Reflections on a course on ‘women and literature’

The authors outline the place of their course in a Polytechnic Humanities Degree and show how, concentrating primarily upon the novel and a line of women novelists from Jane Austen to Doris Lessing, new perspectives upon literary criticism and literary history in relation to society and culture are opened up. Teaching methods and attitudes are discussed in relation to the re-evaluation of the role of women as readers and critics, as well as authors. The success of the course, in terms of the interest it has aroused among students in women authors and feminist criticism is discussed, together with the effects of open recognition of differences of emphasis and point of view between the two tutors responsible for it. The authors express their confidence in the course as undermining a harmful acceptance of the idea of a single established literary tradition, which ‘happens’ to be dominated by white, male authors and critics, thus opening the way for students to appreciate how, as Adrienne Rich puts it, ‘there is another story to be told’.     

Advances in violence and trauma: toward comprehensive ecological models

The most important things learned about violence and trauma in the past 20 years are that interpersonal violence is prevalent, with different forms co-occurring, and that victims' reactions are complex. Researchers are called to consider models that include the ecological context within which victims experience violence and trauma to gain a better understanding of the variation seen in psychological outcomes. Multivariate data-analytic techniques such as structural equation modeling and cluster analysis are suggested as promising ways to explore questions framed by comprehensive models. These recommendations are predicted to provide comprehensive and individualized ways to intervene and prevent interpersonal violence.     

Natural helpers: a community approach to harm reduction

This paper, by Jennifer Taylor and Theresa Jasperson, looks at a successful harm-reduction initiative developed by Streetworks, a needle exchange program in Edmonton, Alberta. The Natural Helpers initiative provides and enhances the skills, knowledge, resources, and support that people who use injection drugs need in order to take care of others in their community. The evolution of the project, from its inception to the present situation, is described.     

Channeling frustrations: institutions, economic fluctuations, and political behavior

While the literature suggests that clear lines of responsibility lead to greater incumbent dependence on economic conditions for support, little has been said about how electorates channel frustrations in systems characterized by 'fuzzy' lines of responsibility, i.e., the shape and status of parliamentary government in relation to possible choice of electors open to them. The argument presented here is that fuzzy lines of responsibility result in lower incentives to participate in political processes and greater system dissatisfaction given economic circumstances. This decline is greater in systems in which incumbent responsibility is less easily identified by the individual citizen. To test this, data are collected from eight European nations over the period 1975–1992. Split sample and slope intervention models with robust estimation are employed at the individual level. System level aggregates are analyzed using pooled time–series analysis to confirm individual level findings. Finally, election turnout data are also analyzed to obtain election level verification of survey findings. Evidence suggests that participation is more heavily influenced by economic conditions in fuzzy settings. Coupled with existing literature, this suggests that while clear settings encourage punishment of the incumbent unclear settings tend to cause individuals to become more withdrawn and alienated. However, economic conditions are also important to overall system effects. The findings herein suggest that unclear or fuzzy settings increase the role of economic conditions in determination of system affect.     

Taiwan's Foreign Policy and Africa: The limitations of dollar diplomacy

The search for status, or more correctly, the desire to maintain status, lies at the heart of the Republic of China on Taiwan's (ROC) foreign policy. This is particularly so vis-a ¤ -vis its official state-to-state relations. In this regard, the ROC has been constrained by a conscious policy by the People's Republic of China (PRC) to try and marginalize Taiwan on the international stage. Due to objective realities, Taiwan has had to become satisfied with maintaining official state relations with small states only. All, with the exception of the Vatican, are in the developing world, with a number in Africa. This paper examines Taiwanese foreign policy and its diplomatic initiatives, with particular reference to its use of 'dollar diplomacy' in its activities in Africa. The constraints and limitations of such policies are drawn out.     

Le style de gestion des hommes et des femmes: convergence ou divergence?

Sommaire: Bien que le modele masculin de la gestion soit encore la norme, il cons-titue un obstacle au leadership efficace. En effet, l'adaptation aux changements structurels que connaissent les organisations exige un changement de leur culture, misant davantage sur l'ecoute d'autrui, l'intuition, l'empathie, la flexibility, qualites qui sont traditionnellement pratiquees par les femmes. La reorientation des modeles de gestion et l'augmentation du nombre des femmes dans les postes de direction donnent-ils l'occasion aux femmes d'exercer leurs fonctions sans avoir a se deguiser psychologiquement en hommes? Ces conditions leur ont-elles permis de changer la culture organisationnelle en y introduisant des facons de faire qui tiennent mieux compte des facteurs humains? Les hommes ont-ils et eux-memes influences en ce sens? Pour repondre a ces questions, un questionnaire mesurant les styles de gestion et les caracteristiques manageriales a ete complete par 398 gestionnaires de la fonc-tion publique quebecoise (230 hommes et 168 femmes). Les resultats montrent que comparativement a leurs collegues masculins, les femmes utilisent davantage des styles de gestion faisant appel aux ressources humaines, a la cohesion et a la vulnerability, conformement aux hypotheses. Mais, contrairement aux hypotheses, elles recourent davantage au pouvoir et aux normes. Elles utilisent done plus que les hommes des styles de gestion masculins et feminins. De plus, elles s'attribuent plus de caracteristiques manageriales masculines et feminines que leurs collegues masculins. Par ailleurs, les gestionnaires des deux sexes s'attribuent davantage de caracteristiques manageriales feminines que masculines, ce qui suggere que des changements se produisent dans la culture organisationnelle. Abstract: Although the traditional masculine model of management is still the norm, it is criticized as impairing effective leadership. Adaptation to structural changes actually taking place in organizations requires a significant shift in their culture towards valuing and using talents such as intuition, empathy, flexibility and caring that women have been socialized to develop. In view of this reorientation of management skills and of the increase in the number of women holding managerial positions, are women now allowed to perform their functions as women, without having to imitate men? Do women have the opportunity to contribute to organizational change by developing practices more sensitive to humane factors? Finally, have men been influenced by women's ways of managing? These issues were addressed in a survey conducted with 398 respondents from the Quebec public service (230 men and 168 women). A questionnaire measured preferred managerial styles and self-attributed psychological characteristics. Results revealed that, as predicted, women's managerial style emphasized human resources, cohesion and vulnerability. However, contrary to predictions, women used power, norms and procedures to a greater extent than men did. Their managerial style thus combines feminine and masculine features. Moreover, women reported having more feminine and masculine psychological characteristics than did men. But, overall, feminine characteristics were self-attributed by both males and females, suggesting emerging changes in organizational culture.