Lowering the p-value threshold to alleviate information crisis in nutritional epidemiology – a possible temporary solution?

Nutritional epidemiology has often been criticized by its inconsistency of results, these that are broadcasted to the media due to the public interest in the topic. Effect sizes in nutritional epidemiology are often small and biases are present. The cut-off of statistically significant results in the field currently is by the norm of 5%, that is, p < 0.05 equals to a positive finding. Recent evidence found that lowering this threshold makes less claims to hold true. This said, lowering the alpha level in nutritional epidemiology could reduce the scenario in the field characterized by high frequency of positive and probably implausible findings. Of course, this would require a culture shift towards encouragement of negative findings, already proposed in some fields of science.

Engaged Buddhism

Engaged Buddhism emerged in Asia in the 20th century as Buddhists responded to the challenges of colonialism, modernity, and secularization. It is often dated to Bhimrao Ramji Ambedkar’s challenge to caste discrimination in India in the 1950s and the antiwar activism of Vietnamese Buddhist monastic Thich Nhat Hanh, although recent scholarship has pointed to the influence of Chinese Buddhist reforms occurring in the 1930s. Hanh coined the term “engaged Buddhism” to describe social and political activism based in Buddhist principles in the 1960s. The terms “engaged Buddhism” and “socially engaged Buddhism” were taken up by loosely connected Buddhists in Asia and the West who adapted Buddhism to a range of nonviolent social activist projects such as peacemaking, human rights, environmental protection, rural development, combatting ethnic violence, and women’s rights. With globalization and technological advances, engaged Buddhist organizations and efforts have spread across the globe. Reflecting the culture shift from the modern to the postmodern, generational and demographic shifts within these communities are marked by increased attention to intersectionality and postcolonial thought. Engaged Buddhists see their social and political activities as extending Buddhism’s classical focus on individual suffering to the suffering generated by unjust structures and systems, and set collective as well as individual liberation as a soteriological goal. While there is a consensus in academic scholarship that engaged Buddhism is an expression of Buddhist modernism, recent debates have arisen around whether conservative, nationalist, and even ethnocentric modern forms of Buddhism can be considered as forms of engaged Buddhism.

Local Wisdoms on Luang Island, Southwest Moluccas, Indonesia and Its Implementation in Learning

Local wisdom included cultural patterns of interpretation of certain localities, pure values, and unwritten norms, which serve the social life of a community and environment to regulate. The head of the ethnic groups in the community makeup but worries that the local wisdom are in danger lost to go. This article describes the current state of local wisdom as a cultural pattern of interpretation on the Luang Island - Indonesia. In addition, the manners, customs, and traditions of the community on the island are observed and an interview with four teenagers and ahead of the community is performed. The results of the observation and the interview are then presented and analyzed. The analysis has shown the following: (a) there are several local wisdom, which the harmony of the life of the community on the Luang island and the environment build may, for example, "urgeni, te'wa, hrukwu mnyota, hlili mnyota, lyola" (b) the local wisdom has one long tradition in the community. However, this seems lost to go because of the way of life of the local population. As a result, the valuable wisdom is in a “culture shift” situation. The local wisdom should to be used in the classroom, so that students as young generation be sensitized and note taking this wisdom.

Valuing change: differential measurement of workplace culture shift

PurposeMeasuring the efficacy of workplace culture-shift efforts presented a substantial challenge in the author's research exploring how culture shifts during deliberate change initiatives. In response to this challenge this conceptual article proposes that the relative value participants attribute to desired culture outcomes can function as a proxy for measuring culture shift over time, providing applied researchers and practitioners with a simple way to measure efficacy of change initiatives.Design/methodology/approachThis conceptual article reviews the difficulties of defining and measuring workplace culture using widely known, contemporary models and instruments. It then builds an argument for using differential measurement of the relative value attributed to culture shift outcomes (valuing) as a proxy for workplace culture shift, followed by discussion of how to conduct measurement.FindingsThis article deductively demonstrates that parsimonious measurement of culture shift is not only simple and feasible, but that practitioners and researchers alike can use a valuing approach to determine the efficacy of efforts to shift workplace culture.Originality/valueUsed to complement existing methods and instruments, or on its own, this approach to measurement can build deeper insights into what is going on during deliberate change initiatives, while answering the reflexive questions “are we doing the right things,” and “are we doing those things the right way?”

Human Resource Professional Priorities and Challenges in Times of COVID-19 Pandemic

There has been a world alarming and warming situation due to global outbreak of COVID-19 pandemic taking along most important the human cost, mentally, physically with economic cost too. All of a sudden organization across have been alerted themselves to adapt toward this unforeseen unprecedented event and thereby find new solutions. Organizations around the world are taking measures as it’s important to stay at home for social distancing, this leading to drastic increase in economic loss, poor job satisfaction, reduced motivation and workplace depression crisis among organization’s employees with far reaching impacts. The sudden work culture shift has created new challenges for Human Resource (HR) professionals and in this time of global critical condition, the companies and organizations need their HR professionals to help the employees out of this badly driven health and economic crisis. The HR Professionals has been actively partnering with Business to solve some of the trickiest questions the business world faces today. This article discusses some of the priorities and challenges faced by HR professionals in helping the employees to adjust and cope with their changed work environment during COVID-19 pandemic.

The 2010 Amendments and Hryniak v Mauldin: The Perspective of the Lawyers Who Have Lived Them

Through a survey of 90 lawyers with litigation experience, the author sought to determine the effects of recent amendments to Ontario procedural law [2010 Amendments] and a leading Supreme Court of Canada case [Hryniak] interpreting those amendments. The results were mixed. Most respondents viewed Hryniak and the 2010 Amendments as, overall, positive. But this was hardly a unanimous view. While Hryniak has certainly had effects, most respondents viewed the effectiveness of Hryniak and the 2010 Amendments to be limited, as other factors have intervened or remained as access to justice obstacles. While there was some perception that a culture shift has begun to emerge, the extent of that culture shift has been restricted. The responses did not lack all hope, but they ultimately suggest that the battle for access to civil justice must continue to be waged on multiple fronts.