Developing Dietetic Students' Confidence in Multicultural Communication through Flipped Learning.

Problem: In a Master of Dietetics program, cultural competence was originally taught with lectures of cultural food practices. Course evaluations reflected that students wanted more opportunities to practice multicultural communication skills whereas lecturers felt that students' personal inquiry of cultural competence could be strengthened. This study explores whether the combination of self-directed pre-class learning and in-class activities through flipped learning could address these instructional issues. Three research questions were examined: (1) How did dietetic students' perceived confidence in multicultural communication change before and after undergoing flipped learning? (2) Which aspects of cultural competence influenced students' confidence in multicultural communication before and after flipped learning? (3) Which aspects of cultural competence were students' cultural learning goals based upon after flipped learning? Intervention: The intervention began with an introductory lesson in which students attended a lecture on New Zealand's cultural landscape, self-assessed their cultural influences, and completed self-directed learning of cultural competence concepts. After this, students participated in two flipped learning lessons; the first lesson focused on cultural knowledge and the second on multicultural communication skills. For both lessons, students completed preparatory activities before engaging in small-group activities during the class sessions. Before and after the flipped learning lessons, students wrote online reflections about the reasons underlying their confidence in multicultural communication. Context: The intervention was carried out with 32 early dietetic students who were in their first semester of postgraduate studies and 31 students consented to study participation. The majority of study participants were female (n = 30, 97%), European or Asian (n = 28, 91%), and between 21-30 years old (n = 27, 87%). Impact: Pre and post module surveys submitted by 31 students showed that more of them reported being confident or very confident in multicultural communication after flipped learning. Reflections submitted by 31 students before flipped learning showed that their confidence in multicultural communication was based upon their cultural knowledge and cultural interaction experiences. Reflections submitted by 19 students after flipped learning indicated that they developed cultural skill which helped them become confident in multicultural communication. These students set goals to continue developing their cultural knowledge, engaging in cultural interaction, and optimizing opportunities for applying cultural skill during clinical practice. Lessons learned: The study results showed that flipped learning can be used for cultural learning. As compared to lectures, flipped learning can provide students with more authentic contexts to practice multicultural communication. These learning experiences model how students might continue to self-direct their cultural competence development throughout their professional practice.

Gênero e as práticas de gestão nas melhores empresas para se trabalhar no Brasil / Gender and management practices at the best companies to work for in Brazil

O objetivo deste artigo é investigar práticas adotadas pelas empresas para o atendimento, atração e retenção das mulheres em seu quadro funcional. As organizações pesquisadas foram as 150 Melhores Empresas para Você Trabalhar. No aspecto metodológico, realizaram-se análises descritivas dos empregados e empresas, além de uma análise de conteúdo e descrição de frequências das práticas organizacionais. Enquanto algumas empresas negam as diferenças existentes entre homens e mulheres, outras adotam a perspectiva da valorização das diferenças, desenvolvendo ações, como: metas para contratação e promoção de mulheres, apoio ao equilíbrio entre vida familiar e carreira, e incentivo aos cuidados com a saúde. Constata-se que, ainda que o tema seja pauta de discussão e evolução na sociedade, as organizações têm desenvolvido de maneira lenta suas ações voltadas para esse público, mesmo aquelas que se destacam como as melhores para se trabalhar no Brasil(AU)

The purpose of this article was to investigate the practices adopted by companies for the treatment, attraction, and retention of women in its staff. The companies researched were the 150 Best Companies to Work For. In the methodological aspect, descriptive analyses of employees and companies were performed, as well as a content analysis and a description of frequencies of organizational practices. While some companies deny the differences between men and women, others adopt the perspective of valuing the differences by performing actions such as: targets for hiring and promoting women, supporting the balance between family and career, incentives to health care. It can be noticed that, although the issue is in the agenda of discussions and developments in the society, the organizations have developed their actions geared towards this public very slowly, including those that stand out as the best places to work for in Brazil(AU)

Gênero e as práticas de gestão nas melhores empresas para se trabalhar no Brasil / Gender and management practices at the best companies to work for in Brazil

O objetivo deste artigo é investigar práticas adotadas pelas empresas para o atendimento, atração e retenção das mulheres em seu quadro funcional. As organizações pesquisadas foram as 150 Melhores Empresas para Você Trabalhar. No aspecto metodológico, realizaram-se análises descritivas dos empregados e empresas, além de uma análise de conteúdo e descrição de frequências das práticas organizacionais. Enquanto algumas empresas negam as diferenças existentes entre homens e mulheres, outras adotam a perspectiva da valorização das diferenças, desenvolvendo ações, como: metas para contratação e promoção de mulheres, apoio ao equilíbrio entre vida familiar e carreira, e incentivo aos cuidados com a saúde. Constata-se que, ainda que o tema seja pauta de discussão e evolução na sociedade, as organizações têm desenvolvido de maneira lenta suas ações voltadas para esse público, mesmo aquelas que se destacam como as melhores para se trabalhar no Brasil.

The purpose of this article was to investigate the practices adopted by companies for the treatment, attraction, and retention of women in its staff. The companies researched were the 150 Best Companies to Work For. In the methodological aspect, descriptive analyses of employees and companies were performed, as well as a content analysis and a description of frequencies of organizational practices. While some companies deny the differences between men and women, others adopt the perspective of valuing the differences by performing actions such as: targets for hiring and promoting women, supporting the balance between family and career, incentives to health care. It can be noticed that, although the issue is in the agenda of discussions and developments in the society, the organizations have developed their actions geared towards this public very slowly, including those that stand out as the best places to work for in Brazil.

Information for women after CS: are they getting enough?

Of the factors known to influence rising caesarean section (CS) rates in Scotland, it is without doubt the practice of repeat elective CS that is the major determinant. Accounting for a national rate of 30%, the high incidence of CS performed in women after one previous caesarean birth does not reflect the evidence underpinning a trial of labour as preferred practice (Expert Advisory Group on Caesarean Section in Scotland, 2001). Indeed, several factors are considered to influence the practice of trial of vaginal delivery after CS. These include the durability of the uterine incision performed at the primary CS, prolonged pregnancy and individual obstetrician and women's preferences (Enkin et al, 1995). However, in relation to the latter, few studies have addressed the views of women and their choice of mode of delivery in a subsequent pregnancy following previous caesarean birth. The evidence available suggests there is still a considerable number of women who have experienced a lack of involvement and information in relation to their childbirth experience (Churchill et al, 2000; Fleissig, 1993). A small exploratory, descriptive study was designed to examine women's role in choosing a repeat elective CS or trial of vaginal delivery following previous caesarean birth. Due to time constraints, a survey approach was adopted, as surveys tend to be less time-consuming than other methods (Parahoo, 1997). For ethical reasons, eligibility was considered only after the medical decision for proposed mode of delivery had been made. Therefore, recruitment did not take place before 36-weeks' gestation. Using a self-administered questionnaire, data was collected from 38 respondents over an eight-week period. Results demonstrated that 23 women (60%) reported involvement in the decision-making process. Of those women, 16 were having a trial of vaginal delivery and seven were having a repeat elective CS. Few women (n=9, 39%) addressed medical factors for their decision, compared to the majority of women (n=16, 69%) who addressed non-clinical and personal issues.