interviews were conducted with seven parents, whose children – aged from five to eighteen – are active internet users. The analysis of the interviews revealed three major themes; firstly, parents make evaluative judgments about internet contents and platforms; secondly, children’s age determines use and device ownership; and thirdly, Malaysian parents used mediation strategies unique to Malaysia: they employ spies among their children and enlist help from older children. The analysis further revealed two generalized Malaysian parents’ fears about the internet: foreign culture influencing the dominant culture and apprehensions about new technologies.

BackgroundThe academic literature demonstrates that organisational culture contributes to variation between healthcare organisations in outcomes and performance, patient satisfaction, innovation, healthcare quality and safety and employee job satisfaction.Objectives/methodsThe aims of this research were: (1) to review literature on organisational culture; (2) to identify the dominant culture within the Belfast RVH Emergency Department by using a combination of both the ‘Organisational Culture Assessment Instrument’ and ‘Rich Pictures’ soft systems methodology; and (3) to formulate recommendations.Results/conclusionWe found that the dominant organisational culture is a market culture (29.74 points), followed by hierarchy culture (28.97 points) then a clan culture (25.55 points) and an adhocracy culture (15.74 points), this infers an emphasis is placed predominantly on results and profitability. The results also look at the difference between current and preferred organisational culture. The largest desired difference can be seen in clan culture, with an increase of 12.93 points. Market culture decreases by 12.39 points. Hierarchy culture decreases with 3.58 points and adhocracy culture increases with 3.04 points. The dominant culture in the preferred situation becomes clan culture, followed by hierarchy culture, adhocracy culture and market culture. The results also show there was a differing gap within all professional groupings with admin (24.97 points), doctors (33.71 points), nurses (40.36 points) and others (11.08 points). The Rich Pictures results highlight contrasting multidisciplinary dynamics in regard to hierarchy, interteam cooperation and a team while working under extreme pressure, and were committed to quality, patient safety and service innovation.

A name is often the first piece of information we share with each other in American society. Yet rather than serving as a means of inclusion into a discourse or space, names can be used to exclude intentionally or unintentionally. Recent examples of this include intentional mispronunciation of Vice President Kamala Harris’s name by detractors, figures in popular culture who have corrected mispronunciations of their names, and students in higher education settings who have been asked to Anglicize their names. Such interactions can be particularly harmful in higher education settings that reflect already-unequal power dynamics. By improperly pronouncing names, not matching the right name to the right person, or simply failing to prioritize learning names, faculty can create an unwelcome space that excludes those with names that do not reflect an assumed dominant culture. This essay discusses common barriers to learning names, how culture and power exacerbate name-learning issues, and potential harms to students that result from not having their names recognized and used properly in the classroom. The essay suggests methods for learning students’ names as a first step to creating an inclusive setting for discourse and learning.

This work is part of the inter university research project titled “Study of the Organizational Culture; Situation in the Classroom and University Development in Higher Education Institutions of Ecuador”. In this specific case, we determine the current and desired cultural typology in the University of the Armed Forces ESPE. The cultural gap is identified, and the cultural characteristics are analyzed according with the methodology of values in competition by Cameron and Quinn. For the effect, the Organizational Culture Assessment Instrument OCAI test is applied in a random manner and given to 450 members of the institution that correspond to 131 professors, 185 students and 134 public servers. The study is complemented with the application of interviews and focal groups. The results divulge that the current dominant culture is hierarchical; meanwhile the desired organizational culture is a clan type. There is evidence that the institution is very controlled and structured, the leadership is considered as an example of guidance and training, the management style offers security and protection of its members, the rules and formal policies provoke unity.

Background The Aotearoa New Zealand population is ageing accompanied by health and social challenges including significant inequities that exist between Māori and non-Māori around poor ageing and health. Although historically kaumātua (elder Māori) faced a dominant society that failed to realise their full potential as they age, Māori culture has remained steadfast in upholding elders as cultural/community anchors. Yet, many of today’s kaumātua have experienced ‘cultural dissonance’ as the result of a hegemonic dominant culture subjugating an Indigenous culture, leading to generations of Indigenous peoples compelled or forced to dissociate with their culture. The present research project, Kaumātua Mana Motuhake Pōī (KMMP) comprises two interrelated projects that foreground dimensions of wellbeing within a holistic Te Ao Māori (Māori epistemology) view of wellbeing. Project 1 involves a tuakana-teina/peer educator model approach focused on increasing service access and utilisation to support kaumātua with the greatest health and social needs. Project 2 focuses on physical activity and cultural knowledge exchange (including te reo Māori--Māori language) through intergenerational models of learning. Methods Both projects have a consistent research design and common set of methods that coalesce around the emphasis on kaupapa kaumatua; research projects led by kaumātua and kaumātua providers that advance better life outcomes for kaumātua and their communities. The research design for each project is a mixed-methods, pre-test and two post-test, staggered design with 2–3 providers receiving the approach first and then 2–3 receiving it on a delayed basis. A pre-test (baseline) of all participants will be completed. The approach will then be implemented with the first providers. There will then be a follow-up data collection for all participants (post-test 1). The second providers will then implement the approach, which will be followed by a final data collection for all participants (post-test 2). Discussion Two specific outcomes are anticipated from this research; firstly, it is hoped that the research methodology provides a framework for how government agencies, researchers and relevant sector stakeholders can work with Māori communities. Secondly, the two individual projects will each produce a tangible approach that, it is anticipated, will be cost effective in enhancing kaumātua hauora and mana motuhake. Trial registration Australia New Zealand Clinical Trial Registry (ACTRN12620000316909). Registered 6 March 2020.

This chapter explores the relationship between higher education leadership and humanizing pedagogy. It is premised on the assumption that higher education leadership, as a social construct, is both a philosophical problem and policy imperative. Yet, the fourth industrial revolution and artificial intelligence (AI) imperatives have far-reaching implications for the “dominant” higher education leadership theory and practice. With this in mind, this chapter advocates for a broader and culturally inclusive understanding of higher education leadership perspectives. Among others, this thesis is that in a developing country context such as South Africa, for example, the dominant approach of higher education leadership should be guided by the Ubuntu principles and humanizing pedagogy. The author argue that the humanizing pedagogy and Ubuntu principles, in a culturally diverse setting of the fourth industrial revolution era and AI, have the prospects of changing the current unacceptable levels of performance and bring change in a larger scale in higher education institutions.

In Langston Hughes’s poetics, the blues assumed a cathartic role in facing adversities, taking the shape of both a declaration of sorrow as well as of a therapy helping to relieve it, often by weakening its tragic elements through irony. To this purpose, Hughes wrote poems that could reproduce the rhythms, melodies and harmonies of the blues, using the music as an accompaniment to his suggestive poetic readings. This paper addresses the interaction of poetry and music in some of Hughes’s works. In particular, we shall focus on the one hand on the issue of the interplay between poet, musicians and public, and on the other on the influence exerted by his readings on a contemporary movement such as hip hop, revealing itself both in formal terms – rhythmic and syncopated lyrics, ideal to be read aloud – and in content, encouraging an assertive ethics aimed at the development of a form of art freed from the white dominant culture.

Nursing knowledge development and application are influenced by numerous factors within the context of science and practice. The prevailing culture of science along with an evolving context of increasingly technological environments and rationalization within health care impacts both the generation of nursing knowledge and the practice of nursing. The effects of the culture of science and the context of nursing practice may negatively impact the structure and application of nursing knowledge, how nurses practice, and how nurses understand the patients and families for whom they care. Specifically, the nature of critical care and its highly technical environment make critical care nursing especially vulnerable to these potentially negative influences. The influences of the culture of science and the increasingly technical practice context may result in an overreliance on the natural sciences to guide critical care nursing actions and an associated marginalization of the caring relationship in critical care nursing practice. Within this environment, nursing philosophy may not be foundational to nursing actions; rather, the dominant culture of science and the rationalization of health care may be informing nursing practice. As such, the ideology and goals of nursing may not be central to the practice of critical care nursing. The purpose of this paper is to explore the influence of the culture of science on the development of nursing knowledge and theory. Further, we aim to describe the value of using conceptual frameworks, such as Roy's Adaptation Model, as a nursing philosophy to influence the development of person-centred nursing knowledge and theory to inform critical care nursing practice as it related to the care of patients and families. In doing so, nursing philosophy is situated as foundational for nursing actions.

This entry provides an overview of gender equity policies in Austria, Germany and Switzerland, including their shared need for such policies, and then explores the importance of women’s studies, the promotion of women, and gender mainstreaming to strengthen gender equality. Then the entry examines the paradox that exists in higher education in the 21st century: while gender equity policies have been successfully implemented, the dominant culture in academia remains unchanged.

Sport has the ability to both produce and counter racism, and should therefore be studied and understood more fully (Carrington and McDonald 2001). Previous studies have demonstrated the role that sport and recreation can play in the settlement and social inclusion of immigrants (e.g., Lee and Funk 2011; Kim et al. 2016; Taylor 2004; Vancouver Foundation 2012). When it comes to community sport and recreation opportunities, immigrants are largely expected to fit in to mainstream dominant culture activities, often having limited roles in the organization or training (Forde et al. 2015). Forde et al. (2015) call for more “structured opportunities whereby native-born residents could learn about the physical culture of newcomers in ways that promoted interculturalism, thereby increasing opportunities for mutual learning and cross-cultural understanding” (p. 137). Social inclusion is a process with participants as active agents within it (Ponic and Frisby 2010). The participatory dimension of the Ponic and Frisby’s (2010) social inclusion framework points to the need for opportunities for newcomers to share their skills and knowledge and to be recognized for their contributions.

Purpose To enhance their innovation and reputation, many organizations introduce programs that are intended to attract, retain and support diverse communities. Yet, these programs are often unsuccessful, partly because explicit references to diversity tend to evoke defensive reactions in employees from the dominant culture. To circumvent this problem, the purpose of this paper is to explore the hypothesis that individuals tend to be more receptive to diversity whenever they experience meaning in life. Furthermore, four workplace characteristics – informational justice, a manageable workload, equality in status and a compelling vision of the future – should foster this meaning in life. Design/methodology/approach To assess these possibilities, 177 employees completed a survey that assessed workplace practices, meaning in life and openness to diversity. Findings The results showed that informational justice, a manageable workload and a compelling vision were positively associated with openness to other cultures, constituencies and perspectives, and these relationships were partly or wholly mediated by meaning in life. Originality/value These findings imply that leaders might be able to foster an openness to diversity, but without explicit references to this diversity, circumventing the likelihood of defensive reactions. Specifically, a program that simultaneously encourages transparent communication, diminishes workload and clarifies the vision or aspirations of the future may represent an inexpensive but powerful means to foster an openness to diversity.

This edited transcript of a seminar held at Llandrindod Wells in November 2017 identifies the views of headteachers in Wales on a range of major issues including the qualities required for successful leadership, professional development for headship, the use of educational research, leading in different contexts, the importance of collaborative work and the need to change the dominant culture of excessive accountability in Welsh education. Headteachers believe a range of leadership and practical management skills are required for headship and although these are generic to all leadership situations, additional specific skills are required in some contexts. The importance of ongoing support for headteachers commencing when they train for headship, continuing through their induction period in post and then proceeding throughout their careers is emphasised. The importance of leading collaborative models of professional learning based on school-to-school working and drawing upon educational research is highlighted. Whilst there is recognition that schools need to be held accountable, the excessive and often punitive nature of accountability within the current education system in Wales is viewed as being detrimental to innovation and as having harmful effects on recruitment to and retention in headship. These are all seen as being important issues for the new National Academy for Education Leadership to consider.

The economic environment in Romania faces a series of turbulences generated by the political and social environment, and an avalanche of changes and fluctuations can destabilize the activity of an organization. As a consequence, organizations need to be as flexible as possible, able to adapt and integrate any kind of change. In this regard, a manager must study the type of organizational culture found at the company level and the way it can influence the results of the organization. A detailed investigation method belongs to researchers Kim Cameron and Robert E. Quinn who have proposed a model of culture analysis that involves identifying the type of dominant culture and recognizing behaviours which are specific to organizational dimensions such as: organizational leadership, employee management, strategic direction, or criteria of success. The present paper aims to analyze the type of objectives managers set for their employees (namely the strategic emphases dimension) and how they measure results (the criteria of success dimension) at the level of a private company in Romania. Thus, following the application of the Organizational Culture Assessment Instrument proposed by the two authors, we identified the type of culture that characterizes the two dimensions, the connection established between them, the possible inconsistencies between the present and the desired situation as perceived by the employees, as well as the type of correlation between the economic and financial indicators and the cultural profile that identifies the success. Such an analysis is very useful as it identifies a series of inconsistencies between the way the goals are set by the managers and the way to measure success, the two dimensions being in a tight interdependence. Thus, a discrepancy between the two dimensions can lead to conflicts at the organizational level, with the manager having a tendency to set a series of objectives (e.g. individual objectives), in fact pursuing other results (such as team results). In this respect, the aim of this paper is to identify a correlation between the objectives targeted by the manager, the way he measures success and the satisfaction of the employees with the current situation.

Most traumatic brain injury (TBI) outcome studies have been conducted in developed countries involving individuals from the dominant culture. The present study compared outcomes following TBI in individuals from Culturally and Linguistically Diverse (CALD) backgrounds with those from non-CALD backgrounds. 103 CALD and 103 non-CALD participants with predominantly moderate to severe TBI completed a series of questionnaires an average of 22 months post-injury. Groups were comparable in most demographic and injury-related variables, but CALD participants had lower pre-injury employment rates. Individuals in the CALD group were significantly less independent in light domestic duties, shopping, and financial management and reported significantly lower cognitive independence, mobility, and participation in occupational and social activities than non-CALD participants post-injury. They also reported heightened awareness of post-injury deficits, different beliefs regarding injury consequences and factors aiding recovery, more anxiety and depression symptoms, and less problem-focused coping. Higher functional outcome was associated with having a value system that is Australian, younger age at injury, and higher education. Overall, independent of rehabilitation access, individuals from a CALD background showed poorer functional outcome following TBI than those from a non-CALD background. Addressing this discrepancy should be a priority for rehabilitation programmes.

Between 2000 and 2015 the proportion of US hospitals with more than fifty beds that had palliative care programs tripled, from 25 percent to 75 percent. The rapid adoption of this high-value program, which is voluntary and runs counter to the dominant culture in US hospitals, was catalyzed by tens of millions of dollars in philanthropic support for innovation, dissemination, and professionalization in the palliative care field. We describe the dissemination strategies of the Center to Advance Palliative Care in the context of the principles of social entrepreneurship, and we provide an in-depth look at its hallmark training initiative, Palliative Care Leadership Centers. Over 1,240 hospital palliative care teams have trained at the Leadership Centers to date, with 80 percent of them instituting palliative care services within two years. We conclude with lessons learned about the role of purposeful technical assistance in promoting the rapid diffusion of high-value health care innovation.

This research aims to explore the elements of Islamic business ethics and the roles which shape particular types of organisational culture amongst Small and Medium Enterprises (SMEs) that are owned and/or managed by Muslims in the UK. A qualitative approach has been adopted, beginning with a conceptual and theoretical model reflecting the authors' research methodology approach. Subsequently, a set of in-depth, semi-structured interviews was conducted. The findings of the study reveal that elements of Islamic business ethics contribute widely to shaping a particular type of organisational culture amongst Muslim SMEs in the UK. Moreover, on the one hand, mercenary type of organisational culture is the dominant culture amongst Muslim SMEs in the UK. On the other hand, within a communal type of organisational culture, people are very sociable and concerned about each other, which will be reflected on the organisation’s fine performance. The value of this research is derived from its ability to grasp the formation and impact of organisational culture which is one of the main subjects in business management and organisation studies. The research presents various aspects and features of internal organisational culture formation, impact and possibility to change.

Purpose The paper investigates differences in the success of business process management (BPM) initiatives and their connection with organizational culture. The purpose of this paper is to identify propositions on characteristics of BPM initiative that are favorable for its success according to dominant organizational culture. Therefore, the authors’ aim was to identify connections of organizational commitment to BPM and dimensions of business process orientation (BPO) with dominant organizational culture. Design/methodology/approach As a research design, the authors used a questionnaire to collect data on the BPM adoption practices of organizations in Austria, Croatia and Slovenia with more than 50 employees. BPM adoption was measured with BPO and organizational culture with Competing Values Framework (CVF). Non-parametric tests have been applied for the analysis. On this survey data, the authors conducted statistical tests to identify those factors that discriminate successful from unsuccessful BPM initiatives. Findings The study revealed empirical insights about characteristics of successful BPM initiatives in different organizational cultures. There are several statistically significant differences with respect to the success of BPM adoption. The chance of success appears to be higher: when the BPM initiative is rolled out in the entire organization if the organization has Clan, Market or Hierarchy culture; when the BPM is run on a continuous basis in Hierarchy culture and repeatedly in Adhocracy culture; when a top-down approach is used in organizations with Market or Hierarchy dominant culture; when the BPM initiative has a strategic role and formal responsibilities are defined in Clan and Hierarchy cultures. Originality/value The authors’ empirical findings provide the basis for the formulation of detailed propositions on the interaction of various factors and their impact on BPM adoption in connection to organizational culture. In this way, the authors’ contribution is situated in the inductive research cycle and informs theory building for BPM adoption.

"The greatest domestic mission field": that is how the Right Reverend Roger Blanchard described ministry in higher education in the early 1950s. At that time, ministry in higher education was generally overseen by ordained chaplains, working on college and university campuses primarily with students, providing regular worship and fellowship through Canterbury Clubs and other programs. Many Episcopal clergy (myself included) found their vocations through these chaplains and ministries. And I am a Christian today not by upbringing but because of the lived faith of Christian campus activists. In this legacy I am not alone: many people who grew up in the Episcopal Church, or another church, or no church at all found their way to the Christian faith through these ministries. Hence, Bishop Blanchards comment.A lot has changed since then. In the 1960s, the median age of college students began to rise (as it had after World War II), as did the proportion of students not living on campus and of those studying part-time rather than full-time. Curricula and enrollment demographics changed and diversity increased-all important and mostly good things. This meant that the shape of ministries changed from chaplaincy to "churched" undergraduates to something broader and often more systemically-oriented. In the ministries in which I have been involved, for example, we have worked with large numbers of students of color from largely homogeneous neighborhoods not only in terms of their own adjustment, but also in terms of what the educational institution ought to be doing to provide them support and to help others in receiving the gifts they bring. Where educational institutions often have a dominant culture-based on race or ethnicity, socio-economic background, or religion-institutions and their members often need to be reminded that fostering diversity cuts both ways.Though many have seen campus ministry as a "specialist" field, as compared to parochial ministry, the ministers themselves know that they are required to be generalists with a very wide range of knowledge and skills. While a major part of the work of campus ministers has always involved providing worship, social functions, and individual spiritual and pastoral guidance to undergraduates, it also involves ministering in the workplace with workers and supervisors of all sorts, including on occasion mediating conflicts between administration and staff, or faculty and administration. Campus chaplains engage in "values-based" discourse with faculty groups, and accompany campus and community activists involved in a wide range of issues of justice and quality of life. Chaplains work with people in their family lives and all that entails, as well as help undergraduates make the transition from adolescence to adulthood. And of course they are also writing sermons, planning and presiding at worship services, praying and reflecting, having important conversations, visiting those in distress, and doing everything else that goes with ministry.All this takes place not just in the contexts of particular campuses, but also in the midst of changing times in church and society. During the political turmoil of the mid-1960s through the 1970s, there were considerable debates in the Episcopal Church about whether the church's ministers ought to be involved in progressive or conservative political movements on campus. There were concerns about the link between some campus groups and the General Convention Youth Program. The demands on the church's resources were high, and those resources had stopped growing. Funding of positions in ministry in higher education was severely cut, as were the resources provided for the national staff to bring together campus ministers for continuing education, coordination, and mutual support. Ironically, when trust in institutions declined in the 1960s and 1970s, the role of campus ministries in calling institutions to account was curtailed.As resources continued to dwindle into the 1980s and 1990s more of the work of campus ministry came under the aegis of clergy in parishes close to colleges and universities, whether or not any students came to church on Sunday morning. …

The study explores how the structural conditions are perceived as barriers and enablers for the adaptation and integration of international students from the Global South into the host universities in the Global North. In this paper, Global South is represented by countries from Sub-Saharan Africa, henceforth (SSA), and Global North is represented by Europe or more precisely-Estonia (EE) and Denmark (DK). Using a phenomenological research design, the study revealed several cultural barriers for integrating internationally mobile students from SSA, including differences in teaching and learning philosophies, the dominant culture's fear of the “others” or cultural insecurity. In terms of the enablers, the study identified the buddy program, language and cultural training, and orientations for international students as some of the key enablers for integrating international students into the host universities in EE and DK.

Pakiwaitara (Elkington, 2001) came about as a gap identified in social service delivery between western, middle class, dominant culture and the healing of Māori whānau in crisis. While education has responded to this gap by offering bicultural training, ensuring more Māori components within degree programmes, etc, social services statistics are still high for Māori and indigenous peoples. It has helped to shift the definition of cultural supervision to inside the definition of specialised professional supervision (Elkington, 2014), but now continued invisibility of values and beliefs, particularly that of Tauiwi, exacerbate the problem. The challenge must still be asserted so that same-culture practitioners are strengthened in same-culture social work practice (eg, by Māori, for Māori), and to avoid when possible, or otherwise by choice, white dominant-culture practice, for all-and-every-culture social work practice (eg, by Pākehā, for everyone).

Purpose: Educated females play an important role in the social and economic development of a country. The aim of the study was to assess the problems facing females before entering higher education, and then after education when joining professions. Research Methods: Using a higher education survey questionnaire, data were collected from 2188 female respondents including students (n=2018) and teachers (n=170) from government colleges and universities spread over four districts of the Pakistan province of Punjab. Results showed females who do succeed in getting a higher education are then exposed to a male dominant culture in the workplace. This re-inforces the socio-cultural norms of the country at large; causes conflict between professional and cultural obligations, and is linked with de-motivation. Four types of female have been identified who respond to the socio-culture in stereotypical ways. System successes have survived discrimination inherent in the wider society with family support. System fighters, lacking whole-hearted family support, perceive discrimination strongly but have an intrinsic motivation that drives them on. Motivated realists appear to have accommodated to the socio-cultural practices of Pakistan, and have planned how to 'beat the system' to eventually become system successes. Neutral acceptors can be contrasted with system fighters as they appear to lack intrinsic motivation, accept the external socio-cultural world with minimal challenge. Implications for Research and Practice: The results of the study provide guidelines to the policy makers and administrators to make amendments in the higher education policy where female can avail more opportunities to get higher education and social recognition as they have the significant contribution in the development of a sustainable society.

The present problem of today's society in the changing reality is that people living within their culture, assuming that culture is the remembrance of the past, but also the vision of the world leading to the future and creation common sense of life. The culture is measured by the traces left by it. This trace is a story based on creativity in and for the community. Conditional here, there is a quantum of social consent for the form and content of this culture. Such a cultural consensus is both reproduction and development. Consequently, the analysis of the characteristic traits of culture, as defined by contemporary anthropology, makes it possible to distinguish in culture the multiplicity and variety of the processes that lead to a work - a cultural product characteristic of a kind of force cultural. With all this in mind, you can perform a reflection that distinguishes three steps by successively developing the following: What is culture? What is the process of reproduction and development of culture?

As the United States fell into the Great Depression, Movies became a primary coping mechanism for a public desperate for escape. Some audiences desired lighthearted entertainment while others sought tough, realistic pictures. Historian Robert Sklar has noted films of the 1930s for projecting "unifying myths and dreams" and becoming "a dominant culture for many Americans, providing new values and social ideals to replace shattered old traditions" (161). From 1930 to 1932, the United States saw a drastic increase in two things: unemployment and crime. Scores of films were made about the impact of these subjects and none more polarizing and challenging than the gangster film. During the Great Depression the gangster was a relatable figure, as Robert Warshow described in 1948: "the gangster speaks for us, expressing that part of the American psyche which rejects the qualities and the demands of modern life, which rejects 'Americanism' itself" (12). Understanding the connection between audiences and gangsters, Warner Bros. quickly took the lead in 1930 with Doorway to Hell and began producing headline-driven crime pictures with other studios soon to follow.United Artists entertained the genre in 1932 with Scarface, one of the most iconic gangster films ever made. While much has been written on Scarface and its role in the prolific gangster canon as a true Chicago crime picture, the full story of its journey through the censorship offices is usually described as part of a larger struggle with filmmakers and censors.1 J.E. Smyth, writing in the Historical Journal of Film, Radio, and Television, would call Scarface "one of the most highly censored films in Hollywood history" (553). Smyth argued that the filmmakers who produced gangster movies in the early 1930s "were responsible for the most prominent engagement with twentieth-century history in their attempts to structure events of ten, five, and even one year previously within the discourse of an emerging American historical cinema" (136).Richard Maltby has also noted that there was growing concern over the iconography of the gangster in American culture, and the focus of that hostility was on Al Capone, which certainly did not help the production of Scarface (128). Both Smyth and Maltby's analyses of Scarface are useful studies of production struggles, but often defer from the film to construct a larger picture regarding the culture of censorship. With many accounts of filmmaking in the early 1930s making brief references to Scarface, the goal of this paper is to trace the trajectory of this single film through the censorship process month by month.The production of Scarface fell in the middle of the 1930-1932 blast of gangster films, which followed the initial 1927-1928 cycle that generated a hostile reaction in some circles (Maltby 123). It is clear that the rush of gangster pictures between 1930 and 1932 had a close resemblance to real-life crime stories. The producers knew their audience and what they were reading in newspapers. Many Hollywood producers and writers came from major cities where crime was a significant problem. Some writers such as Ben Hecht (who holds story credit on Scarface) worked as a newspaperman while others like W.R. Burnett (co-author of Scarface screenplay) were well-known crime writers.Scarface was directed by Howard Hawks, starred Paul Muni as the title character (a clear representation of Al Capone), produced by the Caddo Company, and was distributed by United Artists. Howard Hughes, owner of the Caddo Company, would stir the censorship battle with Will Hays and the Motion Picture Producers and Distributors Association (MPPDA) for well over a year. The Scarface production also occurred during a pivotal period for film censorship known as the "pre-Code era." A production code of ethics was officially instituted in 1922 and updated in 1927 and again in 1930 to keep government intervention at bay.The enforcement of the Code was left up to Col. …

The article considers corporate culture as a management tool in the economic model of the activity underlying the organization of management of all factors of production (labor, materials, capital and information). Companies with well developed corporate culture are developing successfully. Weak corporate culture can become a source of deep crisis of the entrepreneurial structure. It is emphasized that the set of factors influencing the development of entrepreneurial structures must be supplemented with a factor of effective corporate culture. Reforms aimed at changes in property relations require the creation of an adequate organizational and economic mechanism for the management of corporate enterprises, taking into account current trends in the concentration and specialization of agro-industrial production. A corporate culture is presented that includes the strategic objective of the firm; Standards of personnel behavior; Structural characteristics of personnel, nature, content, working conditions and methods of its organization; Incentive system; System of personnel training. The types of corporate culture and their features are singled out, namely the culture of power, the culture of roles, the culture of tasks and the culture of individuals. The unique essence of the corporate culture, the complexity of its assessment, create certain problems in the management of corporate culture. Corporate culture provides an opportunity to competently and effectively manage the organization. A strong and solid corporate culture is a necessary attribute of a successful company, as it unites employees who identify with their organization and strive to achieve a common goal by joint efforts. In such a company, key corporate values are shared by all members of the organization, the dominant culture strongly influences the behavior of employees, the need for high structuring and formalization of the company’s activity disappears, and the turnover of staff is reduced.

“Aztlán Unprotected: Reading Gil Cuadros in the Aftermath of HIV/AIDS” examines what the gay Chicano writer Gil Cuadros, whose work depicts queer and Chicana/o communities living with HIV/AIDS in Los Angeles during the late 1980s and early 1990s, teaches us today, in a historical moment when the virus remains an urgent health concern among young, queer Latino men even as the dominant culture locates the crisis in the past. Challenging health care inequities and interrogating conceptions of “healthy” sexuality, Cuadros's 1994 collection of prose and poetry, City of God, is profoundly relevant at a time when comprehensive health care access for vulnerable populations remains tenuous. Reading Cuadros in the purported aftermath of HIV/AIDS prompts us to face who can access the protection of a recognized political community (whether Aztlán or white gay communities) and who is left unprotected.

Most people would agree they want to live in a world where every child has what he or she needs to thrive and grow into a healthy and productive adult. It is estimated that 5,000 mentoring programs serve 3,000,000 youth in the United States alone (DuBois, Portillo, Rhodes, Silverthorn, & Valentine, 2011). In many of these programs, a majority of the mentors are matched with a mentee who comes from a culture and community they know very little about. Many of the youth development programs that were founded and implemented by people of the perceived dominant culture represent their values and cultural experience. To look more deeply into this, my primary research included seven one-on-one interviews with experienced youth workers, most who currently work at a community or site-based mentoring program. This article is a summary of their responses and reflections on the potential risks invovled in matching across culture and considers how we might work together to mitigate these risks for the youth we serve.

What makes the Celts so popular today? Anton van Hamel and Joep Leerssen published on the popularity of imagery connected with pre-Christian Celts, Van Hamel seeing the holistic worldview and Leerssen mysteriousness as appealing characteristics. They explain waves of ‘Celtic revival’ that washed over Europe as reaction and romanticising movements that search for alternatives from contemporaneous dominant culture. Each period has produced its modernized versions of the Celtic past. Besides periodical heightened interest in things Celtic, Van Hamel saw a permanent basis of attraction in Celtic texts, which accommodate ‘primitive’ and romantic mentalities. This article also analyses Celtic Christianity (through The Celtic Way by Ian Bradley and The Celtic Way of Prayer by Esther de Waal) on the use of Celtic texts and imagery of Celtic culture. Two case studies are done (on the use of the Old-Irish Deer’s Cry and the description of a nineteenth-century Scottish ritual). Both the current search for ‘spirituality’ and the last wave of ‘Celtic revival’ seem to have sprung from a reaction movement that criticizes dominant religion/culture and seek inspiration and precursors in an idealized past. The roots of this romantic search for a lost paradise are, however, also present in medieval Irish literature itself. Elements such as aesthetics, imaginative worlds and the posited lost beauty of pre-industrial nature and traditional society are keys in explaining the bridges among the gap between ‘us’ and the Celts. The realization that Celtic languages are endangered or dead heightens the feeling of loss because they are the primary gates towards this lost way of (thinking about) life.

The purpose of the research article described the experience of sociological and linguistic studies of the National Research Tomsk State University corporate culture transformation during the 5-100 program (2013-2016) is to diagnose the current state and dynamics of the university corporate culture transformation, providing analytical support for changes. The novelty of the research is provided by using a complex of sociological and linguistic methods. This allows us to identify the value orientations and preferences of employees in relation to the current image of the university and its desired image, which are revealed by the results of a sociological survey and according to the content analysis of the discursive practices of the university. For the first time, qualitative-quantitative sociological methods were verified by phenomenological data obtained due to analyzing the corporate discourse of the university. The relevance of the study caused by the fact that the corporate culture of the university and the corporate discourse as the exponent of the ideology and organization of core values serve as a strategic management tool to guide the divisions of the university community on common goals, to strengthen the vision of a world-class university, to ensure loyalty of employees, students, university partners, to facilitate communication within the university environment. The sociological approach to the diagnosis of the configuration of TSU corporate culture used to relying on complex techniques: 1) self-diagnosis method «Metaphor» (by A. I. Prigozhin); 2) the construction of the frame structure of competing values based on the university staff survey «OCAI» (by K. Cameron and R. Quinn); 3) research of public opinion during the analytical data focus groups with representatives of the university community (supervisor: V. Kashpur, co-host - LA Dmitrieva, N. Gulius). The main objective was to identify the type of the dominant culture, its potential problem areas and gaps, as well as the dynamics of the changes under the influence of competing values. Changes in the organization language (2005-2016) were analyzed on the material on three groups of text documents: 1) documents regulating the TSU ethical rules and corporate culture norms - «Regulations on the corporate culture of Tomsk State University» (2005) and «Code of Ethics of the Tomsk State University» (2015); 2) Rector ‘treatment to the university community (2005-2016); 3) decoding of oral interviews with employees on the theme of the University changes (2014-2015). The analysis method included: 1) determination of the tokens number by the automatic processing of the analyzed texts by the program “Content analysis 1 Pro», 2) sample keywords of the corporate discourse and performance of their frequency; 3) formation of the ratings of keywords frequency in certain chronological and thematic groups of the analyzed texts 4) conceptual, semantic, contextual keyword analysis; 5) a comparative analysis of the composition and frequency of keywords in the text groups related to specific thematic groups and chronological periods; 6) changes in fixation; 7) interpretation. TSU diagnostics revealed a mixed picture: stretching between clan culture and the market. The University discourse translates values mostly of the clan culture, although management practices are focused on the strict implementation of “market” indicators of world-class university. It was identified the orientation to rigid implementation of the goals and the achievement of results planned by the top-managers, but in respect of staff the “human” strategy of maximum involvement of the staff and the minimum number of dismissals has been selected. Keyword analysis confirms this transformation vector: the elements of the high pathetic rhetoric focused on the enthusiasm of employees are disappeared, it was found the increasing modality of negation and duty; strengthening the opposition of “our” and «them». The axiological dominant picture of the world is shifting from progressive and positive, inspiring to work together - to the tense and antagonistic calling to mobilize in a situation of fierce competition, the polarization and the erosion of values. The required invariant of the dominant clan culture is the university’s corporate culture as a culture of cooperation, serving the people, education, science, real interaction between professors and students. In conclusion, practical recommendations for the control period of the organization transformation are offered.

In 2011, the School of Engineering at Pontificia Universidad Catolica de Chile launched an alternative admission program to attract talented high-school students from low-income families who would not be accepted by the conventional admission process but have otherwise shown outstanding academic results at the high-school level. Applicants came from socioeconomically disadvantaged backgrounds, and were admitted through a formal process that looked for personal skills beyond standardized test results. Students accepted through the alternative admission program showed promising academic gains after their first year of college, a result that has repeated across cohorts. Proper academic and psychological support was needed to level out the disparities in students’ prior knowledge of science and math fundamentals. Future work is required to explore the principal factors affecting academic performance of underrepresented students who are not part of the schools’ dominant culture.