Tuesday, December 31, 2024

AI may soon shape human decision-making, study warns



Artificial intelligence (AI) could significantly influence users' decision-making processes by analyzing "intention, behavior, and psychological data," according to a study published Monday.

The research, conducted by Britain’s Cambridge University's Leverhulme Centre for the Future of Intelligence, explores a new digital market known as the "intention economy." This model is designed to interpret and predict users’ intentions based on their online activity.

Published in Harvard Data Science Review, the study highlights that AI systems can collect detailed information about users, ranging from hotel booking plans to political opinions.

Companies utilizing these systems may not only predict but also manipulate users' decisions and sell the gathered data to third parties, the researchers warned.

Instead of traditional models, companies are increasingly adopting the intention economy, targeting users’ political preferences, vocabulary, age, gender, online behavior, and even private interests to maximize profits, the study noted.

AI models could soon provide real-time suggestions for users' future plans, with the potential to alter those plans, researchers cautioned, emphasizing the risks posed by such technologies.


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Monday, December 30, 2024

Strategic Collaboration to Advance Sarawak’s Digital Future



Sarawak is set to witness significant advancements in its digital economy, society, and government services through an extended partnership between key stakeholders and the Sarawak Digital Economy Corporation Bhd (SDEC). This renewed collaboration aims to enhance the state’s digital infrastructure, improve connectivity, and accelerate the adoption of advanced technologies, paving the way for smarter services and inclusive growth.

The partnership was formalised with the recent signing of a master service agreement, underscoring a shared commitment to supporting Sarawak’s Digital Economy Strategy and Post-COVID Development Strategy 2030. This long-term initiative focuses on building a robust digital foundation that addresses the evolving needs of enterprises, government agencies, and local communities across the state.

At the heart of this collaboration lies the deployment of a high-performance connectivity solution designed to deliver flexible, secure, and scalable bandwidth of up to 10 gigabits per second (Gbps). This infrastructure ensures dedicated access for critical applications, incorporates proactive security monitoring, and offers comprehensive nationwide coverage. Such capabilities are essential in enabling enterprises and government agencies to operate efficiently and securely in an increasingly digital world.

The five-year project will play a crucial role in bridging the digital divide by bringing high-speed internet connectivity to underserved and rural communities. This expansion will directly benefit key sectors such as education, healthcare, and local businesses, empowering them with the tools and connectivity needed to thrive in a digital-first economy.

In education, enhanced connectivity will facilitate online learning platforms, virtual classrooms, and digital resource sharing, ensuring students in remote areas have access to quality education. The healthcare sector will benefit from telemedicine services, allowing rural communities to consult with healthcare professionals remotely, improving health outcomes and reducing the barriers of distance. Similarly, local businesses will gain access to e-commerce platforms, enabling them to reach broader markets and participate more actively in the digital economy.

The project also aims to enable greater adoption of cloud computing technologies, which are critical for modernising government services and improving operational efficiency. With reliable high-speed connectivity, government agencies can seamlessly transition to cloud-based platforms, enhancing service delivery and ensuring more transparent and efficient public administration.

In addition to connectivity, the partnership emphasises proactive security measures to safeguard digital assets and ensure the resilience of critical infrastructure. As digital threats continue to evolve, maintaining secure digital ecosystems becomes imperative for sustaining public trust and ensuring uninterrupted services.

Furthermore, this collaboration will support the development of smart solutions across urban and rural areas. Applications in smart agriculture, digital tourism, and environmental monitoring can leverage enhanced connectivity to drive sustainable development and innovation across Sarawak.

The deployment of high-speed internet infrastructure across 81 strategic sites is expected to serve as a catalyst for economic growth, technological innovation, and social inclusion. By addressing the unique challenges faced by remote and underserved communities, this initiative sets the stage for a more connected and equitable digital future for all Sarawakians.

This partnership reflects a shared vision of advancing Malaysia’s digital transformation goals while aligning with broader sustainability objectives. By fostering innovation, improving access to essential services, and narrowing the digital divide, the initiative serves as a model for how strategic collaboration can create lasting impacts on society and the economy.

As OpenGov Asia reported, Sarawak’s Kampung Empila Hilir and Kampung Uma Daro excelled in the Smart Village initiative, showcasing strong leadership, economic activities, and effective use of ADM guidance. Their achievements highlight how technology and community collaboration can drive rural development, setting a model for sustainable growth in Malaysia.

As Sarawak continues its journey toward becoming a leading digital hub, this collaboration marks a significant milestone in laying the groundwork for a resilient, inclusive, and future-ready digital ecosystem.

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Saturday, December 28, 2024




As Apple Intelligence rollout continues, linguists say tools to rewrite texts and emails can miss nuance and character


Is that you? Or is it the bot? Linguists have said the nuance and character of human language is at risk, as Apple becomes the latest tech firm to launch artificial intelligence tools that can rewrite texts and emails to make users sound more friendly or professional.

The ability to lighten a grumpy missive or turn arcane language into something a five-year-old could understand is promised from the new technology, which will be available on UK iPhones, iPads and Macs from Wednesday.


But the potential boon for time-pressed people who struggle for the right writing tone has brought warnings that such tone-shifting technology could devalue and flatten human communication. One language expert described the automatic systems as “the ultimate superficiality”.

Apple’s developers have been training its AI model on unspecified bodies of text. Around half of all phones sold in the UK are made by Apple, and its AI launch comes after Google and Microsoft released their own tools to help users adjust their writing tone through their Gemini and Copilot AIs.

Last week Apple’s chief executive, Tim Cook, said of the writing tools: “It’s still coming from you. It’s your thoughts and your perspective.” He compared it to a spreadsheet doing sums automatically rather than punching them into calculator, or using a word processor instead of typing.

In the US, where the Apple Intelligence system has been live for weeks, users reported that the tools can on occasion make you “come off sounding stuffy”. Another new feature that summarise emails and texts has turned the most emotional exchanges into robotic bullet points.

In one case, a text from a girlfriend breaking up with her boyfriend was boiled down to: “No longer in a relationship; wants belongings from the apartment.”

The optional summaries can also strip out nuance and humour, rendering messages “administrative and robotic”, said one user who sent a picture of their young son having fun working with his dad on a car, which the AI had summarised as: “Photo shared of child reaching into car hood; air filter changed.”

A summary of some information from a Ring door camera app posted by a user on Reddit read bafflingly: “Dog took boot. Kitten cheese escaped the house.”

A message from Amazon was rendered as “package was delivered tomorrow”, and five Gmails were summed up with the bleak couplet “Russia launches missile and drone attack; shop early for Black Friday Deals”.

Apple has said it is continuing to improve the features with the help of user feedback.

Also on Wednesday Google unveiled its next generation of personal agents which will surf the internet for you, carry out boring work tasks, fill your grocery basket and even coach you in computer games tactics.

The new Gemini 2.0 agents have been released to developers and for trials. The company’s Nobel Prize winning AI leader, Demis Hassabis, admitted the advances open up “many questions … for safety and security”.

A demonstration featured a man visiting London asking his agent to dig out from his emails the door code of the apartment he was staying in and remember it. Google said it was carrying out “extensive risk assessments”. One agent – Project Astra - is multilingual and talks at the speed of normal human conversation.

Prof Tony Thorne, a language consultant at King’s College London, said: “AI is nudging us towards a neutral language that is much less rich.” He suggested it could foster uncertainty about who, or what, we are actually texting or emailing with.

Rewritten texts would lack the sender’s “idiolect”, the distinctive suite of words and grammar that gives personality to our sentences, he said. Apple’s AI system does not analyse users’ data to train itself, which is good news for customers concerned about data security but not for those hoping the AI might learn their tone.

“[AI] misses emphasis, nuance and the force of different aspects of a conversation,” Thorne said. “I don’t think it knows the difference between those that are crucial emotionally and descriptively and those that are just text.”

Previous studies have shown that using algorithmic responses increases the use of positive emotive language. But if writers are suspected of using tone filters, readers view them more negatively.

Prof Rob Drummond, a sociolinguist at Manchester Metropolitan University, said: “We are giving control of forming our identity to a machine. It is creating an extra layer of inauthenticity to this identity creation. I do wonder if longer term people are going to react against that.” He described automatic tone changing as “the ultimate superficiality”.

The Apple Intelligence assistance will be available only on certain iPhones with the 18.2 operating system. It will be rolled out this week in the UK, Australia, New Zealand and Canada. Versions for use in the European Union, where regulations differ, are expected in April 2025.

The system will also allow users to create AI versions of their photos in an “image playground”, adding costumes and changing locations, and to create their own bespoke emojis and “clean up” photos by using the AI to remove unwanted objects or people.

Apple is linking its Siri voice assistant to OpenAI’s ChatGPT system when it determines that the Microsoft-backed AI provider can give a helpful answer. It will ask the user before any request for information is sent outside Apple’s secure domain.

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Monday, December 23, 2024

Independent initiative notes strengths, weaknesses in Montana elections

 




Leaders of a large-scale effort to independently observe Montana’s 2024 general election shared their initial takeaways this week regarding the strengths and weaknesses of the state’s elections, teasing a first-of-its-kind report of the full findings slated for release next month.

The Montana Election Observation Initiative, funded by the nonprofit Carter Center and spearheaded by a pair of former state officials, deployed 118 trained observers during the Nov. 5 election across 76 voting sites in 16 counties. That army of volunteers monitored nearly every aspect of local elections, from preparation procedures for mail-in ballots and vote-counting machines to polling place practices and post-election audits. With those observations in hand, Katie Vaughan of the University of Montana-based Mansfield Center told members of the press Wednesday that the initiative’s partners plan to work with state and local election officials, political parties and lawmakers to identify goals for enhancing or improving how Montana runs its elections.

“As we’ve said from the beginning of our work in this and our partnership with the Carter Center, our goal is to reinforce public confidence in elections through education and also highlight our role as a nonpartisan voice in this politically polarized environment for the 2024 election and now into the future,” Vaughan said.

Among the overall strengths highlighted by initiative coordinator Daniel Bruce were an adherence to state election laws by local workers, transparency on the part of county election officials and a focus on ballot security and privacy. Bruce also noted strong public interest in participating in a post-election recount of a close legislative race in Gallatin County, bolstering observations about widespread regard for and engagement in the electoral process.

“We wouldn’t be able to run elections without volunteer election judges,” Bruce said. “Not just volunteering their time but their problem-solving energy and talent was really important here in driving these outcomes.”

As for weaknesses, Bruce shared that observers in several locations reported lapses in voter ID verification procedures, delays in setting up voting machines and shortages of Election Day materials. While election workers persevered with a “calm and professional demeanor,” Bruce said the challenges observed in meeting voters’ demands offer lawmakers room to explore improvements. The observations also underscored broader concerns about the impacts of a change by the 2023 Legislature requiring local election workers to conduct their Election Day vote counts without any breaks, a policy initiative leaders encouraged lawmakers to revisit.

“When you’re working with vote counting and tabulation, that’s a process that requires those election staff and volunteers to be exacting and judicious,” Bruce said. “That’s hard to do when you’re really tired and you’ve been working a long time managing a complex voting operation and it’s the middle of the night.”

The change was widely credited as a driving factor in lengthy delays in reporting results from many larger counties on Election Day, as county offices had to wait until all voters in line as of 8 p.m. had cast their ballots before releasing their first batch of returns. Bruce added that observers felt the effects on election staff personally as they too began the day’s work before 8 a.m. and continued their monitoring activities well after the polls closed.

“We did distribute a survey to our observers, and that was the number one thing they highlighted is, is there a way for us to plan and operate this in a way that allows them to maintain their energy and focus throughout the observation,” Bruce said.

Detailed information about local observations won’t be available until the release of MTEOI’s full report in January, which will coincide with the start of Montana’s 2025 legislative session. How the findings inform the coming policy debate over election procedures in the state remains to be seen, but Geraldine Custer, a former Republican lawmaker and election official from Rosebud County who co-chaired the initiative alongside former Commissioner of Political Practices Jeff Mangan, said she believes the effort has already helped bolster her longstanding argument that Montana’s elections are fair and secure.

“I wanted to showcase it and prove it so that all the rumors that were going around from the 2020 election, the misinformation, would maybe tamp down,” Custer said. “I think that we were successful in doing that by getting observers out to at least 80% of the population that votes in Montana.”Leaders of a large-scale effort to independently observe Montana’s 2024 general election shared their initial takeaways this week regarding the strengths and weaknesses of the state’s elections, teasing a first-of-its-kind report of the full findings slated for release next month.

The Montana Election Observation Initiative, funded by the nonprofit Carter Center and spearheaded by a pair of former state officials, deployed 118 trained observers during the Nov. 5 election across 76 voting sites in 16 counties. That army of volunteers monitored nearly every aspect of local elections, from preparation procedures for mail-in ballots and vote-counting machines to polling place practices and post-election audits. With those observations in hand, Katie Vaughan of the University of Montana-based Mansfield Center told members of the press Wednesday that the initiative’s partners plan to work with state and local election officials, political parties and lawmakers to identify goals for enhancing or improving how Montana runs its elections.

“As we’ve said from the beginning of our work in this and our partnership with the Carter Center, our goal is to reinforce public confidence in elections through education and also highlight our role as a nonpartisan voice in this politically polarized environment for the 2024 election and now into the future,” Vaughan said.

Among the overall strengths highlighted by initiative coordinator Daniel Bruce were an adherence to state election laws by local workers, transparency on the part of county election officials and a focus on ballot security and privacy. Bruce also noted strong public interest in participating in a post-election recount of a close legislative race in Gallatin County, bolstering observations about widespread regard for and engagement in the electoral process.

“We wouldn’t be able to run elections without volunteer election judges,” Bruce said. “Not just volunteering their time but their problem-solving energy and talent was really important here in driving these outcomes.”

As for weaknesses, Bruce shared that observers in several locations reported lapses in voter ID verification procedures, delays in setting up voting machines and shortages of Election Day materials. While election workers persevered with a “calm and professional demeanor,” Bruce said the challenges observed in meeting voters’ demands offer lawmakers room to explore improvements. The observations also underscored broader concerns about the impacts of a change by the 2023 Legislature requiring local election workers to conduct their Election Day vote counts without any breaks, a policy initiative leaders encouraged lawmakers to revisit.

“When you’re working with vote counting and tabulation, that’s a process that requires those election staff and volunteers to be exacting and judicious,” Bruce said. “That’s hard to do when you’re really tired and you’ve been working a long time managing a complex voting operation and it’s the middle of the night.”

The change was widely credited as a driving factor in lengthy delays in reporting results from many larger counties on Election Day, as county offices had to wait until all voters in line as of 8 p.m. had cast their ballots before releasing their first batch of returns. Bruce added that observers felt the effects on election staff personally as they too began the day’s work before 8 a.m. and continued their monitoring activities well after the polls closed.

“We did distribute a survey to our observers, and that was the number one thing they highlighted is, is there a way for us to plan and operate this in a way that allows them to maintain their energy and focus throughout the observation,” Bruce said.

Detailed information about local observations won’t be available until the release of MTEOI’s full report in January, which will coincide with the start of Montana’s 2025 legislative session. How the findings inform the coming policy debate over election procedures in the state remains to be seen, but Geraldine Custer, a former Republican lawmaker and election official from Rosebud County who co-chaired the initiative alongside former Commissioner of Political Practices Jeff Mangan, said she believes the effort has already helped bolster her longstanding argument that Montana’s elections are fair and secure.

“I wanted to showcase it and prove it so that all the rumors that were going around from the 2020 election, the misinformation, would maybe tamp down,” Custer said. “I think that we were successful in doing that by getting observers out to at least 80% of the population that votes in Montana.”
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Saturday, December 21, 2024

Leading With Integrity And Decorum In The Modern Era





It is now common knowledge that the American workplace has changed forever since the pandemic. The transition from face-to-face to remote to hybrid work has profoundly transformed our places of work.

On the positive, people cite personal gains about not having to commute, spending less money on clothes and dry cleaning, and having a break from the demands of daycare. On the negative, the loss of human interaction has translated to issues of isolation, lack of mentoring, depression, and loss of productivity stemming from the difficulties of peer interaction in a hybrid world.

So where does all this change transcend to in terms of workplace integrity? Is this new hybrid corporate world more likely to lend itself to breaches in probity?

Scandals related to corporate corruption have been on the rise in the last decades. According to Harvard Business Review’s Editor in Chief, Adi Ignatius, stories about corporate bribery and embezzlement are on the rise, with the subsequent result of diminished shareholder value, drained management resources, and tarnished brands.

At the core of these corporate scandals is “a culture of making the numbers at all costs trumped any concerns about how the targets were met.” Universities are not exempt from these stories, such as the recent scandal around Columbia University and the U.S. News & World Report acknowledging inaccurate figures submitted to the ranking agency and uncovered by a tenured professor in Columbia’s math department.
Decorum is the anchor amid chaos.

As a university president, I have seen how shaking up the established way of doing things can impact our sector. The last five years have been challenging for higher education leaders who had to deal with a global pandemic, a significant decline in student enrollment, resulting budget cuts, global conflict, and a mental illness crisis.

Every university feels the pressure and some schools have had to merge or close their doors for good. While tough times will always test our resolve, they also serve to sharpen our focus and ultimately make us stronger, more capable leaders.

Upholding values during difficult times is paramount, especially when making courageous but unpopular decisions. For instance, when we had to implement program cuts, I ensured transparency and fairness in the process but was still met with resistance. I did what needed to be done, regardless of the consequences, in my organization's best interests.

When leaders adhere to their core values and act with integrity during difficult times, it can be challenging when others disagree with their judgment and decision-making. Decorum, the art of maintaining composure, respect, and professionalism, has been my anchor amid chaos. It's about conducting oneself in a manner that is respectful to others, even in the face of disagreement or conflict, and focusing on understanding and finding common ground instead of reacting impulsively. Maintaining decorum gives room for thoughtful and measured responses in a world that often values quick reactions over careful thinking.

Intertwining integrity and decorum can lead to a highly effective leadership approach. In any context, decorum helps de-escalate tense situations, and trust is essential for team cohesion, especially in challenging times. Whether you're leading a team in a corporate setting or managing a classroom, these principles remain relevant and practical.
Decorum bridges diversity at work.

In a globalized and interconnected world, workplaces are becoming increasingly diverse. This is a great thing because it brings together individuals from different cultures, backgrounds and perspectives. This diversity enriches organizations with creativity and innovation but also presents unique challenges in communication and collaboration.

Often, the virtual world may lend itself to team blow-ups or aggressive behaviors that would be unlikely to happen in a face-to-face world. Blow-ups have a negative lasting effect on teams, leading to team members feeling a sense of traumatic stress.

Decorum is pivotal in encouraging healthy interactions among employees with differing beliefs and values. It emphasizes respectful communication, active listening, and empathy, which are not just nice-to-haves but essential for understanding across cultural divides.

By ensuring employees adhere to politeness and courtesy norms, organizations can create a safe and inclusive space where everyone feels comfortable expressing their ideas and opinions. Furthermore, practicing decorum helps reduce misunderstandings and conflicts arising from cultural differences. In a diverse work environment, you can cultivate a harmonious atmosphere by being attentive to cultural sensitivities, refraining from offensive language or behavior, and encouraging an open dialogue.

When everyone feels genuinely valued, employees are likelier to give their best, increasing productivity and overall success. By consistently demonstrating integrity and decorum, you can create a work culture where individuals feel safe, valued, and empowered to contribute their unique perspectives. This shared sense of purpose fuels resilience and enables teams to overcome seemingly insurmountable obstacles.
Don’t hesitate to share that bad behavior is hurtful.

Losing sight of your values is easy when the stakes are high and emotions are intense. However, acting with integrity and decorum is not just a choice but a necessity. Do not hesitate to let others know if their behavior has been hurtful. You are a leader, but you are also human. Everyone deserves to be treated with respect.
Resilient leaders attract top talent.

Leaders who demonstrate and decorum set a powerful example for their teams. By staying calm, respectful, and firm in your values, even in tough times, you can inspire others to do the same. When leaders collectively show resilience, we survive and thrive in adversity. This resilience fosters a culture of continuous learning and growth, where setbacks can be seen as opportunities for innovation and improvement.

A culture grounded in integrity and decorum creates space for innovation, collaboration and mutual respect. It attracts and retains top talent, fuels creativity and promotes a sense of shared purpose that can propel your organization forward. When integrity and decorum are upheld as guiding principles, you can adeptly navigate complex challenges while remaining dedicated to building a better future.


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Friday, December 20, 2024

How to Be a More Charismatic Person, According to Science

 



Take a minute to picture a charismatic person in your life. Maybe it’s your former boss who could command a conference room in seconds, or that one friend who drinks in every word you say, making you feel truly seen. You might assume these people are just born captivating, but that’s a myth, Ulrich Jensen, PhD, an associate professor of political science who studies leadership at Arizona State University, tells SELF. “Charisma is a specific set of stylistic expressions you can build into your communication,” Dr. Jensen, who studies the character trait, says. “It’s something we can teach people.”

But charisma is a lot more than just being liked, Dr. Jensen explains—it can actually *move* those around you. Back in 2023, his team analyzed 350 speeches from 50 US governors between February and May 2020 who talked about what people needed to do to stay safe during the pandemic. The more charismatic behaviors they displayed in their talks, the more likely people would heed the advice to stay indoors. “They’re thought of as more trustworthy, more competent,” he adds. (Just for the record, their team defined ‘charismatic behaviors’ as words, phrases, or sentences that projected a strong, central message with moral conviction, and used plenty of metaphors, analogies, and rhetorical questions to make the listener super engaged.)


The best part, Dr. Jensen says, is that you can take those same traits that make politicians influential and map them onto your own life—say, in an attempt to get hired at a job fair or to win over your partner’s family at Thanksgiving dinner. Here’s how to charismatically rock any scary, new social situation with confidence, even if you’re a little shy.
Figure out “your story” for introductions.

Most people tend to define charisma as how a person speaks or positions their body, Dr. Jensen says. While that might be true to some extent, it’s really just “the tip of the iceberg,” he notes: You could have a strong, smooth speech cadence, firm handshake, and excellent posture, but if what you’re saying doesn’t have intrinsic value, you’re going to lose whoever you’re talking to. He uses Barack Obama (widely considered to be one of the more charismatic US presidents) as an example: “If you look at him standing on a stage speaking at a rally, he is very muted in his nonverbal communication

What makes the former president and those like him so compelling, Dr. Jensen says, is that they have a valuable message to share. And just because you’re not trying to win an election, doesn’t mean you don’t have one too. “One of the most important ways you can be more charismatic is to think about how you want to present yourself to others,” Dr. Jensen explains. “Think about something that’s a really interesting fact about yourself, then, think strategically about how you can couch that into a short, one-minute story when you’re introducing yourself.”


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Monday, December 16, 2024

Women’s mentorship program launching winter cohort

 


Applications are now open for the next cohort of the Deborah Rosati Women in Leadership Mentorship Program, part of Brock University’s Women in Leadership Initiative.

Any self-identifying woman with a Niagara or Brock affiliation who wants to build their professional network and improve leadership skills is invited to apply to be a mentor or mentee on the program website by Sunday, Dec. 15.

Caroline Hummell, PhD candidate in Brock’s Faculty of Applied Health Sciences and mentorship program co-ordinator, says 60 mentors and mentees have completed the program since it launched in 2023 after a generous donation from Deborah Rosati (BAdmin ’84) in 2022.

“It has been great to have such a good response because it shows that women within our community want this type of program,” says Hummell.

While the basic structure remains, with group events, guest speakers and one-on-one meetings scheduled at the convenience of mentor/mentee pairs, Hummell says feedback from previous cohorts has led to some new innovations this time around.

“This year’s improvements include the development of an alumni network to connect past and present participants, as well as the adoption of a more user-friendly platform to help participants build even more connections outside of their immediate matches,” she says. “We want this program to truly turn into a community through the mentorship within it.”

Khatija Qureshi, a mentee in the most recent cohort of the program, says the program “perfectly blended” the sort of networking and learning opportunity she was seeking, both personally and professionally, after moving to Niagara from the Toronto area and changing career paths.

“I would encourage any and everyone to be a part of it — either as a mentor, sharing their experiences, or as a mentee, who wants to learn,” says Qureshi. “The program was very manageable, and I loved the methodical structure of setting boundaries and expectations, yet giving flexibility and control to the mentor and mentee so that it works for both of them.”

Dean of Social Sciences Ingrid Makus has been thrilled to watch the program blossom.

“Community and mutual support was one of the founding values of the Women In Leadership Initiative, so it is enormously gratifying to see the ongoing successes of this mentorship program, and the continuing role of our initiative in supporting it,” she says.

Hummell is excited to see what the next cohort brings, and says none of it would be possible without Rosati’s ongoing commitment to women leaders in Niagara.

“This program would not be possible without the invaluable support and mentorship of Deborah,” she says. “Not only does she come to program sessions to interact with participants and share her inspiring leadership journey, she also stays connected with them outside of the program.”

Rosati says her intention across her work, including her Women Get on Board program, is to “inspire, elevate, support, encourage and motivate women in leadership.”

“My mission is to pay it forward and pave the way for other women to grow into their full potential as leaders in the communities they serve,” she says. “My support is not only to enable and motivate the next generation of women leaders at Brock but also to encourage other existing women leaders to invest in the future of the next generation.”

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Saturday, December 14, 2024

New Frontiers of Citizen Participation: Strengthening Public Accountability through Synergy

 



Citizen participation is an indispensable element of effective democratic governance. It ensures that voices of those affected are heard and that they are involved in decision-making and the implementation of decisions. After decades of efforts to promote and advance citizen participation, there is a need to recalibrate it to more effectively address the continuing challenges of ineffective and undemocratic governance.

What is the missing link?

I argue that it is the strengthening of public accountability that is the weakest among the efforts to advance citizen participation. The new frontier of citizen participation is the strengthening of public accountability through synergy.

Accountability is a necessity in a democracy because ‘public office is a public trust.’ Democracies have been failing because governments have been failing in enabling accountability.

The ability of citizens to exact accountability is a leverage to ensure that their inputs to policy-making are carried out effectively. Accountability checks discretionary power to prevent abuse and it enables continuous improvement of governance. Citizen participation throughout the policy and public financial management cycle is crucial and it cannot be as effective without engagement in accountability.

How do we enable public accountability?

State-society synergy is the fusion of the strengths within government and in civil society to advance and protect reforms. In the Accountability Research Center (ARC), we have been studying strategies that synergize government and citizen action for reforms and integrates citizen action at multiple levels. These powershifting strategies help connect the dots to make the accountability ecosystem work to deliver sustainable reforms in governance.

In Filipino, the closest word to synergy is pagsasanib o pagtatagpo. It connotes empowerment and strengthening. We need to build and harness synergy to strengthen public accountability.

At Government-Watch (G-Watch) we call this process “constructive accountability.” The common goal is to improve the effectiveness of democratic governance through strengthened public accountability. The operational term is co-constructing. Together, we co-construct how we will account for the exercise of power, how programs and services have performed, how we fared in achieving our shared responsibility and our collective accountability.

There are three applications of synergy that fill the most crucial gaps and exploit the emerging opportunities in constructive accountability in today’s development and governance practices:

First, synergizing citizen actions at different levels.

To enable oversight that pin down where the systemic bottlenecks to public service deliveries are, to prevent governments’ deflection of accountability and to build citizen power by leveraging presence at different levels, citizens must be present at all levels of public decision-making — from community level to international — and must be able to connect those efforts.

Second, marry reform actors and actions within government with those of civil society.

State and society are spaces viewed as separate with different set of actors: government and civil society. We need to not only bridge this, we need to build solidarity around it — “pagtagpuin ito,” in Filipino — towards a common cause.

The divide is no longer between government and civil society. The new divide is between those who are pro-reform, pro-accountability, pro-social justice and pro-democracy, on the one hand, and those who are against it. And the process is a co-construction of accountability relationships among stakeholders and policy actors of public decision-making. Both the supply side (state accountability mechanisms) and the demand side of accountability (citizen action and voice) must be made to work coherently as part of an ecosystem.

For instance, G-Watch’s partnership with Pasig, a city government in The Philippines, through PRO-Health, G-Watch-ARC’s heath accountability initiative, synergizes efforts by the local government and G-Watch to form a progressive civil society in Pasig that can help ensure that the reforms being achieved today will be sustained beyond the term of their progressive and reform leader, Mayor Vico Sotto. Mayor Sotto sets the vision and provides the inspiration, while G-Watch with the Pasig City’s CSO Unit, operationalizes the capacity-building of civil society based on decades of experience of G-Watch.

The other arena are existing mechanisms in countries that synergize civil society and government, some in the form of multi-sectoral consultative bodies. These bodies need to be reformed and re-energized. Three aspects of these bodies need revisiting: power-sharing, inclusiveness and capacity. Is there truly an equitable sharing of power between government and civil society within these bodies? Are there other sectors and groups that need to be represented? How can civil society representation be more effective?

Third, synergize humanitarian and direct service delivery initiatives with accountability efforts.

Humanitarian efforts and support to direct service delivery cannot end up being an excuse of governments not to deliver on their mandate and to deflect accountability. Humanitarian efforts and support to direct service delivery must promote effective and responsive governance to keep it from being used in patronage-based politics. This can be done by closely integrating accountability efforts with humanitarian work or embedding the former in the latter. Providing aid only in areas where governments are justifiably constrained to deliver. Monitoring and assessment of public services with the participation of citizens should accompany all decisions on humanitarian priorities.

Private support and donations must be synergized with citizen action for accountability. The latter determines where the gaps and needs are and engages government to respond to those needs and gaps first. For needs and gaps that cannot be filled for acceptable and accountable reasons, private support and donation can come in, which hopefully includes supporting continuation of such social accountability efforts. Itong pagtatagpong ito, this synergy of humanitarian or private sector support for direct services and social accountability can be leveraged to make government more responsive and effective. It is a force that, if wielded, can be transformative.

The development partner community needs to learn and be transformed too.

Learning is an indispensable element of the new frontier of citizen participation. ARC and G-Watch are committed to learning from, with and for accountability frontliners and rights defenders in the Global South as we deem this voice to be underrepresented in development and democracy discourse. Just as government and civil society reformers must learn about citizen participation, so should the donor community.

For instance, enablers of citizen participation in government and the development community need to meet citizen action where it is at. This process needs to be dynamic and pro-active to opportunities and not passive and reactionary which is how development assistance is designed today.

After decades and decades of support to citizen participation, there have been wins, including the continuing vibrancy of citizen action in many countries, even in contexts of closing civic spaces. However, there are also bottlenecks that are specific at a given time and space of ongoing citizen action.

How can government and international development partners lessen the red tape in its support to citizen participation? What movement-based approaches can international development partners learn to adopt in their funding management?

Here is another example of how the development community can be proactive in its support to citizen participation. Back in the 1970s and 80s, support to social movements and NGOs was done differently, which some argue was better than today. In the past, donors and partners supported core funding, which was flexible and well-grounded on principles of solidarity and broader strategic direction. It was during this time that non-government organizations were effective in reaching out to communities, organizing, supporting and enabling social movements while producing groundbreaking knowledge work.

In recent times, development aid or international funding has turned into project-based, short-term funds, anchored on specific tool, brand or shoutout, with myopic and narrow goals sometimes tied to a broad agenda that seems to be a mere lip-service detached from a real strategy. There is now a growing recognition that this has weakened NGO work, particularly the part that involves organizing, advocacy and knowledge-building, as most of NGOs’ time are devoted to either doing a song-and-dance to get funding or working on administrative papers to account for every cent that has been spent. The focus on the administrative effort to search for, or maintain, funding is arguably robbing the NGOs of their depth, their grounding and their spirit. In many instances, NGOs have also closed down. This has also affected social movements as they get pulled into the struggles faced by NGOs that are supposed to provide them with much-needed support and solidarity.

Finally, we need to rethink how we learn about and measure “success.”


Giving primacy to change in policies and institutions tilts the balance of power between citizen and governments in favor of the government because the government has more, if not the sole, power in delivering on this indicator of success.

To enable synergy that enhances public accountability, efforts to strengthen movements and civil society must also be considered a success – even if it does not immediately yield policy change. When evaluating success, we should factor in solidarity, experience, adaptability and resilience against all the odds and given all the opportunities. Support to movement-based approaches is an investment in the deepening of democracy and the transformation of society to address today’s pressing challenges such as the climate crisis, inequality, impunity and digitally-enabled miseducation of the people. Transformation at the societal, organizational, even personal levels must be considered as part of what success means to deepen democracy.

To end, let me reiterate that synergy is oneness that builds on independent strengths. It is unity that is not stuck but progressive. It is unity that doesn’t favour nor perpetuate the status quo; instead, it progresses, builds and grows — grounded on the dynamism of those that forge the same synergistic energy. It is synergy in strengthening public accountability that is the call of our time.

In conclusion: Ito ay pagkakaisa na kung saan lahat tayo ay nagtatagpo at nagsasanib-pwersa batay sa sama-samang pagkakaunawaan, tunguhin at layunin: pagpapalakas ng pananagutan. Which means: this is the kind of unity wherein we all meet, synergize our efforts and forge alliances toward a common goal: strengthening public accountability.

2024 OECD Global Forum on Building Trust and Reinforcing Democracy


This blog is part of a collection of opinion pieces that showcases diverse perspectives on the new frontiers of citizen participation, from thought leaders and practitioners across national and local government, academia, business, trade unions, and civil society. It offers insights and inspiration for discussions at the 2024 Global Forum on Building Trust and Reinforcing Democracy, and future multidisciplinary work at the OECD.

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Friday, December 13, 2024

Hospital boss honoured for leadership and vision

 



The leader of Royal Berkshire Hospital has been recognised for his contributions towards healthcare and the Berkshire community after receiving an honorary degree from the University of Reading.

Steve McManus has been chief executive officer of Royal Berkshire NHS Foundation Trust since 2017 and his career in the NHS has spanned 37 years. He received the Honorary Degree of Doctor of Science in a ceremony on Wednesday 11 December.

Mr McManus began his career as a student nurse at The Nightingale School of Nursing in 1987. After qualifying as a Registered General Nurse in 1990 he worked in London and Oxford, completing his BA Hons in healthcare studies at Oxford Brookes University, followed by a postgraduate certificate in evidence-based healthcare from Oxford University.

In 2002 he moved into management and completed an MBA with Nottingham University Business School in 2006.

Following leadership roles at University Hospital Southampton, Imperial College Healthcare and Basildon & Thurrock University Teaching Hospital, Mr McManus took up the role of chief executive officer at the Royal Berkshire in 2017.
University partnership

Since joining, Mr McManus has been instrumental in establishing formal links between the University of Reading and the hospital to help improve patient care and clinical excellence.

The Health Innovation Partnership (formally the Joint Academic Board) has:seen the launch of a joint Physician Associate programme;
established 10 University Departments of Excellence within the hospital;
shared teaching and learning resources – including the recently opened Clinical Simulation and Training Suite;
begun a pipeline of research that will directly benefit patients.

In August 2020, Mr McManus was seconded to work with Baroness Dido Harding during the pandemic, taking on a key national role within the Government’s Test and Trace programme. He also served a secondment as CEO of the Integrated Care Board for Buckinghamshire, Oxfordshire and Berkshire West in 2022.

Professor Parveen Yaqoob, Deputy Vice-Chancellor of the University of Reading, presented Mr McManus with his honorary degree.

She said: “Steve is an exemplary and compassionate leader and an unwavering advocate for continuous improvement. He embodies the belief that there is always room for progress, always a way to serve patients better, and always an opportunity to elevate the team and the organisation as a whole.

“Steve has been a driving force in the partnership between the University and the hospital trust. His vision has helped create a learning environment that is truly greater than the sum of its parts. This commitment to education reflects his own lifelong love of learning. He thoroughly deserves this honorary degree.”

Mr McManus said: “I am hugely humbled and endlessly thankful for receiving this degree from the University of Reading. The honour is not for myself but for our amazing staff and volunteers at Royal Berkshire NHS Foundation Trust, and our partners at the University.

“Our two organisations have already been able to achieve so much together through the Health Innovation Partnership, and I know moving forwards there is so much more we can to do to support our staff, our patients and our community.”


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Thursday, December 12, 2024

34th ISOE Management Board meeting: Source term management, training and more





Members of the Management Board of the Information System on Occupational Exposure (ISOE) convened for their 34th meeting in Saint-Denis, France, on 3-5 December.

The Information System on Occupational Exposure (ISOE), a forum for experts to share information about improving radiological protection for workers at nuclear power plants, held its 34th Management Board meeting on 3-5 December 2024, with a key focus on source term management and education and training in radiological protection.

The Management Board of the ISOE, which is administered jointly by the NEA and the International Atomic Energy Agency (IAEA), meets annually to make rules for the group, approve policy and governance documents, and provide guidance for the proper management of its programme of work. The Management Board is composed of leading experts representing 77 nuclear licensees and 27 regulatory authorities from 31 countries. Staff of the four ISOE Technical Centres (Asia, Europe, North America, and other non-NEA member countries served by the IAEA) as well as the Joint NEA/IAEA Secretariat support those meetings. The 2024 meeting was held at the premises of operator EDF in Saint-Denis, France.

The meeting included two topical sessions on source term management and radiological protection (RP) education and training. Presentations at the topical sessions covered:

  • Actions to reduce source term in operating nuclear power plants in China, France, Japan and the United States;
  • The characterisation of source term at Fukushima Daiichi Nuclear Power Plant;
  • Medical isotope production in Canada and tritium analysis in Canada and the United States;
  • RP education and training for RP professionals and exposed workers in operating nuclear power plants from France, Japan, Pakistan and the United States;
  • An introduction to the NEA International Radiological Protection School (IRPS): Preparing Tomorrow’s RP Leaders.

Presentations on dose information and key events from 2023-2024 were given by national co-ordinators from Canada, China, France, Germany, Japan, Pakistan, Switzerland, the Netherlands and the United States.

The Management Board reviewed feedback received from the technical centres and the ISOE secretariat on the decisions, agreements, commitments, actions and recommendations of its previous meeting, in December 2023, and determined, among other things, to endorse:

  • ISOE Programme achievements and the Technical Centres’ performance in 2024 as presented in the relevant consolidated reports;
  • ISOE documents and publications drafted by the Joint NEA/IAEA Secretariat since the 33rd Management Board meeting;
  • The keynote activity report of the Vice-Chair for the ISOE Working Group on RP Aspects of Decommissioning Activities at Nuclear Power Plants (WGDECOM) on the performance under its Programme of Work (2024-2027); and
  • The ISOE Programme of Work in 2025.

Steps were identified to further extend the ISOE membership, for example by encouraging more utilities/licensees and regulatory authorities to participate. Initiatives were also considered to increase involvement of young health physicists in the ISOE activities and database.

The meeting of the Management Board was followed by a half-day ISOE Bureau and Technical Centres meeting, primarily focused on the feedback on the decisions of their previous meeting in May 2024. Actions to implement the agreed ISOE Programme of Work in 2025 and beyond were outlined.

The next meetings of the Management Board, Bureau and Technical Centres will be hosted by the IAEA in December 2025.

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Wednesday, December 11, 2024

What’s charisma got to do with it? Three faces of charismatic leadership and corporate social responsibility engagement





In response to both internal and external expectations and pressures, companies increasingly consider corporate social responsibility (CSR) as an essential factor in their strategic planning, but in a very diverse manner. To help synthesize the flourishing research in CSR variation across firms, we propose a three-orientation framework to map out a wide range of CSR strategies in current literature. Furthermore, we emphasize the importance of executive leadership and suggest that differences in leader’s values are the key drivers of CSR heterogeneity. This study offers a parsimonious model that maps out three primary pathways between leadership values and CSR strategic configurations. Drawing from charismatic leadership theory, we argue that three distinct types of leader power motives define three modes of leader’s strategic decision frames, which, in turn, influence corresponding CSR orientations. Specifically, socialized charismatic leaders favor prosocial decision frame that results in integrative CSR orientation; neutralized charismatic leaders embrace instrumental decision frame leading to strategic CSR mode; and personalized charismatic leaders tend to adopt self-serving CSR strategies driven by the self-serving decision frame. This holistic view advances the knowledge about the micro-foundations of CSR drivers and the essential role of leader values.

Introduction

Companies and their leaders increasingly acknowledge the critical role businesses play in addressing environmental and societal issues (Barney and Rangan, 2019) and allocate resources for CSR programs (Jamali and Karam, 2018). In 2019, chief executive officers (CEOs) of 181 major companies in the U.S. issued a statement reevaluating the purpose of a corporation to include a fundamental commitment to all stakeholders. These reimagined corporate objectives also highlight the inextricable tensions between firm’s pursuit of doing well and doing good by delivering values to diverse stakeholders. In seeking to balance among the complex and sometime competing expectations from various stakeholders, organizations often adopt very different CSR strategies (Godfrey et al., 2009; Bundy et al., 2018).

Such diversity in CSR engagement and its complex performance implications pose challenging questions for strategy scholars. We witness an increasing research effort in investigating the heterogeneity in company’s CSR engagement (Wang et al., 2016; Vishwanathan et al., 2020; Zhao et al., 2022). This line of inquiry tends to focus on two key questions: how firms are different in their CSR investments and, more recently, why firms adopt such diverse engagement strategies. For the questions of how firms differ, multiple CSR typologies (i.e., internal-external; Farooq et al., 2017; technical-institutional CSR; Mattingly and Berman, 2006) have emerged. These frameworks depict the differences in CSR postures in terms of various subgroups of stakeholders or CSR dimensions targeted by organizations’ social investment (Chang et al., 2014). In turn, these different CSR types have varying implications related to firm’s risk, social evaluation, and performance (Godfrey et al., 2009). For instance, Tang et al.’s (2015) study shows that a strategy focusing more on internal than external CSR leads to better performance than one engaging more external CSR. This is a useful lens and steps forward from using an aggregated CSR score for understanding how firms differ in their CSR activities. In the meantime, the typology approach also presents two limitations. One has to do with the potential typology proliferation in order to capture the full scope of combinations of stakeholder sub-groups or CSR dimensions that different firms choose to include in their CSR portfolios. In addition, CSR typology literature has yet to fully address the critical question of why organizations strategically prioritize some stakeholders over others and the conversations have predominantly focused on the macro and institutional drivers. As a result, such an effort to understand the heterogeneity in CSR engagement has mostly ignored the role of human decision-makers and thus almost remains “faceless.” With the voice of the key decision-makers muted, the understanding of why companies opt for dissimilar CSR strategies remains incomplete. Thus, an overarching configuration framework can be helpful to organize widely diverse CSR postures and shed light on underlying drivers.

To better understand CSR heterogeneity, strategy scholars argue that it is essential to examine the question of why, i.e., organization’s motivation underlying their CSR participation (Doh and Stumpf, 2005; Maak and Pless, 2006; Waldman, 2011; Aguinis and Glavas, 2012). A recent stream of research in strategy shifts the conversation to highlight the strategic role of CEOs and top management team (TMT) in CSR engagement. Drawing from upper echelons theory (UET; Hambrick and Mason, 1984; Hambrick, 2007), these studies portray strategic decision-makers being responsible for the diversity in CSR strategic choices (Waldman and Javidan, 2009; Wowak et al., 2016). Scholars stipulate that strategic leaders’ (CEOs and TMTs are referred as strategic leaders throughout the rest of the paper) individual attributes and psychological orientations have profound effect on organization’s strategic actions and performance. In many ways, an organization’s strategic choices are often a reflection of managerial personal values. In the case of CSR engagement, studies have shown that CEO’s personal characteristics such as political ideology (e.g., Chin et al., 2013), self-regulatory focus (Perez-Batres et al., 2012), and narcissistic personality (Petrenko et al., 2016) have a meaningful influence on CEO’s interpretation of environmental factors and choices of CSR strategies. Evidence has supported the links between certain styles of leadership and firm’s CSR engagement (e.g., authentic leadership-CSR, Kim et al., 2018; ethical leadership-CSR, Saha et al., 2020). This line of inquiry provides critical insight into the role of decision-maker’s personal values in firm’s CSR diversity. However, current leader-CSR research has a similar limitation as the CSR typology literature. These studies primarily focus on piecemealed CEO-CSR links (i.e., one attribute-one type of CSR, one leader style-one type of CSR). While acknowledging the research effort in exploring a wide range of leader style-CSR links, we also see a need for an overarching framework to address the more encompassing research question: What are the core leadership principles underlying various leadership styles that drive different CSR choices?

Taken together, we see rich but fragmented research streams in both the how-literature (CSR typology with stakeholder lens) and the why-literature (CSR drivers with UET lens). Time is ripe for developing a more holistic understanding of why and how companies manage CSR differently. Our study addresses the research gap discussed above by proposing an overarching framework to coherently synthesize the leadership-CSR literature. The central premise is that firm’s CSR activities are executive leader’s strategic choices influenced by leader’s personal values. Leaders have different value systems, particularly those associated with power and sense of responsibilities for others. As a result, we see different modes of CSR engagement.

There are two main objectives here. One is to develop an encompassing framework to synthesize the wide range of leader behaviors and CSR strategies in the literature. An impressive number of studies have provided enormous insights into the Leader-CSR phenomena (Zhao et al., 2022). A number of systematic review pieces have done the field a great service by summarizing the leadership-CSR literature with grand details and breadth (e.g., Pless et al., 2012; Miska and Mendenhall, 2018; Ashrafi et al., 2020; Saha et al., 2020; Zhao et al., 2022). This is also where our paper departs from these studies. Thus, our second objective is to build an overarching conceptual model to integrate the extant literature on leader-CSR. The unique contribution of this study is the parsimonious synthesizing theme: we address the question of how leadership impacts CSR strategies by identifying the CSR-related value principles underpinning various leader styles (opp. Specific leader style in relation to particular CSR tactic). Similarly, we identify three high-order families of CSR orientations to represent the principal characteristics of diverse CSR portfolios. Furthermore, we highlight the CSR decision frame as an underlying mechanism and develop the pathway model linking leadership to CSR. Specifically, leader’s power motives are translated into his or her CSR decision frame, which in turn defines leader’s interpretations of the environment and assessment of various stakeholders (Mitchell et al., 1997) and ultimately firm’s CSR preferences.

To achieve such encompassing yet parsimonious dual objective, we adopt a spectrum approach to conceptualize leadership values, CSR decision frames, and CSR orientations as three continuums, respectively, (as shown in Figures 1, 2). We then define three focal points along each spectrum to articulate the key distinctions among core principles. Along the leader-value spectrum, there are three types of power motives (three “faces”), altruism value, converging value, and self-serving value. Similarly, along the spectrum for leader decision frame and CSR orientation, there are three types of foci including societal focus, firm focus, and personal focus. These focal points provide a parsimonious structure along the encompassing spectrum. In essence, diverse leadership styles can be synthesized into three CSR-related value systems, while diverse CSR strategies are summarized into three primary orientations.

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