Banner Instructions

  1. Choose one banner at a time: "Selected banners"
  2. Under "Single Item Settings" choose the appropriate widget template
  3. Disable metatitle information by going to: Advanced > metadataFields > SEOEnabled and set to False
  4. Turn off widget paging by going to: Advanced > Model > UrlKeyPrefix and set value to banner (this solves the issue of the banner changing to a list when clicking on other content type's pagination)

Cards

Card

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Card Left Image

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Testimonials

Testimonial Name

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Card Right Image

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Alternate Cards

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Alternate Card

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Alternate Card No Image Selected

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Academy Blue Center

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Background

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Expanding Summary Cards

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Expanding Summary Cards

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Expanding Titles Cards

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Academy Blue Center

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Alternate

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Background

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Card

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Full Row Left

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Button

Carousel

Blog Image Top

The New York Times: Picture a leader. Is she a woman?

17 Mar 2018
Most people will draw a man. Researchers investigate the consequences.

Originally found at New York Times, by Heather Murphy

Tina Kiefer, a professor of organizational behavior at the University of Warwick in the United Kingdom, fell upon the exercise accidentally, while leading a workshop full of executives who did not speak much English. Since then it has been adopted by organizational psychologists across the world.

“Even when the drawings are gender neutral,” which is uncommon, Dr. Kiefer said in an email, “the majority of groups present the drawing using language that indicates male (he) rather than neutral or female.”

And yet, her clients often insisted that what they meant by “he” is actually “both.”

Several researchers in organizational psychology who have had a similar experience with this exercise decided to investigate further. How might holding unconscious assumptions about gender affect people’s abilities to recognize emerging leadership? What they found, in a study posted by the Academy of Management Journal, seems to confirm what many women have long suspected: getting noticed as a leader in the workplace is more difficult for women than for men. Even when a man and a woman were reading the same words off a script, only the man’s leadership potential was recognized.

Continue reading the original article at The New York Times.


Read the original research in Academy of Management Journal

Learn more about the AOM Scholars and explore their work:

Blog Image Top with Categories

The New York Times: Picture a leader. Is she a woman?

17 Mar 2018
Most people will draw a man. Researchers investigate the consequences.

Originally found at New York Times, by Heather Murphy

Tina Kiefer, a professor of organizational behavior at the University of Warwick in the United Kingdom, fell upon the exercise accidentally, while leading a workshop full of executives who did not speak much English. Since then it has been adopted by organizational psychologists across the world.

“Even when the drawings are gender neutral,” which is uncommon, Dr. Kiefer said in an email, “the majority of groups present the drawing using language that indicates male (he) rather than neutral or female.”

And yet, her clients often insisted that what they meant by “he” is actually “both.”

Several researchers in organizational psychology who have had a similar experience with this exercise decided to investigate further. How might holding unconscious assumptions about gender affect people’s abilities to recognize emerging leadership? What they found, in a study posted by the Academy of Management Journal, seems to confirm what many women have long suspected: getting noticed as a leader in the workplace is more difficult for women than for men. Even when a man and a woman were reading the same words off a script, only the man’s leadership potential was recognized.

Continue reading the original article at The New York Times.


Read the original research in Academy of Management Journal

Learn more about the AOM Scholars and explore their work:

Blog Image Right (For Homepage only)

The New York Times: Picture a leader. Is she a woman?

17 Mar 2018
Most people will draw a man. Researchers investigate the consequences.

Originally found at New York Times, by Heather Murphy

Tina Kiefer, a professor of organizational behavior at the University of Warwick in the United Kingdom, fell upon the exercise accidentally, while leading a workshop full of executives who did not speak much English. Since then it has been adopted by organizational psychologists across the world.

“Even when the drawings are gender neutral,” which is uncommon, Dr. Kiefer said in an email, “the majority of groups present the drawing using language that indicates male (he) rather than neutral or female.”

And yet, her clients often insisted that what they meant by “he” is actually “both.”

Several researchers in organizational psychology who have had a similar experience with this exercise decided to investigate further. How might holding unconscious assumptions about gender affect people’s abilities to recognize emerging leadership? What they found, in a study posted by the Academy of Management Journal, seems to confirm what many women have long suspected: getting noticed as a leader in the workplace is more difficult for women than for men. Even when a man and a woman were reading the same words off a script, only the man’s leadership potential was recognized.

Continue reading the original article at The New York Times.


Read the original research in Academy of Management Journal

Learn more about the AOM Scholars and explore their work:

Blog Blocks Horizontal

The New York Times: Picture a leader. Is she a woman?

17 Mar 2018
Most people will draw a man. Researchers investigate the consequences.

Originally found at New York Times, by Heather Murphy

Tina Kiefer, a professor of organizational behavior at the University of Warwick in the United Kingdom, fell upon the exercise accidentally, while leading a workshop full of executives who did not speak much English. Since then it has been adopted by organizational psychologists across the world.

“Even when the drawings are gender neutral,” which is uncommon, Dr. Kiefer said in an email, “the majority of groups present the drawing using language that indicates male (he) rather than neutral or female.”

And yet, her clients often insisted that what they meant by “he” is actually “both.”

Several researchers in organizational psychology who have had a similar experience with this exercise decided to investigate further. How might holding unconscious assumptions about gender affect people’s abilities to recognize emerging leadership? What they found, in a study posted by the Academy of Management Journal, seems to confirm what many women have long suspected: getting noticed as a leader in the workplace is more difficult for women than for men. Even when a man and a woman were reading the same words off a script, only the man’s leadership potential was recognized.

Continue reading the original article at The New York Times.


Read the original research in Academy of Management Journal

Learn more about the AOM Scholars and explore their work:

Blog Blocks Vertical (For Subpage Column)

The New York Times: Picture a leader. Is she a woman?

17 Mar 2018
Most people will draw a man. Researchers investigate the consequences.

Originally found at New York Times, by Heather Murphy

Tina Kiefer, a professor of organizational behavior at the University of Warwick in the United Kingdom, fell upon the exercise accidentally, while leading a workshop full of executives who did not speak much English. Since then it has been adopted by organizational psychologists across the world.

“Even when the drawings are gender neutral,” which is uncommon, Dr. Kiefer said in an email, “the majority of groups present the drawing using language that indicates male (he) rather than neutral or female.”

And yet, her clients often insisted that what they meant by “he” is actually “both.”

Several researchers in organizational psychology who have had a similar experience with this exercise decided to investigate further. How might holding unconscious assumptions about gender affect people’s abilities to recognize emerging leadership? What they found, in a study posted by the Academy of Management Journal, seems to confirm what many women have long suspected: getting noticed as a leader in the workplace is more difficult for women than for men. Even when a man and a woman were reading the same words off a script, only the man’s leadership potential was recognized.

Continue reading the original article at The New York Times.


Read the original research in Academy of Management Journal

Learn more about the AOM Scholars and explore their work:

Event Blocks Vertical (For Subpage Column)

Event Title Lorem Ipsum Dolor Sit Amet, And Gender and Power At Annual Meeting

2:00PM

Melbourne Business School-The University of Melbourne

Melbourne Business School
Carlton VIC
8:00PM

Building Inclusive Agricultural Value Chains.Call for Papers for an Online Seminar Series Oct. 2020

11:45AM

Event Blocks Horizontal

Event Title Lorem Ipsum Dolor Sit Amet, And Gender and Power At Annual Meeting

2:00PM

Melbourne Business School-The University of Melbourne

Melbourne Business School
Carlton VIC
8:00PM

Building Inclusive Agricultural Value Chains.Call for Papers for an Online Seminar Series Oct. 2020

11:45AM

News Blocks Horizontal

News Blocks Vertical (For Subpage Column)

Video Management

Test Video

Mar 6, 2020

Test Video

Kimberly Elsbach - AOM Scholar Interview

Jan 24, 2020

AOM Insights - Women Who Cry at Work Need to Know These Five Things - Crying at work is not always a big problem, researchers have found, but in the wrong situation, it can be a reputation-killer.

Small Numbers Big Concerns: Practices & Organizational Arrangements in Rare Disease Drug Repurposing

Jan 24, 2020

Due to their small market size, many rare diseases lack treatments. While government incentives exist for the development of drugs for rare diseases, these interventions have yielded insufficient progress.

It Takes a Village to Sustain a Village: A Social Identity Perspective

Jan 24, 2020

This paper examines the powerful yet overlooked role of community-based enterprises (CBEs)—enterprises that are collectively established, owned, and controlled by the members of a local community, for which they aim to generate economic, social and/or ecological benefits—in addressing a broad range of problems facing many rural communities around the globe.

The AMD Paper Development Workshop Experience

Aug 5, 2018

These Broadly-based Workshops Create a Better Understanding of How Management Research Is Changing

How Do I Know if My Paper is Right for AMD?

Aug 5, 2018

Things to Consider Before Submitting

What Makes AMD Unique?

Aug 5, 2018

What Makes AMD Unique and Why You Should Publish Your Next "Discovery" With Us

To use the "Featured Video" widget template, which only shows one video and provides the ability to play that video directly, there are special settings that need to be made.  One may think they should choose the only one video item to display. However, doing so will remove the option for a user to click on the video's information to go to the video's detail page to see more information on the video. This is because Sitefinity has built-in functionality where if only one result is selected, it automatically shows the item in the "Detail Template". To work around this we need to force the widget to show the result as a single item list so it uses the "Featured Video" list template.

To work around this, apply a unique category to the video so that the video is the only item with that category applied to it. Set the widget to only show videos by that category. This forces Sitefinity to use a "List Template" instead of a "Detail Template". For good measure, limit results to "1" in the list settings and select the "Featured Video" widget template. See below.

Small Numbers Big Concerns: Practices & Organizational Arrangements in Rare Disease Drug Repurposing

Jan 24, 2020

Due to their small market size, many rare diseases lack treatments. While government incentives exist for the development of drugs for rare diseases, these interventions have yielded insufficient progress.