853 research outputs found
Measuring Merit: The Shultz-Zedeck Research on Law School Admissions
No full textLaw schools profess a commitment to racial diversity both for the educational benefits diversity confers and for its contribution to the profession. But they admit students based on standards that, while not discriminatory in a legal sense, undeniably favor white applicants. Today the question of who belongs in any given law school, or law school at all, turns almost exclusively on an applicant’s score on the Law School Admission Test (LSAT). Law schools are not blind to the racial impact that accompanies this narrow measure of merit. But rather than taking a hard look at whether legal educators have adequately, or accurately, identified what qualities best qualify students for law school, the admissions process largely relies on affirmative action to ameliorate the current process\u27s negative effects. That approach is imperfect for a whole host of reasons, not least of which is that affirmative action’s legal use in higher education may be about to end. Should race-conscious admissions practices be banned, every law school that truly values diversity will have to explore race-neutral means of achieving it. The good news is that research conducted by Marjorie Shultz and Sheldon Zedeck suggests that this is possible - that qualities relevant to effective lawyering can be defined and predicted without recreating the LSAT\u27s disparate impact. This essay describes that research and the promise that it holds for improved, race-neutral, admissions processes
Discriminability in multidimensional performance evaluations
No full textA series of behavioral expectation scale (BES)
applications were analyzed in an attempt to point
out an appropriate number of dimensions to be included
in such studies. Data from 4 independent
samples, representing 3 different occupations, and
incorporating a total of 436 multidimensional
evaluations were subjected to factor analysis. Results
reflected the lack of unique information contributed
when the number of dimensions exceeds 9.
The problem of lack of dimension independence
was discussed in terms of theory and application to
multidimensional performance evaluation. Suggestions
are advanced for limiting the number of
dimensions as a potential solution to information
redundancy.Kafry, Ditsa; Jacobs, Rick; Zedeck, Sheldon. (1979). Discriminability in multidimensional performance evaluations. Retrieved from the University Digital Conservancy, https://hdl.handle.net/11299/99578
Roger and Carol V. Thompson Sheldon
No full textDr. Roger Sheldon ‘64 is a graduate of Illinois Wesleyan University and Northwestern University Feinberg School of Medicine. His postgraduate training included a residency in pediatrics in Boston and fellowships in pediatric pulmonology and neonatal-perinatal medicine in Denver. Joining the CU faculty in 1976, he established one of the nation’s first neonatal nurse practitioner programs at St. Joseph Hospital in Denver and later led the neonatal section and NICU at the University of Oklahoma before serving 21 years as assistant dean for Continuing Medical Education. Additionally, he served as both assistant medical director of Heartland Health Plan and medical director of the Children’s Hospital of Oklahoma. During his Wesleyan years, Dr. Sheldon was president of the Student Senate, as well as a member of the marching band, the Collegiate Choir, the Apollo Quartet, Blue Key, and Phi Kappa Phi. Since retirement, Roger has devoted time to child advocacy, the American Academy of Pediatrics, the Earl E. Bakken Medical Devices Center at the University of Minnesota, and Doctors for Early Childhood. Dr. Sheldon and his wife of 57 years, Dr. Carol V. Thompson Sheldon, have two children and six grandchildren. Son Christopher Sheldon is a history, theater, and speech teacher in Massachusetts, and daughter Dr. Rebecca Ansari is a retired emergency physician and an author in Minnesota. Dr. Sheldon’s brother, Mark Sheldon ‘70, was Student Senate president during his time at Wesleyan, and their mother and father, Helen McNicol Sheldon ’40 and Chet Sheldon ‘43, won the IWU Alumni Loyalty Award in 2009. Dr. Sheldon attended his first IWU class at three or four weeks of age in a bassinet carried by his father.
Dr. Carol V. Thompson Sheldon \u2765 graduated from Illinois Wesleyan University in 1965 with a BS in mathematics. During her Wesleyan years, Dr. Sheldon served as Kappa Kappa Gamma scholarship chairman and vice president, IWU Dad’s Day chairman, and Student Senate secretary. She was a member of Beta Beta Beta, Alpha Lambda Delta, Green Medallion, Egas, and Phi Kappa Phi honor societies. After college, Carol worked in computer programming and systems analysis at Chicago’s Illinois Bell Telephone and then at Boston Children’s Hospital. She tutored an immigrant child for Hull House in Chicago and was foster mother to five-year-old Joey in Boston. Dr. Sheldon never gave up her dream of becoming a physician and in 1979, after having two children, she received her MD degree from the University of Colorado. In 1983 she completed a residency in diagnostic radiology from the University of Oklahoma. Dr. Sheldon was the first woman to chair the Radiology Department and the first woman to serve as President of the Central Oklahoma Radiological Society. In 1998 she subspecialized in breast diagnosis, first at the University of Oklahoma College of Medicine, and then working with two other women to cofound Breast Imaging of Oklahoma, where she practiced until her retirement in 2010. Since retirement and a move to Minneapolis, Dr. Sheldon has served as president of the Minneapolis branch of the American Association of University Women, a chapter of roughly 350 members. The group’s mission is equity for women and girls, supporting college scholarships to nine Minneapolis High School graduates each year, as well as providing food, clothing, and transitional housing to surrounding neighborhoods.https://digitalcommons.iwu.edu/awards_distinguished/1096/thumbnail.jp
THE OBSESSION OF CONTROL IN THE CHARACTER “EVE BLACKWELL” IN SIDNEY SHELDON’S MASTER OF THE GAME
No full textDalam suatu kelompok masyarakat, terdapat berbagai jenis kepribadian. Meskipun mereka hidup secara berdampingan dalam lingkungan yang sama, kemungkinan akan terjadinya konflik sangatlah terbuka lebar. Dalam skripsi ini, penulis membahas jenis kepribadian narsisistik, konflik – konflik yang dihadapi. dengan orang – orang disekitarnya maupun dengan dirinya sendiri, serta berakhirnya obsesi untuk pengendalian dari tokoh bernama Eve Blackwell dalam novel berjudul Master of the Game karya Sidney Sheldon. Keinginan si tokoh untuk memenangkan perhatian sang nenek dari saudari kembarnya berkembang menjadi keinginan akan kepuasan lahir dan batin dengan mengendalikan orang – orang disekitarnya termasuk dalam hubungan seks. Tujuan penulisan skripsi ini adalah untuk memaparkan usaha – usaha Eve Blackwell, dalam novel Master of the Game karya Sidney Sheldon, untuk mengendalikan orang – orang disekitarnya, konflik – konflik yang dihadapinya dan juga akhir dari obsesi akan kendalinya.
Untuk menganalisis tokoh ini, penulis menggunakan metode pendekatan struktural dan psikologis dengan menggabungkan teori narsisisme dari Joanna M. Ashmun dan teori obsesi dari S. Rachman. Penulis mengumpulkan data – data yang dibutuhkan dengan menggunakan metode penelitian pustaka.
Setelah melakukan analisis yang ditunjang oleh data - data, kita dapat mengetahui bahwa orang berkepribadian narsisistik seperti tokoh Eve Blackwell , yang kekuatan utamanya ada pada parasnya yang cantik, dapat menghalalkan segala cara untuk mewujudkan keinginannya. Namun dalam usaha – usahanya tersebut muncul berbagai bentuk perlawanan yang akan berujung pada konflik, baik internal maupun eksternal. Di bagian akhir analisis, kita juga dapat mengetahui bahwa dominasi orang berkepribadian narsisistik dapat dihentikan oleh kemunculan orang yang tepat seperti Keith Webster, yang berprofesi sebagai dokter operasi plastik, di waktu yang tepat
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Measuring Merit: The Shultz-Zedeck Research on Law School Admissions
No full textLaw schools profess a commitment to racial diversity both for the educational benefits diversity confers and for its contribution to the profession. But they admit students based on standards and practices that, while not discriminatory in a legal sense, undeniably favor white applicants. In practice, the Law School Admissions Test (LSAT) drives admissions decisions more than any other factor, despite the fact that it disproportionately disadvantages (and excludes) applicants of color. If it is true that racial diversity is crucial to quality legal education and to an effective legal profession-and we believe it is-then the right thing to do is to consider whether our current admissions practices can be changed for the better. This essay describes research that explored that question.</p
Sheldon and Co's Modern School Third Reader.
No full textTwo fables find their way into this little book: The Lark and Her Young (47) and Trying to Please Everybody (MSA, 73). The latter has a distinctive and lively illustration. This book is in terrible condition: one missing and many torn pages, foxing, a weak binding, and coloring all help to keep its value down! There are strong engravings of children in this book. Some child has written on 238: Do let me sleep ! The binding now exposed shows a fascinating use of a small iron bar, heavy mesh, and nails.This is a hardbound book (hard cover)After Artzybasheff and Sir Robert [sic] L'Estrang
From ideal to real: A longitudinal study of the role of implicit leadership theories on leader-member exchanges and employee outcomes
No full textThe results of the present longitudinal study demonstrate the importance of implicit leadership theories (ILTs) for the quality of leader-member exchanges (LMX) and employees' organizational commitment, job satisfaction, and well-being. Results based on a sample of 439 employees who completed the study questionnaires at 2 time points showed that the closer employees perceived their actual manager's profile to be to the ILTs they endorsed, the better the quality of LMX. Results also indicated that the implicit-explicit leadership traits difference had indirect effects on employee attitudes and well-being. These findings were consistent across employee groups that differed in terms of job demand and the duration of manager-employee relation, but not in terms of motivation. Furthermore, crossed-lagged modeling analyses of the longitudinal data explored the possibility of reciprocal effects between implicit-explicit leadership traits difference and LMX and provided support for the initially hypothesized direction of causal effects. Copyright 2005 by the American Psychological Association
René Géronimo Favaloro : pioneer of Cardiac Surgery
No full textDr. René G. Favaloro moved to the Cleveland Clinic in 1962 and proceeded to reshape the face of cardiac surgery as we knew it. Together with his colleagues at the Cleveland Clinic, Drs. Effler, Sones, Proudfit, Groves, Sheldon and countless others, he contributed to the double internal mammary arterymyocardial implantation by the Vineberg method, and by May 1967, he reconstructed the right coronary artery by the saphenous vein graft interposition. These landmark procedures paved the way for the aorto-coronary saphenous vein bypass graft in October 1967. Many similar breakthroughs ensued, with the application of the bypass technique to the left coronary artery, the combination of coronary artery bypass graft with left ventricular reconstruction and valve repair/replacement and finally, by December, a double bypass to the right coronary artery and anterior descending branch of the left coronary artery. In June, 1971, Dr. Favaloro decided to leave the Cleveland Clinic and return to Argentina where he created a medical centre, a teaching unit, a research department and finally an Institute of Cardiology and Cardiovascular Surgery. This was his greatest personal ambition. Over and above his brilliant mind and craft, Dr. Favaloro was a man of integrity, courage, honesty and humility, whose name will never cease to reverberate throughout the history of medicine.peer-reviewe
Proactive work behavior: forward-thinking and change-oriented action in organizations
No full text/O Psychology is both a science/practice and an applied/basic research discipline. Appropriately, the APA Handbook of Industrial and Organizational Psychology offers an in-depth examination of the types of behavioral and structural issues that I/O psychologists study every day, from both a theoretical and applied perspective. It explores a natural progression, from how problems are diagnosed to how research is conducted to generate answers to those problems to how interventions are implemented and, finally, to how they are evaluated. It examines what is currently known—including basic historical reviews—and identifies the most pertinent sources of information in both the core and emerging literatures. It pinpoints practical issues, probes unresolved and controversial topics, and looks at future theoretical, research, and practice trends..
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