“To be relied upon and trusted”: The centrality of personal relationships to collaboration in HE, in a successful cross-team institutional change project

The change to online delivery in March 2020 provided an opportunity as well as a requirement to change the way we work in Higher Education (HE), from a traditional stance focussed on hierarchy and roles to one that embraced individual core skills and competencies. The Transformation Academy (TA), Solent University's response led by the Solent Learning and Teaching Institute (SLTI), had as its goal the preparation of 1100 modules for online delivery in September 2020, delivered via institutional cross-team collaboration to ensure success within a narrow timescale. Collaboration is by necessity situated and dialogic, and most effectively driven by an affective and trust-based connection between collaborative partners as well as to the project goal. In bringing together previously disparate and siloed teams, the TA project’s success relied upon new collaborative partners quickly forming those connections, despite the prevailing neoliberal emphasis in UK HE on performativity and pressure from senior management to complete the work within 12 weeks. Adopting a qualitative empirical research design and single, local, exploratory case study approach, data is derived from 11 semi-structured interviews with project members who collaborated with colleagues outside of their usual team structures, to explore the personal value they perceived obtaining from the TA project. Preliminary findings suggest that Learning and Teaching (L&T) collaborations in a pressured environment benefit from authenticity in emotion and interpersonal affective connections, which in turn are engendered by openness and clarity in communication, a flattened hierarchy, and a sense of ownership for all participants.

ANALISIS MODEL PENYELAMATAN PEMBIAYAAN BERKUALITAS RENDAH DAN PEMBIAYAAN BERMASALAH NASABAH TERDAMPAK COVID-19 BANK DAERAH SYARIAH

Coronavirus Disease 2019 (Covid 19) has made a serious impact on the national banking industry. Financial Services Authority (OJK) has issued a relaxation policy that is expected to suppress non-performing loans/financing in national banks. This study aims to identify and assess policies, technical models and contracts from restructuring activities for customers affected by Covid 19 at Islamic Banks towards sharia principles and banking prudential principles. This Qualitative - Empirical Research concludes that the activity of restructuring activities for customers affected by Covid 19 at PT Bank Daerah Syariah is in accordance with sharia principles and banking prudential principles, a note of improvements on the side of administrative costs and the financing restructuring contract.

Remote learning in basic education schools in Latvia during COVID-19 Pandemic: Experience of pedagogical internship

Due to the outbreak of the COVID-19 pandemic, most students were forced to study remotely, including students in Latvia. This publication aims to reflect on the remote learning process during Covid-19, analysing the results obtained by students during their internships. The research study involves 81 full-time and part-time students of Liepaja University study programmes. This publication is based on qualitative empirical research, using the case study method within a natural environment. The results were analysed using content analysis. As the result of this study, the conclusions are drawn, revealing the identified problems, strong points and contradictions in the learning process, providing a basis for improvements. The obtained research results can serve as a foundation for the research in future. Keywords: consequences of Covid -19, remote learning process, internship

Subcontracted racial capitalism: the interrelationship of race and production in meat processing plants

The aim of this paper is to extend discussion on subcontracted labour by focussing on the labour process and on the role of race and racialization within it. The existing literature has so far analysed the factors that have encouraged employer decisions to outsource labour, together with its effects on labour conditions and on industrial relations. Missing, however, has been any detailed analysis of the role of race and racialization processes, pivotal elements in the facilitation of subcontracting thereby accelerating the worsening of labour conditions.Based on qualitative empirical research on the meat industry in Northern Italy, this article highlights how the processes of outsourcing and racialization intersect to support the segmentation of labour within the workplace. In particular, we argue that, through contracting out work to racialized groups of migrant workers, outsourcing has been both facilitated and legitimized. Furthermore, the presence of in-plant contractors has fostered the implementation of racializing practices, which in turn have bolstered workforce fragmentation on racial lines.Notwithstanding this, our findings show that race can be a factor in the mobilization of subcontracted migrant labour through the production of pragmatic (racial) solidarities. These informal ties are a key component in the development of the everyday struggles and alliances that emerge within grass roots worker organisations as well as beyond their boundaries through hybrid forms of collective organisation.

Who Mobilizes the Court? Migrant Rights Defenders Before the Court of Justice of the EU

Like any other adjudicative body, the Court of Justice of the European Union (CJEU) is an essentially reactive institution: it cannot create disputes on its own motion, but it needs to be ‘mobilized’. This simple observation leads us to a question of central importance in the field of courts and social justice: who brings social justice claims before the Court of Justice? This is a particularly salient question if confronted with the Court’s restrictive legal standing rules: individuals and collective actors have limited access to the Court and engaging in EU litigation requires the availability of specific resources and allies. This paper relies on an original dataset of 291 rulings of the CJEU in the field of migration, complemented with qualitative empirical research, to unveil and map the actors that defend migrant rights in Luxembourg. The analysis offers an innovative and critical reflection on the accessibility of international courts by disadvantaged groups, showing how some features of the preliminary reference procedure affect the type of actors that engage in EU litigation.

Groupies, Fangirls and Shippers: The Endurance of a Gender Stereotype

The purpose of this special issue is to offer new perspectives on fan cultures which respond to changes and controversies that have happened since the last American Behavioral Scientist special issue on fandom was published, in 2005. But the aim of my contribution is to argue that, sadly, derisive-gendered discourses like ‘fangirls’, ‘groupies’ and ‘shippers’ are still alive and well. Returning to the kind of research conducted in the 1980s – when women’s experiences of feminized popular cultures began to be taken seriously – reminds us that their pleasures are no less derided or controversial four decades on. My findings also suggest that the enduring presence of older stereotypes within teen drama fandoms – particularly the ‘groupie’ – signals the agility of sexism, as the term can now be understood as more of a generational designation rather than a medium-specific one. This article is the product of three years of qualitative empirical research with ‘teen girl’ fandoms of three popular television shows: Pretty Little Liars, Revenge and The Vampire Diaries. The data it discusses includes Skype audio and video interviews, written interviews conducted via email and Facebook Messenger, along with overt social media observations.

General Aspects and Perspectives of Immigrant Diversity in Organizations

More than 10% of the world's working-age population are migrants. Migration issues are particularly relevant in Europe, as 2.7 million people came to Europe in 2019 alone. According to the report “WWWforEurope”, the quantity of research investigating cultural diversity is on the rise, the authors of the report Dohse and Gold (2014) have also noted that cultural diversity affects critical economic variables - economic growth, innovation, and the social welfare. Therefore, Gelfand et al. (2017) argue that research on organizational behavior should include more theories of cultural diversity. There has been little such research in Lithuania, so this article aims to analyze immigrant diversity perspectives in Lithuanian organizations. The qualitative empirical research was conducted using expert interviews. Content analysis was conducted using NVivo software. The results show that Lithuania has a low level of immigrant diversity, but therefore there is currently a growing interest and awareness related to this topic. Immigrant diversity is occurring in international organizations, globally born companies, organizations expanding into foreign markets or organizations founded by immigrants themselves. Two types of organizations (according to immigrant diversity perspectives) were categorized: 1) monolithic organization (this type is more prominent, based on resistance and “discrimination-and-fairness” paradigms and highly related to the cultural context of the country); 2) multicultural organization (focus on “integration-and-learning” and “access-and-legitimacy” paradigms).

Glass hearts?! Successful visible ethnic minority women migrants at work in Iceland and New Zealand

In the diversity arena, women and their heterogeneity as visible ethnic minority migrants at work are under researched. Our qualitative empirical research reveals, and compares, how visible ethnic women migrants (VEWM) experience their journey to professional success in Iceland and New Zealand. These island nations rank in the top six of the Global Gender Gap Index, have women Prime Ministers, and increasing demographic diversity. The findings reveal that for VEWM success is a continuous journey with many different challenges. VEWM reject the notion of success as accumulation of things or titles, emphasizing instead how success is experienced. For VEWM in Iceland, success means independent hard work and aligning with other women. VEWM in New Zealand experience success through religion and giving back to the community. These differences are explored and theorized, contributing to an expanding literature of migrant complexities, beyond monolithic representations of gender at work.