Academic literature on the topic 'Head Recruiting'
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Journal articles on the topic "Head Recruiting"
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Budhy Prianto, Dwi Suharnoko, and Mardiyono. "The Recruitment Process of the Head of Local Government by Political Parties In Malang Raya Region." Journal Ilmu Sosial, Politik dan Pemerintahan 7, no. 2 (2021): 1–15. http://dx.doi.org/10.37304/jispar.v7i2.968.
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Direct regional head elections are in the process of recruiting leaders in regions that can guarantee the representation of local people through a democratic process. In this process, theoretically and constitutionally political parties have important and strategic roles and functions. Unfortunately, the oligarchic practice that engulfed almost all political parties has internally and externally recognized the basic principles of democracy in the process of recruiting prospective leaders in the region. The democratic process is only procedural, not substantial. So far it is strongly suspected that the process of regional head elections is more colored by transactional politics. This paper aims first, to obtain an overview of the recruitment process of candidates by political parties in the regional head elections in the Malang Raya region. Second, to obtain a description that is the power of money not only in choosing candidates for the regional head, but also able to lull constituents and voters in determining the choice of regional heads. Third, to obtain an explanation of the impact of the transactional political process and the use of the power of money as well as the impact on the relationship between political parties and their constituents in the Malang Raya region.
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MacMahon, Clare, Aisling Bailey, Morag Croser, and Juanita Weissensteiner. "Exploring the skill of recruiting in the Australian Football League." International Journal of Sports Science & Coaching 14, no. 1 (2018): 72–81. http://dx.doi.org/10.1177/1747954118809775.
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The present study was designed to explore the skill of recruiting in the professional Australian Football League, with a particular interest in the approach to decision making and information processing. The research design utilised semi-structured interviews and a survey instrument. A total of 12 participants comprised of 11 active head recruiters representing 11 Australian Football League Clubs, and one former expert Australian Football League recruiter undertook semi-structured, in-depth interviews to provide insight into recruitment decision making. Additionally, all participants completed a survey determining preferences for intuitive and deliberative decision-making styles. A model created represents the identification of four influential factors in the recruitment approach including (a) recruiter background; (b) recruiter attributes; (c) recruiter understanding of team needs and (d) recruiter–coach relationship. In particular, recruiters revealed that the style of decision making they use is influenced by the relationship with the head coach. Recruiting as a stand-alone position is not well understood. This work shows that both intuition and deliberation are used, the extent to which appears to be influenced by the recruiter–coach relationship. This work offers a strong base to further explore recruiting and talent identification in professional sport, and, particularly, how relationships influence decision style and performance.
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Prianto, Budhy, Dwi Suharnoko, and Mardiyono. "Political Parties and the Recruitment Process of Local Government Heads in Malang Raya." Journal of Public Administration and Governance 8, no. 4 (2018): 187. http://dx.doi.org/10.5296/jpag.v8i4.13966.
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Direct elections for the head of local government were a process of recruiting leaders in regions that can guarantee the representation of local people through a democratic process. In this process, theoretically and constitutionally political parties have important and strategic roles and functions. Unfortunately, the oligarchic practice that engulfed almost all political parties has internally and externally recognized the basic principles of democracy in the process of recruiting prospective leaders in the region. The democratic process is only procedural, not substantial. So far it is strongly suspected that the process of regional head elections is more colored by transactional politics. This paper aims first, to obtain an overview of the recruitment process for the local head government candidates by political parties in Malang Raya region. Second, to describe the power of money in choosing candidates by the parties and the voters. Third, to explain the transactional political impact on the performance of elected candidates. Methods were using descriptive analysis with qualitative approach and become parts of investigational report. Data were collected from interview and documentation. The results were consist of three aspects: first, at the stage of nomination of candidates for local head of government internally in political parties there was a tendency for friction between central and local political party leaders. In turn, this friction brought the failure of their candidate in the local election. Second, even though there were allegations of transactional politics between candidates for regional heads and political parties carrying them or between political parties, the allegations were not supported by concrete data. Third, the selection process for the head of local governments in the Malang Raya area tends to be less consistent with the performance of the government, especially those relating to PAD, IKF, and HDI.
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Najam, Sonia, Rukhman Solangi, Waheed Ali Umrani, and Sheraz Mustafa Rajput. "“Recruiting the right research associate for case research center”." Emerald Emerging Markets Case Studies 11, no. 1 (2021): 1–21. http://dx.doi.org/10.1108/eemcs-04-2020-0102.
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Learning outcomes After practicing the case students will be able to; understand the importance of recruiting the right person in retaining employees. Understand the underlying causes of employees’ turnover. Formulate retention strategies. Case overview/synopsis The case presents the situation of high turnover in Case Research Center (CRC), Sukkur IBA University. The protagonist, Dr. Waheed Ali Umrani, Head CRC was concerned about the retention of Research Associates in the CRC. The case also highlights the reasons for the turnover of early-career female research associates in an academic setup of Sukkur IBA University. This case will involve students to critically think and come up with retention strategies and measures that recruiters, in this case, should consider before and after the selection of Research Associates. Complexity academic level Graduate. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management.
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Rathwell, Scott, Gordon A. Bloom, and Todd M. Loughead. "Head Coaches’ Perceptions on the Roles, Selection, and Development of the Assistant Coach." International Sport Coaching Journal 1, no. 1 (2014): 5–16. http://dx.doi.org/10.1123/iscj.2013-0008.
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The purpose of the study was to gain an in-depth understanding of the characteristics head coaches looked for when hiring their head assistant coach, the main roles and responsibilities assigned to assistants, and the techniques and behaviors used to develop them. Data were obtained through interviews with six accomplished Canadian University head football coaches. Results indicated head coaches hired loyal assistants who possessed extensive football knowledge that complimented their own skill sets. Once hired, head coaches had their assistant coaches help them with recruiting, managing a major team unit, and developing athletes. They helped advance their assistants’ careers through personal mentorships which included exposure to external sources of knowledge such as football camps and coaching conferences. These results represent one of the first empirical accounts of head coaches’ perceptions on hiring and developing head assistant coaches.
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Admon, Lindsay, Jessica K. Haefner, Giselle E. Kolenic, Tammy Chang, Matthew M. Davis, and Michelle H. Moniz. "Recruiting Pregnant Patients for Survey Research: A Head to Head Comparison of Social Media-Based Versus Clinic-Based Approaches." Journal of Medical Internet Research 18, no. 12 (2016): e326. http://dx.doi.org/10.2196/jmir.6593.
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Rifki, M. Saidi, and Mujaeni. "President, Kinship Politics, and Election 2019, and Its Influence on Regional Head Elections 2020 in Surakarta." Bestuurskunde: Journal of Governmental Studies 1, no. 1 (2021): 41–51. http://dx.doi.org/10.53013/bestuurskunde.1.1.41-51.
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This research departs from the victory of President Joko Widodo's son and son-in-law in the 2020 Regional Head Election. Approximately 44% or 55 candidates of the 124 regional head candidates who have a kinship with the authorities are confirmed to win the 2020 simultaneous Regional Head Election and stroll as regional heads. For this reason, this study will explore the phenomenon of winning candidates exposed to kinship politics, especially with the president in the 2020 Regional Head Election. This research also analyzes some of the causes of nepotism in the democratic system that are still visible in the 2020 simultaneous Regional Head Election. To achieve this goal, the research uses descriptive research methods with a qualitative approach. The method was chosen because the 2020 simultaneous Regional Head Election were multidimensional. The results of the study found several factors that led to kinship politics still coloring the 2020 Regional Head Election, including the advancement of candidates who were exposed to kinship with the president. These factors, such as the popularity of family names, are deliberately carried out by politicians as a way of inheriting power and the weak democratization of political parties, such as recruiting candidates for the regional head. This also led to candidates exposed to kinship with the president in striding to win the Regional Head Election. This research concludes that kinship should be able to lead to moral behavior, not just a pursuit of power. Concerning kinship politics, it can be controlled through internal reforms of political parties as institutions that carry out the role of candidate recruitment.
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Alger, Jackeline, Pierre Buekens, Maria Luisa Cafferata, et al. "Microcephaly Outcomes among Zika Virus–Infected Pregnant Women in Honduras." American Journal of Tropical Medicine and Hygiene 104, no. 5 (2021): 1737–40. http://dx.doi.org/10.4269/ajtmh.20-1483.
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ABSTRACTThe impact of Zika virus (ZIKV) infection on pregnancies shows regional variation emphasizing the importance of studies in different geographical areas. We conducted a prospective study in Tegucigalpa, Honduras, recruiting 668 pregnant women between July 20, 2016, and December 31, 2016. We performed Trioplex real-time reverse transcriptase–PCR (rRT-PCR) in 357 serum samples taken at the first prenatal visit. The presence of ZIKV was confirmed in seven pregnancies (7/357, 2.0%). Nine babies (1.6%) had microcephaly (head circumference more than two SDs below the mean), including two (0.3%) with severe microcephaly (head circumference [HC] more than three SDs below the mean). The mothers of both babies with severe microcephaly had evidence of ZIKV infection. A positive ZIKV Trioplex rRT-PCR was associated with a 33.3% (95% CI: 4.3–77.7%) risk of HC more than three SDs below the mean.
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Douglas, Scott, William R. Falcão, and Gordon A. Bloom. "Career Development and Learning Pathways of Paralympic Coaches With a Disability." Adapted Physical Activity Quarterly 35, no. 1 (2018): 93–110. http://dx.doi.org/10.1123/apaq.2017-0010.
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The purpose of this study was to gain an understanding of the career development and learning pathways of Paralympic head coaches who previously competed as Paralympic athletes. Each coach participated in a semistructured interview. A thematic analysis of the data revealed three higher order themes, which were called becoming a coach, learning to coach, and lifelong learning and teaching. Across these themes, participants discussed interactions with other coaches and athletes with a disability, learning from mentors and coaching clinics, as well as limited formal educational opportunities they experienced transitioning from athlete to head coach. The findings revealed that they acquired most of their knowledge from a combination of knowledge gained as athletes and informal sources, including trial and error. They also stressed the need for enhanced recruiting of parasport coaches and parasport coach education opportunities that would enhance programs for athletes with physical disabilities, from grassroots to Paralympic levels.
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Kiraly, Meredith. "The problem of the paedophile: guidelines for recruiting staff for positions in child and youth care." Children Australia 21, no. 2 (1996): 35–37. http://dx.doi.org/10.1017/s1035077200007057.
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In recent years there has been widespread concern across the English-speaking world about repeated incidents in which paedophiles have obtained positions of responsibility in relation to the care of vulnerable children, such as those living in residential care. In the United Kingdom, a series of well-publicised incidents over several years culminated in the Beck case. Frank Beck was a paedophile who was appointed to the position of head of a children's home. Following the discovery of his abusive activities with children in one workplace, he successfully moved to a similar position of responsibility. In response to this series of scandals an inquiry was set up in to the Selection, Development and Management of Staff in Children's Homes (the Warner Inquiry). This inquiry produced a substantial report on ways in which selection and management practices should be improved. There have, however, been continuing concerns that international paedophile rings continue to pose a significant risk to children and young people in the care system across the world.
Dissertations / Theses on the topic "Head Recruiting"
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Linderfyhr, Jessica, and Mikaela Malm. "She’s the Boss – HR och kvinnligt chefskap : Hur Human Resources kan arbeta för att främja kvinnorschefskarriärer." Thesis, Högskolan Dalarna, Personal och arbetsliv, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:du-25424.
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Enligt undersökningar som chefsorganisationen Ledarna publicerar årligen finns det en återkommande problematik med att rekrytera unga kvinnor till chefspositioner. Syftet med examensarbetet är att undersöka vad som kan inverka på kvinnors vilja att söka en chefstjänst och att utforma en HR strategi som främjar och motiverar kvinnor att söka chefstjänster. Unga kvinnor kan känna tvekan inför chefskap på grund av känslan av bristande erfarenhet och svårighet med att identifiera sig med den stereotypa chefsnormen. Aspekter av chefskapet som motiverar är möjligheten att kunna påverka, fatta beslut samt personlig utveckling. Att en chef har hög arbetsbelastning är något som omnämns som negativt samtidigt som att utmaningen i chefskapet lockat intervjupersonerna. Fokus på svårigheter med att balansera chefskap och privatliv/familjeliv kan vara en generell förklaring till att färre unga kvinnor väljer en chefskarriär. Chefskapet innebär i många fall en möjlighet till flexibel arbetstid, vilket gynnar balansen mellan arbets- och privatliv. En nyckelfaktor för att kombinera chefskap med familj och barn är en jämställd fördelning av hushållsarbete och ansvar för barnen. Flera av intervjupersonerna har fått sin tjänst genom uppmuntran, något som varit avgörande för att anta chefskapet. För att motivera unga kvinnor till chefstjänster behövs ett engagemang där potentiella kvinnliga chefer upptäcks och uppmuntras till karriär. Arbetet grundas på en kvalitativ ansats med semistrukturerade intervjuer som insamlingsmetod. Resultaten har analyserats utifrån den teoretiska referensram som sammanställts inom fokusområdet. Genomgående följer arbetets uppbyggnad de tematiseringar som baseras på frågeställningarna: Vad är det som gör att unga kvinnor kan tveka inför chefskap? Vad kan motivera unga kvinnor att vilja bli chef? Hur kan arbetslivet som chef kombineras med privatlivet/familjelivet? Hur kan rekrytering förbättras för att motivera unga kvinnor att söka chefstjänster?<br>According to surveys conducted by the organization Ledarna, there is a recurrent problem of recruiting young women to senior positions. The purpose of this essay is to investigate what may affect women's desire to seek a managerial position and to design a HR strategy that promotes and motivates women to seek executive positions. Young women feel doubtful about manager positions because of the feeling of lack of experience and difficulty identifying themselves with the stereotype manage standard. Aspects of the management that motivate are the ability to influence, make decisions and gain personal development. The fact that a manager has a high workload is something that is referred to as negative while the challenge in the manager position attracted the interviewees. Focusing on difficulty in balancing work and private/family life can be an overriding explanation that fewer women choose a managerial career. In many cases, the manager position offers an opportunity for flexible working hours, which benefits the balance between work and private life. A key factor in combining management positions with family and children is an equal distribution of household work and responsibility for the children. Several of the interviewees have gained their position through encouragement, something that was crucial for the manager position. In order to motivate young women into management positions, engagement is needed in which female executive subjects are discovered and encouraged to career. The work is based on a qualitative approach with semi structured interviews as a collection method. The results are analyzed based on the theoretical reference frame compiled within the focus area. Throughout the structure of the work, the thematic approaches are based on the questions: What is it that makes young women doubt about leadership? What can motivate young women to want to become a manager? How can work life as a manager be combined with privacy/family life? How can recruitment be improved to motivate young women to seek executive positions?
Books on the topic "Head Recruiting"
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Adler, Lou. Hire with your head: Using power hiring to build great companies. 2nd ed. Wiley, 2002.
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Hire with your head: Using performance-based hiring to build great teams. 3rd ed. John Wiley & Sons, 2007.
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D.C.) Early Head Start National Resource Center (Washington. Early Head Start home-based program option: Recruiting, training, and retaining qualified staff. The Center, 1999.
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Adler, Lou. Hire with your head: Using power hiring to build great companies. 2nd ed. Wiley, 2002.
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The current status of military recruiting and retention: Hearing before the Military Personnel Subcommittee of the Committee on Armed Services, House of Representatives, One Hundred Ninth Congress, first session, hearing held July 19, 2005. U.S. G.P.O., 2006.
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United States. Congress. House. Committee on Armed Services. Readiness Subcommittee. Resetting and reconstituting the forces: Hearing before the Readiness Subcommittee of the Committee on Armed Services, House of Representatives, One Hundred Eighth Congress, first session, hearing held October 21, 2003. U.S. G.P.O., 2004.
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The adequacy of Army forces: Hearing before the Military Personnel Subcommittee of the Committee on Armed Services, House of Representatives, One Hundred Ninth Congress, first session, hearing held February 2, 2005. U.S. G.P.O., 2007.
Find full textBook chapters on the topic "Head Recruiting"
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Bowman, Timothy, William Butler, and Michael Wheatley. "For Empire, Ulster or Ireland?" In The Disparity of Sacrifice. Liverpool University Press, 2020. http://dx.doi.org/10.3828/liverpool/9781789621853.003.0004.
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On the outbreak of the First World War the War Office had hoped to organise recruiting on a traditional, non-sectarian pattern. However, in Ulster, it soon became clear that large numbers of recruits would not be obtained unless special arrangements were made with the Ulster Volunteer Force and, to a lesser extent, Irish National Volunteers. As a result, recruiting in Ulster was firmly politicised, with UVF recruiting meetings held province wide in September 1914 and formed INV recruiting occurring in Belfast, Derry and Enniskillen from November 1914. The recruiting rate amongst Belfast Regiments of the UVF was initially very high, making Belfast recruiting figures some of the highest in the United Kingdom in September 1914. However, recruiting rates in rural Ulster were comparable to those in the rest of rural Ireland. The momentum behind this political recruiting started to flag by the Spring of 1915 and from then until mid-1918 there were few examples of properly concerted recruiting activities. The conscription crisis saw Joseph Devlin, MP, who had firmly encouraged Irish National Volunteers to enlist in the British army in 1914-15, condemning British government policy.
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Kelso, John R. "Scouting, Recruiting, and the Cavalry." In Bloody Engagements, edited by Christopher Grasso. Yale University Press, 2017. http://dx.doi.org/10.12987/yale/9780300210965.003.0006.
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In this chapter, John Russell Kelso gives an account of the scouting and recruiting that he had carried out between February and May 1862. Near the close of February 1862, Kelso left the Union Army about four miles south of Bentonville and headed to Missouri. After eluding a party of about fifteen rebel horsemen on his way, Kelso turned to a place called King's Prairie where a number of Union men had organized themselves into a kind of independent military company. At Springfield, Kelso heard the news of the Battle of Pea Ridge. On March 15, he filled his appointment at King's Prairie and enrolled more than thirty recruits for a scouting mission. They were then directed by Lieut. Col. James K. Mills to enter the Fourteenth M. S. M. Cavalry, which was then being formed by Col. John M. Richardson. They were also ordered to Linn Creek and returned to Springfield about May 20.
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Hayashi, Brian Masaru. "Recruiting Asian Americans with the Right Stuff." In Asian American Spies. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780195338850.003.0004.
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Asian Americans who joined the OSS were highly qualified individuals. They were nearly all proficient or native in the Asian languages and were highly educated, many with advanced degrees. They held qualifications necessary for their assigned tasks as creators for propaganda materials, for gathering and interpreting data for strategic and tactical intelligence reports, and for conducting raids behind enemy lines; they were not relegated to menial tasks performed by bottom-ranked soldiers. Many were commissioned and noncommissioned officers, which meant that European American enlisted men had to salute and obey their orders. They were recruited from Asian immigrant communities that were politically divided and regionally attached, making any assessment of their recruits’ loyalty difficult at best, even if three-quarters of them were American-born or naturalized US citizens.
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Smith, Michael. "How It Began: Bletchley Park Goes to War." In Colossus. Oxford University Press, 2006. http://dx.doi.org/10.1093/oso/9780192840554.003.0009.
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The breaking of the German teleprinter cipher that led to the construction of the Colossus computer was the culmination of a series of triumphs for British codebreakers. British interception of other countries’ radio communications had begun in earnest during the First World War. The War Office ‘censored’ diplomatic communications passing through the hands of the international telegraph companies, setting up a codebreaking operation to decipher the secret messages. The British Army intercepted German military wireless communications with a great deal of success. E. W. B. Gill, one of the army officers involved in decoding the messages, recalled that ‘the orderly Teutonic mind was especially suited for devising schemes which any child could unravel’. One of the most notable successes for the British cryptanalysts came in December 1916 when the commander of the German Middle-East signals operation sent a drunken message to all his operators wishing them a Merry Christmas. With little other activity taking place over the Christmas period, the same isolated and clearly identical message was sent out in six different codes, only one of which, until this point, the British had managed to break. The army codebreaking operation became known as MI1b and was commanded by Major Malcolm Hay, a noted historian and eminent academic. It enjoyed a somewhat fractious relationship with its junior counterpart in the Admiralty, formally the Naval Intelligence Department 25 (NID25) but much better known as Room 40, after the office in the Old Admiralty Buildings in Whitehall that it occupied. The navy codebreaking organisation had an even more successful war than MI1b, recruiting a number of the future employees of Britain’s Second World War codebreaking centre at Bletchley Park, including Dillwyn ‘Dilly’ Knox, Frank Birch, Nigel de Grey, and Alastair Denniston, who by the end of the war was head of Room 40. Among the many successes of the Royal Navy codebreakers was the breaking of the Zimmermann telegram, which showed that Germany had asked Mexico to join an alliance against the United States, offering Mexico’s ‘lost territory’ in Texas, New Mexico, and Arizona in return, and brought the United States into the war.
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Batey, Mavis. "Breaking machines with a pencil." In The Turing Guide. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198747826.003.0019.
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Dilly Knox, the renowned First World War codebreaker, was the first to investigate the workings of the Enigma machine after it came on the market in 1925, and he developed hand methods for breaking Enigma. What he called ‘serendipity’ was truly a mixture of careful observation and inspired guesswork. This chapter describes the importance of the pre-war introduction to Enigma that Turing received from Knox. Turing worked with Knox during the pre-war months, and when war was declared he joined Knox’s Enigma Research Section at Bletchley Park. Once a stately home, Bletchley Park had become the war station of the Secret Intelligence Service (SIS), of which the Government Code and Cypher School (GC&CS) was part. Its head, Admiral Sir Hugh Sinclair, was responsible for both espionage (Humint) and the new signals intelligence (Sigint), but the latter soon became his priority. Winston Churchill was the first minister to realize the intelligence potential of breaking the enemy’s codes, and in November 1914 he had set up ‘Room 40’ right beside his Admiralty premises. By Bletchley Park’s standards, Room 40 was a small-scale codebreaking unit focusing mainly on naval and diplomatic messages. When France and Germany also set up cryptographic bureaux they staffed them with servicemen, but Churchill insisted on recruiting scholars with minds of their own—the so-called ‘professor types’. It was an excellent decision. Under the influence of Sir Alfred Ewing, an expert in wireless telegraphy and professor of engineering at Cambridge University, Ewing’s own college, King’s, became a happy hunting ground for ‘professor types’ during both world wars—including Dillwyn (Dilly) Knox (Fig. 11.1) in the first and Alan Turing in the second. Until the time of Turing’s arrival, mostly classicists and linguists were recruited. Knox himself had an international reputation for unravelling charred fragments of Greek papyri. Shortly after Enigma first came on the market in 1925, offering security to banks and businesses for their telegrams and cables, the GC&CS obtained two of the new machines, and some time later Knox studied one of these closely.
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"Why Didn't I Hear About It Sooner? Recruiting Undergraduates into Science Librarianship." In Recruiting, Training, and Retention of Science and Technology Librarians. Routledge, 2013. http://dx.doi.org/10.4324/9780203052013-11.
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Titmuss, Richard M. "The transfusion of blood." In The Gift Relationship. Policy Press, 2018. http://dx.doi.org/10.1332/policypress/9781447349570.003.0002.
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This chapter discusses the transfusion of blood. Beliefs and attitudes concerning blood affect in varying degrees throughout the world the work of transfusion services in appealing for and recruiting blood donors. A deeply rooted and widely held superstition is that the blood contained in the body is an inviolable property and to take it away is sacrilege. In parts of Africa, for example, it is believed also that blood taken away cannot be reconstituted and that the individual will therefore be weakened, be made impotent, or be blinded for life. The growth of scientific knowledge about the circulation of the blood, the composition and preservation of blood, and the distribution of blood group genes throughout the human race has provided a more rational framework. However, it is only more recently that scientific advances have made a blood transfusion service an indispensable and increasingly vital part of modern medicine.
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Barrows, Clayton, and Michael Robinson. "Marketing and Membership." In Club Management. Goodfellow Publishers, 2018. http://dx.doi.org/10.23912/9781911635062-3973.
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Students will often hear that membership is the lifeblood of clubs. This simply means that without members, clubs would cease to exist. This is true for both not-for-profit and for-profit clubs. The focus of this chapter is on membership, that is, who are the members and why do they join; and marketing, that is club activities directed at retaining existing members and recruiting prospective members. The reason that we are combining a discussion of marketing with one of membership, is because it is hard to separate the two functions in clubs. When we use the word ‘marketing’, we are referring to marketing to members, either current or prospective. At one time, marketing was not within managers’ lexicon. However, as we have alluded to several times, clubs must be much more outwardly focused now than they were a generation ago. We will talk more about marketing, but let’s first examine why members join clubs.
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Sereno, Keren. "Whose Voice is Heard? West Bank News Framing in Israeli Mainstream and Alternative News Websites." In Advances in Public Policy and Administration. IGI Global, 2014. http://dx.doi.org/10.4018/978-1-4666-6038-0.ch007.
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Alternative news Websites are a fascinating arena for studying the dynamics between politics, media, and activism. This chapter presents a comparison of news framing in Israeli mainstream news Websites versus Israeli alternative news Websites. To achieve this, 342 items which were published over the course of 14 months (November 2007-December 2008) in 8 Israeli media originations were coded. These items covered the demonstrations and direct actions against the Separation Fence near the Palestinian village of Ni'lin in which Israeli radical left activists took part. The items were coded by qualitative content analysis according to the principles of the Grounded Theory Method. The findings show considerable differences concerning the characters of quoted sources, media frames, coverage patterns, and linking strategies between the mainstream Websites (and print newspaper) and the alternative Websites. Out of those differences, 4 potential political functions that alternative news Websites can fulfill in radical political protests are identified: recruiting activists, consolidating a subversive political consciousness and strengthening the collective identity, building online network between colleague organizations, and distributing and storing controversial information. This research shows that in order to develop a deeper understanding of the role of new media in social protests, it is necessary to simultaneously rely on alternative media, theories, and studies in addition to the emerging knowledge regarding the characters and uses of the Internet in general.
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Craig, Berry. "Neutrality Summer." In Kentucky's Rebel Press. University Press of Kentucky, 2018. http://dx.doi.org/10.5810/kentucky/9780813174594.003.0006.
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The secessionists and their allies in the press chafed under neutrality. They charged that the unionists were using neutrality as a cover to build support for entering the war on the Union side. The secessionists suffered another hard blow at the polls on June 20, when unionist candidates won nine of Kentucky’s ten seats in the congressional elections. The Southern sympathizers and their newspaper friends pinned their last hopes on the August elections for the state legislature, in which all 100 house seats and half of the 38 senate seats were on the line. Meanwhile, as chances for a Confederate Kentucky melted in the summer heat, some Confederate papers cooled their secessionist ardor and seemed to acquiesce in neutrality, at least for the time being. Neutrality, they reasoned, was better than fighting for the North. But the secessionists stuck to their argument that the “Black Republicans” would destroy slavery and make African Americans and whites equal in Kentucky. The Union Party won its biggest victory yet in the state elections. Thus emboldened, the unionists supported Camp Dick Robinson, a recruiting station for Union army volunteers in central Kentucky. The state was on the verge of abandoning neutrality and fully embracing the Union war effort.