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Applicability of Discharge Exceptions to Corporate Debtors in Subchapter V: A “Death Blow” to Rescuing Small Businesses
Get PDFOn August 23, 2019, the Small Business Reorganization Act of 2019 (SBRA) was signed into law, adding a new subchapter to Chapter 11 for small business debtors, i.e. “Subchapter V”. The underlying driver for SBRA was a concern that while most Chapters 11 cases are small business debtors, most small business debtors face difficulty successfully reorganizing under Chapter 11. SBRA is intended to streamline Chapter 11 reorganization for small business debtors by making the process quicker and cheaper. However, SBRA arguably curtailed the scope of discharge when a plan is confirmed without the consent of the creditors for corporate small business debtors. This is a dramatic change from the typical corporate Chapter 11 case in which corporate debtors receive a broad discharge. This article analyzes the caselaw interpreting Subchapter V and the application of the discharge to legal entities. The case is made that the limited discharge in Subchapter V potentially infringes on the rescue of small businesses, conflicts with the policy behind SBRA, and may be a “death blow” to rescuing small businesses. A statutory reform enhancing the scope of the discharge that will facilitate the rescue of small businesses in Subchapter V is proposed
Hustlenomics: Defining the Hustle Economy
Get PDFHustlenomics is the study of the hustle economy. It is the study of how hustlers produce, distribute, and consume goods and services in order to earn a living. This paper is an attempt to understand and define the hustle economy through the review of literature. Due to limited research on the hustle economy, analogous economies such as the gig/sharing economy and the informal economy (which includes the hidden and shadow economies) were examined in order to obtain the goal of this paper
Perceptions of peer kindness, parental understanding, and social isolation among adolescents in 84 countries
No full textAs this work is not yet published, the authors have requested the removal of the abstract
Navigating embodied self-awareness states to produce work-enhancing adaptive stress responses
Get PDFWork-related stress is increasingly problematic for middle managers and executives, leading to escalating problems of burnout, turnover, diminished performance, and compromised well-being. However, given the same stressor, differential outcomes are observable across individuals, ranging from paralysis to agitation, and even enhanced performance. Individuals’ responses to stress are strongly influenced by their mental models, physiology, and nervous systems—all of which can be deliberately modulated to promote more adaptive stress responses. The purpose of this study was to examine managers’ experiences of their modulated self-awareness states to optimize their stress response for work performance. A purposive sample of 10 senior managers and leaders was interviewed about their experiences of stress and its effects on their work performance. The data were examined using content analysis. Participants associated dysregulated embodied self-awareness with emotional overwhelm, ruminative thinking, and depletion. Modulated embodied self-awareness states were triggered by collaboration, autonomy, and challenging tasks. Modulated embodied self-awareness states improved work performance, effectiveness, and calmness. Restorative embodied self-awareness states included self-awareness, self-expression, and relaxation. These states were triggered by productivity, healthy connections, and positivity. RESA states enhanced work performance, improved connection, and promoted appropriate responses to work-related stressors
An examination of types of trauma, resiliency factors, and strengths-based approaches to treatment among undocumented Mexican immigrants
Get PDFUndocumented immigration into the United States can be coupled with significant contextual sociopolitical challenges, particularly for Mexican-origin populations which represent the largest immigrant group in the U.S. Research examining the day-to-day nuances unique to this hard-to-reach population is limited and even more so for strengths-based treatment interventions. This systematic review sought to investigate the following questions: (1) What types of trauma do undocumented Mexican immigrants experience after immigrating to the U.S.? (2) What are resiliency factors among undocumented Mexican immigrants in the U.S.? (3) What are strengths-based approaches to working with undocumented Mexican immigrants in the U.S.? This integrative review used a Multi-Method Research Synthesis (MMRS) design approach which revealed a variety of types of trauma and an associated subset of participants who endorsed subsequent clinically significant psychological distress. Gender differences were observed such that a greater proportion of men reported a history of material deprivation, warlike conditions, confinement/extortion/robbery, witnessing violence against others, and deportation when compared to women. Women were more likely than men to report experiencing domestic violence and rape. Through investigating this review’s research questions, themes and patterns emerged around acculturative stress, psychopathology and diagnoses, and migration-related loss. Implications for future research efforts were noted, including the development of culturally sensitive assessment approaches and measures through which to capture the presence and impact of traumatic experiences, and the development of conceptual frameworks for specific treatment interventions based on the resiliency factors with which this population reported aligning
Conducting change: the effect of a music director’s leadership factors on players’ performance within the symphony orchestra
Get PDFThis study delved into the dynamic relationship between an orchestra and its conductor, exploring how this partnership transcends mere interpretation of musical scores to craft immersive auditory experiences that resonate with the audience and authentically convey the composer\u27s emotional narrative. Influential conductors harmonize diverse talents, channeling collective energy through a shared and communicated vision. They can orchestrate teams of passionate and skilled musicians toward success or dismantle the team\u27s synergy through ineffective leadership, misaligned role assignments, and poor coordination. The contemporary role of the conductor in a symphony orchestra is evolving. Gone are the days of the autocratic, sometimes dictatorial prima donna conductor. Today\u27s conductors are increasingly viewed as inspirational leaders and mentors, treating their musicians as expert professionals within a cohesive, multifaceted team.
The impetus for this research was to unravel the connection between the caliber of classical music performances and the leadership style of the conductor. A thorough examination of transformational and transactional leadership models, as conceptualized by Burns, Bass, and Avolio, forms the crux of Chapter 2. Chapter 3 details the adapted MLQ-6S questionnaire to collect data from 100 professional performers. Chapter 4 presents the findings and results, while Chapter 5 offers analysis, conclusions, and suggestions for future research. The primary aim was to equip future music directors with insights into how different leadership styles significantly influence the quality and impact of classical music performances
Empowering Black women professors teaching within predominantly white institutions: exploring success strategies and best practices amidst challenges
Get PDFThroughout the historical journey of Black women in America, spanning from enslavement (Best, 2015) to activism as abolitionists, advocates for women\u27s suffrage (Sesko & Biernat, 2010), and leadership in civil rights (Rushing, 2021), Black women\u27s resilience shines through amid challenges. This study investigates the phenomenological experiences of Black women professors teaching in predominantly white institutions (PWIs) who are often marginalized because of racial and gender intersectional bias (K.W. Crenshaw, 2017). It explores the challenges these professors endure and examines the success methods they employ to overcome their challenges while discovering their needs for personal and professional success. The study\u27s framework and theories include constructivism (Kincheloe, 2005; Naidoo & Mabaso, 2023), critical race theory (Caldwell & K.W. Crenshaw, 1996; Delgado & Stephanic, 2000), self-determination theory (Deci & Ryan, 1991), hierarchy of needs (Maslow, 1962), resilience, and hope (Harris-Robinson, 2006; R. M. Johnson, 2019). Utilizing semi-structured interviews and thematic analysis, the study interprets meaning within qualitative data as it explores the challenges that Black women professors endure at PWIs, including microaggressions and underrepresentation (Priddie et al., 2022), intersectionality (K.W. Crenshaw, 2017), diminishment and stereotyping (Lobel, 2006), social isolation (Warren-Gordon & Mayes, 2017), lack of support (Neal-Barnett et al., 2011), discrimination (Pager & Western, 2012), invalidation (Griffin et al., 2013), student evaluation bias (Reid, 2010), lacking mentors (M. Jones et al., 2015), tenure denial (Frazier, 2011), and hostile environments (Butler, 2021; Smith, 2004). The practices that Black women professors use to overcome challenges include acquiring support systems (Tatum, 2017), faith in God (R. M. Johnson, 2019), anti-racist communication (Jackson & Mitchell, 2022), professional development (Carlson, 2022), and self-care (Hülsheger et al., 2013). Findings reveal that the marginalization of Black women professors breeds social isolation and a lack of belonging; Black women professors empower themselves to maintain their representation at (PWIs) by creating support systems. They counteract the lack of support by intentionally finding what they need outside their PWIs by joining professional networks and organizations. They seek supporters, mentors, and allies to gain the social capital necessary for accessing information and resources often withheld at PWIs
From virtual gaming to virtual teams: best practices for leading diverse virtual teams in a global organization
Get PDFThis dissertation investigates virtual leadership within video game environments and its transferability to real-world virtual team management. Employing quantitative ethnography and epistemic network analysis, the study explores the leadership behaviors observed in MMORPG (Massive Multiplayer Online Role-Playing Game) and OFPS (Online First Person Shooting) game genres, drawing parallels with global virtual team management in corporate settings. The findings reveal that Squad-Based Game Leaders (SGLs) and Organizational-based Game Leaders (OGLs) employ a mix of authoritarian and democratic leadership styles to navigate both the tactical and strategic demands of their teams. SGLs focus on tactical decisions utilizing real-time data and player feedback to optimize team functionality, while OGLs provide strategic oversight, fostering adaptability and effective communication to guide larger team structures. The study reveals the crucial role of emotional intelligence, particularly humility and motivation, in leadership effectiveness across both gaming and professional contexts. Additionally, it explores the handling of diversity within teams, noting that the anonymity of the gaming environment presents unique challenges and opportunities for diversity management. SGLs are shown to actively manage day-to-day dynamics, which enhances team cohesion and performance by accommodating diverse personalities and communication styles. This research contributes significant insights into the application of gaming-derived leadership practices to improve the management and cohesion of virtual teams in a globalized workforce, proposing a model for integrating these practices into corporate environments
Racialized lived experience and equitable decision-making among philanthropic leaders: a narrative inquiry
Get PDFThis qualitative study explored the influence of racialized lived experiences (RLEs) on equitable decision-making among philanthropic leaders, employing a narrative inquiry approach. It examined how diversity within philanthropy, beyond tokenistic representation, can introduce a wide range of perspectives that enhance equitable decision-making processes. The study emphasized the significance of RLEs in philanthropic leadership and decision-making, despite potential institutional constraints on grant processes. Twenty philanthropic leaders from various backgrounds, including private and family foundations, community foundations, and corporate social responsibility initiatives, participated in the study. Utilizing a critical race conceptual and theoretical framework, the researcher analyzed philanthropic leader’s narratives of race, racism, and equity relative to equitable decision-making and grantmaking praxis. These narratives were collected through interviews framed as conversations, following the methodology suggested by Clandinin and Caine (2013). Participant stories were then transformed into biosketches to identify themes, metaphors, and epiphanies (Savin-Baden & Niekerk, 2007). Such methods allowed for a deep exploration of participants’ stories, focusing on temporality, place, and sociality. Thematic analysis of the interviews revealed that participants’ racial experiences, including direct discrimination and within-group racism, significantly influence their perspectives and decision-making in philanthropy.
The study finds that a REPAIR (Reparations, Power, Access, and Institutional Resources) model, highlighting the institutional role in rectifying past injustices and shifting power dynamics is needed to enhance access to opportunities and close gaps in health and economic vitality. REPAIR is based on participants’ interpretations of equity, which they distinguish from equality, emphasizing the need for language that accurately reflects the goal of addressing historical harms. Findings of Lived Experiences of Race, Racism, and Equity (LERR/E) and Vicarious Lived Experiences of Race, Racism, and Equity (VLERR/E) validate the conceptualization of Racialized Lived Experiences. Finally, the four study conclusions indicate both direct and vicarious experiences of racism affect philanthropic leaders’ decision-making, suggesting that those with more frequent and intense experiences are more adept at making equitable decisions. Namely, the study concludes (a) Equitable decision-making is influenced by lived experiences of race and racism and equity (LERR/E) coupled with second-hand observations or vicarious lived experiences of race, racism, and equity (VLERR/E), intersectional identities (e.g., gender and age), and privilege; (b) Philanthropic leaders with both LERR/E and VLERR/E may be advantaged in making equitable decisions; (c) Leaders without direct LERR/E and only VLERR/E may be disadvantaged in making equitable decisions; (d) Generational differences in terms of ideology and political views of race, racism, and equity influence decision-making; and (e) Conceptual models are possible and offer a practical solution when direct and vicarious lived experience is or is not present on a decision-making team and when there are barriers to incorporating lived experiences in an institutional setting.
The researcher devised three conceptual models depicting probable relationship between variables LERR/E and VLERR/E (as proxies for “interests” based on interest convergence theory) with empathy and intuition as requisite for equitable decision-making. It illustrates how such models are possible and future research can test the relationship between interest convergence and equitable decision-making for varied racialized lived experiences and vicarious lived experiences. Future studies consist of intersectional identities, employing quantitative designs, examining organizational culture and behavior, and aim for a more comprehensive understanding of the impact of racialized experiences on philanthropic decision-making