Although some of Zunzunegui's works are not so moralistic in intent as others, it will be seen that each one of them criticizes a particular bad trait in the protagonist which leads to unhappiness or defeat, either for the character himself or for someone close to him.

Prostitution was a rampant and thriving industry in late nineteenth and early twentieth century Texas. Due to the arrival of the M.K. and T. Railroad, the city of Denison became a frontier boomtown and prostitution as well as other vice elements grew alongside the town. Skiddy Street was one road south of Main Street in Denison and housed the most notorious brothels and saloons in the city. In the late nineteenth century, few national laws were present to regulate red-light districts and those that existed were largely ignored. Economically, prostitution was an important addition to the coffers of cities such as Denison, and through taxing and licensing of prostitutes, city leaders profited off of the vice industry. The early decades of the twentieth century led to changes in the toleration of prostitution and red-light districts on the national level. Progressive reform movements, temperance, World War I, and the National Railroad Shopmen’s strike, each contributed to the dissolution of Skiddy Street in Denison as toleration and open acceptance of prostitution waned. This study attempts to understand how and why prostitution thrived during Denison’s early frontier days, who some of the prostitutes were that plied their trade on Skiddy Street, and how national, state, and local changes in the early twentieth century led to the termination of most red-light districts, including Denison’s.

Texte remanié de: Doct. diss.--Duke university, N.C., 1984.

In this thesis I provide an interpretation of Aristotle’s account of moral vice and argue (1) that Aristotle's account is consistent, and (2) that Aristotle is not committed to the view that all vicious agents are incapable of improving their characters. The main argument attempts to show that a proper interpretation of Aristotle's account of vice must observe a distinction between what Aristotle recognizes as two distinct sorts of vicious agents: those who are capable of change, and those who are not. I argue that this distinction amounts to the same thing as what I call the distinction between curably and incurably vicious agents. Recognizing this distinction and drawing out the ideas which ground it, I argue, shows that Aristotle's account of vice is consistent, and that he is not committed to the view that all vicious agents are incapable of improving their characters.

Market-responsive college leaders are challenged to navigate external relationships with business and industry, government officials, and community leaders, as well as the resulting pressures of multiple missions of the comprehensive community college. The leaders are faced with three predominant issues involving the market-responsive college and its relationship to the overall comprehensive college. These issues include: (a) its relationship to the transfer role, (b) difficulty of defining and measuring its success, and (c) its placement within the organization. Bolman and Deal’s (2013) leadership frames provide a model to understand how framing by market-responsive college leaders influences their organizations. A qualitative case study research method was used to explore how organizational frames used by market-responsive college leaders affect the market-responsive organization. The participants were five market-responsive college leaders from comprehensive community colleges in Mississippi. The findings suggest that market-responsive leaders, guided by their framework, affected their market-responsive college through reorganization, setting the tone of the relationship with academic transfer division, and establishing division priorities through the selection and recognition of measures for success. They used the structural frame to change the college structure to fit the task and environment, the political frame to set the agenda and create a power base, and the symbolic frame to create faith in the market-responsive college. This study provides aspiring and existing leaders of market-responsive colleges with possible lenses to view commonly experienced issues and to gain insight into the benefits of reframing and multiraming.

‘Academic freedom’ in the Twenty-First Century is a contested concept and there exist many interpretations, or versions, of academic freedom, a number of which have been identified through a review of the literature. Some scholars now claim that academic freedom no longer exists in academia, or that it has become a second order value that competes with other priorities more appropriate to the now competitive business of higher education. In this context, the philosophical and legal responsibilities that Vice-Chancellors have in protecting academic freedom can no longer be taken as unproblematic, and their views may not be clear to themselves or to the staff and students in their institutions. This thesis explores the views Vice-Chancellors have on the concept of academic freedom, how they manage academic freedom and the extent to which they believe academic freedom is practised in their university. The Vice-Chancellors interviewed, of a regional and representative sample of English universities, included those from leading pre-1992 universities and new post-1992 universities as well as one private university. Vice-Chancellors were found to have paid little, or no, attention to academic freedom. They implied that academic freedom was a matter for individual subject departments, but they were resolute that they were the arbiters whenever academic freedom became an issue. Some thought that the concept of academic freedom had been misused by individual academics who raised issues motivated by political and ideological beliefs, and those who conflated it with the civil liberty of free speech. In summarising the Vice-Chancellors’ ‘version’ of academic freedom, a key finding was that they had neglected academic freedom. Consequently, one important proposal was that Vice-Chancellors in English universities should review the nature of academic freedom and consider the implications at governance and managerial levels, at departmental level and in practice. As one Vice-Chancellor admitted: “…we’ve never said to, or proven to, the outside world that academic freedom is important”.

This study addresses the gap in our understanding of the processes used to recruit and select Vice-Chancellors for Australian Universities. There are presently 39 recognised Universities in Australia and between them they provide the nation with the academically qualified leaders of the future. As such one would expect that not only would they be the vessels of our knowledge, but also that they would be managed and led in ways that were similar to those in use in the private sector. The changes that have taken place in the higher education system have meant that additional pressures have been placed upon the senior executive of each University. The transition from a binary system to the current unified system, the advent of the global community, increased technology and new management practices have created the need for University management to adopt recognised management and leadership practices. The Federal government has moved to reduce the dependence of the system upon recurrent funding and there has been an increase in managerialism within Universities. One outcome has been the need for the Chief Executive Officer (Vice-Chancellor) to develop additional management and leadership skills in order to cope with the changes occurring and the rate of change. In the United States, the selection criteria used to recruit Vice-Chancellors (or University Presidents) have changed to reflect the desire for candidates to have backgrounds in management and leadership. The role of the Vice-Chancellor is critical to the success of educational institutions that are now being managed as autonomous business units responsible for budget, growth, mergers as well as maintaining academic credibility. A literature review revealed that the work undertaken by David Sloper formed virtually our entire knowledge base of Vice-Chancellors in Australia. Sloper identified democratic and incumbency patterns, social characteristics, the legal basis for the role and what incumbents actually do. Thus we know quite a deal about the role and incumbents. However the same literature review showed that while this data existed, it did not extend to the processes that were used within the Higher Education system, to target, identify and select suitable candidates. Clearly there was also no examination as to the effectiveness of such processes or how they could be improved if necessary. Given the importance of Universities in Australia and their role in Higher Education, this lack of knowledge provided the basis for this study and the systematic review of all available data. The study also identified a paradox in addition to the lack of research on recruitment and selection practices in this unique microcosm. The paradox concerns the fact that many of the successful candidates do not come from a ‘business’ discipline as may be expected for a role considered to be the Chief Executive Officer of the institution. Yet in Australia, previous research indicated that the ‘rules’ for recruiting Vice-Chancellors have changed little and that traditionally candidates have come from the science disciplines (Sloper, 1994). While this in itself does not indicate that incumbents are lacking in fundamental management and leadership knowledge and expertise, an obvious question arises. Why are Australian Vice-Chancellors not drawn from faculties where this expertise resides or why are they not drawn from the business community? In order to further examine the processes in place and to a lesser extent the paradox, all available data was collected regarding the roles of Vice-Chancellors, the paths they have taken to the position as well as selection criteria, position outlines, job adverts and related material. This was thoroughly examined and then a brief questionnaire was forwarded to current incumbents and other involved stakeholders. Interviews were conducted to clarify specific issues and case studies prepared accordingly. Thus this qualitative study thoroughly researches the recruitment and selection practices in use, attempts to determine their effectiveness and addresses the paradox in order to provide a detailed framework that allows these elements to be explained.

As demands on school-based administrators continue to increase, so do their responsibilities. Historically the roles and responsibilities of school principals have been clearly delineated in both the legislation governing in-school administrators and also in principals' job descriptions. Principals typically know the expectations of their leadership roles, however, the same cannot be said for all vice-principals (VPs). The pattern that emerges is one that shows the VP as being a jack-of-all-trades. Typically, Saskatchewan rural VPs do not have clearly delineated expectations formally or informally in either legislation or job description. Most often VPs positions are advertised as containing a teaching component and "other duties as assigned." The 2001 Saskatchewan Teachers' Federation (STF) recommendations for improving in-school administration positions have led to little change (p. 3). The conceptual framework focused on the relationship between geographical location (distance), gender and rural Saskatchewan VP perceptions of employee-made and employer-made workplace obligations. VPs are a critical yet often overlooked component of school effectiveness. This emphasized the need for advancing our understanding of VPs' employment relationship and connecting this to the "VP role restructured" blueprint found in the literature. The purpose of this study was to investigate, explore and describe the pattern of the psychological contract among Saskatchewan rural VP's and facilitate better utilization of their skills and leadership. Quantitative and qualitative methods were used in this study. The quantitative data was derived from Rousseau's (2000) Psychological Contract Inventory (PCI) survey questionnaire. This survey was used to determine the extent of employee-made and employer-made workplace obligations from the VP perception. The sample consisted of 42 VPs employed in rural Saskatchewan schools. The qualitative data were generated from participant responses to the open-ended questions attached to the end of the PCI. The responses to the survey and the open-ended questions were analyzed according to the research questions, emerging themes and recurring themes. After the data were analyzed, relationships were revealed between geographical location, gender, and rural VPs' perceptions of workplace obligations. The findings in this study revealed VPs were generally in agreement that relationships between distance, gender and perceptions of workplace obligations were slight at best. It was also revealed that VPs' perceptions of employee-made and employer-made workplace obligations were characterized as well-being items representative of loyalty and security features of a relational psychological contract. VPs indicated a willingness to commit to the organization regardless of distance or gender. Participants almost unanimously expressed their aspirations for the inclusion of professional growth, skill enhancement and increased leadership responsibilities in their assigned, expected and assumed role behaviors. Participant responses were generally consistent with the literature. Derived from participants' qualitative responses, VPs lead busy work lives. As revealed in the findings, VPs indicated they had aspirations for enhanced leadership opportunities. This study generated many implications for practice, policy and research.

“Ambassadors of Pleasure” examines the social and cultural history of ‘sin’ in the Detroit-Windsor border region during the post-World War II period. It employs the interrelated frameworks of “borderlands” and “vice” in order to identify the complex ways in which illicit economies shaped—and were shaped by—these border cities. It argues that illicit economies served multiple purposes for members of local borderlands communities. For many downtown residents, vice industries provided important forms of leisure, labor, and diversion in cities undergoing rapid changes. Deeply rooted in local working-class communities, prostitution and heroin economies became intimately intertwined in the daily lives of many local residents who relied on them for both entertainment and income. For others, though, anti-vice activities offered a concrete way to engage in what they perceived as community betterment. Fighting the immoral influences of prostitution and drug use was one way some residents, particularly those of the middle class, worked to improve their local communities in seemingly tangible ways. These struggles for control over vice economies highlight the ways in which shifting meanings of race, class, and gender, growing divisions between urban centers and suburban regions, and debates over the meaning of citizenship evolved in the urban borderland. This dissertation subsequently traces the competing interests brought together through illicit vice activities, arguing that they provide unique insight into the fracturing social lines developing in the postwar North American cities.

As demands on school-based administrators continue to increase, so do their responsibilities. Historically the roles and responsibilities of school principals have been clearly delineated in both the legislation governing in-school administrators and also in principals' job descriptions. Principals typically know the expectations of their leadership roles, however, the same cannot be said for all vice-principals (VPs). The pattern that emerges is one that shows the VP as being a jack-of-all-trades. Typically, Saskatchewan rural VPs do not have clearly delineated expectations formally or informally in either legislation or job description. Most often VPs positions are advertised as containing a teaching component and "other duties as assigned." The 2001 Saskatchewan Teachers' Federation (STF) recommendations for improving in-school administration positions have led to little change (p. 3). The conceptual framework focused on the relationship between geographical location (distance), gender and rural Saskatchewan VP perceptions of employee-made and employer-made workplace obligations. VPs are a critical yet often overlooked component of school effectiveness. This emphasized the need for advancing our understanding of VPs' employment relationship and connecting this to the "VP role restructured" blueprint found in the literature. The purpose of this study was to investigate, explore and describe the pattern of the psychological contract among Saskatchewan rural VP's and facilitate better utilization of their skills and leadership. Quantitative and qualitative methods were used in this study. The quantitative data was derived from Rousseau's (2000) Psychological Contract Inventory (PCI) survey questionnaire. This survey was used to determine the extent of employee-made and employer-made workplace obligations from the VP perception. The sample consisted of 42 VPs employed in rural Saskatchewan schools. The qualitative data were generated from participant responses to the open-ended questions attached to the end of the PCI. The responses to the survey and the open-ended questions were analyzed according to the research questions, emerging themes and recurring themes. After the data were analyzed, relationships were revealed between geographical location, gender, and rural VPs' perceptions of workplace obligations. The findings in this study revealed VPs were generally in agreement that relationships between distance, gender and perceptions of workplace obligations were slight at best. It was also revealed that VPs' perceptions of employee-made and employer-made workplace obligations were characterized as well-being items representative of loyalty and security features of a relational psychological contract. VPs indicated a willingness to commit to the organization regardless of distance or gender. Participants almost unanimously expressed their aspirations for the inclusion of professional growth, skill enhancement and increased leadership responsibilities in their assigned, expected and assumed role behaviors. Participant responses were generally consistent with the literature. Derived from participants' qualitative responses, VPs lead busy work lives. As revealed in the findings, VPs indicated they had aspirations for enhanced leadership opportunities. This study generated many implications for practice, policy and research.