Parents who have not had opportunities to attend college themselves have neither experience with the process of college preparation and college going nor sufficient access to needed information. This article describes a collaborative venture between a university department of education and a cluster of local schools designed to help parents of first-generation students become active participants in their children's college preparation and planning, shedding light on the importance of parental involvement in the college-going process. ResumenPadres que no han tenido oportunidad de ir a la universidad no tienen experiencia con el proceso de preparación, con la asistencia a la universidad, ni con el acceso a información necesaria. Este artículo describe la colaboración entre el departamento de educación en una universidad y un grupo de escuelas locales designadas a ayudar a padres de estudiantes universitarios de primera generación a participar activamente en la preparación y planeación universitaria de sus hijos; ésta iluminó la importancia de la involucración paternal en el proceso universitario.
Nursing staff and medical providers share a commitment to reducing unnecessary antibiotic use. Antibiotic stewardship interventions should foster cooperation and build competency to implement alternative management approaches and to educate residents and families. Nurse leaders and medical providers with long-term care training may be especially effective champions for antibiotic stewardship.
Building on research that identifies and addresses issues of women's underrepresentation in computing, this article describes promising practices in undergraduate research experiences that promote women's longterm interest in computer science and engineering. Specifically, this article explores whether and how REU programs include programmatic elements designed to promote gender equity and identifies specific mechanisms that are seen as effective in supporting women in REU programs and in encouraging them to persist in computer science and engineering fields. The findings are drawn from a comprehensive study that includes a national survey of REU programs, follow-up interviews with REU program directors from across the country, and an in-depth evaluation of one REU program over four years.
JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org.. Resistance to change efforts not only arise from structures within an organization, but also from members who support them, including administrators, faculty, and students (Astin, 2001). However, the actions of organizational participants need to be understood within the larger framework of culture. The norms, values, beliefs, and attitudes embedded in the daily lives of institutional actors give meaning to an organization and, in part, represent what has come to be known as "organizational culture" (Tierney, 1988) . Consequently, it is difficult to understand change and resistance without taking into account the culture of a particular organization. Ohio State University PressAs an emergent phenomenon, graduate student unionization may be understood as a form of change that challenges the cultural fabric of the academy. Arguably, making sense of how unionization interacts with the norms, values, beliefs, traditions, and so forth existing within the academy is imperative to understanding the phenomenon itself.With the preceding in mind, we seek to better understand cultural barriers to graduate employee unionizing. This is important for two reasons. First, knowledge of cultural barriers may be helpful to graduate students and university officials who seek to facilitate collective organizing. While it is the exception and not the rule for universities to openly support graduate employee organizing, certainly lack of information should not be the reason for such resistance. Second, more advanced knowledge of cultural barriers to unionization is likely to expedite university compliance if a graduate employee contract is collectively negotiated between a union and a particular institution.In analyzing barriers to graduate student unionization, we employ cultural understandings of organizational life, drawing on the significant The literature on graduate employee unionization has primarily addressed four areas, including potential benefits and shortcomings of unionization for graduate students and the academy, university debates about the proper role and identity of graduate student employees, the historical, political, and social influences of unionization efforts, and specifilc instances of collective bargaining.The In terms of potential beneE1ts and shortcomings, some faculty and administrators have voiced concerns that standards of academic quality may be threatened by unionization if departments have to hire graduate students based upon seniority and not scholarly merit (Vaughn, 1998 , 1999). Such arguments have generally emphasized the academic nature of graduate student positions (Villa, 1991). Administrators have also pointed out that graduate assistantships are part of the f...
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