In: Heimbrock, H. (Ed.). (2016). Taking position: Empirical studies and theoretical reflections on Religious Education and worldview. Waxmann.
Social workers nowadays are confronted with recurrent issues about religion and spirituality when in contact with diverse client groups. This was also the case in the beginning of the profession around 1900, in Europe as well as in the US. This study analyses the work of a Dutch pioneer in social work, Marie Muller-Lulofs (1854–1954) and presents the religious and worldview aspects of her reflections on social work. Her standard work Van mensch tot mensch (From person to person) of 1916 forms the basic text for theory-driven content analysis by applying the seven-dimension model of worldview of Ninian Smart: doctrine/philosophy, organisations, ethics, stories, experiences, rituals and materials. Results show that Muller-Lulofs makes a strong plea for a secular profession. Social-economic approaches are on the foreground. And yet, the methods, skills and professional attitudes she describes are substantially accounted for in religious and spiritual terms. This is mainly done by introducing narratives and metaphors derived from Christian and Buddhist traditions. It is concluded that Muller-Lulofs uses religion and spirituality in a non-dogmatic and non-prescriptive way, but as a source of inspiration to underpin the new profession. Her approach is relevant for current issues in social work in multicultural societies.
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Brains and gender, separately and in their interrelatedness, are hot items today in popular journals and academic literature. It is in particular the complexity of the interdependence of physical-, psychological-, and contextual-related developments of feminization in education that we focus on these contributions. We argue that a combination of recent findings of brain research and Marcia's psychological model of identity development in a “provocative pedagogy”—combining youngsters’ (boys and girls) need for exploration, console, and support—is a promising “stepped care” strategy for religious development of youngsters in a multicultural and multireligious context.
There's a growing recognition that the mainstream economic system contributes to environmental degradation and climate change. This jeopardizes human prosperity and poses existential risks for all life forms. Not waiting for global politics to solve the problems, Regenerative Placemakers show that we can organize ourselves differently. They engage with realigning human systems to work within planetary boundaries as a well-being economy. However, they face challenges, such as incorporating non-human voices and embracing the complexity of co-creation. Our transdisciplinary, exploratory research project aims to incorporate a lifecentric worldview in the collective transformation process when investigating: What tools, methods, and approaches the Stewards of Place could use to embody the ecosystems thinking and be able to integrate the needs and perspectives of nature in a process of decision-making, such that it is understandable and fitting for different types of contexts? Our research focuses on fostering a post-anthropocentric outlook, where human identity merges with broader ecosystems. Through the development of methodologies, we seek pathways to coexist harmoniously within diverse natural habitats, prioritizing ecosystem health. This perspective fundamentally shifts worldviews, placing ecosystem well-being at the forefront. Our goal is to cultivate an integrated approach to living that acknowledges and respects the interconnectedness of all life forms. Consortium Partners: Practice Partners are Regenerative Placemakers, referred to as Stewards of Place: Impact033's, IMPACT024's, and Oosterhout SDG's Local. Together with WEAllNL, they are optimizing conditions for innovative, regenerative leadership in the "Plekathon” pilot project, which will serve as a Living Lab for this participatory research. Changemaker: Stichting Wellbeing Economy Alliance Nederland (WEAllNL)- Bas Poppel leading development of a learning community of practice. Knowledge Partners: Avans’ Economy in Common Research Group: Lector Dr. Godelieve Spaas and researcher Ewelina Schraven, Miranda van Gendt (Plekmakers_), Luea Ritter (World Ethic Forum), and Nature as an Advisor, Inspiration, and Stakeholder.
Performance feedback is an important mechanism of adaptation in learning theories, as it provides one of the motivations for organizations to learn (Pettit, Crossan, and Vera 2017). Embedded in the behavioral theory of the firm, organizational learning from performance feedback predicts the probability for organizations to change with an emphasis on organizational aspirations, which serve as a threshold against which absolute performance is evaluated (Cyert and March 1963; Greve 2003). It postulates that performance becomes a ‘problem’, or the trigger to search for alternative procedures, strategies, products and behaviors, when performance is below that threshold. This search is known as problemistic search. Missing from this body of research, is empirically grounded understanding if the characteristics of performance feedback over time matter for the triggering function of the feedback. I explore this gap. This investigation adds temporality as a dimension of the performance feedback concept guided by a worldview of ongoing change and flux where conditions and choices are not given, but made relevant by actors and enacted upon (Tsoukas and Chia 2002). The general aim of the study is to complement the current knowledge of performance feedback as a trigger for problemistic search with an explicit process temporal approach. The main question guiding this project is how temporal patterns of performance feedback influence organizational change, which I answer in four chapters, each zooming into one sub-question.First, I focus on the temporal order of performance feedback by examining performance feedback and change sequences organizations go through. In this section time is under study and the goal is to explore how feedback patterns have evolved over time, just as the change states organizations pass through. Second, I focus on the plurality of performance feedback by investigating performance feedback from multiple aspiration levels (i.e. multiple qualitatively different metrics and multiple reference points) and how over time clusters of performance feedback sequences have evolved. Next, I look into the rate and scope of change relative to performance feedback sequences and add an element of signal strength to the feedback. In the last chapter, time is a predictor (in the sequences), and, it is under study (in the timing of responses). I focus on the timing of organizational responses in relation to performance feedback sequences of multiple metrics and reference points.In sum, all chapters are guided by the timing problem of performance feedback, meaning that performance feedback does not come ‘available’ at a single point in time. Similarly to stones with unequal weight dropped in the river, performance feedback with different strength comes available at multiple points in time and it is plausible that sometimes it is considered by decision-makers as problematic and sometimes it is not, because of the sequence it is part of. Overall, the investigation is grounded in the general principles of organizational learning from performance feedback, and the concept of time as duration, sequences and timing, with a focus on specification of when things happen. The context of the study is universities of applied sciences and hotels in The Netherlands. Project partner: Tilburg University, School of Social and Behavioral Sciences, Department of Organization Studies
