Digital Commons Network^™

Implementing Ethics Into Artificial Intelligence: A Contribution, From A Legal Perspective, To The Development Of An Ai Governance Regime, Axel Walz, Kay Firth-Butterfield

Duke Law & Technology Review

The increasing use of AI and autonomous systems will have revolutionary impacts on society. Despite many benefits, AI and autonomous systems involve considerable risks that need to be managed. Minimizing these risks will emphasize the respective benefits while at the same time protecting the ethical values defined by fundamental rights and basic constitutional principles, thereby preserving a human centric society. This Article advocates for the need to conduct in-depth risk-benefit-assessments with regard to the use of AI and autonomous systems. This Article points out major concerns in relation to AI and autonomous systems such as likely job losses, causation of …

Leadership In The Sixth Mass Extinction, Elizabeth Gingerich

The Journal of Values-Based Leadership

No abstract provided.

Book Review: Reinventing The Organization: How Companies Can Deliver Radically Greater Value In Fast-Changing Markets, M. S. Rao

The Journal of Values-Based Leadership

No abstract provided.

Education Meant Risking Her Life: A Young Girl's Deadly Struggle To Learn, Emilio F. Iodice

The Journal of Values-Based Leadership

Let us remember: One book, one pen, one child, and one teacher can change the world.

I speak not for myself but for those without voice... those who have fought for their rights... their right to live in peace, their right to be treated with dignity, their right to equality of opportunity, their right to be educated.

I don't want to be remembered as the girl who was shot. I want to be remembered as the girl who stood up.

I think of it often and imagine the scene clearly. Even if they come to kill me, I will tell …

The Impact Of #Metoo: A Review Of Leaders With Supervisor Power On Employee Motivation, Mary Kovach

The Journal of Values-Based Leadership

This manuscript intends to advance existing research, specifically, in gender dissimilar supervisor-employee workplace dyads by integrating #MeToo with our existing knowledge concerning supervisor power and employee motivation. With the #MeToo movement re-energized in 2017, power in leadership positions was redefined. As a result, power held by a supervisor is likely to influence outcomes based on gender and the employees’ source of motivation. Supervisors who believed they were successful through influence were more likely to exhibit power to achieve success. However, employees’ source of the motivation was a moderating factor in those outcomes. Meaning, outcomes were dependent on the type of …

Cultures Of Servant Leadership And Their Impact, Robert Giambatista, Robert Mckeage, Jeremy Brees

The Journal of Values-Based Leadership

Servant Leadership has primarily been studied at the level of individual leaders and their impact, yet Greenleaf, who first formally proposed the idea in 1970, also considered the construct as an important institutional element. Further, because it is values-based, and culture is the organizational mechanism for developing and transmitting shared values, an organizational lens for studying servant leadership is also needed. The current study of three firms examines organizational differences in servant leadership. We found organizational differences in levels of servant leadership, suggesting a cultural explanation. We also found that individual (i.e., supervisor) and organizational (i.e., cultural) servant leadership have …

Profound Leadership: An Integrative Literature Review, Heidi Scott, Davin J. Carr-Chellman, Leslie Hammes

The Journal of Values-Based Leadership

This integrative literature review develops the concept of profound leadership. Using Torraco’s (2005, 2016) framework for integrative literature reviews as a foundation, the purpose of this study is threefold: (a) to review existing leadership theories fitting the profound learning framework (Kroth, 2016; Name deleted to maintain the integrity of the review process; Name deleted to maintain the integrity of the review process); (b) to examine the leadership theory definitions, characteristics, and dependent variables; and (c) to apply the outcomes of (a) and (b) to build the theory of profound leadership and make recommendations for future theory-building. Leadership as a general …

The Salience And Substance Of Spiritual Leadership, Joseph P. Hester

The Journal of Values-Based Leadership

The binary construct “spiritual-leadership” is a challenge to explain and a conundrum to unravel. Its inscrutability lies within our intrinsic nature and is, as we know, malleable, succumbing to cultural as well as value relativity. The spiritual lies deeply within our mental environment swaying perception, memory, judgment, reasoning, and volition. Few doubt the importance of the spiritual, but its substance is often ill-defined yielding more to religious belief and emotion than rational validation. Its entwinement with monotheistic belief appears to limit its more widespread application. Practically, the question is how the spiritual functions to expand and clarify our knowledge of …

Development Of A Broader Conceptualization And Measurement Scale Of Ethical Leadership (Bels), Fahad Shakeel, Peter Mathieu Kruyen, Sandra Van Thiel

The Journal of Values-Based Leadership

This study presents a broader construct of ethical leadership as an alternative to existing understanding of the term. The study divides the existing literature into classical and contemporary thoughts. The study brings forth limitations of the existing classical conceptualization based on several shortcomings. Synthesis and development of existing studies lead to a broader narrative that essentially addresses the limitations posed in this study. This broader viewpoint is based on the categorization of ethical theories by Van Wart (2014). A new definition of ethical leadership is presented and a survey scale of ethical leadership based on this conceptualization is developed. This …

Helping Leaders Grow Up: Vertical Leadership Development In Practice, Hannah E. Jones, Julie A. Chesley, Terri Egan

The Journal of Values-Based Leadership

This research reinforces arguments for the use of adult vertical development theory to transform traditional leadership development practices to prepare leaders for the volatile, uncertain, complex, and ambiguous (VUCA) world. Vertical leadership development strategies and practices were assessed in fifteen large organizations. Multiple factors impacted implementation of vertical development practices. The primary factor was the overall leadership development mindset (the organization’s learning strategy and its theory of individual change). Secondary factors include senior leader engagement, space for openness and vulnerability, capability and experience of practitioners, alignment in business processes, and expanded understanding of risk-taking. Our results illustrate that accelerating leadership …

The Question Of Leadership, Joseph P. Hester

The Journal of Values-Based Leadership

No abstract provided.

Five Guidelines For Speaking Truth To Power, Paul Grossgold, Ritch Eich

The Journal of Values-Based Leadership

No abstract provided.

Five Values That Guide Wise Leaders, Ritch Eich

The Journal of Values-Based Leadership

No abstract provided.

A Tribute To Elijah E. Cummings, Elizabeth Gingerich

The Journal of Values-Based Leadership

No abstract provided.

Winter/Spring 2020

The Journal of Values-Based Leadership

No abstract provided.

Failed Policy As Seen In The Solar Trade War, Emma Weirich

Economics Theses

Increasing protectionist policies in the United States have attempted to protect solar manufacturing jobs; however, they have created negative repercussions for the majority of the industry. This paper aims to analyze the 2018 30% US tariff on all imported photovoltaic cells and modules and whether or not it has been an effective policy to protect and encourage the solar industry. To do so, the paper will analyze similar tariffs enacted in 2012 and 2014 by the United States to understand how the tariffs have been impacting the solar energy’s labor market and photovoltaic module and cell price fluctuations. By researching …

Voting And Civic Engagement Among Utah Women, Susan R. Madsen, Robbyn T. Scribner

Marketing and Strategy Faculty Publications

Utah has a strong history of women’s political and civic involvement. The state was an early leader in giving women the vote, was home to the first female state senator in the nation (MacKay, 2005), and, as recently as 1996, had the strongest women’s voter participation in the United States (Davidson, 1996). However, these factors do not give the full picture; and in 2015 the Institute for Women’s Policy Research (2015) ranked Utah dead last in the area of political participation. Much of this ranking was due to the lack of women running for and serving in public office, but …

Labor Force Participation Among Utah Women, Susan R. Madsen, Robbyn T. Scribner

Marketing and Strategy Faculty Publications

Over the past half-century or so, Utah women’s participation in the labor force has steadily increased at a rate of about 8% per decade (Utah Women & Leadership Project, 2019). According to the most recent (2017) U.S. Census Bureau estimates, women in Utah make up 45% of the state workforce, which is slightly lower than the U.S. women’s share of the national workforce, 47.8% (United States Census Bureau, 2017a). In general, Utah women are about as likely to be employed as U.S. women, but Utah women are less likely to work full-time year-round (Department of Work-force Services, 2014). Numerous factors …

Utah Women And Stem, Susan R. Madsen, Elizabeth Goryunova, Robbyn T. Scribner

Marketing and Strategy Faculty Publications

Employment opportunities in Science, Technology, Engineering, and Math (STEM) sectors in Utah are estimated to reach 101,000 by 2018 (Carnevale, Smith, & Melton, 2011). These jobs are recognized nationwide as being well-compensated and generally recession-proof. Yet Utah women continue to hold a lower percentage of STEM-sec-tor jobs than women nationally; in fact, Utah is ranked last in the United States in terms of the percent of women employed in STEM. In addition, Utah women work in STEM occupations at a rate that is less than half that of Utah men (Institute for Women’s Policy Research (IWPR), 2013). Recognizing the role …

The Status Of Women In Utah Politics: Congress, Statewide Executive Offices, And The State Legislature, Susan R. Madsen, D. Candice Pierucci

Marketing and Strategy Faculty Publications

A host of national reports and media (e.g., Chu & Posner, 2013) in the past decade have ranked Utah last or near last in terms of women being in positions of decision making and leadership, and women in Utah politics is foundational to this issue. Raising awareness of the reasons why this is the case is critical to social change efforts focused on improving the representation of women in political roles within the state. Women serving in public office within the state of Utah have positive implications for women’s health. Research shows that when more women are involved in decision-making …

The Status Of Women In Utah Politics: Counties, Mayors, City Councils, And Boards Of Education, Susan R. Madsen, D. Candice Pierucci

Marketing and Strategy Faculty Publications

Several national reports earlier in the past decade ranked Utah last or near last in terms of women being in positions of decision making and leadership, including a 2013 Center for American Progress report titled “The State of Women in America: A 50-State Analysis of How Women Are Faring Across the Nation” (Chu & Posner, 2013). These and other rankings most often use the following four criteria: 1) gender wage gap, 2) educational attainment, 3) women in management roles, and 4) women serving in state legislatures. Research released through the Utah Women & Leadership Project and the Utah Women & …

Financial Analysis And Valuation Of Ani Pharmaceticals, Inc., Olaoluwa Gbolahan

Dissertations, Theses, and Projects

ANI Pharmaceuticals is a pharmaceutical company focused on developing, manufacturing, and marketing branded and generic prescription pharmaceuticals. The company has over 40 products and produces liquid, powder and oral solid dose products, including those requiring containment. ANI's line of Rx products is sold to the U.S's largest wholesalers and distributors, smaller regional distributors and chains, as well as the top pharmacy and retail outlets in the country

Hourly Employee Performance Review Form And Instructions, University Of Maine System Human Resources

General University of Maine Publications

Form and instructions for the University of Maine System hourly employee performance evaluation.

Work Performance Improvement Plan - Umpsa, University Of Maine Human Resources

General University of Maine Publications

A Performance Improvement Plan (PIP) may be an appropriate tool for the management of employee job performance when documented performance concerns exist and said concerns have been the subject of ongoing discussions between the UMPSA employee and their supervisor.

Work Performance Improvement Plan - Colt, University Of Maine Human Resources

General University of Maine Publications

A Performance Improvement Plan (PIP) may be an appropriate tool for the management of employee job performance when documented performance concerns exist and said concerns have been the subject of ongoing discussions between the COLT employee and their supervisor.

Chinese你好，爱，再见完整版本Hello, Love, Goodbye(2019)完整版本【Hd.1080p】~免費下載, Madelineleonard77 Madelineleonard77

madelineleonard77 madelineleonard77

No abstract provided.

Exemplary Human Resources Administrators Leading Through Storytelling, Colleen Slattery

Dissertations

Purpose: The purpose of this phenomenological study was to understand and describe how exemplary human resources administrators use storytelling to lead organizations using Denning’s (2011) model. In addition, it was the purpose to understand how they use storytelling to create transformational change. Denning’s The Leader’s Guide to Storytelling highlights eight storytelling narrative patterns: to ignite action and implement new ideas, build trust, build your organizations’ brand, transmit organizational values, foster collaboration, share knowledge, neutralize rumor, and create and share vision.

Methodology: This phenomenological qualitative study described the lived experiences of exemplary human resources administrators in Northern California. The researcher was …

Vega, Capital Ratios, And Real Estate Lending, Muna Alsheikh

Doctor of Business Administration Dissertations

The 2007 financial crisis revealed how excessive bank risk threatens financial system stability. This paper studies two aspects of the risk-taking incentives of banks– CEO compensation and capital. The vega of a bank executive’s equity compensation measures how compensation changes relative to the banks’ stock volatility. If CEO compensation vega is high, I expect the CEO to take more risk in areas where he exercises control. Conversely, if regulators demand that banks invest their own capital to encourage conservative behavior, then I expect risk-taking to be lower. This paper confirms that higher vega and lower capital ratios are associated with …

Handbook For University Supervisors And Confidential Employees, Revised July 2019, University Of Maine System Human Resources

General University of Maine Publications

This Handbook describes personnel policies for regular employees of the University of Maine System who are covered by the University of Maine System Job Classification Program and are excluded from existing collective bargaining units, i.e. supervisors and confidential employees. It is designed as a guide to aid in understanding their employer, the employee’s work environment and the employee’s relationship to the University. The employee’s supervisor or human resources office can provide additional information or assistance.

Handbook For Non-Represented Faculty And Salaried Staff, Revised July 2017, University Of Maine System Human Resources

General University of Maine Publications

This Handbook is designed as an aid in understanding the relationships between the University of Maine System as an employer and its non-represented faculty and salaried staff. This Handbook describes personnel policies for regular faculty and salaried staff members whose positions are excluded from existing collective bargaining units. The group includes full-time regular and part-time regular faculty members who are excluded from the faculty and part-time faculty bargaining units and full-time regular and part-time regular salaried staff who are excluded from the professional and administrative staff bargaining unit. This Handbook is also applicable to the Management Group of the University …