Improving Crisis Communication Efficiency Through Nudging

Human action is not rational, and this irrationality manifests itself especially in decisions under uncertainty – the COVID-19 pandemic is one example of many in this respect. At the same time, various branches of research have been able to identify systematic patterns in irrational human behavior, and these have been attempted to be subsumed under the umbrella term of 'nudging'. Nudging describes the intentional change of decision architectures with the purpose of transforming irrationalities and/or distortions of human perception into predictable action. Thus, nudging represents a potent communication tool, especially in crisis communication scenarios. After presenting the basic theoretical assumptions of nudging, two examples of highly effective crisis communication strategies employed during the COVID-19 pandemic will be used to illustrate, contextualize, and reflect on central mechanisms and workings of nudging. This chapter ends with a summary of the most central findings as well as a critical reflection on potential future fields of action.

Research on a voice changed by distortion

The concept and essence of distortion are considered from a technical stand-point and criminal law perspective. The most common ways of distorting a voice and a speech are provided, as well as certain methods of detecting an intentional change in a voice and human speech by computer tools and linguistic analysis. Some software and hardware tools changing a speech signal both in real time and in a pre-prepared recording are analyzed. To solve diagnostic and identification tasks, a pressing issue in forensic video and audio analysis is studied which is addressed to forensic experts in this field more often.

Faculty Equity Issues: A Case Study in Policy and Employment Insecurity

<p>This case study examines equity issues (gender, race/ethnicity, and faculty appointment type) related to a specific policy that focuses on improving performance and ranking metrics at a public metropolitan research university. The overarching issues include the negative unintended consequences of focusing on short-term objectives at the expense of the university’s long-term mission. This article builds on a ten-year line of research regarding intentional change at large public metropolitan research universities.</p>

Faculty Equity Issues: A Case Study in Policy and Employment Insecurity

<p>This case study examines equity issues (gender, race/ethnicity, and faculty appointment type) related to a specific policy that focuses on improving performance and ranking metrics at a public metropolitan research university. The overarching issues include the negative unintended consequences of focusing on short-term objectives at the expense of the university’s long-term mission. This article builds on a ten-year line of research regarding intentional change at large public metropolitan research universities.</p>

IMPACT OF INTENTIONAL CHANGE THEORY AND INTRINSIC MOTIVATION ON AGILE TEACHERS

Higher educational institutions are in constant need of developing new operational strategies to prepare students to be responsive to ongoing demands from different avenues. Agility is most needed in educational institutions who prepare the future talent. Agility is all about maintaining a balance between learning, people and change. Students who experience agile learning environment can easily understand the importance of being relevant to any kind of change including pandemics. Teacher’s agility is the key ingredient to the successful accomplishment of this goal. With this intention this article focuses on to explore to understand the role of individual in transforming teacher to agile teacher. In this systematic attempt the insight of Intentional Change Theory (ICT) has been discussed in developing agility. It also attempts to bring forth the inspiration and impact of individual level desired change to organizational level, especially in Universities. A total of 525 teachers as sample respondents in the study from the select universities of Telangana State. The impact of adoption of five discoveries or stages of ICT on the development of the attributes of agility at workplace has been observed and analyzed through regression. The study also attempted to understand how intrinsic motivation of individual moderates the association of ICT and teachers agility. The outcome model of the study contributes to every teacher seeking to explore and understand or facilitate the sustainable change with the advancement of agility. KEYWORDS: Teacher’s Agility, Intentional Change, Intrinsic Motivation, Talents, Operational Strategies.

Übersetzung und Bearbeitung als Anamorphose. Zum kreativen Potenzial sprachlicher Um- und Wiederformung

Throughout the centuries, optical metaphors have been used to describe translation. The present study tries to show the extent to which the phenomena of translation and adaptation can be regarded as anamorphic processes that benefit the creation of new meaning. At issue, in this regard, are the following questions: what role should one ascribe to the (unconscious or intentional) change in perspectival play in translation or adaptation? Who benefits from this change of viewpoint? In order to answer these questions and illustrate the matters concerned, this essay attends to the practice of libretto translation as well as to certain excerpts from Alessandro Baricco’s reflections on his Italian version of the Iliad (2004).

Pelatihan Intentional Change Model untuk Meningkatkan Leader Effectiveness Pengurus PPGT

Efektifitas pemimpin bukanlah hal yang mudah untuk dicapai oleh seorang pemimpin. Pemimpin itu harus membangun kesadaran untuk memperlengkapai diri dan anggotanya demi tercapainya tujuan. Keyakinan intrapersonal dalam kapabilitasnya untuk berfungsi sebagai pemimpin disebut leader role-efficacy (LRE), kemampuannya untuk menavigasi dan mengelola hubungan interpersonal dengan anggotanya disebut leader trust in subordinate (LTS), keduanya merupakan elemen kunci dari leader effectiveness. Penelitian ini bertujuann untuk mengetahui apakah pelatihan intentional change model (ICM) dapat meningkatkan leader effectiveness pengurus Persekutuan Pemuda Gereja Toraja (PPGT) jemaat Pajalesang Palopo. Subjek penelitian yaitu pengurus organisasi PPGT berjumlah limabelas orang sebagai one group pre and post-test design. Kuesioner ­pre-test diberikan seminggu sebelum perlakuan dan kuesioner post-test diberikan dua minggu setelah perlakuan. Alat ukur yang digunakan oleh peneliti adalah Leader effectiveness scale dari Ladegard dan Gjerde (2014) dan Psychological Capital Quetionnaire (PCQ) dari Luthans, Youssef, dan Avolio (2015). Dari pengukuran menggunakan teknik analisa t sample t-test. Hasil penelitian bahwa terdapat perbedaan signifikan nilai sebelum dan setelah diberi perlakuan pelatihan intentional change model dengan nilai signifikansi sebesar p=0,000 (p?0,05). Kata kunci: Efektivitas Pemimpin; Intentional Change Model; PPGT.

Learning Life Skills of Emotional and Social Intelligence Competencies

Emotional and social intelligence competencies distinguish effective performance among managers, leaders, and professionals. People in power (i.e., leading and helping) roles infect others with their emotional state through the contagion of emotion. The consequences of using emotional and social intelligence competencies are amplified in work and social settings through the quality of people’s relationships. Although most attempts to develop these competencies at work and in graduate education fail, there is longitudinal evidence that they can be developed sustainably. Intentional change theory explains the physiological and psychological process that results in significant improvement in these competencies. The three most distinctive aspects of this model, in contrast to typical approaches, are (a) fostering the person’s ideal self, vision, and dream before exposing them to any data feedback; (b) using coaches to create relationships that help the person through the process; and (c) developing social identity groups that create peer coaching relationships and sustain the developments.