High-stakes testing has grown in scope and impact in recent years, as accountability decisions regarding funding, school sanctions, and teacher evaluations often depend on standardized test results. The shift toward more stringent and punitive testing mandates has not gone unchallenged however, as pockets of resistance have emerged among teachers, parents, and scholars, and a growing "opt-out" movement has picked up steam nationwide. Teachers in particular have played a critical role in resistance to high-stakes testing, even while adhering to these same policies in their professional roles. This study examines resistance to standardized testing via the 'opt-out' movement organizing process. I specifically look at teachers' participation in organizing and resistance, and how positions as teachers and sometimes parents influence their participation. I frame the project with a post-structuralism lens, utilizing the Deleuzoguattarian concept of the rhizome to illustrate the complex and connected nature of teachers' involvement in this social movement.

This research study examined how the United Opt Out grassroots movement grew from a small listserv in 2011 into a national formidable organization, now referred to as the Opt Out movement, which rallied against the use of high stakes tests as the primary determinant of student achievement as defined in the No Child Left Behind Act of 2001 (NCLB, 2002). While educators and parents did not oppose testing, they rejected the focus on a singular assessment created at the state level and the blatant disregard of other school-based assessments. It was soon evident that educators and parents had minimal input, while private corporate foundations and think tanks exerted a tremendous amount of influence on education policy. To counteract the corporate reform movement and to gain voice in education policy, grassroots movements, started and led by educators, began to organize. The Opt Out movement was one such movement that called on students to engage in civil disobedience by opting out of high stakes tests. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2019. / FAU Electronic Theses and Dissertations Collection

DVOŘÁKOVÁ, V. Options for partial pension privatization of the pension system in the Czech Republic. Diploma thesis. Brno: Mendel University, 2019. This diploma thesis focuses on possible consequences of the pension system in the Czech Republic if parts of the payment contributions were opted out to privately-owned capital funds. Real data from years 1995–2015 were applied retrospectively to models to show relevant consequences. The thesis concentrates on retrieving the effective percent yield from capitalization for a person with average income. The conclusion of the thesis evaluates the option of partial pension privatization for the Czech Republic based on the calculated results from the models.

Depois de algumas décadas da entrada das mulheres no mercado de trabalho, esperava-se que a equidade de gênero já fosse uma realidade nas organizações. Porém, os números mostram que os homens ainda são maioria e que quanto mais alto o cargo, menor a quantidade de mulheres. No Brasil, segundo pesquisa do Instituto Brasileiro de Geografia e Estatística (IBGE), em 2016, 60,9% dos cargos gerenciais, tanto no poder público quanto na iniciativa privada, eram ocupados por homens e 37,8% por mulheres. As mulheres continuam ganhando menos com salários em torno de 75% inferiores ao dos homens. A questão do aumento da presença das mulheres nas organizações deve ser vista como um problema econômico, pois elas representam talentos que podem contribuir para o aumento da produtividade e dos resultados financeiros das organizações, gerando impactos positivos em toda a economia. De fato, a maioria das mulheres possui carreiras não lineares e realizam mudanças de trajetórias em suas carreiras. O termo \"opt out\" foi utilizado para explicar a saída de mulheres altamente qualificadas das organizações. Acreditava-se que o principal motivo desta mudança de carreira era em função da maternidade e da família. Porém, Mainiero e Sullivan (2005) fizeram uma extensa pesquisa e descobriram que os motivos do \"opt out\" eram muito mais complexos. Necessidade de oportunidades interessantes, reconhecimento e equilíbrio entre vida pessoal e profissional são fundamentais para as mulheres. Desenvolveram, então, um novo modelo de carreira chamado de modelo da carreira caleidoscópio. Baseado no funcionamento do caleidoscópio, considera que as decisões de carreira dependem de três pilares: autenticidade, balanço e desafio. As pessoas ajustam suas carreiras de acordo com a importância de cada um desses pilares ao longo de suas vidas. Com base no modelo da carreira caleidoscópio, esta pesquisa de natureza qualitativa analisou os fatores que influenciam as decisões de carreira de mulheres executivas. No referencial teórico, foram considerados 3 construtos principais: carreira, gênero e ambiente corporativo. Foram realizadas 18 entrevistas não estruturadas com 2 grupos de mulheres na fase intermediária de carreira e com pelo menos 1 filho: mulheres que permanecem na carreira corporativa e mulheres que mudaram de carreira. A análise dos resultados foi feita em 2 partes: a análise cronológica das carreiras dessas mulheres e a análise de conteúdo com a categorização e análise das respostas obtidas. As conclusões mostraram que as decisões de carreira das mulheres são extremamente complexas e dependem de inúmeros fatores. Vida pessoal e profissional devem ser analisadas de forma integrada e a maternidade não é o fator decisivo para as mudanças de carreira das mulheres. O modelo da carreira caleidoscópio mostrou-se bastante aderente à análise efetuada e os pilares autenticidade, balanço e desafio foram priorizados de acordo com cada momento. Clima organizacional e liderança positivos, políticas corporativas, suporte da família e do parceiro e equilíbrio nos pilares autenticidade, desafio e balanço são alguns dos fatores que contribuem diretamente para a permanência na carreira corporativa. Diante de dificuldades, insatisfação e desequilíbrios nos pilares da carreira caleidoscópio, as mulheres tomam suas decisões de carreira e em alguns casos, fazem o \"opt out\" total. / After a few decades of women entering the labor market, it was expected that gender equity would already be a reality in organizations. However, men are still the majority and the differences are worse at the top positions. In Brazil, according to IBGE, in 2016, women represented only 37,8% of the management positions in the state and private companies and their wages were 25% lower than men\'s. To increase the presence of women in organizations should be seen as an economic problem, since they represent talents that can contribute to the increase of productivity and financial results of the organizations, generating positive impacts throughout the economy. In fact, most women have non-linear careers and make career changes. The \"opt out\" term was used to explain the evasion of highly skilled women from organizations. Maternity and family reasons were considered the main reasons for these career changes. However, Mainiero and Sullivan (2006) found out that the opt out reasons were more complex. Interesting opportunities, recognition and balance between personal and professional life were considered very important factors for women\'s lives. As a result of this research, they developed the kaleidoscope career model. Based on the kaleidoscope\'s system, it considers that career decisions depend on three pillars: authenticity, balance and challenge. People adjust their careers according to the importance of each of these pillars throughout their lives. Based on the kaleidoscope career model, this qualitative research examined the factors that influence the career decisions of executive women. In the theoretical reference, 3 main constructs were considered: career, gender and corporate environment. There were 18 unstructured interviews with 2 mid-career women groups and at least 1 child: women who remained in the corporate career and women who changed their careers. The analysis of the results was done in two parts: the chronological analysis of the careers of these women and the content analysis with the categorization and analysis of the answers obtained. The findings showed that women\'s career choices are extremely complex and depend on a number of factors. Personal and professional life should be analyzed in an integrated way and motherhood is not the decisive factor for women\'s career changes. The kaleidoscope career model showed to be quite adherent to the analysis performed and the authenticity, balance and challenge pillars were prioritized according to each moment. Positive organizational climate and leadership, corporate policies, family and partner support and the pillars of authenticity, challenge and balance are some of the factors that directly contribute to the permanence in the corporate career. Difficulties, dissatisfaction and imbalances in the cornerstones of the kaleidoscope career can lead women to make significant career decisions and, in some cases, opt out.

Depois de algumas décadas da entrada das mulheres no mercado de trabalho, esperava-se que a equidade de gênero já fosse uma realidade nas organizações. Porém, os números mostram que os homens ainda são maioria e que quanto mais alto o cargo, menor a quantidade de mulheres. No Brasil, segundo pesquisa do Instituto Brasileiro de Geografia e Estatística (IBGE), em 2016, 60,9% dos cargos gerenciais, tanto no poder público quanto na iniciativa privada, eram ocupados por homens e 37,8% por mulheres. As mulheres continuam ganhando menos com salários em torno de 75% inferiores ao dos homens. A questão do aumento da presença das mulheres nas organizações deve ser vista como um problema econômico, pois elas representam talentos que podem contribuir para o aumento da produtividade e dos resultados financeiros das organizações, gerando impactos positivos em toda a economia. De fato, a maioria das mulheres possui carreiras não lineares e realizam mudanças de trajetórias em suas carreiras. O termo \"opt out\" foi utilizado para explicar a saída de mulheres altamente qualificadas das organizações. Acreditava-se que o principal motivo desta mudança de carreira era em função da maternidade e da família. Porém, Mainiero e Sullivan (2005) fizeram uma extensa pesquisa e descobriram que os motivos do \"opt out\" eram muito mais complexos. Necessidade de oportunidades interessantes, reconhecimento e equilíbrio entre vida pessoal e profissional são fundamentais para as mulheres. Desenvolveram, então, um novo modelo de carreira chamado de modelo da carreira caleidoscópio. Baseado no funcionamento do caleidoscópio, considera que as decisões de carreira dependem de três pilares: autenticidade, balanço e desafio. As pessoas ajustam suas carreiras de acordo com a importância de cada um desses pilares ao longo de suas vidas. Com base no modelo da carreira caleidoscópio, esta pesquisa de natureza qualitativa analisou os fatores que influenciam as decisões de carreira de mulheres executivas. No referencial teórico, foram considerados 3 construtos principais: carreira, gênero e ambiente corporativo. Foram realizadas 18 entrevistas não estruturadas com 2 grupos de mulheres na fase intermediária de carreira e com pelo menos 1 filho: mulheres que permanecem na carreira corporativa e mulheres que mudaram de carreira. A análise dos resultados foi feita em 2 partes: a análise cronológica das carreiras dessas mulheres e a análise de conteúdo com a categorização e análise das respostas obtidas. As conclusões mostraram que as decisões de carreira das mulheres são extremamente complexas e dependem de inúmeros fatores. Vida pessoal e profissional devem ser analisadas de forma integrada e a maternidade não é o fator decisivo para as mudanças de carreira das mulheres. O modelo da carreira caleidoscópio mostrou-se bastante aderente à análise efetuada e os pilares autenticidade, balanço e desafio foram priorizados de acordo com cada momento. Clima organizacional e liderança positivos, políticas corporativas, suporte da família e do parceiro e equilíbrio nos pilares autenticidade, desafio e balanço são alguns dos fatores que contribuem diretamente para a permanência na carreira corporativa. Diante de dificuldades, insatisfação e desequilíbrios nos pilares da carreira caleidoscópio, as mulheres tomam suas decisões de carreira e em alguns casos, fazem o \"opt out\" total. / After a few decades of women entering the labor market, it was expected that gender equity would already be a reality in organizations. However, men are still the majority and the differences are worse at the top positions. In Brazil, according to IBGE, in 2016, women represented only 37,8% of the management positions in the state and private companies and their wages were 25% lower than men\'s. To increase the presence of women in organizations should be seen as an economic problem, since they represent talents that can contribute to the increase of productivity and financial results of the organizations, generating positive impacts throughout the economy. In fact, most women have non-linear careers and make career changes. The \"opt out\" term was used to explain the evasion of highly skilled women from organizations. Maternity and family reasons were considered the main reasons for these career changes. However, Mainiero and Sullivan (2006) found out that the opt out reasons were more complex. Interesting opportunities, recognition and balance between personal and professional life were considered very important factors for women\'s lives. As a result of this research, they developed the kaleidoscope career model. Based on the kaleidoscope\'s system, it considers that career decisions depend on three pillars: authenticity, balance and challenge. People adjust their careers according to the importance of each of these pillars throughout their lives. Based on the kaleidoscope career model, this qualitative research examined the factors that influence the career decisions of executive women. In the theoretical reference, 3 main constructs were considered: career, gender and corporate environment. There were 18 unstructured interviews with 2 mid-career women groups and at least 1 child: women who remained in the corporate career and women who changed their careers. The analysis of the results was done in two parts: the chronological analysis of the careers of these women and the content analysis with the categorization and analysis of the answers obtained. The findings showed that women\'s career choices are extremely complex and depend on a number of factors. Personal and professional life should be analyzed in an integrated way and motherhood is not the decisive factor for women\'s career changes. The kaleidoscope career model showed to be quite adherent to the analysis performed and the authenticity, balance and challenge pillars were prioritized according to each moment. Positive organizational climate and leadership, corporate policies, family and partner support and the pillars of authenticity, challenge and balance are some of the factors that directly contribute to the permanence in the corporate career. Difficulties, dissatisfaction and imbalances in the cornerstones of the kaleidoscope career can lead women to make significant career decisions and, in some cases, opt out.

Under tidig vår 2021 presenterade den svenska regeringen en proposition som skulle innebära ändringar i transplantationslagen. Eftersom det råder organbrist i Sverige är syftet med propositionen att fler donationer ska möjliggöras. Ett av förslagen är ett borttagande av närståendevetot vilket innebär att anhöriga inte längre har rätt att neka donation från en avliden närstående när donationsviljan är okänd, även kallat ett hard opt out-system. Sverige skulle då bli det tredje landet i världen att införa ett sådant donationssystem. Det finns få studier som undersöker effekten av ett borttagande av närståendevetot, framförallt ur ett samhällsekonomiskt perspektiv. Syftet med vår uppsats är att analysera en sådan systemförändring i Sverige genom en CBA. Som komplement till vår CBA genomför vi en enkätstudie för att analysera vissa icke-monetära effekter. Vi vill också undersöka om inställningen till organdonation har förändrats sedan den senaste undersökningen gjordes år 2015. Resultatet visar en mer positiv inställning till organdonation i vår studie jämfört med tidigare. I huvudkalkylen ger de monetärt värderade effekterna av ett borttagande av närståendevetot en nettobesparing på 427 miljoner kronor. Förutsatt att de icke-monetära effekterna inte uppgår till en kostnad på mer än 427 miljoner kronor är ett borttagande av närståendevetot en samhällsekonomiskt lönsam åtgärd. I känslighetsanalysen presenteras flera alternativa kalkyler där de monetära effekterna ger en positiv nettobesparing i samtliga vilket tyder på ett robust resultat i vår huvudkalkyl. Trots att våra beräkningar tyder på att ett borttagande av närståendevetot leder till en nettobesparing kan uppsatsen inte fastställa om det är den mest kostnadseffektiva åtgärden. Tidigare studier menar att det inte finns bevis för att borttagandet i sig leder till fler donerade organ och att strukturella förändringar kan vara minst lika betydelsefulla, om inte mer. Vi rekommenderar att fler jämförande studier görs med länder som har en hög andel donatorer för att kunna utvärdera vilka åtgärder som skulle vara mest kostnadseffektiva i Sverige. / In early spring 2021, the Swedish government presented a bill that would entail amendments to the Transplantation Act. Since there is an organ shortage in Sweden, the purpose of the bill is to enable more donations. One of the proposals is the removal of the family consent which means that relatives will no longer have the right to refuse donation from a deceased relative when the willingness to donate is unknown, also known as a hard opt out system. This would make Sweden the third country in the world to implement such a donation system. There are few previous studies which examine the economic aspect of removing the family consent. The purpose of our thesis is to analyze such a systemic change in Sweden through a CBA. In addition to our CBA, we conduct a survey to analyze certain non-monetary effects. We also seek to analyze whether the attitude towards organ donation has changed since the most recent survey was conducted in 2015. The results show a more positive attitude towards organ donation in our study compared to earlier research.  In the main calculation, the monetarily valued effects of a removal of the family consent presents net savings of SEK 427 million. Given that the non-monetary effects do not add up to a cost of more than SEK 427 million, a removal of the family consent is a profitable measure from a CBA perspective. The sensitivity analysis presents several alternative calculations where the monetary effects provide a net saving in all of them, which indicates a robust result in our main calculation. Even though our calculations indicate that a removal of the family consent leads to a net saving, we cannot determine if it is the most cost-effective measure. Previous studies suggest that there is no evidence that the removal itself leads to more donated organs and that structural changes can be at least as significant, if not more so. We recommend that additional comparative studies with countries that have a high proportion of donors should be conducted. This would help with the evaluation of which measures would be the most cost-effective in Sweden.

This thesis combines the disciplines of public policy analysis and anthropology to consider parental consent policies for sex education in California. After providing historical, political, and cultural context for sex education and the parental consent function, the thesis considers (1) the factors that inform parental perspectives on sex education, (2) if parents should be able to opt their children out of sex education, and (3) the discrepancy between the actual policies regarding parental consent and the way they are implemented. The thesis concludes with policy recommendations for improving the implementation of current California sex education policies.

The standardized testing regime begun under No Child Left Behind and continued with the Common Core is being challenged. Opt Out is a national movement in which parents refuse to have their children partake in state mandated tests. This case study examines the Opt Out movement through the lens of political spectacle which suggests public policy is largely formed through dramatic public acts that reinforce existing inequalities. Arguing that Opting Out is inherently a dramatic public act, the study examines the Opt Out movement’s impact on legislative educational policy formation in the State of Arizona. Opt Out legislation and texts formed from the accompanying legislative debate, relevant media, and interviews with legislators are critically analyzed to further explain the mechanics of political spectacle. Theoretical aspects of political spectacle such as the current political spectacle framework and current methodological issues involved with the theory are also critiqued with possible solutions proposed.

Mothers who leave the workforce to raise children may face personal and professional difficulties when returning. There was a lack of qualitative research on what these women experience in their return to work. The purpose of this study was to discover and describe how a mother in a professional or managerial position experiences a return to the workforce after a hiatus of 2 or more years to raise children. The philosophy of Husserl and the methodology of Moustakas guided this transcendental phenomenological study. Through purposive snowball sampling, 12 women participated in semistructured interviews. Data analysis followed the Stevick-Colaizzi-Keen method leading to a synthesis of participants' lived experiences. Key findings of the essence of the experience were identified in 6 major themes: deciding to return, changing career path, changes in the workplace, feelings upon return, changes at home, and reflections. Social change implications include heightening awareness among women and their families about the process of returning to work after leaving a professional job to care for children. Policymakers may benefit from the information to support mothers' efforts to return to work after a child-rearing hiatus through programs designed to support the reentry of mothers to the professional workplace. Life and career coaches may use findings to prepare women for the reentry process.

The thesis deals with the major reform of the Czech pension system in 2013 which introduces a new pension pillar, the Capitalization pillar. This reform has introduced a new possibility for consumers to save up for their retirement. Along with the first Pay-As-You-Go pension pillar and voluntary pension savings pillar it constitutes a new three pillar pension system in the Czech Republic. The second part of this thesis focuses on calculations which should answer the question: "For whom is the opt-out from the PAYG pillar to the Capitalization pillar profitable?"