Matching Items (11)

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A Story of Resettlement

Description

In April of 1994, a genocide broke out in Rwanda that lasted about 100 days and killed approximately 800,000 men, women, and children (Krain, 2005). Over the course of the

In April of 1994, a genocide broke out in Rwanda that lasted about 100 days and killed approximately 800,000 men, women, and children (Krain, 2005). Over the course of the last seven months we worked with a Rwandan refugee to bring this project to fruition. This refugee inspired us to show the personal side of the issue of resettlement and we believed that she would be able to make an impact on others if we could share her story. The purpose of this project was to record this refugees story of resettlement in America. As mentioned above, we wanted to share their powerful journey from Rwanda to America. We believed that by introducing a personal story to a relatively impersonal matter we would bring more understanding to this issue. We wanted to create a project that could not only be a source of education, but also have a personal aspect that would inspire many to learn more and get involved with issues that are important to them. We believed creating this short film would be the best way we could have this story reach more people. Over these seven months, we created a short film that told the story of the Rwandan genocide and the American resettlement process from the unique perspective of someone who has experienced both.

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Created

Date Created
  • 2019-05

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An Inside Look at Being a Female Executive in Corporate America

Description

News headlines are filled with unequal treatment in the workplace. However, there are also inspirational stories that encourage young women to face the challenges they are presented as they become

News headlines are filled with unequal treatment in the workplace. However, there are also inspirational stories that encourage young women to face the challenges they are presented as they become executives in corporate America.

The purpose of this study was to interview women executives within corporate America to identify similar means of navigating women-specific issues they may have been presented with within their industry. More specifically, the questions sought to identify how these women became successful within their industry and how their female identities may have provided benefits to them, professionally. Interviewees were selected on a multitude of factors, title and status in company, industry, including availability, mutual connections, and demographics. Interviews were conducted both in person, over the phone, via web video conference and via email. All interviewees were asked the same questions, and interviews ranged from 25-45 minutes each. Each one was recorded and transcribed in order to facilitate comparison between stories, experiences, and other mentions.

The initial intention of analyzing the interviews and stories of these executives was to identify common factors that unified their stories. There were nine categories that the interviews sought to investigate: work-life balance, starting off strong, daily routines, mentorship/support, leadership, impact and legacy, advice and motivation, pros of being a woman, biggest challenges/cons. However, the interviews revealed that there were a plethora of unique factors that identified the stories these women had to tell. Overall, 5/8 of the executives believed that their female identity provided an advantage to them in the corporate sector, 2/8 women said their identity was a neutral factor, and only one woman stated she felt it placed her at a disadvantage. Further, this study concludes that the stories of impenetrable glass ceilings and roadblocks are balanced to some degree by stories of success within the corporate sector. There were 3 key themes for their narratives for success, having a support system, putting yourself first, and giving back.

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Created

Date Created
  • 2020-05

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Understanding integration of a smartphone “app” to improve lifestyle behaviors for diabetes prevention in a large integrated primary care setting: A provider perspective

Description

While type 2 diabetes (T2D) rates have soared, the number of Americans classified as ‘prediabetic’ has also increased. Despite this, current preventative approaches are costly and often not without undue

While type 2 diabetes (T2D) rates have soared, the number of Americans classified as ‘prediabetic’ has also increased. Despite this, current preventative approaches are costly and often not without undue side-effects. Instead, behavioral lifestyle approaches hold promise in reducing conversion rates of T2D as the latest treatment option that could mitigate and transform disease management. However, present interventions do not possess the scope necessary for implementation in a realistic, scalable way that can target the large at-risk population.
The application (app) “BeWell24” mitigates this diabetes risk through targeting sleep, physical activity, sedentary behavior, and diet, and is being delivered through mHealth technology to attenuate the higher-risk of the prediabetic Veteran population. In order for full scale dissemination, this thesis examines a provider perspective of the ‘Post-intervention interview guide’, performed with a Phoenix Veterans Affairs Health Care System (PVAHCS) provider. It then suggests revisions to the interview guide based on the provider’s interview and existing literature. This thesis also emphasizes the rationale behind these proposed changes to be organized in line with the iPARIHS framework (integrated Promoting Action on Research Implementation in Health Services).
Overall, the provider responded positively to BeWell24 and the ‘Post-intervention interview guide’, with constructive suggestions for each question in the interview guide. The main theme of the provider’s answers and comments were to prioritize efficiency and preserve standard clinical flow. A revised interview guide is provided, which prospectively presents as a more brief and focused interview organized by the iPARIHS framework. This revised interview guide could aid in the clarity of provider responses, specifically for the prospective interviews of the ongoing larger BeWell24 study and future studies.

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Agent

Created

Date Created
  • 2019-05

Women in TV Journalism

Description

In this research paper I combine statistics from various reports and studies with around 20 different interviews with female journalists to understand how women are faring in national and local

In this research paper I combine statistics from various reports and studies with around 20 different interviews with female journalists to understand how women are faring in national and local television newsrooms in 2019. I explore issues such as the pay gap, sexual assault, the importance of appearance, balancing work and family life and obstacles that women of color uniquely face. I spoke with women from various cultural backgrounds, experience levels, and in different positions within their newsrooms. Through my scholarly research and 19 interviews with women who either currently work at NBC News in New York City and women who currently or recently worked at 12News, the NBC affiliate in Phoenix, I conclude they share similar stories of oppression, sexism and issues. However, women have made more progress in local markets and have more opportunities when compared to the national level. I also explore reasons for why this disparity is happening and why local newsrooms seem to have more women represented through their on-air talent than national newsrooms do. One of the reasons I concluded for this include, how local newsrooms have a better understanding of their audience members thus making them more able to reflect their talent to their diverse audience. Another factor that might play a role in this disparity includes, the historical factor and societal norm of seeing men in higher positions and authoritative roles, such as being an anchor, at the network level. Lastly, the idea of how family and having children impacts women’s careers more than men. This can lead to less women pursuing a job at the network since they must spend time raising a family and have the ability and flexibility to do that easier at the local level. Overall, I focused on the barriers, obstacles and stories these women have had throughout their careers all while looking at it from both a local perspective and a national one.

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Agent

Created

Date Created
  • 2019-05

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Developing a Curriculum to Prepare Software Engineers for the Technical Interview Process

Description

ASU’s Software Engineering (SER) program adequately prepares students for what happens after they become a developer, but there is no standard for preparing students to secure a job post-graduation in

ASU’s Software Engineering (SER) program adequately prepares students for what happens after they become a developer, but there is no standard for preparing students to secure a job post-graduation in the first place. This project creates and executes a supplemental curriculum to prepare students for the technical interview process. The trial run of the curriculum was received positively by study participants, who experienced an increase in confidence over the duration of the workshop.

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Agent

Created

Date Created
  • 2019-05

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A Feminist Analysis of Fantasy Football Linguistics

Description

Fantasy football exists as a thought-to-be male dominated space, particularly with respect to the linguistic practices of players. Heteronormativity runs rampant, and fantasy players are not held accountable for the

Fantasy football exists as a thought-to-be male dominated space, particularly with respect to the linguistic practices of players. Heteronormativity runs rampant, and fantasy players are not held accountable for the implications of their language. This essay analyzes what the dynamics of fantasy football leagues are, how current linguistic practices shape them, and suggests that women’s participating in fantasy football leagues functions as a type of trash talk that encourages men to address their internalized heteronormativity and create a more welcoming and progressive experience for people of all genders.

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Agent

Created

Date Created
  • 2019-05

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Qualifications based selection of construction services: evaluation criteria that best differentiate contractor qualifications

Description

Qualifications based selection (QBS) of construction services uses a variety of criteria to evaluate proponents and select a contractor for the project. The criteria typically fall into three categories: past

Qualifications based selection (QBS) of construction services uses a variety of criteria to evaluate proponents and select a contractor for the project. The criteria typically fall into three categories: past performance and technical capability, key personnel, and price, with price often being considered the most important factor in selection. Evaluation and the merits of the key personnel category is not well described or discussed in research. Prior research has investigated the evaluation criteria elements and their ability to differentiate proponents. This case study uses QBS evaluation data from fifty-eight construction projects to show that use of a structured interview process provides the highest level of differentiation of qualifications of proponents, as compared to the proposed price and the technical proposal. The results of the analysis also indicate: 1) the key personnel element (the interview) is statistically more important than price,

2) Contractors who propose on projects using QBS should use their best people in proposal response, and 3) Contractors should educate/prepare their teams for interviews, people count.

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Agent

Created

Date Created
  • 2014

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Three Interviews: Diverse Career Paths of Female-Identifying Professional Trombonists

Description

The purpose of this document is to identify contemporary issues facing female-identifying professional trombonists today. Interviews were conducted with three prominent women in the international trombone community, including questions that

The purpose of this document is to identify contemporary issues facing female-identifying professional trombonists today. Interviews were conducted with three prominent women in the international trombone community, including questions that sought to foster discussion on the extent to which their experience as professional trombonists was influenced by their gender. The topic of microaggressions emerged as significant, as it became clear throughout the interview process that these women experience microaggressions far more commonly than overt gender discrimination, as did the topic of coping mechanisms. The interview questions also sparked discussions of identity, self-motivation, and local cultural norms within the context of each woman’s musical career.

Contributors

Agent

Created

Date Created
  • 2020

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Adaptive talent management for project professionals: early identification of future industry leaders

Description

The workforce demographics in the United States are rapidly changing. According to census information, 35% of working adults are project to retire within the next 20 years. The construction is

The workforce demographics in the United States are rapidly changing. According to census information, 35% of working adults are project to retire within the next 20 years. The construction is being particularly affected by this demographic shift as fewer employees are entering into the industry. This shift is especially bad among project professionals within the industry. The response to these changing demographics depends on how companies manage their talent and plan for successions. In order to investigate this workforce problem in the construction industry, the author has partnered with an expert panel of human resource executives from various companies in the construction industry. This research seeks to investigate methods in which construction companies can identify high potential project leaders early on in their careers through quantitative methodologies. The author first validated the research problem by gathering demographic data from six U.S. construction companies varying in size and industry expertise. As a result of analyzing information from 2,294 construction employees in the project management career path, the authors have found that 58% of these individuals are projected to retire within the next 12 years. The author also conducted a detailed literature review and six company interviews to investigate current succession planning practices in the industry. The results show that very few companies have contingency plans for early to mid-level employees. Lastly, the author conducted 76 employee psychological evaluations to measure personality and behavior traits. These traits were then compared to supervisory performance reviews of these employees. The results of this comparison suggest that high potential employees tend to showcase previous leadership experience and also tend to be more outspoken and are also able to separate their emotional bias from business decisions. Using these findings, the author provides an interview tool that employers can use to expand their talent pool in order to identify high potential candidates that may have been previously overlooked. The author recommends additional research in further developing the use of quantitative tools to evaluate early-career employees in order to more efficiently align resources within the shrinking talent pool.

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Agent

Created

Date Created
  • 2017