For the past three decades, policy-makers in Santiago, Chile, have pushed laissez-faire free-market reforms on most sectors of the Chilean economy. On the Archipelago of Chiloe in southern Chile, these reforms have had the effect of introducing wage labor, on a massive scale, to communities that once relied primarily on collective practices of unpaid, reciprocal labor (mingas). My research examines the role of these changing labor practices and livelihoods in the shaping of local identities. I argue that while the Chilean government's neoliberal policies have brought increased commerce to Chiloe through the introduction of export-oriented fishing and aquaculture industries, the accompanying erosion of mingas and rural livelihoods has triggered a pronounced intergenerational shift in collective identity: whereas older islanders today bemoan the disappearance of an ethos of reciprocity, solidarity, and mutual assistance, younger islanders express an explicitly critical view of Chilote history while upholding select values of old.

Background and research orientation, rationale and objectives. Gift giving or reciprocity is widely used in organisations as an attempt to further improve employee performance and productivity, which is ultimately believed to result in higher levels of organisational performance and success. Reciprocity theory, or the gift exchange view, assumes that employees and organisations pursue that which is in their own material self-interest. Reciprocity research is, however, still largely dominated by research focusing on the impact of financial rewards, despite major reward theories, models and approaches that increasingly emphasise the importance of both financial and non-financial rewards in attraction, employee engagement or motivation and retention. The aim of the current research study was to investigate the extent to which employees reciprocate discretionary effort, as indicated by higher levels of productivity, after receiving either a financial or non-financial gift or reward. Moreover, the impact of receiving either a financial or non-financial reward on perceived levels of both employee motivation and job satisfaction was measured, as well as to determine reward preference which was considered more motivating and satisfying. Research approach. The present study made use of an experimental research approach, more so, a controlled field experiment in a naturally occurring work environment. Both quantitative and qualitative data were collected from employees to measure their perceived levels of motivation and job satisfaction. Productivity data was provided by the organisation employing the employees to determine the impact of the financial or non-financial reward. Composite questionnaires consisting of open-ended questions and Likert-type questions were distributed using a convenience, non-probability sampling approach. All completed questionnaires, along with the provided productivity data, were analysed using descriptive statistics, inferential statistics and content analysis. Main findings. Results of the research study indicated a significant difference in employees perceived level of motivation and job satisfaction after receiving a financial or non-financial gift. Thus, employees experienced greater levels of motivation and job satisfaction after receiving a financial or non-financial gift. Results furthermore showed that employees were more productive after receiving the gift, although the productivity did not shift any different whether they received the financial or non-financial gift. Thus, employee reciprocated discretionary effort after receiving a gift. A statistically significant association was found between the gift employees received and the gift they desired, with the likelihood of receiving a particular gift and desiring that specific gift not being random, but rather due to psychological feelings of appreciation.

This study investigates the connections between the experiences of participants and a facilitator in an intergenerational community music ensemble, including how participants make personal sense of their individual identities and positions within the field of the Intergenerational Community Cello Ensemble (ICCE), how participants map their musical and pedagogical interactions in the field of the ICCE, and how my experiences as a facilitator impact and evidence the construction of my own identities both within and beyond the field of the ICCE. I applied a lens of habitus based on Pierre Bourdieu’s social capital theory to examine how participants constructed a sense of self in their fields and to explore how participants shaped and were shaped by their social worlds. Thirteen cellists, including me, participated in this study. These cellists represented differing socio-demographics of age, race, gender, and religion. I collected data from multiple interviews with seven of the participants, recorded observations of the ensemble rehearsals, and facilitated two focus group surveys. The focus group surveys were open to all participants, but attendance varied based on availability. Research questions included: How does the experience of participating in the ICCE impact individual identities and positions within the field of the intergenerational community music ensemble? How are these identities and positions impacted within the field of the ICCE? How are these identities and positions impacted within fields beyond the ICCE? Is there any transfer between the ICCE and fields beyond the ICCE? How do participants map their musical and pedagogical interactions in the field of the ICCE? How does my experience as a facilitator impact and evidence the construction of my own identities both within and beyond the field of the ICCE? My data analysis suggested that participants experienced an overall sense of connection and increased musical proficiency in various areas: musical reading, instrumental proficiency and performance, and musical and pedagogic authority. I also considered how my identity was shaped by the reciprocal relationships developed through facilitation and participation in the ICCE. Findings suggest that participants advanced their musical and social skills as forms of personal development thus enhancing their perceptions of community music’s social and performative experiences. This study explores ways that trust, mutual respect, and shared capital were exchanged between participants and the participant-facilitator, including how these relationships enhanced confidence and connections reciprocally between those musicking and extending into broader communities in which they operate.

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Architecture is an exhaustive act. With the Herculean efforts of the patron, the architect and the builder, a building comes into being. Materials are collected and transformed in order to create a place for Man to dwell. That is, materials occurring in their natural state are transformed by the Hand of Man and thereby enter it His realm. In turn, the Manmade becomes situated in and a part of the natural world. This relationship is a Material Reciprocity. In the Timaeus, a concept of a world soul is outlined in which all elements that compose the physical world (the "ten-thousand things" of the Tao-Te Ching) are endowed with consciousness: the Anima Mundi. How does architecture become part of Place? What role does Weathering play in this act? How does Man's understanding of Weathering's accretions enoble architecture? Sun Moon Earth BREW / Master of Architecture

No / Understanding the perceptions of direct care staff of their reciprocal relationships at work and levels of burnout may help us improve not only their psychological health but also the service they provide. A cross-sectional survey was undertaken with direct care staff who worked with children, older people and people with intellectual disabilities in residential settings. Staffs were asked to report their levels of burnout and perceived reciprocity in the relationship they had with service users, other staff and the organisation they worked for. Significant relationships were found between some burnout and reciprocity measures. ‘Under benefit’ in relationships with service users, colleagues and the organization was related to emotional exhaustion. ‘Under benefit’ in organizational and staff relationships was related to increased depersonalization. Reciprocity is a potentially useful concept for understanding differences in relationships across a broad range of staff and use of the reciprocity questionnaire in this study allows for comparison between diverse groups. The importance of relationships with the employing organization is highlighted in this sample and suggests that burnout is not solely linked with lack of reciprocity in the caregiving relationship per se.

Yes / A qualitative exploration of the stigma of dementia reported that GPs described lack of reciprocity as one way in which people with dementia are perceived within society. This was closely linked to their perception of dementia as a stigma. In this paper, we explore whether GPs perceive people with dementia as lacking reciprocity and, so, if this is linked with societal opinions about dementia as a stigma. The implications of both perceptions of people with dementia failing to reciprocate and of stigma for timely diagnosis are explored. GPs’ perceptions of societal views of people with dementia included a perception of a lack of reciprocity. Specifically, an absence of reciprocity was linked with; failing to respond to human contact, the absence of an appropriate return on social investment and failing to contribute to, or being a burden to, society. GPs reported a link between societal perceptions of lack of reciprocity and stereotypes about advanced dementia, difficulties communicating with people with dementia and lack of opportunities for people with dementia to reciprocate. GPs occupy a key position, they can challenge stereotypes and, with support and targeted training about communicating with people living with dementia, can emphasise the ways in which people with dementia can communicate, thereby enhancing their potential to reciprocate. Such changes have implications for improved care and quality of life through the continued maintenance of social inclusion and perceptions of personhood. / none