Relevant bibliographies by topics / Voice of Calvary (Organization)

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Voice of Calvary (Organization)'

Author: Grafiati
Published: 4 June 2021
Last updated: 6 February 2022

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Journal articles on the topic "Voice of Calvary (Organization)"

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Holstrom, Chris. "Local Authorial Voice and Global Authorial Voice in Community-Authored Knowledge Organization Systems." Advances in Classification Research Online 29, no. 1 (June 28, 2019): 6. http://dx.doi.org/10.7152/acro.v29i1.15451.

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Folksonomies are crowdsourced knowledge organization systems that rose to popularity during Web 2.0 and that are still actively used today. This crowdsourced approach to knowledge organization moves authorial voice from an individual expert or small group of experts to the community. What does it mean to have many voices contribute to a knowledge organization system? Do community members create a collective authorial voice? Are minority opinions more readily included? How does access to information, especially “long tail” information, change? This paper explores these questions by examining authorial voice in community-authored knowledge organization systems (CAKOS) and expert-authored knowledge organization systems (EAKOS).
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Lassalle, Frédéric. "Exit, voice, loyalty to sport organization power." Strategic Change 29, no. 5 (September 2020): 571–88. http://dx.doi.org/10.1002/jsc.2366.

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Young, Sean, Teresa Neumann, and Philip Nyden. "Scaling up to Increase Community-Based Organization Voice." Journal of Community Practice 26, no. 1 (December 21, 2017): 63–80. http://dx.doi.org/10.1080/10705422.2017.1413028.

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McColl-Kennedy, Janet R., Beverley A. Sparks, and Doan T. Nguyen. "Customer's angry voice: Targeting employees or the organization?" Journal of Business Research 64, no. 7 (July 2011): 707–13. http://dx.doi.org/10.1016/j.jbusres.2010.08.004.

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Cassinger, Cecilia, and Åsa Thelander. "Voicing the organization on Instagram: Towards a performative understanding of employee voice." Public Relations Inquiry 9, no. 2 (May 2020): 195–212. http://dx.doi.org/10.1177/2046147x20920820.

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Much is currently expected from what PR campaigns involving social media can accomplish with regard to strengthening employee voice. Previous research on voice as a specific approach to employee relations has primarily relied on the effects and mechanisms of voice. There is scant research dealing with the processes and practices of employee voice. This article outlines a performative approach to conceptualizing the practice of employee voice. It focuses on how employees perform voice in a PR campaign involving Instagram takeover. The campaign was launched by a complex organization in Scandinavia, aimed at countering negative attention in local news media and improving the reputation of the organization. This article analyses the conditions of voicing concerns in the campaign through the lens of a dramaturgical approach to social life. First, the findings indicate that voicing is a form of individual and collective performance through which the meaning of work and the campaign are negotiated in relation to both other participants and an imagined audience. Second, visual conventions and organizational culture were found to govern performances of voice on Instagram. Third, findings underscore the need to understand employee voice as a socially and culturally embedded practice.
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Kwon, Nuri, and Jinkook Tak. "The effects of personal characteristics on employee voice behaviors." Korean Journal of Industrial and Organizational Psychology 28, no. 4 (November 30, 2015): 565–89. http://dx.doi.org/10.24230/kjiop.v28i4.565-589.

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The purpose of this study was to examine the validity of four different types of voice behavior developed by Maynes and Podsakoff(2013). In addition, relation of personal characteristics to four different types of voice behavior and moderating effects of organization trust on relationship between personal characteristics and voice behavior were examined. Data were obtained from 309 employees in various organizations in Korea. Results showed that proactive personality was positively influences constructive voice and negatively influences destructive voice. Also psychological collectivism was positively influences supportive voice, and trait cynicism was positively influences defensive voice and destructive voice. The results of hierarchial regression analyses showed that organization trust moderated the relationship between psychological collectivism and supportive voice, defensive voice. Finally, the implications and limitations of this study and the directions for future research were discussed.
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Adamska, Krystyna, and Agnieszka Łądka-Barańska. "Organizational Justice and Constructive Voice." Zarządzanie Zasobami Ludzkimi 134-135, no. 3-4 (June 15, 2020): 97–112. http://dx.doi.org/10.5604/01.3001.0014.1676.

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An organization’s efforts to treat its employees fairly lead to a number of positive consequences, among which is the constructive voice of the employees. This is a proactive behavior. It strengthens the organization’s ability to correct and prevent financially and socially costly mistakes. A lack of fair treatment can lead to the belief that speaking out is risky. Two aspects of voice in the organization— behaviors and beliefs—are the subject of the study presented in the article. The basic assumption is that they are predicted by the different kinds of organizational justice. A total of 333 employees from various organizations participated in the study. Study results confirmed the hypothesis that there is a correlation between organizational justice and both aspects of voice in the organization. Informational and interpersonal justice foster constructive voice behaviors, while procedural and interpersonal justice reduce the belief that speaking up is risky.
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Adler, Richard. "Voice and Communication for the Transgender/Transsexual Client: Presenting the WPATH Standing Committee on Voice and Communication." Perspectives on Voice and Voice Disorders 25, no. 1 (March 2015): 32–36. http://dx.doi.org/10.1044/vvd25.1.32.

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The World Professional Association for Transgender Health is an international organization that has a purpose of providing guidelines for safe, effective, and evidence-based practice for the Transgender/Transsexual client throughout the world in all aspects of care, including medical, psychological, voice, speech, and other services. Newly formed and accepted as an integral part of the organization, the Voice and Communication Committee is comprised of four speech-language pathologists (SLPs) from the United States, Canada, the United Kingdom, and Australia. This article introduces SLPs to this committee and its important work in providing guidelines for offering voice and communication therapy to all Transgender (TG) clients.
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De Waele, Aurélie, An-Sofie Claeys, and Verolien Cauberghe. "The Organizational Voice." Communication Research 46, no. 7 (February 16, 2017): 1026–49. http://dx.doi.org/10.1177/0093650217692911.

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Research on crisis communication has mainly focused on verbal aspects of organizational responses. However, the nonverbal cues of the organizational spokesperson communicating about the crisis may also influence stakeholders’ perceptions. This study examines the impact of two vocal cues, voice pitch and speech rate. In addition, the study examines how these cues affect perceptions of organizations depending on the message’s verbal content. A 2 (voice pitch: low vs. high) × 2 (speech rate: slow vs. fast) × 2 (crisis response strategy: deny vs. rebuild) between-subjects experimental design was conducted. Results show that voice pitch and speech rate affected postcrisis reputation. However, these vocal cues affected perceptions only when the organization applied a rebuild strategy (i.e., apology) and not in the case of a deny strategy. This interaction between verbal and vocal cues was partly mediated by vocal attractiveness.
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Chauhan, Abhijeet Singh, and Naveen Sharma. "Employee Voice Behavior In Organization: Measuring The Influence Of Voice Efficacy Towards Employee Voice Behavior/Abhijeet Singh Chauhan and Naveen Sharma." Prestige International Journal of Management & IT - Sanchayan 08, no. 02 (December 15, 2019): 37–43. http://dx.doi.org/10.37922/pijmit.2019.v08i02.003.

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Dissertations / Theses on the topic "Voice of Calvary (Organization)"

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WORTHINGTON, GWEN GLASEMAN. "PHILANTHROPY AS A VOICE MECHANISM: A STUDY OF THE EFFICACY OF PUBLIC SCHOOL FOUNDATIONS." Diss., The University of Arizona, 1985. http://hdl.handle.net/10150/188083.

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The purpose of this study was to find out under what conditions people would be willing to donate money to public education; and to find out if foundations as an alternative for financial support, are an option for the schools. The study researched two primary questions dealing with individual's willingness to give, a voice factor, and the conditions under which people will philanthropically support public education, a choice factor rooted in exchange theory. The data was collected by structured, open-ended interviews with a selected sample of thirty residents of the subject school district. The sample included fifteen residents who supported a recent, failed budget override effort in the subject district, and fifteen residents who did not support the override. The data was qualitatively evaluated to derive answers to the study's research questions. Analysis of the data found that eighty-three percent of the respondents would conditionally donate money to public education through a foundation. One of the findings was the respondents' desire to have a voice in the functioning of the system through controlling their donations by manner of giving, or through designation of monies by earmarking for specific areas. Among the variables that affected the willingness to allocate private money to public education, perception of quality was the primary factor that was directly responsible for the decisions of the respondents. Conceptually this study looked at voice as an indicia of involvement, and as a way to reverse organizational exit. The ultimate goal of involvement becomes commitment or loyalty. Foundations may precipitate a process of increased community involvement in public schools.
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Ahmed, Shamima. "In search of the "different voice" in the organization: men's and women's construction of their work-roles." Diss., Virginia Tech, 1991. http://hdl.handle.net/10919/39972.

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The purpose of this study is to examine the influence of women's "different voice" on their organizational behaviors. The phrase "different voice" is used here to indicate that women perceive realities and think about them in a manner distinct from men. The study examines this issue by focusing on how men and women, working in similar positions within similar organizations, construct their work-roles. The specific research questions that this study pursues are the following: 1. Does the "different voice" find its expression in women's construction of their work-roles? and 2. If so, in what ways? The study uses the ethnomethodological perspective on understanding roles. For the purpose of data collection, the study uses several methods. Among them, the in depth interview is the major one. In depth interviews are conducted wi th twelve informants, six men and six women, who are working as heads of various academic departments in a university. All the interviews were tape-recorded and later transcribed.
Ph. D.
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Khan, Asima. "Education and Women: Non-Formal Education Among Lower Socioeconomic Status Women in Pakistan In Their Voice." Kent State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=kent1355698154.

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Van, Bennekom Frederick C. "The boundary spanning activities of the customer support organization: hearing and articulating the customer's voice to improve software product quality." Thesis, Boston University, 1994. https://hdl.handle.net/2144/33583.

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Thesis (D.B.A.)--Boston University
PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you.
Quality management has become a key competitive factor (Garvin, 1988). Product design quality requires incorporating the wants and needs of the customer base into new product development, and product conformance quality relies upon identifying and resolving flaws found in the products. Collecting this feedback requires that the boundary between the customer and the firm be spanned, and applying the feedback requires that it be communicated to the functional group that can effect product improvement. Through its constant interaction with customers, the customer support group is well positioned to sense this customer feedback and communicate it to the product development group. This dissertation examined the strategic role of the customer support organization within software companies as a quality assurance agent. While traditionally viewed as a rectifier of external quality failures, the research model proposed that customer support could also serve appraisal and preventive quality assurance roles through its boundary spanning activities. A small sample, comparative case study tested hypotheses about customer support's boundary spanning and provided for grounded theory building. The research revealed three primary findings. First, service delivery designs that included higher levels of customer contact allowed the service agents to sense a broader range of customer issues. Second, product quality increased when the customer data were collected in a detailed format structured to meet the practices of the development group. Third, product quality also increased when the customer support group had more involvement in product management decisions throughout the product development cycle. Through grounded theory-building, the research identified contextual factors that fostered a preventative quality assurance role for customer support.
2031-01-01
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Brasof, Marc Ian. "Student Voice in School Reform: A Case Study of Madison High School's Youth-Adult Governance Model." Diss., Temple University Libraries, 2014. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/257793.

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Educational Leadership
Ed.D.
This qualitative case study examined how Madison High School's governance model generated youth-adult collaborations around school problems. This seven-month intensive study collected data through numerous site observations, semi-structured one-on-one interviews with 27 adults and students, focus group interview with 11 students, and document collection. This data collection answered the following research questions: To what extent does Madison High School include students and faculty into the policy decision-making, implementation, and review process? If so, how? Why is it done this way? How do faculty, students, administration, and staff perceive its impact on improving the school policy creation and implementation process? Student voice scholars are still investigating the ways in which student leadership around school reform can be facilitated (Dempster & Lizzio, 2007; Fielding, 2004; Mitra, 2005; Mitra & Gross, 2009; O'Donoghue, Kirshner & McLaughlin, 2002; Zeldin, McDaniel, Topitzes, & Calvert, 2000; Zeldin, 2004a). And scholars are interested in investigating how participants enact leadership when it is distributed to them (Hallinger & Heck, 1996; Spillane, 2001, 2004). This study found that not only does the school's governance model include students in the policy making, implementation, and review processes, it distributed leadership across the school and aided in organizational learning by designing its structures and processes around constitutional principles.
Temple University--Theses
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McMillan, Kimberly. "A Critical Organizational Analysis of Frontline Nurses’ Experience of Rapid and Continuous Change in an Acute Health Care Organization." Thesis, Université d'Ottawa / University of Ottawa, 2018. http://hdl.handle.net/10393/37980.

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The aim of this study was to explore the nature of frontline nurses’ experiences of living with rapid and continuous organizational change in a tertiary health care institution. The phenomenon under study was organizational change. A component of this research was also to explore the possibility of change fatigue in nurses’ discourse. Change is inevitable, and increasingly rapid and continuous in health care as organizations strive to adapt, improve and innovate in response to external pressures. These pressures challenge hospitals to strive for patient safety, quality assurance and provision of exceptional family centred care. Attending to these pressures require time, energy and money. Rapid and continuous change creates a push/pull relationship between innovation and budget. New technologies require extra resources however, simultaneous restructuring and optimization efforts see hospitals decreasing available resources. This creates a challenging workplace for nurses who must engage in organizational change activities with limited resources. Organizational change challenges health care providers in a variety of ways because it restructures how and when patient care delivery is provided, changing ways in which nurses must carry out their work. Little research has been done regarding the impact of rapid and continuous organizational change for frontline health care providers, most notably, nurses. In this study a critical hermeneutic design was applied. Guided by the theoretical framework of critical management studies, the researcher explored concepts of organizational change, experience of change, change fatigue, and power and voice. The setting was an urban pediatric teaching hospital located in eastern Ontario. The researcher sought breadth, depth, complexity and richness of data in understanding the experience of organizational change, which supported a decision to seek a sample size of ten to fifteen participants. Thick description commenced at fourteen participants. Face to face interviews were conducted using open-ended questions to understand nurses’ experiences of change. Brown and Gilligan’s Voice-centred relational method of data analysis was used – a multi-levelled analysis exploring the concept of voice in relation to self, other, culture, society and history. Rapid and continuous organizational change in the workplace profoundly impacted nurses’ work, their relationships to the self, other, culture, society and history. Nurses recognized that many change initiatives reflected an ideological shift in health care that supported a culture of service, whilst sacrificing a culture of care. A culture of service prioritized cost-savings and efficiency, which saw nurses lose the time and resources required to provide quality, safe care. Nurses felt morally responsible to uphold a culture of care, which proved challenging, and at times unobtainable. The inability to provide quality, safe care resulted in a multitude of negative emotional repercussions, which fostered moral distress. Nurses exhibited elements of change fatigue, further contributing to feelings of voicelessness and powerlessness within their workplace. Organizational change must be re-conceptualized in ways that ensure change initiatives uphold institutional integrity and better support the provision of morally authentic nursing practice. Health care organizations should place nurses at the forefront of planning, implementation and evaluation of change initiatives in order to alleviate the many negative experiences of organizational change noted in this study.
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Durst, Amanda. "An Archival Expedition: My Journey to Organize and Further Document the History of the Voice and Speech Trainers Association." VCU Scholars Compass, 2005. http://scholarscompass.vcu.edu/etd_retro/165.

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I joined the Voice and Speech Trainers Association (VASTA) in the spring of 2004 and immediately assumed the position of VASTA Archive Cataloguist. I began to sort and file the history of the organization, as it existed. I worked on the archive project for almost a year before I stumbled onto a second project. In discovering something missing from the VASTA Archive, I began devising a plan to collect stories to flesh out the existing materials. They will be called the "VASTA Stories". In my two years of service to VASTA - as archive cataloguist, and now as archivist - I have worked to develop a system of organization for the existing materials, a catalogue system to document the archive's contents, as well as a system for the collection of new materials. My involvement in VASTA, and the inspiration for these projects, comes from Kate Ufema and Janet Rodgers - both past-presidents of VASTA.
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Kapuire, Dominika Bertha. "Learner voice and leadership: a study of a Learner Representative Council in a primary school in Namibia." Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/62177.

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Numerous literature world-wide emphasises the significance of learner voice and leadership in schools. These concerns are not new to the education system of Namibia, because the education system is shaped by policy which encourages the voices of all stakeholders in the schools. The Education Act 16 of 2001 introduced the Learner Representative Council (LRC) as a legitimised body in secondary schools which represents learners in school level decision-making. Learner Representative Council members in secondary schools are allowed to sit in on School Board meetings and voice their concerns about issues at the school. The Act also involved parents, allowing them to air their views on behalf of their children, by becoming part of the School Board. Although this is what the Act 16 of 2001 introduced, recent researchers have urged for the need to develop learner voice and leadership in schools, as many schools have turned a blind eye to its significance. This is also what prompted me to conduct a study on the development of learner voice and leadership. This research was conducted within the context of learner leadership at a primary school in the Otjozondjupa region, Namibia, focusing on the school’s existing Learner Representative Council (LRC). The study explores the underlying reasons for the current problems in the LRC structure and beyond, opening up leadership opportunities, and promoting learner voice at the school. Participants in the research were drawn from learners, teachers, heads of department, and the principal. As a qualitative case study in the interpretive paradigm, the study employed a range of data collection strategies - questionnaires, interviews, focus group interviews, observation and Change Laboratory (CL) workshops - to gather data to answer key research questions: How is the LRC currently involved in the leadership of the school? What are the factors inhibiting the development of learner leadership in the school? What opportunities exist for the development of learner voice and leadership within the LRC? How can learner voice and leadership be developed through Change Laboratory (CL) workshops? The research was underpinned by the second generation of Cultural-Historical Activity Theory (CHAT) as an analytical framework. CHAT had the potential to bring problems and challenges into focus, which was then used to open up expansive learning in the CL workshops. Data collected from the participants was surfaced as mirror data in these workshops. The study showed that the LRC was not active in their leadership roles and that they were not given enough opportunities to function freely in their roles. These learners were under a traditional system of leadership, whereby teachers had all the control and say in the learners’ leadership roles. The development of learner leadership was only recognised through the leadership training camp. Many factors that inhibited the development of learner voice and leadership also emerged in the study. Lastly, the notion of developing learner voice was also not understood by some teachers, which showed in their contradicting views. This study recommends that learner leadership should be developed, starting at an early age in the primary school. It also recommends that learners, however young, should be given a platform to contribute to the decision making at their schools.
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Halin, Niklas. "Seriell återgivning av två-röstslistor: ord organiseras inte efter röst." Thesis, University of Gävle, Department of Education and Psychology, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-323.

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Abstract

Title: Serial recall of two-voice lists: Words are not perceptually organized by voice.

The present study examined how voice affects the perceptual grouping of words in short-term memory that are auditory presented. Three different voice-lists were used: single-voice, alternating-voice and split-voice. In single-voice lists all words were presented in the same voice. In alternating-voice lists words were presented alternately in a male and a female voice. Finally, in split-voice lists words were presented grouped four and four in a male and a female voice. It was hypothesized that recall would be best for split-voice lists, especially at serial position 4 and 5. This was not confirmed. However, in line with earlier investigations, a recall advantage of single-voice lists was found in comparison with recall of alternating-voice lists at the beginning of the serial position curve. Taken together, these results suggest that words are not perceptually organized by voice in short-term memory. Like earlier studies this study found that recall of single-voice lists was better than alternating-voice lists at the first serial position, a result that yet has to be explained.

Keywords: Multi-voice lists, serial recall, short-term memory, perceptual organization

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Haipa, Vistorina. "Developing leadership and learner voice: a formative intervention in a Learner Representative Council in a Namibian secondary school." Thesis, Rhodes University, 2018. http://hdl.handle.net/10962/62188.

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Learner participation in leadership in Namibian schools was legislated in 2001 through the Namibian Education Act, No. 16 of2001. This has then become a requirement for all secondary schools to establish a Learner Representative Council (LRC). However, this legislation only gives mandates to schools with grade 8-12. Despite the impetus of having a LRC in secondary schools, learner leadership and voice remains limited, given that we are 26 years into our democracy. This awakened my interest to conduct a study aimed at developing leadership and voice within the LRC in a Namibian secondary school. Additionally, this study was conducted to contribute to filling the gap in literature of Cultural Historical Activity Theory (CHAT) studies in the field of Education Leadership and Management. In this critical case orientation, the LRC were the subjects and the object of the activity was voice and leadership development within the LRC. I investigated participants’ perspectives on LRC leadership opportunities that existed in the case study school as well as factors that enabled and constrained leadership and voice development within the LRC of Omukumo (pseudonym) Secondary School in the northern part of Namibia. My study adopted a formative intervention design, using qualitative methodologies such as document analysis, observation, interviews, questionnaires and Change Laboratory Workshops. This study was framed by the second generation of CHAT. CHAT in this study was used as a methodological and analytical tool to surface the contradictions. Additionally, data were analysed by means of constructing categories and themes. Five sets of findings emerged: (1) a lack of conceptual awareness of the construct ‘learner leadership’: learner leadership was understood in terms of the LRC, (2) LRC members were not really acknowledged as equal participants in the school decision-making due to unequal power relations between the teachers and the LRC members, (3) misinterpretation of LRC policy that speak about the establishment of learners club and inadequate LRC training hindered the development of voice and leadership within the LRC, (4) the overall leadership role assigned to the LRC was to oversee the adherence of the school rules, and last (5) learner leadership and voice was still developing in the case study school. My key recommendation based on the research findings is the need for on-going LRC training at regional level; a need for large scale comparative studies between two African countries (Namibia, & South Africa) on the topic of learner leadership development and last, a need for workshops to train teachers on the implementation of national policies in schools, in particular those that speak to issues of learner voice and leadership.
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Books on the topic "Voice of Calvary (Organization)"

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Aawaaj: The voice. Kathmandu: Aawaaj, 2008.

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The Voice of America. New York: Dodd, Mead, 1987.

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Fitzgerald, Merni Ingrassia. The Voice of America. New York: Dodd, Mead, 1987.

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Lê, Xuân Khoa. The voice of refugees, or, The story of a refugee organization. [Washington, DC?: s.n.], 2009.

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The Voice of America: From detente to the Reagan doctrine. Norwood, N.J: Ablex Pub. Corp., 1988.

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Office, General Accounting. Voice of America: Management actions needed to adjust to a changing environment : report to the Chairman, Subcommittee on Commerce, Justice, State, the Judiciary, and Related Agencies, House Committee on Appropriations. Washington, D.C: The Office, 1992.

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United Nations Research Institute for Social Development., ed. The United Nations and civil society: Legitimating global governance--whose voice? London: Zed, 2009.

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He, Zhou. The "Voice of America" and China: Zeroing in on Tiananmen. Austin, Texas: Association for Education in Journalism and Mass Communication (AEJMC), 1994.

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Deets, Horace B. Voice of an aging nation: Selected speeches of Horace B. Deets. Washington, DC: AARP, 2003.

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He, Zhou. The "Voice of America" and China: Zeroing in on Tiananmen Square. Columbia, SC: Association for Education in Journalism and Mass Communication, 1994.

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Book chapters on the topic "Voice of Calvary (Organization)"

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Teicher, Julian, and Xiaoyan Liang. "The Politics of Voice: Voice and Volunteering in a Third Sector Organisation." In Work, Organization, and Employment, 217–29. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-2820-6_12.

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Donaghey, Jimmy, Tony Dundon, Niall Cullinane, Tony Dobbins, and Eugene Hickland. "Managerial Silencing of Employee Voice." In Work, Organization, and Employment, 113–28. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-2820-6_6.

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Brewster, Chris, Richard Croucher, and Thomas Prosser. "Employee Voice and Participation: The European Perspective." In Work, Organization, and Employment, 51–69. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-2820-6_3.

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Barnes, Alison, Nikola Balnave, Louise Thornthwaite, and Benjamin Manning. "Social Media: Union Communication and Member Voice." In Work, Organization, and Employment, 91–111. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-2820-6_5.

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Li, Hai, and Jinqiang Zhu. "Destructive Leadership, Employees’ Voice, and Organization." In Diversity of Managerial Perspectives from Inside China, 205–21. Singapore: Springer Singapore, 2016. http://dx.doi.org/10.1007/978-981-287-555-6_14.

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Mowbray, Paula K., Adrian Wilkinson, and Herman Tse. "Evolution, Separation and Convergence of Employee Voice Concept." In Work, Organization, and Employment, 3–21. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-2820-6_1.

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Bryson, Alex, Richard Freeman, Rafael Gomez, and Paul Willman. "The Twin Track Model of Employee Voice: An Anglo-American Perspective on Union Decline and The Rise of Alternative Forms of Voice." In Work, Organization, and Employment, 23–50. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-2820-6_2.

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Holland, Peter, Brian Cooper, and Rob Hecker. "Social Media at Work: A New Form of Employee Voice?" In Work, Organization, and Employment, 73–89. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-2820-6_4.

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Holland, Peter. "Workplace Bullying and the Role of Voice and Ethical Leadership." In Work, Organization, and Employment, 129–46. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-2820-6_7.

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McWilliams, Alan, Peter Holland, and Rob Hecker. "Employee Voice at the End of the Line at CarCo." In Work, Organization, and Employment, 149–68. Singapore: Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-13-2820-6_8.

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Conference papers on the topic "Voice of Calvary (Organization)"

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Prihatsanti, Unika, Seger Handoyo, and Rahkman Ardi. "Employee’s Perception of Voicing: Does the Organization Really Provide Voice Channels?" In International Conference on Psychological Studies (ICPSYCHE 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210423.054.

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Mamyrbaev, O. ZH, M. Z. Othman, A. T. Ahmediyarova, and A. S. Kydyrbekova. "Confidentiality and security of the organization from insider attacks with using voice biometrics." In Scientific trends: Questions of exact and technical sciences. ЦНК МОАН, 2020. http://dx.doi.org/10.18411/sciencepublic-12-06-2020-04.

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Lakdawala, Burhanuddin, Farhan Khan, Arif Khan, Yash Tomar, Rahul Gupta, and Ashfaq Shaikh. "Voice to Text transcription using CMU Sphinx A mobile application for healthcare organization." In 2018 Second International Conference on Inventive Communication and Computational Technologies (ICICCT). IEEE, 2018. http://dx.doi.org/10.1109/icicct.2018.8473305.

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Balachandran, Cavitha. "PARTICIPATION AND VOICE OF WOMEN IN COMMUNITY-BASED ORGANIZATION (A SPECIAL REFERENCE TO MATHAGAL EAST RURAL WATER SUPPLY)." In World Conference on Women s Studies. The International Institute of Knowledge Management (TIIKM), 2019. http://dx.doi.org/10.17501/wcws.2018.3101.

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Hairi, Nur Atika, and Norhafizah Ahmad. "Pengaruh dan Impak Angkatan Belia Islam Malaysia (ABIM) Terhadap Isu Palestin di Malaysia." In Conference on Pusat Pengajian Umum dan Kokurikulum 2020/1. Penerbit UTHM, 2020. http://dx.doi.org/10.30880/ahcs.2020.01.01.001.

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The Muslim Youth Movement of Malaysia (ABIM) is an Islamic organisation legally established in 1972. From 1971 until now, ABIM is very concern to international issues, especially the Israeli-Palestinian issue. This article discusses the influence and impact of ABIM in fighting for the liberation of Palestine (1971-2020). ABIM has always called on those responsible for Palestinian independence and the freedom of its people from the grip of Israel. Although various peace negotiations have been held between Israel and Palestine internationally, concrete solutions have not been reached. The objective to be achieved is to analyze ABIM’s involvement in resolving the Israeli-Palestinian conflict. The methodology used is primary source research in the National Archives of Malaysia and the ABIM Archive. Apart from that, an interview with the President of ABIM, Mr. Muhammad Faisal Abdul Aziz was also held. The results of the study found that ABIM is consistent and active in fighting for this issue. This proves that the voice of NGOs can influence and impact decisions at the national and international levels such as the United Nations (UN). The volume of voice that is always displayed by ABIM is able to give awareness to the leaders and the people of Malaysia that this issue is not just a religious issue but this issue is a universal issue involving humanitarian values. ABIM has held press conferences, sent memorandum, held demonstrations, peaceful rallies, boycotts of American-Israeli goods and set up a Palestinian Aid Fund to raise the issue. ABIM's official paper, 'Risalah' also played a role in disseminating current Palestinian issues by publishing articles from original sources on the Palestinian Liberation Organization (PLO) and developments in Palestine, especially in the 1970s. This is because resources at the time were very limited and Western media published biased and untrue news.
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Kumar, N. Dinesh, and A. Sushmitha Mala. "Practical Implementation of 3D Smart Walking Stick for Blind People." In International Conference on Women Researchers in Electronics and Computing. AIJR Publisher, 2021. http://dx.doi.org/10.21467/proceedings.114.51.

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The gift of god that is precious is vision through which, one can see the beautiful world and enjoy. But many people throughout the world are deprived of this According to October 2017 report of World Health Organization (WHO) an estimated 253 million people live with vision impairment. 36 million are blind and 217 million have moderate to severe vision impairment. Un-operated cataract is the main reason for blindness in low income and developing countries Even in China by the end of 2017, the population over 60 will reach 241 million, accounting for 17.3 percent of the country's total population and nearly 40 million are disabled and semi disabled, according to data released by the Committee for the elderly in 201 d. So, in this case most of the visually challenged people cannot afford an expensive device to use as their supporter. So, in this paper we have proposed a cost-effective 3D intelligent Walking device. This mainly depends on the sensors because they can improve the world through diagnostics in many applications and it helps to improve performance. This device is implemented using ARM Controller, IR Sensors, Vibration Sensor, as well as GSM and GPS for location Sharing. Also a voice module is introduced along with this to give the directions through audio format. This Entered device is programmed by simple machine Learning algorithms to optimize the machine.
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Williams, Megan, Julie Barkmeier-Kraemer, Urs Utzinger, and Jonathan Vande Geest. "Biomechanical and Microstructural Response of Recurrent Laryngeal Nerve in Pigs." In ASME 2013 Summer Bioengineering Conference. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/sbc2013-14618.

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Tensile loading is a common physiological condition of peripheral nerves but can induce pathologic effects. Significant defects in nerve conduction have been reported for strains as low as ∼6% greater than the in situ strain [1]. In order to better understand the functional deficits resulting from tensile loading of nerve tissue, biomechanical testing is performed. The long-term goal of this research is to develop a constitutive and a computational model of the biomechanical properties of the “packaging,” or connective tissues of the recurrent laryngeal nerve (RLN) to investigate their role in the onset of unilateral vocal fold paralysis (UVP). The vocal folds are important for protection of the airway during swallowing, the regulation of breathing, and for voice production. Although surgery is most often linked to onset of UVP, the cause remains unknown in a large percentage of those with this disorder. Recent research has suggested that individuals with idiopathic UVP may have damage to the RLN at the level of the aortic arch related to a thoracic aneurysm. Our preliminary work has resulted in the conclusion that connective tissues of the RLN exhibit different biomechanical properties in the region of the aortic arch [2]. An aneurysm would impose increased stress and strain on the RLN where it is adjacent to the aorta resulting in impaired nerve function. The primary goal of this study is to identify the relationship between the biomechanical response of RLN tissue and how it response is governed by load dependent underlying extracellular matrix (collagen) organization. We hypothesize that regional differences exist in the microstructure and/or biomechanical response of the RLN and that these differences play a role in the onset of idiopathic UVP.
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Reports on the topic "Voice of Calvary (Organization)"

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Gandy, Jerry L. The Air Force Long Range Planning Organization: Speaking With One Voice. Fort Belvoir, VA: Defense Technical Information Center, June 1997. http://dx.doi.org/10.21236/ada387740.

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