Suchergebnisse

Examines the conflict that erupted in 1978 between the increasingly autonomous Soka Gakkai movement & the Nichiren Shoshu priesthood that resulted in a permanent split in 1991 & the excommunication of 11 million Soka Gakkai International members. It is argued that the break stemmed from differences between Soka Gakkai's pragmatic, worldly focus on the changing religious needs of contemporary converts, & the mystical, other-worldly nature of the Nichiren Shoshu priesthood, which stressed 13th-century ideals. The historical development of Nichiren Buddhism is traced from Japanese reformer Nichiren, who taught that the Lotus Sutra was the essence of all Buddhism. Soka Kyoiku Gakkai, a new lay organization founded by Tsunesaburo Makiguchi in 1930, maintained the Lotus Sutra & other basics of Nichiren Buddhism, but eventually deviated from some traditional practices. Events leading up to the permanent split are described & compared to the divorce between Roman Catholicism & Protestantism during the Protestant Reformation. Recent changes in both the Nichiren Shoshu priesthood & Soka Gakkai International are examined, along with the prospects for reconciliation. J. Lindroth

Purpose
The purpose of this paper is to examine the expectations women have of their women managers and/or women employees and to suggest personal and organizational strategies to strengthen those relationships.


Design/methodology/approach
Building on a first phase of research using narrative inquiry into the lived experiences of women managing and/or being managed by women, workshops were held with 13 participants to explore their relationship expectations of women managers and/or employees.


Findings
While the participants initially believed they expected the same things of a manager or employee irrespective of gender, a closer examination revealed gender-based expectations. Women expect a higher degree of emotional understanding and support from a woman manager, than they would from a man. They also expect a woman manager to see them as an equal, take a holistic view of them as people, understand the complexities of their lives and provide flexibility to accommodate those complexities.


Research limitations/implications
This is an exploratory study in an under-researched area. Extensive further research is warranted.


Practical implications
Understanding the expectations women have of their women managers enables the development of both personal and organizational strategies aimed at strengthening those relationships.


Originality/value
These findings begin a dialogue on the often-unspoken and unrecognized gender-based expectations women have of their relationships with women managers and/or women employees. Although considerable research exists on gender stereotypes in the workplace, little research exists on these gender-based relational expectations.

Purpose– The purpose of this paper is to examine the intersections between the way women's careers develop, the hierarchical relationships between women and the resulting implications for gender equity in the workplace.Design/methodology/approach– While a considerable body of research exists on gender in the workplace, the intersection between the way in which women ' s careers develop and the influence hierarchical relationships between women in the workplace have on that career development are under-researched. This paper examines existing relevant research, discusses the implications of these intersecting areas and raises areas for future academic research, as well as the development of organizational practice.Findings– The nature of the hierarchical relationships between women in the workplace is an important but under-researched factor when considering the career development of women. Delving into the experiences of women managers and employees, both good and bad, enables a deeper understanding of the role these relationships play in shaping the careers of women. From this, personal and organizational strategies can be developed that enhance workplace relationships and the career development of women.Originality/value– This paper encourages academics and practitioners to critically consider the connections between hierarchical workplace relationships and career development as part of organizational practice and further gender equity research.

THE UK Biotechnology and Biological Sciences Research Council (BBSRC) has funded a new Animal Welfare Research Network (AWRN) to bring together animal welfare researchers, those working in related fields and other professionals with an interest in animal welfare, including representatives from industry, charities and government. The core aims of the AWRN are to foster enhanced collaboration within the UK animal welfare research community and other relevant disciplines to: facilitate mentoring and training for early career researchers; seek new ways of supporting welfare researchers at all career stages; encourage interaction between researchers and stakeholders to identify gaps and opportunities for joint-working; and promote the impact of research outcomes. Over £100,000 has been provided by BBSRC to fund the AWRN for three years in the first instance, and it will be managed by a coordinating group of animal welfare researchers led by Professor Michael Mendl from Bristol university.

8 páginas, 4 figuras, 1 tabla ; Supported by Grants from the Comitato Telethon Fondazione Onlus, the Amministrazione Autonoma dei Monopoli di Stato, the city of Gubbio, Italy (grant numbers GGP06209 and GGP10121), the Italian Ministry of Health ('Identification of tumor biomarkers through a biologydriven integrated approach'), and the Spanish and the Valencian Governments (grants BFU2011-30407 and Prometeo II/2014/029, respectively). NG holds a contract of CIBERER. ; Peer reviewed

BACKGROUND: Floating-Harbor syndrome (FHS) is a rare condition characterized by short stature, delays in expressive language, and a distinctive facial appearance. Recently, heterozygous truncating mutations in SRCAP were determined to be disease-causing. With the availability of a DNA based confirmatory test, we set forth to define the clinical features of this syndrome. METHODS AND RESULTS: Clinical information on fifty-two individuals with SRCAP mutations was collected using standardized questionnaires. Twenty-four males and twenty-eight females were studied with ages ranging from 2 to 52 years. The facial phenotype and expressive language impairments were defining features within the group. Height measurements were typically between minus two and minus four standard deviations, with occipitofrontal circumferences usually within the average range. Thirty-three of the subjects (63%) had at least one major anomaly requiring medical intervention. We did not observe any specific phenotype-genotype correlations. CONCLUSIONS: This large cohort of individuals with molecularly confirmed FHS has allowed us to better delineate the clinical features of this rare but classic genetic syndrome, thereby facilitating the development of management protocols. ; The Government of Canada through Genome Canada, the Canadian Institutes of Health Research (CIHR) and the Ontario Genomics Institute (OGI-049), by Genome Québec and Genome British Columbia, and the Manton Center for Orphan Disease Research at Children's Hospital Boston. KMB is supported by a Clinical Investigatorship Award from the CIHR Institute of Genetics. AD is supported by NIH grant K23HD073351. BBAdV and HGB were financially supported by the AnEUploidy project (LSHG-CT-2006-37627). Canada Steering Committee, which consists of K. Boycott (University of Ottawa), J. Friedman (University of British Columbia), J. Michaud (University of Montreal), F. Bernier (University of Calgary), M. Brudno (University of Toronto), B. Fernandez (Memorial University), B. Knoppers ...