title: Ethnic and religious discrimination? A multicultural analysis of muslim minorities in the west

authors: Foroutan, Yaghoob

abstract: Using a discrimination approach, this paper analyzes the consequence of religious affiliation on the status of female migrants in the labor market. Available literature emphasizes the fact that the combination of a set of major sources of discrimination such as gender, migration, ethnicity, and religion makes more severe the existing discrimination. In order to examine this relationship, the paper utilizes the statistical method of logistic regression to determine the effect of religion while other competing determinants such as ethnic and migration characteristics as well as human capital and family characteristics are held constant in the analysis. Accordingly, it is proposed that the analysis undertaken in this paper has a good potential to advance the existing knowledge on the role of religion and ethnicity from a discrimination perspective. Key findings of this empirical investigation suggest that employment differentials tend to be mainly the consequence of achieved characteristics such as human capital and length of residence in the country of destination rather than the act of discrimination in the labor market per se, arising from characteristics such as migration status, religion, and ethnicity. However, further collaborations especially qualitative studies are required to shed further light on the complicated issue of ethnic and religious discrimination.

text: Ethnic and religious discrimination? A multicultural analysis of muslim minorities in the west Using a discrimination approach, this paper analyzes the consequence of religious affiliation on the status of female migrants in the labor market. Available literature emphasizes the fact that the combination of a set of major sources of discrimination such as gender, migration, ethnicity, and religion makes more severe the existing discrimination. In order to examine this relationship, the paper utilizes the statistical method of logistic regression to determine the effect of religion while other competing determinants such as ethnic and migration characteristics as well as human capital and family characteristics are held constant in the analysis. Accordingly, it is proposed that the analysis undertaken in this paper has a good potential to advance the existing knowledge on the role of religion and ethnicity from a discrimination perspective. Key findings of this empirical investigation suggest that employment differentials tend to be mainly the consequence of achieved characteristics such as human capital and length of residence in the country of destination rather than the act of discrimination in the labor market per se, arising from characteristics such as migration status, religion, and ethnicity. However, further collaborations especially qualitative studies are required to shed further light on the complicated issue of ethnic and religious discrimination.

year: 2011

title: Developing and evaluating a training programme for  leadership behaviours focusing on  psychological theory of transactional analysis

authors: Budukh, Meenal

subjects: Leadership

abstract: In situations of conflict, it is commonly found that a leader’s communication style matters  tremendously to deliver an intended message (Khan, Ismail, Hussain, & Alghazali, 2020). Especially in times such as pandemics, wars, industrial revolutions it is the leaders that are discussed the most (Vacharkulksemsuk & Fredrickson, 2013). One of the many topics discussed regarding this profile of leadership is the communication style that is used by the leaders, especially during trying times such as mergers, change in leadership positions, or changes at any level of an organisation (Pavitt, 1999). 
Drawing on an existing psychological theory that attempts to target the complex psychological aspect of communication developed by Dr Eric Berne (1961) known as, Transactional Analysis (TA), the aim of this study was to first, adapt TA from a psychological theory to a business training programme for leaders, to be applied at the workplace. This aspect of TA has been missing from workplace leadership training (Nykodym, Longenecker, & Ruud, 1991). Second, this thesis sought to evaluate the adapted training programme that is based on the theory developed by Berne (1961), to ascertain its validity in a leadership sample away from the theory’s psychological settings. 
Training evaluation is central to the successful implementation of training in the workplace (Farjad, 2012). While there are many types of evaluations, this thesis evaluated the TA training programme using a two-fold strategy. First, using the Johari Window (Luft & Ingham, 1955) to evaluate leaders’ insights into the process of communication. Second, using Kirkpatrick’s (Watkins, Leigh, Foshay, & Kaufman, 1998) four levels of evaluation i.e. 1. Reactions 2. Learning 3. Behaviour 4. Results. The participants completed a second evaluation of the training programme one week after the intervention using Kirkpatrick’s evaluation model. 
The training programme was conducted for 11 participants of various backgrounds with leadership and business work experience, for 60 minutes each day for four days, with the training programme being evaluated on the fifth day. The sample consisted of Masters of Business Management Students, Bachelor of Engineering, Master of Cyber Security, Bachelor of Animal Behaviour, and other such programmes offered by the University of Waikato. These participants were international students, who largely had leadership experience, who were completing a one year Executive Education and or Masters level course. Participants chose to attend the training programme either via online zoom calls or face-to-face. There were 4 online participants and 7 face-to-face participants in total. 
While most participants’ feedback was that the TA training programme was relevant, well delivered, and interesting, some participants suggested that improvements in the timing and depth of the topics covered in the training could be made. In terms of evaluation, using the Johari window, the study showed, overall, increased levels of positive introspection and improved communication. Evaluation via Kirkpatrick showed that in terms of 1.Reactions – TA training was received as largely positive. 2. Learning – evaluated to be mainly good 3. Behaviour – evaluated to be overall consistent, overall demonstrating that the training module was successfully adapted for leaders. 
A limitation observed in the thesis was small sample size. It is also recommended that a replication of this study and evaluation over larger and more diverse samples (for example workplace, not student leaders) would be beneficial. Furthermore, future research may want to increase the teaching time to more than 60 minutes and delve deeper into some of the concepts covered to enhance the programme.
In summary, a training module adapted from Berne (1961) on TA was developed and taught to leadership students studying tertiary degrees. Largely the evaluation of this adapted TA training programme was that it was both well received and that it does bring positive changes for leaders.

text: Developing and evaluating a training programme for  leadership behaviours focusing on  psychological theory of transactional analysis In situations of conflict, it is commonly found that a leader’s communication style matters  tremendously to deliver an intended message (Khan, Ismail, Hussain, & Alghazali, 2020). Especially in times such as pandemics, wars, industrial revolutions it is the leaders that are discussed the most (Vacharkulksemsuk & Fredrickson, 2013). One of the many topics discussed regarding this profile of leadership is the communication style that is used by the leaders, especially during trying times such as mergers, change in leadership positions, or changes at any level of an organisation (Pavitt, 1999). 
Drawing on an existing psychological theory that attempts to target the complex psychological aspect of communication developed by Dr Eric Berne (1961) known as, Transactional Analysis (TA), the aim of this study was to first, adapt TA from a psychological theory to a business training programme for leaders, to be applied at the workplace. This aspect of TA has been missing from workplace leadership training (Nykodym, Longenecker, & Ruud, 1991). Second, this thesis sought to evaluate the adapted training programme that is based on the theory developed by Berne (1961), to ascertain its validity in a leadership sample away from the theory’s psychological settings. 
Training evaluation is central to the successful implementation of training in the workplace (Farjad, 2012). While there are many types of evaluations, this thesis evaluated the TA training programme using a two-fold strategy. First, using the Johari Window (Luft & Ingham, 1955) to evaluate leaders’ insights into the process of communication. Second, using Kirkpatrick’s (Watkins, Leigh, Foshay, & Kaufman, 1998) four levels of evaluation i.e. 1. Reactions 2. Learning 3. Behaviour 4. Results. The participants completed a second evaluation of the training programme one week after the intervention using Kirkpatrick’s evaluation model. 
The training programme was conducted for 11 participants of various backgrounds with leadership and business work experience, for 60 minutes each day for four days, with the training programme being evaluated on the fifth day. The sample consisted of Masters of Business Management Students, Bachelor of Engineering, Master of Cyber Security, Bachelor of Animal Behaviour, and other such programmes offered by the University of Waikato. These participants were international students, who largely had leadership experience, who were completing a one year Executive Education and or Masters level course. Participants chose to attend the training programme either via online zoom calls or face-to-face. There were 4 online participants and 7 face-to-face participants in total. 
While most participants’ feedback was that the TA training programme was relevant, well delivered, and interesting, some participants suggested that improvements in the timing and depth of the topics covered in the training could be made. In terms of evaluation, using the Johari window, the study showed, overall, increased levels of positive introspection and improved communication. Evaluation via Kirkpatrick showed that in terms of 1.Reactions – TA training was received as largely positive. 2. Learning – evaluated to be mainly good 3. Behaviour – evaluated to be overall consistent, overall demonstrating that the training module was successfully adapted for leaders. 
A limitation observed in the thesis was small sample size. It is also recommended that a replication of this study and evaluation over larger and more diverse samples (for example workplace, not student leaders) would be beneficial. Furthermore, future research may want to increase the teaching time to more than 60 minutes and delve deeper into some of the concepts covered to enhance the programme.
In summary, a training module adapted from Berne (1961) on TA was developed and taught to leadership students studying tertiary degrees. Largely the evaluation of this adapted TA training programme was that it was both well received and that it does bring positive changes for leaders.

year: 2021

title: Closing geographical distances: The value of a New Zealand perspective on the admission policy of a Native Hawaiian School

authors: Hemi, Keakaokawai Varner

subjects: Racial discrimination

abstract: This article examines the legal narratives evident in the American federal court decision in Doe v Kamehameha Schools (Kamehameha).' The article first describes the historical development of everyone/ no-one, someone and Indigenous equality narratives and their particular impact on the narration of Indigenous peoples in the law. It then examines how the opinions of the United States Ninth Circuit Court of Appeals in this case exhibit significant narrative confusion and distrust about the relationship between Indigenous identity and equality, with the Ninth Circuit interpreting the Native Hawaiian schools' preference for Native Hawaiian students as either reverse racial discrimination or an exception to the general rule of homogeneity and anonymity. For comparison, the article then examines similar equality narratives in New Zealand law, which reveal few legal challenges to admission policies which, either explicitly or implicitly, prefer Maori and demonstrate a narrative complementarity between equality and Indigenous identity. The article recognises that, while complementarity could clarify the narrative issues in Kamehameha for future American federal courts, it also provides the opportunity for New Zealand to pause and reflect. Ultimately, the article advocates a weaving of equality narratives across geographical distances.

text: Closing geographical distances: The value of a New Zealand perspective on the admission policy of a Native Hawaiian School This article examines the legal narratives evident in the American federal court decision in Doe v Kamehameha Schools (Kamehameha).' The article first describes the historical development of everyone/ no-one, someone and Indigenous equality narratives and their particular impact on the narration of Indigenous peoples in the law. It then examines how the opinions of the United States Ninth Circuit Court of Appeals in this case exhibit significant narrative confusion and distrust about the relationship between Indigenous identity and equality, with the Ninth Circuit interpreting the Native Hawaiian schools' preference for Native Hawaiian students as either reverse racial discrimination or an exception to the general rule of homogeneity and anonymity. For comparison, the article then examines similar equality narratives in New Zealand law, which reveal few legal challenges to admission policies which, either explicitly or implicitly, prefer Maori and demonstrate a narrative complementarity between equality and Indigenous identity. The article recognises that, while complementarity could clarify the narrative issues in Kamehameha for future American federal courts, it also provides the opportunity for New Zealand to pause and reflect. Ultimately, the article advocates a weaving of equality narratives across geographical distances.

year: 2016