Various commentators on punk (e.g. Laing 1985, Frith 1986, Goshert 2000, Reynolds 2005, Webb 2007) have remarked upon an essence or attitude which is much more central to it than any aspects of musical style. Through the analysis of specific recordings as texts, this study aims to deliver on this idea by suggesting that there is an entire generation of musicians working in the independent sphere creating music that combines resonances of folk music with demonstrable punk aesthetics. Given that the cultural formations of folk and punk share many rhetorics of authenticity – inclusivity, community, anti-establishment ideals and, to paraphrase Bannister (2006: xxvi) ‘technological dystopianism’ – it is perhaps not surprising that some successors of punk and hardcore, particularly in the U.S., would turn to folk after the commercialisation of grunge in the early 1990s. But beyond this, a historical survey of the roots of new folk leads us to the conclusion that the desire for spontaneity rather than perfection, for recorded artefacts which affirm music as a participatory process rather than a product to be consumed, is at least as old as recording technology itself. The ‘new folk’ of the last two decades often mythologises a pre-industrial past, even as it draws upon comparatively recent oppositional approaches to the recording as artefact that range from those of Bob Dylan to obscure outsider artists and lo-fi indie rockers. This study offers a survey of new folk which is overdue – to date, new folk has been virtually ignored by the academic literature. It considers the tangled lineages that inform this indie genre, in the process suggesting new aspects of the history of rock music which stretch all the way back to Depression-era recordings in the shape of Harry Smith’s Anthology of American Folk Music. At the same time, it attempts to steer a middle course between cultural studies approaches to popular music which at times fail to directly address music at all, and musicological approaches which are at times in danger of abstracting minutae until the broader frame is completely lost. By concentrating on three aspects of the recordings in question - vocal approach, a broad consideration of sound (inclusive of production values and timbre), and structure as it pertains to both individual pieces and albums – this work hopes to offer a fresh way of reading popular music texts which deals specifically with the music without losing sight of its broader function and context.

No description available.

No description available.

Hackman and Oldham's Job Characteristic Model was applied to study of perceptions community music school faculty hold towards their job. The research questions addressed core job characteristics of skill variety, task identity, task significance, autonomy, and feedback, critical psychological states (experienced meaningfulness, experienced responsibility, and knowledge of results); personal and work outcomes of satisfaction and motivation; need for professional growth. The results were compared to the national norms for nine different job families provided by Oldham, Hackman, and Stepina. Thirty-three schools, all members of the National Guild of Community Schools of the Arts, located in every geographical region of the United States, yielded 437 faculty responses (64% return rate). Of the core job characteristics, dealing with others and autonomy received the highest ratings; feedback and task significance received the lowest ratings. Of the psychological states, experienced responsibility yielded the highest rating and experienced meaningfulness yielded the lowest ratings. Of the personal/work outcomes, personal development and colleague relations received the highest ratings; pay satisfaction and overall general satisfaction received the lowest ratings. A comparison to the professional job family norms, using a one-sample ttest, found significant differences in 16 out of the 18 variables measured by the Job Characteristic Model. Strong positive feelings for growth combined with less than strong feelings for the core job dimensions yielded a low motivating potential score of 96.18.

yes / This report is a summary of the views of a range of practitioners working in Bradford, Burnley and Oldham on the challenges of building community interaction in these three northern `cities¿ which experienced disturbances in 2001. Practitioners from a variety of professional backgrounds from each of the locations met in Burnley on January 12th 2007 to reflect together on the key challenges that they had faced since 2001 and the progress, or lack thereof, that has been made. Their observations were recorded and form the basis of this report. Despite the significant differences between the `cities¿ in their size, location and demographics, practitioners from the three locations seemed to broadly share the analysis of the progress made and of the threats to progress since the disturbances in 2001. Information-sharing between organizations in the `cities¿ has improved. Some organizations are able to move more quickly to reduce/prevent tensions building. More young women, particularly young Muslim women, are becoming involved at a community level bringing new perspectives and ways of thinking. Yet practitioners also identified a variety of conditions which continued to make the `cities¿ vulnerable to fresh disturbances in the future. Perhaps chief among these was the concern over the high levels of discontent expressed by young people in each of the locations. The relatively low levels of educational attainment and engagement, high levels of crime which young people can get `sucked into¿ and the low level of mixing between young people from different ethnic groupings were all seen as underlying factors which could lead to fresh disturbances. Added to this were serious concerns about the levels of racism in each of the `cities¿, a lack of equal opportunities and the pressures on particular communities from the press and the police. One participant articulated the basic question running throughout the practitioners¿ discussions, ¿We are probably ready to deal with the 2001 disturbances now, but are we ready for 2007?"

Ledarskap är viktigt för att medarbetarna ska bli motiverade i arbetet. Inom bankbranschen har chefen höga krav på medarbetarna. Medarbetarna i bankbranschen är ofta högutbildade och det finns olika sätt att motivera dem. Medarbetarna kan motiveras med både inre och yttre motivationsfaktorer. Transformativt ledarskap är en ledarstil som motiverar medarbetarna att göra mer än vad som förväntas av dem. Den tidigare forskningen om transformativt ledarskap visar att det har en positiv betydelse för medarbetarnas motivation. Denna uppsats ämnar att undersöka: Vilken betydelse har ledarens transformativa ledarskapsbeteende för medarbetarnas inre och yttre motivation i bankbranschen? Studien syftar till att utveckla ett ramverk för att få förståelse för betydelsen av ledarens transformativa ledarskapsbeteende för medarbetarnas inre och yttre motivation i bankbranschen. I referensramen behandlas transformativt ledarskap, inre motivation utifrån Hackman och Oldhams motivationsteori och yttre motivation. Dessa komponenter bildar tillsammans ramverket. För att få förståelsen mellan transformativt ledarskap och inre och yttre motivation har en kvalitativ metod använts för insamling av empirin där en fallstudie gjordes på ett lokalt kontor hos en av storbankerna. Med utgångspunkt i den deduktiva metoden skapades frågor för att sedan kunna koppla samman transformativt ledarskap med inre och yttre motivation. Slutsatsen av studien visar att transformativt ledarskap har en betydelse för medarbetarnas inre och yttre motivationen i bankbranschen. Studien kommer även fram till att det mest betydelsefulla beteendet för medarbetarnas inre och yttre motivation är ta hänsyn till individen. Det minst betydelsefulla beteendet för medarbetarnas inre och yttre motivation var idealiserat inflytande. Studien visar även att stress har negativ påverkan på ledarskapet. / Leadership is important to get the employees motivated to work. In the banking industry the manager has high demands on the employees. Employees in the banking industry are often highly educated and there are different ways to motivate them. Employees can be motivated by both intrinsic and extrinsic motivational factors. Transformational leadership is a leadership style that motivates employees to do more than what is expected of them. The previous research about transformational leadership shows that it has a positive impact on employees motivation. This study aim to investigate: What meaning does a leaders transformational leadership behavior for the employees intrinsic and extrinsic motivation in the banking industry? The aim of this study is to develop a framework to understand the meaning of the leaders transformational leadership behavior for the employees intrinsic and extrinsic motivation in the banking industry. The theoretical reference frame involves transformational leadership, intrinsic motivation based on Hackman and Oldham job characteristics model and extrinsic motivation. In order to gain an understanding between transformational leadership and intrinsic and extrinsic motivation a qualitative method have been used to gather the empirical data. A case study was made on a local office at one of major banks in Sweden. With a deductive approach questions were created to be able to find the connection between transformational leadership and intrinsic and extrinsic motivation. The conclusion of the study shows that transformational leadership has a meaning for the employees intrinsic and extrinsic motivation in the banking industry. This study also find that individualized consideration has the most meaning for the employees intrinsic and extrinsic motivation. The behavior with least meaning for the employees intrinsic and extrinsic motivation was idealized influence. The study also show that stress has negative influence on the leadership.