title: Towards an ethical dramaturgy : a practice-led research project on verbatim theatre

authors: Mooney, Miriam (Missy)

subjects: Verbatim theatre

abstract: Verbatim theatre can be understood as the process of collecting verbatim material from real people, usually through recorded interviews, and using it to create a performance text that can be subsequently re-presented by actors in a dramatic context. This thesis argues that the creation of verbatim theatre from the words, experiences and lives of real people is simultaneously a dramaturgical and ethical task. Verbatim theatre practitioners such as Moisés Kaufman, Alecky Blythe, Hilary Halba and Stuart Young acknowledge the ethical responsibility theatre makers feel to honour and accurately re-present their interviewees in their work. However, there is a gap in the collective discourse on verbatim theatre regarding how consideration of the ethical obligations theatre makers have to their interviewees influences the dramaturgical processes and construction of their work. 

This thesis is primarily concerned with the process of creating verbatim theatre, and uses practice-led and action research methodologies to examine what ethical practice during this process could be. This research used the creation of an original verbatim play titled Strong Female Characters to explore the ethical construction of verbatim theatre. Reflection on this process, combined with examination of the practice of other verbatim theatre makers, informs the key findings of this thesis. In addition to Strong Female Characters and a written thesis this research has prompted the creation of a manifesto that serves as a succinct chapter of this thesis and offers examples of some of the different ways ethical practice could be considered by the verbatim theatre maker and incorporated into their creative and dramaturgical practice.

text: Towards an ethical dramaturgy : a practice-led research project on verbatim theatre Verbatim theatre can be understood as the process of collecting verbatim material from real people, usually through recorded interviews, and using it to create a performance text that can be subsequently re-presented by actors in a dramatic context. This thesis argues that the creation of verbatim theatre from the words, experiences and lives of real people is simultaneously a dramaturgical and ethical task. Verbatim theatre practitioners such as Moisés Kaufman, Alecky Blythe, Hilary Halba and Stuart Young acknowledge the ethical responsibility theatre makers feel to honour and accurately re-present their interviewees in their work. However, there is a gap in the collective discourse on verbatim theatre regarding how consideration of the ethical obligations theatre makers have to their interviewees influences the dramaturgical processes and construction of their work. 

This thesis is primarily concerned with the process of creating verbatim theatre, and uses practice-led and action research methodologies to examine what ethical practice during this process could be. This research used the creation of an original verbatim play titled Strong Female Characters to explore the ethical construction of verbatim theatre. Reflection on this process, combined with examination of the practice of other verbatim theatre makers, informs the key findings of this thesis. In addition to Strong Female Characters and a written thesis this research has prompted the creation of a manifesto that serves as a succinct chapter of this thesis and offers examples of some of the different ways ethical practice could be considered by the verbatim theatre maker and incorporated into their creative and dramaturgical practice.

year: 2019

title: Intentional over-qualification: An exploration of motives and outcomes

authors: Newland , Samantha

subjects: over-qualification

abstract: The effects of over-qualification (OQ) are becoming more established, yet little is known about the processes which drive these outcomes, or why outcomes are sometimes positive rather than negative. Less is known about different forms of over-qualification, whether they exist, and, whether they make a difference to such outcomes. Drawing on the theory of needs-supplies fit, the current research examined how two distinct forms of over-qualification (intentional and unintentional) relate to life satisfaction, job satisfaction, organisational commitment, turnover intentions, and job performance. Data were collected by means of an online self-report survey. Two hundred and twenty-seven respondents (61% female, 39% male) provided data at one time point. Two distinct forms of over-qualification emerged. Ninety participants were intentionally over-qualified and predominantly chose jobs below their qualifications due to work-life balance considerations (e.g., wanting more time for educational pursuits, family, hobbies, and leisure activities). Eighty-four participants were unintentionally over-qualified (i.e., not over-qualified by choice), and fifty-three participants were not over-qualified. Women reported choosing jobs below their qualifications significantly more often than men, as did individuals below the age of 30 years. Unintentional over-qualification proved to be a more harmful form of over-qualification and was linked to a range of undesirable outcomes. Over-qualified employees should not be mass categorised as they have been in many previous studies. Although unintentional over-qualification should be avoided, the same cannot be said for intentional over-qualification. Over-qualified individuals who choose their employment situation appear to represent a largely unrecognised, underutilised, and potentially valuable resource for organisations.

text: Intentional over-qualification: An exploration of motives and outcomes The effects of over-qualification (OQ) are becoming more established, yet little is known about the processes which drive these outcomes, or why outcomes are sometimes positive rather than negative. Less is known about different forms of over-qualification, whether they exist, and, whether they make a difference to such outcomes. Drawing on the theory of needs-supplies fit, the current research examined how two distinct forms of over-qualification (intentional and unintentional) relate to life satisfaction, job satisfaction, organisational commitment, turnover intentions, and job performance. Data were collected by means of an online self-report survey. Two hundred and twenty-seven respondents (61% female, 39% male) provided data at one time point. Two distinct forms of over-qualification emerged. Ninety participants were intentionally over-qualified and predominantly chose jobs below their qualifications due to work-life balance considerations (e.g., wanting more time for educational pursuits, family, hobbies, and leisure activities). Eighty-four participants were unintentionally over-qualified (i.e., not over-qualified by choice), and fifty-three participants were not over-qualified. Women reported choosing jobs below their qualifications significantly more often than men, as did individuals below the age of 30 years. Unintentional over-qualification proved to be a more harmful form of over-qualification and was linked to a range of undesirable outcomes. Over-qualified employees should not be mass categorised as they have been in many previous studies. Although unintentional over-qualification should be avoided, the same cannot be said for intentional over-qualification. Over-qualified individuals who choose their employment situation appear to represent a largely unrecognised, underutilised, and potentially valuable resource for organisations.

year: 2017

title: Te Tiriti o Waitangi

authors: Maxwell, Te Kahautu

abstract: Whakawātea. Lyrics composed by Te Kahautu Maxwell. Performed by Ōpōtiki Mai Tawhiti (Kapa Haka group)

Waiata ā Tira: Aroha
Whakaeke: Pinepine Te Kura
Mōteatea: Tērā te haeata
Waiata ā Ringa: Tiaho Mai
Poi: E ia, e ia
Haka: Ranginui
Whakawātea: Te Tiriti o Waitangi

text: Te Tiriti o Waitangi Whakawātea. Lyrics composed by Te Kahautu Maxwell. Performed by Ōpōtiki Mai Tawhiti (Kapa Haka group)

Waiata ā Tira: Aroha
Whakaeke: Pinepine Te Kura
Mōteatea: Tērā te haeata
Waiata ā Ringa: Tiaho Mai
Poi: E ia, e ia
Haka: Ranginui
Whakawātea: Te Tiriti o Waitangi

year: 2024-02-23