Multimodal counter-argumentation in the workplace : the contribution of gesture and gaze to the expression of disagreement

This paper examines argumentative talk-in-interaction in the workplace. It focuses on counter-argumentative references, which consist of the various resources that the opponent uses to refer to the origin/source of his/her opposition, namely the confronted position and the person who expressed it. Particular attention is paid to the relationship - in terms of sequential positioning and referential extension - between reported speech, polyphony, pointing gestures and shifts in gaze direction. Data are taken from workplace management meetings that have been recorded in New Zealand by the Language in the Workplace Project.

Dynamic patterns of flow in the workplace: characterizing within-individual variability using a complexity science approach

As a result of the growing interest in studying employee well-being as a complex process that portrays high levels of within-individual variability and evolves over time, this present study considers the experience of flow in the workplace from a nonlinear dynamical systems approach. Our goal is to offer new ways to move the study of employee well-being beyond linear approaches. With nonlinear dynamical systems theory as the backdrop, we conducted a longitudinal study using the experience sampling method and qualitative semi-structured interviews for data collection; 6981 registers of data were collected from a sample of 60 employees. The obtained time series were analyzed using various techniques derived from the nonlinear dynamical systems theory (i.e., recurrence analysis and surrogate data) and multiple correspondence analyses. The results revealed the following: 1) flow in the workplace presents a high degree of within-individual variability; this variability is characterized as chaotic for most of the cases (75%); 2) high levels of flow are associated with chaos; and 3) different dimensions of the flow experience (e.g., merging of action and awareness) as well as individual (e.g., age) and job characteristics (e.g., job tenure) are associated with the emergence of different dynamic patterns (chaotic, linear and random).

Repensando la formación inicial del profesorado para abordar el tratamiento a la diversidad cultural y lingüística en el aula = Rethinking initial teacher education for linguistic and cvltural diversity in the classroom

In recent decades, European educational systems are facing many challenges related to the treatment of cultural and linguistic diversity. The need to address this diversity requires new approaches to education; this in turn requires changes in the way we prepare teachers for the new reality they face in their classrooms. In this article we highlight some of the major problems that initial teacher training has to address in order to enable teachers to deal effectively, respectfully, and fairly with students whose linguistic and cultural background is different from their own. We also present several models for teacher education from Europe and North America based on clearly identified teacher competences for linguistic and cultural diversity

Sequence diversity in the coat protein gene of Lettuce big-vein associated virus and Mirafiori lettuce big-vein virus infecting lettuce in Brazil

Lettuce big vein associated virus (LBVaV) and Mirafiori lettuce big vein virus (MLBVV) have been found in mixed infection in Brazil causing the lettuce big vein disease. Analysis of part of the coat protein (CP) gene of Brazilian isolates of LBVaV collected from lettuce, showed at least 93% amino acid sequence identity with other LBVaV isolates. Genetic diversity among MLBVV CP sequences was higher when compared to LBVaV CP sequences, with amino acid sequence identity ranging between 91% to 100%. Brazilian isolates of MLBVV belong to subgroup A, with one RsaI restriction site on the coat protein gene. There is no indication for a possible geografical origin for the Brazilian isolates of LBVaV and MLBVV.

The adjustment from Russia to Finland for corporate repatriates: How the repatriation experience influences readjustment in the workplace

To manage foreign operations, companies must often send their employees on international assignments. Repatriating these expatriates can be difficult because they have been forgotten during their posting, and their new experiences are not utilised. In addition to the possible difficulties in organisational repatriation, the returnee can suffer from readjustment problems after a lengthy stay abroad has changed their habits and even identity. This thesis examines the repatriation experience of Finnish assignees returning from Russia. The purpose of the study is to understand how the repatriation experience influences their readjustment to work in Finland. This experience is influenced by many factors including personal and situational changes, the repatriation process, job and organisational factors, and individual’s motives. The theoretical background of the study is founded on two models of repatriation adjustment. A refined, holistic theoretical framework for the study is created. It describes the formation of the repatriation experience and its importance for readjustment to work and retention. The qualitative research approach is suitable for the thesis which examines the returnees’ personal experiences and feelings: a qualitative case study aims to explain the phenomenon in-depth and comprehensively. The data was collected in summer 2013 through semi-standardised interviews with eight Finnish repatriates. They had returned from Russia within the last two years. The data was analysed by structuring the interview transcripts using template analysis. The results supported earlier literature and suggest that the re-entry remains a challenging phase for both the individual and the company. For some, adjusting to a new job was difficult for various reasons. The repatriates underwent personal change and development and felt it was for the better. Many repatriates criticised the company’s repatriation process upon return. Finding a suitable return job was not clear. Instead, the returnees had to be active in finding a new position. Many assignees had only modest career-related motives regarding the assignment and they had realistic expectations about the return. Therefore they were not extremely surprised or dissatisfied when they were not actively offered positions or support by the company. The significance of motives stood out even more than the theory predicted. As predicted, they are linked to the expectations of employees. Moreover, if the employees are motivated to remain in the company, they can tolerate partly a negative repatriation experience. Despite the complexity of the return and readjustment, the assignment as a whole was seen as a rewarding experience by all participants.

Moss diversity in the tropical rainforests of Rio de Janeiro, southeastern Brazil

Moss diversity at various sites in the Tropical Atlantic Rainforest of southeastern Brazil is high, with 338 taxa distributed among 49 families and 129 genera. Comparisons of species richness in the Tropical Atlantic Rainforest in southeastern Brazil suggest that the moss flora is not uniform, and that lowland, montane, submontane, and upper montane Atlantic rainforests have very different moss floras. Montane Atlantic Rainforest has the largest number of exclusive species and the highest species richness, Sub-Montane Atlantic Rainforest has intermediate species richness, while the Lowland Atlantic Rainforest has fewer species. The high diversity of the Montane Atlantic Rainforest could be explained by the diversity of climatic, edaphic, and physiographic changes of the vegetation. Sematophyllaceae accounted for 19% of the taxa in lowland forest, Meteoriaceae for 10% of the taxa in montane forests, and Dicranaceae for 18% of the taxa in upper montane forests. Taxa with broad Neotropical distributions (40% of the total taxa) are important elements in all the forests, while taxa restricted to Brazil comprise the second most important element in upper montane and montane forests.

Making home rules for mother tongues : the legal implications of linguistic diversity in the design of autonomy regimes

Principen om nationalismen där det politiska och det nationella är samspelt kan vara av markant betydelse för uppbyggande av autonomiska regimer. Likaså tillåter decentralicering och delegering av befogenheter för språk och utbildning (officiellt erkännande av språk, standardisering av språk, undervisningsspråk och relaterade läroplaner) formning av identiteter inom dessa autonomiska regimer. Resultatet är en ofullkomlig cirkulär relation där språk, samfund och politiska institutioner ömsesidigt och kontinuerligt formar varandra: lingvistiskt mångfald prägar och formger autonomiska ordningar och vice-versa. De juridiska implikationerna av territoriella och icke-territoriella former av autonomi är dock av en annan art. Emedan territoriell autonomi bygger på idéen om ett eventuellt inkluderande hemland för lingvistiska grupper, vars vistelseort är avgörande, förstärker den icke-territoriella autonomin idéen om ett exclusivt samfund bestående av själv-identifierade medlemmar som är kapabla till självstyre oavsett territoriella gränser. Denna avhandling utgör an analys av sådana juridiska implikationer genom komparativa och institutionella analyser. Avhandlingen föreslår som resultat en serie av normativa och pragmatiska rekommendationer inriktade på att främja demokratiseringsprocesser i linje med principer om multikulturalism.

Work design and conflict in the workplace : the moderating effect of personality

La présente recherche a pour objectif d’étudier les effets que peuvent exercer la conception du travail sur le type de conflit qui émerge en milieu de travail. La notion de conception du travail se divise en trois dimensions, soit les caractéristiques reliées à la tâche, les caractéristiques reliées aux connaissances et les caractéristiques sociales. Ces dimensions sont mises en relation avec les deux types de conflit en milieu de travail, soit le conflit relié à la tâche et le conflit relié à la relation. Cette recherche vise également à vérifier l’effet modérateur des traits de personnalités sur les relations entre les dimensions de la conception du travail et celles du conflit en milieu de travail. Cette recherche est basée sur 473 participants qui occupent un emploi rémunéré et qui ont vécu une situation de conflit en milieu de travail allant jusqu’à 6 mois avant la période de sondage, allant du 14 au 18 janvier 2012. Les résultats indiquent qu’il n’y a pas de relations particulières entre la conception du travail et le type de conflit en milieu de travail. En ce qui a trait aux effets des traits de personnalité, les résultats indiquent que ces variables n’ont aucuns effets modérateurs sur la relation entre la conception du travail et le type de conflit en milieu de travail. Globalement, les résultats ne démontrent aucune relation entre la conception du travail et les types de conflit en milieu de travail, ou les effets modérateurs que les traits de personnalités peuvent avoir sur ces relations.

Primary Productivity Of The Retiing Zones In The Kadinamkulamestuary, South-West Coastof India

Retting.of coconut husk is one of the major problems of pollution in the estuaries (Kayals) of Kerala. This paper discusses the salient features associated with the variation in gross and net primary productivity values in the Kadinarnkularn Kayal based on lortnightlydala from twosclected stations frorn Octobcr1987 to September 1988.The gross primary productivity value in the surface water ranged from 0.06 to 0.29gC/m3/day at Station Iand from 0.06 to 1.49gC/rn3/dayatstation II. In the bottom wateritrangcdfrorn oto 0.21 gC/m2/ day at station I whereas that at station II from 0.03 to 1.41gC/m3j day. The net productivity in the surface water at station I varied from 0 to 024 gC/m Iday Whereas that atstation II varied from 0.02to 1.44gC/m3Iday.AI the bottomwaterilvaried from ato 0.19gC/m3/ day at station I and from 0.01 to 1.21gC/m3/day at station II. The monsoon period showed the highest mean seasonal value at stations I and II. The total depletion of dissolved oxygen giving rise to anoxic condition coupled with the production of large quantities of hydrogen sulphide was found to be detrimental to the gross and net productivity values in the retting zone

INFO2009 Professional Bodies in the workplace

Links to BCS Code of Conduct and Royal Academy of Engineering Ethical Principles are used in classroom activity. BCS code of good practice also linked. Also archive from A/y 2009-10. See also shares 6232 and 4009

Dyslexia in the workplace : an introductory guide.

Dos psicólogos especializados en dislexia presentan esta guía para los profesionales y para los lectores que son disléxicos. Ofrece una visión general de la dislexia y trastornos asociados, como dispraxia, trastorno por déficit de atención. Se abordan problemas emocionales relacionados con la dislexia y problemas en el trabajo y cómo los jefes y otros profesionales pueden ayudar. Ofrece listas de comprobación de los síntomas, ejercicios de relajación, direcciones de las organizaciones del Reino Unido y sitios webs, sugerencias para una lectura adicional. También hay descripciones de los diferentes tipos de tecnología de asistencia, tales como el software de reconocimiento de voz, teléfonos inteligentes, software texto de voz, grabadoras de voz digitales y dispositivos GPS.

Evaluaci??n de las medidas de atenci??n a la diversidad de la educaci??n primaria en Galicia : impacto escolar. 'Evaluation of the measures of attention to the diversity in the primary education in Galicia : school impact'

Resumen tomado de la publicaci??n. Con el apoyo econ??mico del departamento MIDE de la UNED

Spanish adaptation of the Creative Potential and Practised Creativity scale (CPPC-17) in the workplace and inside the organization

Resumen tomado de la publicación

La Relevancia de las creencias sobre diversidad cultural en la formación del docente = The significance of beliefs on cultural diversity in the training of teachers

Uno de los rasgos más característicos de los centros educativos en estos momentos lo constituye la presencia de un alumnado culturalmente diverso. Gestionar de forma adecuada tal diversidad cultural y asegurar una educación de calidad para todos/as que posibilite la construcción de una ciudadanía plural, intercultural y democrática se plantea como uno de los retos más importantes a los que se enfrenta el sistema educativo en general y el profesorado en particular