자연주의적 탐구조사(Naturalistic Inquiry)

Recording of presentation introducing narrative analysis, outlining what it is, why it can be a useful approach, how to do it and where to find out more. Presentation given at methods@manchester seminar at University of Manchester on 4 March 2010.

What is Narrative Analysis

How to ... be a reflective practitioner.

The Study of Man. By Michael Polanyi. Price, $1.75. Pp. 102. University of Chicago Press, 5750 Ellis Ave., Chicago 37, 1959. One subtitle to Polanyi's challenging and fascinating book might be The Evolution and Natural History of Error , for Polanyi is at pains to expunge what he believes to be the false notion contained in the contemporary view of science which treats it as an object and basically impersonal discipline. According to Polanyi not only is this a radical and important error, but it is harmful to the objectives of science itself. Another subtitle could be Farewell to Detachment , for in place of cold objectivity he develops the idea that science is necessarily intensely personal. It is a human endeavor and human point of view which cannot be divorced from nor uprooted out of the human matrix from which it arises and in which it works. For a good while

Personal Knowledge: Towards a Post-Critical Philosophy

We present here because it will be so easy for you to access the internet service. As in this new era, much technology is sophistically offered by connecting to the internet. No any problems to face, just for this day, you can really keep in mind that the book is the best book for you. We offer the best here to read. After deciding how your feeling will be, you can enjoy to visit the link and get the book.

Teaching to Transgress: Education as the Practice of Freedom

The purpose of this paper is to explore the super-vision of dissertations, from the perspective of the supervisor and two supervisees who did dissertations that had an evocative autoethnographic component. We argue that autoethnography in context of scholarly writing encourages both an inner looking, and an outward looking that results in a super-vision, that is the result of the relationship between the supervisor and the supervisee, which evokes further insights, analysis, and reflexive stories.

The Super-vision of Autoethnographic Dissertation Studies: Transformative Stories of the Supervisor and the Supervised Revealed

Editors' Notes: Editors' Notes

Abstract Phenomenon: Transformative learning is a theory in which individuals construct new or revised interpretations of the meaning of an experience. COVID-19 offers a rare opportunity to better understand how individuals respond to and make meaning within the shared context of an extraordinary event. We aimed to examine if and how residents and fellows engaged in transformative learning when caring for COVID-19 positive patients during the initial peak of the pandemic (Spring 2020). Approach: We conducted an interpretive qualitative study to identify themes pertaining to transformative learning. We used semi-structured interviews of residents and fellows who were directly or indirectly involved in the care of COVID-19 positive patients admitted to the inpatient wards or the intensive care units during the first peak of the pandemic (defined as March 11th – May 28th, 2020) at our Mid-Atlantic academic health system. We used the medium of comics to depict select interviewees’ experiences during the pandemic as a novel way to represent themes from the interviews. Findings: Three main themes arose from our qualitative analysis. These included “a sense of guilt,” “the impact on training,” and “venues and processes for reflection.” In comparing their experiences with colleagues and friends at other institutions with higher COVID-19 case volume, trainees reflected on how they felt lucky, and this led to guilt, although not necessarily transformation. The impact of COVID-19 on the training environment had transformative potential. Trainees challenged their previously held assumptions on the necessity of various surgeries, in-person visits, and physical examination maneuvers when COVID-19 posed a barrier. Finally, while trainees recalled multiple situations throughout the pandemic when they believed they were engaging in reflection, such reflection did not appear to reach so deep as to alter participants’ underlying assumptions until the research interview itself, suggesting that transformation was incomplete. Insights: Our purposive sample of residents and fellows who cared for COVID-19 positive patients during the initial peak of the pandemic made meaning of their experience in multiple ways. The largest shift in worldview due to the pandemic appeared to be related to the instrumental utility of certain common medical practices or procedures. This, in turn, was the most prominent influence on how these trainees felt they would practice in the future, and translated to a shift in how they appraised evidence. However, lack of opportunity for reflection may have adversely impacted the ability for transformation to take place. Given that multiple trainees showed appreciation for the critical reflection venue that was the research interview, academic leadership should ensure similar venues exist during training, even after the pandemic ends.

A Graphic Transformation: A Qualitative Study of Transformative Learning in Medical Trainees during COVID-19 Using Comics as Data Presentation

This chapter explores the interconnection of transformative learning, spirituality, and creativity, and how the discussion of these connections has unfolded since the new millennium. 

https://onlinelibrary.wiley.com/doi/pdfdirect/10.1002/ace.20477

The braid of transformative learning, spirituality, and creativity: The impetus to create as well as critique

The purpose of this paper is to discuss the career d velopment findings of a larger qualitative research study exploring the exp eriences of African American managers in Fortune 500 companies, and then to consider the implications for leveraging diversity, in HRD and adult education practice. Diversity has received growing attention as a topic f interest for many in human resource development (HRD) and adult education in recent yea rs. Indeed, we live in a society growing ever more diverse which has affected workplace demo graphics (Cox, 2001). Lockwood (2005) notes how discussions of diversity have changed ove r tim in the HRD literature, and notes that initially, there was an emphasis on assimilation of those who were different based on race, ethnicity, or gender. During the 1980s and 1990s, with EEO and affirmative action initiatives, diversity discussions tended to focus on the legal issues; while slightly later, the focus was more on being inclusive of difference (i.e., race, ethnicity or gender). In the new mille nnium, the emphasis was on managing diversity , which focuses on how to enable those from diverse backgrounds to work together effectively. Accordin g to Cox (2001) the concept of managing diversity has appeared to benefit organizations by improving problem solving, enhancing innovation, and valuing and investing in the talent of people from diverse cultural backgrounds. The more recent HRD discourse focuses on the idea o f leveraging diversity, which is an extension of the idea of managing diversity, and, a ccording to Lockwood (2005), is integral to how organizations might yield greater creativity an d i novation. Leveraging diversity has received attention as organizations move into diver se or international markets, and is tied to gaining or keeping the market share within the loca l and global marketplace, and recruiting and retaining diverse talent. Friedman and Holtom (200 2) conducted a study on the effects of network groups on minority retention and turnover r ates, and found that cultural minority members who participated in network groups, particu larly at the managerial level, reported greater job satisfaction and had few plans to leave the company. It appeared that such network groups provided mentoring and more of a sense of so cial inclusion for these managers; hence such groups appeared to have a role in the career d ev lopment of its members. This perhaps indicates that companies that make use of such netw ork groups are finding ways to leverage diversity, and to keep its talented employees by fa cilit ting their career development. This leads to the question of how organizations can effectivel y facilitate the career development of its diverse employees as a way of leveraging diversity. In order to shed light on how companies might do this, the purpose of this article is to di scuss the career development findings of a larger qualitative research study (Bristol, 2005). It exp lored the experiences of African American managers in Fortune 500 companies, and then to cons ider the implications for leveraging

/pdf/the-career-development-of-african-american-managers-40uufxuhd4.pdf

Elizabeth J. Tisdell

Papers

The Super-vision of Autoethnographic Dissertation Studies: Transformative Stories of the Supervisor and the Supervised Revealed

Editors' Notes: Editors' Notes

A Graphic Transformation: A Qualitative Study of Transformative Learning in Medical Trainees during COVID-19 Using Comics as Data Presentation

The braid of transformative learning, spirituality, and creativity: The impetus to create as well as critique

The Career Development of African American Managers: Exploring the Significance of Social and Cultural Capital on Leveraging Diversity