Unconscious Vigilance: Worldview Defense without Adaptations for Terror, Coalition or Uncertainty Management

Individuals subtly reminded of death, coalitional challenges, or feelings of uncertainty display exaggerated preferences for affirmations and against criticisms of their cultural in-groups. Terror management, coalitional psychology, and uncertainty management theories postulate this “worldview defense” effectas the output of mechanisms evolved either to allay the fear of death, foster social support, or reduce anxiety by increasing adherence to cultural values. In 4 studies, we report evidence for an alternative perspective. We argue that worldview defense owes to unconscious vigilance, a state of accentuatedreactivity to affective targets (which need not relate to cultural worldviews) that follows detection of subtle alarm cues (which need not pertain to death, coalitional challenges, or uncertainty). In Studies 1 and 2, death-primed participants produced exaggerated ratings of worldview-neutral affective targets. In Studies 3 and 4, subliminal threat manipulations unrelated to death, coalitional challenges, or uncertaintyevoked worldview defense. These results are discussed as they inform evolutionary interpretations of worldview defense and future investigations of the influence of unconscious alarm on judgment.

Managing Cultural Diversity in Healthcare Partnerships: The Case of LIFT

Purpose: The National Health Service (NHS) Local Improvement Finance Trust (LIFT) programme was launched in 2001 as an innovative public-private partnership to address the historical under-investment in local primary care facilities in England. The organisations from the public and private sector that comprise a local LIFT partnership each have their own distinctive norms of behaviour and acceptable working practices - ultimately different organisational cultures. The purpose of this article is to assess the role of organisational culture in facilitating (or impeding) LIFT partnerships and to contribute to an understanding of how cultural diversity in public-private partnerships is managed at the local level. Design/methodology/approach: The approach taken was qualitative case studies, with data gathering comprising interviews and a review of background documentation in three LIFT companies purposefully sampled to represent a range of background factors. Elite interviews were also conducted with senior policy makers responsible for implementing LIFT policy at the national level. Findings: Interpreting the data against a conceptual framework designed to assess approaches to managing strategic alliances, the authors identified a number of key differences in the values, working practices and cultures in public and private organisations that influenced the quality of joint working. On the whole, however, partners in the three LIFT companies appeared to be working well together, with neither side dominating the development of strategy. Differences in culture were being managed and accommodated as partnerships matured. Research limitations/implications: As LIFT develops and becomes the primary source of investment for managing, developing and channelling funding into regenerating the primary care infrastructure, further longitudinal work might examine how ongoing partnerships are working, and how changes in the cultures of public and private partners impact upon wider relationships within local health economies and shape the delivery of patient care. Originality/value: To the authors' knowledge this is the first study of the role of culture in mediating LIFT partnerships and the findings add to the evidence on public-private partnerships in the NHS

International Projects and Cross-Cultural Adjustment of British Expatriates in Middle East: A Qualitative Investigation of Influencing Factors

Increased globalisation within the British AEC (Architectural, Engineering and Construction) sector has increased the need for companies to transfer staff to manage their overseas operations. To be able to perform abroad, expatriates must harmonise themselves to the conditions prevailing in the host country. These include getting accustomed to living, working and interacting with the host country nationals. The process is commonly referred to as 'cross-cultural adjustment'. Various factors influence the process of adjustment. In order to identify these issues, a qualitative study was undertaken, which mainly comprised of comprehensive literature review, individual interviews and focus group discussion with British expatriates working on international AEC assignments in Middle Eastern countries. Through interpretative approach, the current study aims to understand the concept of cross-cultural adjustment of British Expatriates based in Middle East and their influencing factors.

The findings suggest that success of expatriation does not entirely rest on an expatriate's ability but also on organisational support and assistance that expatriates receive prior to and during the assignment. Organisational factors such as selection mechanisms, job design, training, logistical and social support, mentoring, etc., influence various facets of expatriate adjustment. Striking cultural contrasts between British and Arab culture both in work and non work situations also dictate the level of support required by the expatriate, suggesting that relocation to less developed, remote or politically unstable regions, demands additional support and consideration by the parent company. This study is relevant to the AEC companies employing British expatriates, who need to be cognisant of the issues highlighted above to make rational and informed decisions when handling international assignments in the Middle East.

Self-reported teamwork in family health team practices in Ontario:Organizational and cultural predictors of team climate

Objective: To determine the organizational predictors of higher scores on team climate measures as an indicator of the functioning of a family health team (FHT). Design: Cross-sectional study using a mailed survey. Setting: Family health teams in Ontario. Participants: Twenty-one of 144 consecutively approached FHTs; 628 team members were surveyed. Main outcome measures: Scores on the team climate inventory, which assessed organizational culture type (group, developmental, rational, or hierarchical); leadership perceptions; and organizational factors, such as use of electronic medical records (EMRs), team composition, governance of the FHT, location, meetings, and time since FHT initiation. All analyses were adjusted for clustering of respondents within the FHT using a mixed random-intercepts model. Results: The response rate was 65.8% (413 of 628); 2 were excluded from analysis, for a total of 411 participants. At the time of survey completion, there was a median of 4 physicians, 11 other health professionals, and 4 management and clerical staff per FHT. The average team climate score was 3.8 out of a possible 5. In multivariable regression analysis, leadership score, group and developmental culture types, and use of more EMR capabilities were associated with higher team climate scores. Other organizational factors, such as number of sites and size of group, were not associated with the team climate score. Conclusion: Culture, leadership, and EMR functionality, rather than organizational composition of the teams (eg, number of professionals on staff, practice size), were the most important factors in predicting climate in primary care teams.

Dissidents with an innovation cause? Non-institutionalized actors ’ online social knowledge sharing, solution-finding tensions and technology management innovation

Purpose
– Traditionally, most studies focus on institutionalized management-driven actors to understand technology management innovation. The purpose of this paper is to argue that there is a need for research to study the nature and role of dissident non-institutionalized actors’ (i.e. outsourced web designers and rapid application software developers). The authors propose that through online social knowledge sharing, non-institutionalized actors’ solution-finding tensions enable technology management innovation.

Design/methodology/approach
– A synthesis of the literature and an analysis of the data (21 interviews) provided insights in three areas of solution-finding tensions enabling management innovation. The authors frame the analysis on the peripherally deviant work and the nature of the ways that dissident non-institutionalized actors deviate from their clients (understood as the firm) original contracted objectives.

Findings
– The findings provide insights into the productive role of solution-finding tensions in enabling opportunities for management service innovation. Furthermore, deviant practices that leverage non-institutionalized actors’ online social knowledge to fulfill customers’ requirements are not interpreted negatively, but as a positive willingness to proactively explore alternative paths.

Research limitations/implications
– The findings demonstrate the importance of dissident non-institutionalized actors in technology management innovation. However, this work is based on a single country (USA) and additional research is needed to validate and generalize the findings in other cultural and institutional settings.

Originality/value
– This paper provides new insights into the perceptions of dissident non-institutionalized actors in the practice of IT managerial decision making. The work departs from, but also extends, the previous literature, demonstrating that peripherally deviant work in solution-finding practice creates tensions, enabling management innovation between IT providers and users.

The Outcomes of Cross-Cultural Adjustment: A Case of British Expatriates Working on International Architectural, Engineering and Construction Assignments

The main aim of this study is to investigate the consequences of cross-cultural adjustment in an under researched sample of British expatriates working on International Architectural, Engineering and Construction (AEC) assignments. Adjustment is the primary outcome of an expatriate assignment. According to Bhaskar-Srinivas et al., (2005), Harrison et al., (2004) it is viewed to affect other work related outcomes which could eventually predict expatriate success. To address the scarcity of literature on expatriate management in the AEC sector, an exploratory design was adopted. Phase one is characterised by extensive review of extant literature, whereas phase two was qualitative exploration from British expatriates’ perspective; here seven unstructured interviews were carried out. Further, cognitive mapping analysis through Banaxia decision explorer software was conducted to develop a theoretical framework and propose various hypotheses. The findings imply that British AEC firms could sustain their already established competitive advantage in the global marketplace by acknowledging the complexity of international assignments, prioritising expatriate management and offering a well-rounded support to facilitate expatriate adjustment and ultimately achieve critical outcomes like performance, assignment completion and job satisfaction.

The outcomes of cross-cultural adjustment: A case of British expatriates working on international architectural, engineering and construction assignments

The main aim of this study is to investigate the consequences of cross-cultural adjustment in an under researched sample of British expatriates working on International Architectural, Engineering and Construction (AEC) assignments. Adjustment is the primary outcome of an expatriate assignment. According to Bhaskar-Srinivas et al., (2005), Harrison et al., (2004) it is viewed to affect other work related outcomes which could eventually predict expatriate success. To address the scarcity of literature on expatriate management in the AEC sector, an exploratory design was adopted. Phase one is characterised by extensive review of extant literature, whereas phase two was qualitative exploration from British expatriatesÕ perspective; here seven unstructured interviews were carried out. Further, cognitive mapping analysis through Banaxia decision explorer software was conducted to develop a theoretical framework and propose various hypotheses. The findings imply that British AEC firms could sustain their already established competitive advantage in the global marketplace by acknowledging the complexity of international assignments, prioritising expatriate management and offering a well-rounded support to facilitate expatriate adjustment and ultimately achieve critical outcomes like performance, assignment completion and job satisfaction.

Genetic provenance and best practice woodland management: a case study in native alder (Alnus glutinosa)

In recent years, the native woodlands of Europe, including those of Britain and Ireland, have increasingly come under threat from a range of biotic and abiotic factors, and are therefore a conservation priority demanding careful management in order to realise their inherent ecological and cultural benefits. Because the distribution of genetic variation across populations and regions is increasingly considered an important component of woodland management, we carried out a population genetic analysis on black alder (Alnus glutinosa) across Northern Ireland in order to inform “best practice” strategies. Our findings suggest that populations harbour high levels of genetic diversity, with very little differentiation between populations. Significant F IS values were observed in over half of the populations analysed, however, which could reflect inbreeding as a result of the patchy occurrence of alder in Northern Ireland, with scattered, favourable damp habitats being largely isolated from each other by extensive tracts of farmland. Although there is no genetic evidence to support the broad-scale implementation of tree seed zones along the lines of those proposed for native woodlands in Great Britain, we suggest that the localised occurrence of rare chloroplast haplotypes should be taken into account on a case-by-case basis. This, coupled with the identification of populations containing high genetic diversity and that are broadly representative of the region as a whole, will provide a sound genetic basis for woodland management, both in alder and more generally for species that exhibit low levels of genetic differentiation.

Escola e diversidade cultural dos alunos: Um estudo no 1º ciclo do ensino básico

Portugal não foi exceção à globalização do mundo e hoje é procurado por povos de toda a parte. A diferença cultural destes povos/minorias reflete-se nas escolas a partir do 1.° Ciclo do Ensino Básico (CEB). No enquadramento teórico de vários autores sobre educação inter/ multicultural para as minorias, abordámos questões sobre a "Sociedade Inter/ Multicultural, Escola Multicultural”, a "Educação Multicultural", e a "Autonomia da escola e gestão do Currículo”. Focalizámos o estudo na "Escola e Minorias étnicas”, na relação da escola com, "estereótipos, preconceitos e atitudes” na sua inter ação com a comunidade e estudámos o caso concreto da escola e a etnia cigana. No estudo empírico, através de um questionário, recolhemos a opinião dos docentes de seis concelhos do distrito de Évora de Escolas do 1.° CEB, sobre as ”Práticas Educativas Desejáveis" e “Existentes” nas escolas em relação a estes alunos. Os resultados obtidos levam-nos a concluir que as práticas educativas existentes não respeitam totalmente a cultura dos alunos de minorias/ciganos mas que existe uma sensibilização para práticas educativas que transformem a escola numa escola multicultural. /ABSTRACT - School and Student's Cultural Diversity Portugal was not exception to the world's globalization and today is looked by peoples (ethnic minorities) of all different places. The cultural difference of these peoples/minorities reflects in the schools since 1.st degree (1. ° Ciclo do Ensino Básico). In the theoretical part of several authors on inter/multicultural education for the minorities, we approached questions on the "Inter/Multicultural Society,” Multicultural School", "School and multicultural education", the "School’s autonomy, curriculum management and multicultural education". We focused the study on the "gypsies" (ethnic minority) approaching questions of´Minority ethnic and school” and "School, Preconceptions and Stereotypes". In the empirical study, through a questionnaire, we collected the opinion of the professors of 1.st degree, from six councils (concelhos) of Évora's district, on "Desirable Educative Practice" and "the Existing ones" in the schools in relation to these pupils. The gotten results take us to conclude that the existing educative practice do not totally respect the culture of the pupils of minorities/gypsies but that exists a sensibilization for educative practice that transform the school into a multicultural school.

Escola e diversidade: os desafios da diversidade cultural na gestão do currículo : alunos imigrantes nas escolas do 1º ciclo do ensino básico de Abrantes: um estudo de caso

Partindo do objeto de estudo: a gestão do currículo para a diversidade cultural é nossa intenção compreender a forma como o discurso do multiculturalismo se encontra presente nos principais documentos definidores de uma política de escola e na postura desta e dos professores, através das decisões e práticas adotadas perante uma realidade diversificada, na presença de culturas de imigrantes. A construção do saber e a análise que fazemos da forma como o currículo é gerido, seguiram um percurso assente num quadro teórico nos campos curricular e da educação intercultural, bem como nas opções metodológicas em que o estudo assenta, e às quais recorremos para a realização da componente empírica. Nesta, analisamos a forma como as escolas-alvo de estudo e os professores respondem à presença dos alunos imigrantes através das representações dos próprios alunos, seus professores e responsáveis pelas escolas; ou seja, analisamos a forma como é gerido o currículo para a diversidade cultural. /ABSTRACT - Taking the subject under study: curricular management for cultural diversity, as our starting point, our aim is to gain an understanding of the nature of multiculturalism as portrayed in the main documents that define school policy as well as in the position taken both by the school and the teachers, in the light of the decisions and practices adopted in the presence of a culturally diverse reality, immigrant cultures. The construction of a body of knowledge and the assessment we make of how the curriculum is managed, has been based on a theoretical framework in the areas of intercultural curricula and education, as well as on the choice of methodology for the study used in carrying out the empirical component In the latter, We have analysed the way in which the schools and the teachers under study responded to the presence of immigrant pupils, seen in the descriptions given by the pupils themselves, their teachers and those responsible for the schools, that is to say, we have analysed the way in which the curriculum for cultural diversity has been managed.

A importância da paisagem cultural para a competitividade dos destinos

A problemática debatida no nosso trabalho de investigação resultou da constatação que em virtude das profundas alterações ocorridas ao nível da procura e da oferta turística a nível mundial, um conjunto de destinos turísticos muito bem-sucedidos no passado começou a experienciar dificuldades em competir com novos concorrentes mais adequados às exigências da atual procura turística. Entre os fatores específicos suscetíveis de influenciar a competitividade dos destinos turísticos em fase de maturidade encontram-se os impactos provocados pelo desenvolvimento do turismo sobre o território. Neste sentido, a presente tese visa compreender a importância de efetuar uma gestão e manutenção adequadas da paisagem cultural como forma de garantir a competitividade do destino. Paralelamente, é apresentado um modelo que visa assistir os destinos no desenvolvimento de fatores diferenciadores face à concorrência, mediante a criação de produtos turísticos inovadores ou reformulando os processos em que os atuais produtos turísticos são elaborados, para que estes satisfaçam as expectativas e necessidades dos consumidores atuais, criando experiências turísticas únicas e memoráveis. O recurso a uma metodologia que conjugou métodos quantitativos e qualitativos complementados com meios visuais, permitiu-nos concluir que entre os fatores que maior influência exercem sobre a capacidade competitiva dos destinos turísticos em fase de maturidade encontram-se as alterações ocorridas na qualidade estética da paisagem cultural do destino. Os dados obtidos permitem concluir que basear os produtos turísticos inovadores na paisagem cultural do destino, tornaria esses produtos mais difíceis de imitar por parte dos principais concorrentes e facultaria ajudar a manter a paisagem cultural do destino.

Arte-educação : a mediação cultural e o trabalho com equipas criativas

Relatório de estágio de mestrado, Ciências da Educação (Educação Intercultural), Universidade de Lisboa, Instituto de Educação, 2011