Career Positions Research Articles

Guide to Understanding and Supporting International Medical Graduates in Hematology/Oncology by the ASCO International Medical Graduates Community of Practice.

International medical graduates (IMGs) are an essential component of the oncology workforce in the United States, comprising a third of all practicing oncologists and almost half of hematology/oncology fellows. In this article, we discuss the contributions of IMGs in the US oncology workforce, review unique challenges faced by IMGs, and propose potential solutions to overcome these challenges. ASCO's IMG Community of Practice was established with the mission to connect, mentor, guide, raise awareness, and overcome the challenges unique to IMGs interested in pursuing medical oncology in the United States. The content of this article is based on discussions at the IMG Community of Practice meetings at ASCO's 2023 and 2024 Annual Meetings. IMGs bring an inherent diversity of thought and experience to the oncology workforce. They provide high-quality, culture- and language-concordant care to a diverse population of patients with cancer. However, IMGs in oncology face significant hardships throughout their careers, including visa-related restrictions, psychosocial and cultural struggles, as well as differential treatment while applying for residency and fellowship training, and early career positions. Greater awareness of these challenges among the members of the hematology/oncology community, along with institutional and individual efforts to support IMGs, is warranted. We encourage oncology professionals and institutions to join our efforts in recognizing the unique paths of IMGs and providing support and advocacy to maximize the potential of IMGs in the US oncology workforce.

The influencing factors of nurses' job engagement in tertiary, A grade hospitals in East China: A cross-sectional study.

To explore the effects of demographic characteristics, mental workload, and Adversity quotient (AQ) on the job engagement of nurses in East China. A quantitative and cross-sectional study. The survey collected questionnaire data on mental workload, adversity quotient, and job engagement from 473 nurses selected working in 12 Grade-A tertiary hospitals based on informed consent in East China between July 2020 and March 2021. The total score of mental workload was 78.24 ± 11.65, the adversity quotient score was 128.26 ± 15.84, job engagement score was 42.32 ± 7.79. Job engagement has a remarkable positive correlation with adversity quotient (r = 0.613, p<0.001), and a negative correlation with mental workload (r = -0.499, p<0.001). Mental workload has an apparent negative correlation with adversity quotient (r = -0.291, p<0.001). Labor-management relationship with current organization, department, study to get a degree or diploma in spare time, attitude towards a career in Nursing, attitude towards the current career position, satisfaction with marriage, social support, load feelings, self-assessment, control, and endurance could predict 70.9% of job engagement of nurses. The mental workload of nurses was higher, the AQ was at a medium level, and the job engagement of nurses was also slightly higher. Labor-management relationship with current organization, department, study to get a degree or diploma in spare time, attitude towards a career in Nursing, attitude towards the current career position, satisfaction with marriage, social support, load feelings, self-assessment, control, and endurance had predictive effects on nurses' job engagement. It is necessary to take a variety of measures according to the social-demographic characteristics, improve the adversity quotient, and evaluate the mental workload correctly, to improve the job engagement of nurses. The epidemic situation and other emergencies make the work pressure of nurses in Grade-A tertiary hospitals increase suddenly. It should pay attention to the influence of different demographic factors, and pay attention to the correct guidance of work demand-mental workload, as well as the cultivation, and improvement of job resource-AQ, which can improve the job engagement of nurses to some extent. No patient or public contribution.

INFLUENCE DEVELOPMENT CAREER AND PROMOTION POSITION ON EMPLOYEE PERFORMANCE

The aim of this research is to see how the performance of employees at the Tirta Umbulan Pasuruan Regional Drinking Water Company is influenced by career development and job promotions. Quantitative research design involves observation and questionnaire strategies. Research participants are people​​​​​ Tirta Umbulan Regional Public Drinking Water Company . Saturated sampling used in this research with a total of 60 respondents. Research findings show that Employee Performance (Y) is partially influenced by the variables Career Development (X1) and Position Promotion (X2). Based on the findings of the F test, it is known that Fcount &gt; Ftable (11.348 &gt; 3.16 ) and the value is significant (0.00 &lt; 0.05), so that career development and job promotion can have a simultaneous impact on employee performance. The coefficient of determination test states that career development and job promotions have an impact on employee performance by 28.5 %. The remaining 71.5% is influenced by other variables outside this equation or variables that are not researched.

NETRALITAS APARAT SIPIL NEGARA DALAM PUSARAN POLITISASI BIROKRASI DI INDONESIA

This article aims to determine the link between ASN neutrality and the politicization of the bureaucracy in Indonesia, especially after direct regional head elections began in 2005. This change allowed serving regional heads to run for re-election, which could affect ASN neutrality and loyalty because regional heads have the authority to judge ASN performance and determining their structural positions. This research uses a qualitative approach. This research is also supported by library research, namely the study of written materials related to the research focus. The research results show that the politicization of bureaucracy that has occurred in Indonesia indicates that violations of ASN neutrality are still occurring. This can be seen from the use of state facilities, mobilization of ASN, compensation for job promotions, politicization of employee recruitment, promotion and depromotion of career positions.

The Johns Hopkins Physician-Scientist Training Program to Enhance Institutional Retention and Entry Into Academic Positions: An Evaluation of Program Effectiveness and Outcomes.

The Johns Hopkins Physician-Scientist Training Program (PSTP) was implemented to overcome well-documented challenges in training and retaining physician-scientists by providing physician-scientist pathway training for residents and clinical fellows. The program's core tenets include monthly seminars, individualized feedback on project proposals, access to mentors, and institutional funding opportunities. This study evaluated the effectiveness and outcomes of the PTSP and provides a framework for replication. A query of institutional demographic data and bibliometric variables of the PSTP participants (2017-2020) at a single academic medical center was conducted in 2021. In addition, a voluntary survey collected personal and program evaluation information. Of 145 PSTP scholars, 59 (41%) were women, and 41 (31%), 8 (6%), and 6 (5%) of scholars self-identified as Asian, Hispanic, and Black, respectively. Thirty-three (23%) scholars received PSTP research support or career development microgrants. Of 66 PSTP graduates, 29 (44%) remained at Johns Hopkins as clinical fellows or faculty. Of 48 PSTP graduates in a post-training position, 42 (88%) were in academia, with the majority, 29 (76%), holding the rank of assistant professor. Fifty-nine of 140 available participants responded to the survey (42% response rate). The top-cited reason for joining the PSTP was exposure to mentors and administration (50/58 respondents, 86%), followed by seeking scholarly opportunities (37/58 respondents, 64%). Most scholars intended to continue a career as a physician-scientist. The PSTP provides internal research support and institutional oversight. Although establishing close mentor-mentee relationships requires individualized approaches, the PSTP provided structured academic pathways that enhanced participating scholars' ability to apply for grants and jobs. The vast majority continued their careers as physician-scientists after training. In light of the national evidence of a "leaky physician-scientist pipeline," programs such as the PSTP can be critical to entry into early academic career positions and institutional retention.

Race(ism) and Art Music in Argentina: Analyzing Alberto Williams’ ‘La patria y la música’ (1921)

Abstract At the turn of the twentieth century, numerous Argentine intellectuals embraced positivist thinking in order to claim the ‘superiority’ of the white race and exclude the indigenous and African-descendant population from the foundational mythologies of the Argentinian nation-state. Darwin’s ideas on evolution – especially the concept of ‘survival of the fittest’ as filtered through the work of Herbert Spencer – coloured the discourses of a myriad of Argentine intellectuals, including artists. The creation of a nationalist music was a foremost concern among Argentine composers, who, influenced by these ideas, believed an Argentinian ‘high’ art should ‘elevate’ folk music through European techniques. In this paper, I concentrate on composer Alberto Williams to see how his career and relevant position in the musical milieu influenced and shaped the construction of an Argentine musical canon. I particularly focus on Williams’s speech, later published as an article, titled ‘La patria y la música’ (‘Fatherland and music’), to examine how his ideas on ‘music evolution’ and ‘race’, influenced by racial scientific ideas taken from European Positivism and Social Darwinism, shaped the discourses and development of a national (or nationalist) music in Argentina at the end of the nineteenth and through the twentieth centuries.

Inequalities in Academic Work during COVID-19: The Intersection of Gender, Class, and Individuals’ Life-Course Stage

Research studies on academic work and the COVID-19 crisis have clearly shown that the pandemic crisis contributed to exacerbating pre-existing gender gaps. Although the research has been extensive in this regard, it has focused more on the widening of the “motherhood penalty”, while other groups of academics are blurred. Even more underinvestigated and not yet fully explained are the intersections between further axes of diversity, often because the research conducted during the pandemic was based on a small volume of in-depth data. By drawing on interview data from a wider national research project, this article aims to contribute to this debate by adopting an intersectional approach. In investigating daily working life and work–life balance during the pandemic of a highly heterogeneous sample of 127 Italian academics, this article sheds light on how gender combines with other axes of asymmetry, particularly class (precarious versus stable and prestigious career positions) and age (individuals’ life-course stage), to produce specific conditions of interrelated (dis)advantage for some academics. The analysis reveals three household and family life course types that embody the interlocking of gender, class, and age within a specific social location with unequal, and possibly long-term, consequences for the quality of working life, well-being, and careers of academics, living alone or with parents, couples without children or with grown-up children, and couples with young children and other family members in need of care.

Još jednom o datiranju poliptiha Vittorea Carpaccia iz zadarske katedrale: tragom dokumenta iz 1497. godine

The polyptych for the altar of St Martin in the Zadar Cathedral, commissioned from Vittore Carpaccio by Canon Martin Mladošić, is one of those works from the painter’s oeuvre whose chronology is still not agreed upon. Various authors dated the Zadar polyptych to almost the entire range of the painter’s activities, from those who considered it a youthful work to those who considered it a late work, created at the very end of his career. The document that was recently found in the Zadar archive sheds a completely new light on the issue of dating the polyptych, excluding all dating in the early years of Carpaccioʼs work, but at the same time exposes the conditions and circumstances of its commission and creation. Namely, on September 12, 1497, in Zadar, Martin Mladošić appointed two representatives, who were supposed to demand from the painter Victor Scarpation (Vittore Carpaccio) in Venice to complete the work on the altarpiece for the altar of St Martin in the cathedral of St Anastasia in Zadar, in accordance with the contract he had previously concluded with the client. It was stated that, if the painter failed to do this, they should take from him the frame carved in Zadar and order the painting from other masters at his expense. However, if he completed and submitted the work, they should cancel the previously concluded contract. Considering Carpaccioʼs signature on the painting, it is obvious that the latter was ultimately achieved. And in the light of the fact that the client and the painter met in person, it can be assumed that the depiction of the donor in the painting is indeed a realistic portrait of a prominent Zadar canon. In combination with the previously known information from Mladošićʼs will, dated April 21, 1496, which referred to the making of the frame, it can be established that the polyptych was commissioned in 1496, and that the painting lasted until the end of 1497 or the beginning of 1498. Dated in this way, the Zadar polyptych can be precisely placed in the time between the two great Carpaccioʼs cycles, that is, after the completion of the Cycle of St Ursula and before starting work on the cycle at the Scuola di San Giorgio degli Schiavoni. The life of Martin Mladošić, in addition to his own notarial books, is witnessed by numerous archival documents, from which it is possible to partially reconstruct his biography, especially his career progression and position within Zadarʼs ecclesiastical circles, where he stood out as one of the most important and influential members of the cathedral chapter. Despite certain disagreements between the chapter and the archbishop, he remained the closest associate and confidant of Archbishop Maffeo Vallaresso. After Vallaressoʼs death, during the vacant episcopal seat, he seems to have been the head of the Zadar church hierarchy, and he retained a key role during the episcopate of Giovanni Robobello. The rise of his ecclesiastical career was accompanied by material prosperity, a luxurious house in the city, and extensive land holdings. So, investing in his own altar in the cathedral was a logical reflection of Mladošićʼs well-being and position. Also, we can assume that Mladošić, satisfied with Carpaccioʼs work, and still connected with the Vallaresso family, played a certain role in his engagement for the work in Scuola di San Giorgio degli Schiavoni.

Factors Influencing Women’s Career Development (A Case Study of Female Workers in Bali Province)

Purpose:The research objectives are to identify the factors influencing women's career development, especially in Bali, and determine which factors dominate their career development on the island.Methodology:This research employs a quantitative approach with a survey method to collect data from women holding high positions in companies or institutions in Bali Province. The instrument used for data collection is a questionnaire containing questions related to factors influencing women's career development. Data analysis in this study utilizes factor analysis. The research sample consists of 130 married women with at least one child holding high positions in Bali Province companies or institutions.Findings:The research on the factors influencing women's career development in Bali reveals three key factors. First, the Career Development factor highlights the importance of career position changes in women's careers in Bali. Second, the Career Values &amp; Influences factor emphasizes the importance of personal compromise in women's careers. Third, the Success Perspective factor underscores the sacrifices and benefits of success in women's careers.Implication:The research findings indicate the need to focus on career development and understanding personal values to achieve career success for women, especially in Bali.

Expertise in surgical neuro-oncology. Results of a survey by the EANS neuro-oncology section

IntroductionTechnical advances and the increasing role of interdisciplinary decision-making may warrant formal definitions of expertise in surgical neuro-oncology. Research questionThe EANS Neuro-oncology Section felt that a survey detailing the European neurosurgical perspective on the concept of expertise in surgical neuro-oncology might be helpful. Material and methodsThe EANS Neuro-oncology Section panel developed an online survey asking questions regarding criteria for expertise in neuro-oncological surgery and sent it to all individual EANS members. ResultsOur questionnaire was completed by 251 respondents (consultants: 80.1%) from 42 countries. 67.7% would accept a lifetime caseload of >200 cases and 86.7% an annual caseload of >50 as evidence of neuro-oncological surgical expertise. A majority felt that surgeons who do not treat children (56.2%), do not have experience with spinal fusion (78.1%) or peripheral nerve tumors (71.7%) may still be considered experts. Majorities believed that expertise requires the use of skull-base approaches (85.8%), intraoperative monitoring (83.4%), awake craniotomies (77.3%), and neuro-endoscopy (75.5%) as well as continuing education of at least 1/year (100.0%), a research background (80.0%) and teaching activities (78.7%), and formal interdisciplinary collaborations (e.g., tumor board: 93.0%). Academic vs. non-academic affiliation, career position, years of neurosurgical experience, country of practice, and primary clinical interest had a minor influence on the respondents’ opinions. Discussion and conclusionOpinions among neurosurgeons regarding the characteristics and features of expertise in neuro-oncology vary surprisingly little. Large majorities favoring certain thresholds and qualitative criteria suggest a consensus definition might be possible.

Exploring public health researchers' approaches, barriers, and needs regarding dissemination: A mixed-methods exploration.

Although there is growing attention to research translation, dissemination practices remain underdeveloped. This study aimed to gain insights into the dissemination approaches, barriers for dissemination, and needs for dissemination support of public health researchers of the Amsterdam Public Health (APH) research institute. A concurrent mixed-methods design was used, collecting quantitative and qualitative data through a survey and qualitative data from interviews. Researchers of the Health Behaviors and Chronic Diseases (HBCD) research line of APH were approached via email with a link to an online survey. For the interviews, we aimed to balance researchers in terms of career phase and position. Data were analyzed through descriptive statistics and thematic content analysis. HBCD researchers primarily rely on traditional approaches for dissemination, e.g. academic journals (93%), conferences (93%), and reports to funders (71%). Social media (67%) was also frequently mentioned. Dissemination is often prioritized late due to time constraints and competing priorities. Researchers mentioned a lack of time, money, knowledge, and skills but also limited awareness of available support as barriers. A need for more resources, education, and a shift in mindset was expressed, suggesting a comprehensive inspiring platform and stronger in-house connections as solutions. HBCD researchers emphasized the importance of dedicated time and budget for dissemination, as well as other forms of institutional support. Overall, there is a need for a shift in mindset, more educational initiatives, greater integration of dissemination into researchers' roles, the establishment of a comprehensive inspiring platform, and stronger in-house connections to support dissemination efforts.

Harry Styles as a Cecaelia: Sexuality, Representation and Media-lore in “Music for a Sushi Restaurant”

The music video for Harry Styles’s 2022 track “Music for a Sushi Restaurant” (directed by Aube Perrie) provides a surprising representation of the pop star (arguably at the peak of his career) appearing as a cecaelia (a monstrous figure with a human head, arms and torso giving way to tentacles around its midriff). The video is notable in two distinct contexts. First, in terms of Styles’s trajectory as a popular music performer who has received intense media attention because of his fan base, artistic persona and ambiguous sexual identity; and second, in terms of the articulation of a relatively minor media-loric (i.e. modern folkloric) entity in a high profile popular cultural context. The article discusses these aspects before moving to an analysis of the music video showing how Styles’s role as a cecaelia serves as a representation of his career position, public profile and desire to assert his creative-industrial agency in the early 2020s. The music video thereby illustrates the potential of media-loric figures to represent complex themes in contemporary cultural discourse.

Desigualdades de gênero e cor/raça entre os dirigentes municipais e estaduais no Brasil (2010 e 2019)

This paper analyzes gender and race inequalities in wages and career progression among state and local-level bureaucrats in Brazil. It draws upon data from the Brazilian official report on labor activities Relação Anual de Informações Sociais (Rais) provided by Atlas do Estado Brasileiro and applies matching and regression techniques to estimate the effects of gender and race on wages and career progression chances. Findings show that there are still strong inequalities between men and women, and White and Black population. Considering the intersectionalities between gender and race, Black women are at the bottom of the wage and career hierarchy among both state and locallevel bureaucrats. Conversely, White men earn the highest wages and occupy the most prestigious career positions.

Do you really want to speak? Antecedent of Voice Behavior in Organization

Background: Voice behavior refers to the behavior that proactively communicates ideas, suggestions, attention, and information about organizational-related issues to promote organizational effectiveness. Employees are often reluctant to voice their thoughts out of fear of negative consequences, such as a threat to their career position and status quo. Study aims: To describe the factors influencing employees to voice their opinions. Method: 151 employees from various organizations voluntarily agreed to participate in this study (Xage=30.42, SDage: 7,683, Ma= 43.7%; F=56.3%) by filling out an open questionnaire on voice behavior. Data analysis was performed using NVivo 12 Plus. Result: Thematic analysis showed that four factors were evident: motivation, organization, individual, and situational. They served as inhibiting and supporting factors for voice behavior. Conclusion: There are four factors that motivate or inhibit employee voice behavior: motivational, organizational, situational, and personal. Aside from personal factors such as self-confidence and fear, the findings suggest that supervisors, workload, and opportunity can also both motivate and inhibit employees' voice behavior.

Optimization for Increasing Teacher Performance through Strengthening Teamwork, Interpersonal Communication, Adversity Intelligence, and Work Motivation

In educational institutions, teachers are a core part of the management element. Teacher Performance Assessment is an assessment of each item of the teacher's main task activities in the context of career development, rank, and position. The implementation of a teacher's main duties cannot be separated from a teacher's ability to master knowledge, skills, and attitudes in carrying out their duties as a professional educator. To improve teacher performance, research is needed to obtain good information regarding other variables that can be used to improve teacher performance. This research aims to make efforts to improve teacher performance by researching the influence of teamwork, interpersonal communication, adversity quotient, and work motivation. This research uses the path analysis method to determine the influence between the variables studied and the SITOREM method for indicator analysis to obtain optimal solutions to improve teacher performance. The population of this study was 289 PGRI Vocational School teachers in Bogor Regency. A sample was taken from this population using the Slovin formula and a sample of 168 people was obtained. The results of the analysis using the path analysis method show that there is a positive influence between teamwork and teacher performance with a large effect of βz1 = 0.254 so that strengthening teamwork can improve teacher performance. There is a positive influence between adversity quotient and teacher performance with a large effect of βz2 = 0.179 so that the strengthening of interpersonal communication can improve teacher performance. There is a positive influence between interpersonal communication and teacher performance with a large effect of βz3 = 0.183 so strengthening the adversity quotient can improve teacher performance. There is a positive influence between work motivation and teacher performance with a large effect of βz4 = 0.292 so strengthening work motivation can improve teacher performance. From the SITOREM analysis, the optimal solution is obtained, namely from the 27 indicators studied 14 indicators are in good condition so these indicators only need to be maintained or developed, and 13 indicators are still weak and need to be improved. Improvements to indicators that are still weak are complemented by a priority order for their handling. Good indicators are: 1) Ownership, 2) Resilience, 3) Achievement, 4) Job attachment, 5) Good supervision, 6) Adequate rewards, 7) Trust, 8) Harmony, 9) Completeness, 10) Empathy, 11) Openness, 12) Positivity, 13) Work Productivity and 14) Quantity of Work Results Indicators that need to be improved in order of priority for handling are as follows: 1st Control, 2nd Authenticity, 3rd Desire to get appreciation and recognition, 4 th Job Guarantee, 5 th Desire for power, 6 th Accountability, 7 th Group Goal Orientation, 8 th Coordination, 9 th Support, 10 th Equality, 11 th Quality of Work, 12 th Work Effectiveness, 13 th Work Efficiency.

Leyla Gencer Şan Yarışması Üzerine Sistematik Bir Değerlendirme

Several prestigious classical music competitions are organized in the national and international fields. These competitions, organized in the field such as performance and composition, motivate many young artists and allow them to achieve significant successes. The Leyla Gencer Voice Competition is an international and worldwide-known voice competition, which is the oldest and most important competition held in Turkey in the opera genre. Leyla Gencer, known as La Diva Turca and entitled as State Artist by the Turkish Republic, is one of our world-renowned artists, and with her pioneering character of music, she has made significant contributions to the promotion of the art of opera to our country and the announcement of Turkish opera singers to the world. Leyla Gencer Voice Competition has been organized with different frequencies starting from 1995 until 2018. This competition has been also held in the years after her death and it has maintained its prestige until today. From the past to the present, numerous great performers started their careers with prestigious music competitions such as Leyla Gencer Voice Competition. They achieved important career positions with their success of the competitions and now they are worldwide known artists. In this study, information about the life of Leyla Gencer, who made great contributions to the development of Turkish Opera art, was given; and the findings of the voice contest organized in her name were tabulated and interpreted by using document analysis methodology. The findings were created by systematical analysis of the information on the official website of the Leyla Gencer Voice Competition and the one in the archive of the Istanbul Foundation for Culture and Arts. Data regarding terms and conditions of the competition, audition processes, winners, awards, jury members for the preliminary auditions and finals, winners by country, Turkish award winners, number of awards received by Turkish award winners, distribution of award winners by voice type, distribution of award winners by gender, organizing institutions and gala concerts were evaluated and presented by classifying them according to years. As a result, the importance of the increase in prestigious competitions in our country, the increase in the motivation of young soloists, the creation of an archive of the competitions, and most importantly the establishment of a national federation of music competitions were emphasized.

Gender, careers, and kids: a qualitative study of the partners of international employees

ABSTRACT This paper examines the relocation experiences of sixteen women and men who moved with their children to Aotearoa New Zealand when their partners took up career positions in that country. It analyses the relative weight they gave to their careers and their relationships with their partners as they responded to the challenges posed by these transitions. Attention to the interests of children is also identified as significant in their career decisions. Interviews with similar numbers of women and men whose partners were globally mobile employees enables analysis of the diverse ways in which gender shapes career pathways during a period of transition. The findings contribute to a complex analysis of the situation of those previously referred as a ‘trailing’ or ‘accompanying’ spouse when a dual career couple engages in international relocation.

Evaluating success in a changing academic landscape

AbstractHow one individual characterises another successful individual varies widely. At a time when work–life balance and the use of metrics are key concerns within the academic landscape, Early Career Academics (ECAs) are voicing particular worries about the opacity with which we discuss and define success in academia, which influences recruitment and progression in unseen ways. Drawing on the results of a survey of 92 geomorphologists, earth and environmental scientists (96% from Europe or North America) and textual analysis of 54 job advertisements for early career positions at UK institutions spanning 2010–2021, we posit that there is a divergence between the perceptions, expectations and realities of academic success and that this has widened over the last decade. We find limited evidence of gendered differences in how academics define success, in stark contrast to employment and promotion outcomes within universities. We also find notable differences in how individual, more senior academics value publications and grant capture, which is at odds with advice usually given to ECAs. This mismatch is reinforced by the steady rise in the total number of essential job criteria listed on job advertisements for early career positions. Strong applicants are expected to excel in more areas than a decade ago. We put forward a series of recommendations implementable at local levels (e.g., research groups, learned society committees, departments) to help ensure markers of success are defined, valued and implemented in more appropriate and consistent ways. These include: the necessity of establishing clear guidelines for recruitment, promotion and awards, and ensuring these are visible and accessible; greater transparency around the weightings given to different criteria in a job advert; and a call to the community to reflect on how our individual markers of success match our career advice and the decisions taken by hiring or promotion panels we sit on.

Application of the Weighted Product Method to the Decision Support System for Selection of the Best Teacher Performance

Teachers are professional educators with the main task of educating, guiding, teaching, directing, assessing, training and evaluating students in early childhood education through formal basic education and secondary education. Teacher performance evaluation is an assessment of each item of the teacher's main task activities in the context of career development, rank and position. Assessment of performance achievements is based on several criteria that will be calculated. There are various ways or steps that can be taken to carry out the calculation process when the assessment takes place, one of which is to design an information system that can present information on the results of teacher reward recipient recommendations that are fast and precise and has high precision and accuracy values, this system is Decision Support System (SPK) or Decision Support System (DSS). Therefore a Decision Support System (SPK) with the Weighted Product (WP) method is needed which will determine the best choice and according to predetermined criteria from SD Negeri 10 Batang Anai. The Product Weighted method is a settlement method using multiplication to connect attribute ratings, where the rating must be raised to the first power of the attribute weight in question. So that the process is faster and data management in the form of process results reports can be managed and stored safely and easily. The result obtained which has the highest value is alternative A04 on behalf of Tri Murni, S.Pd with a value of 0.252

Protégés of power: Patrimonialism in mobility narratives of the Danish power elite

Abstract Career narratives among the Danish power elite often include the facilitating presence of an elite superior. We explore the role patrons play in the mobility narratives of the Danish power elite. Drawing from a highly select group identified in the core of elite networks, we interviewed 37 individuals selected for maximal variation in career paths, networks and positions within the power elite. We referenced the concept of patrimonialism to understand the relations between patrons and protégés in building an elite career and develop a typology identifying three kinds of patrimonial relations described by elites, intra-organizational relations to mentors and patriarchs and inter-organizational relations to sponsors. We then empirically explore the three types of patrimonial relations. Finally, we argue that each of these patrimonial relations reinforce elite cohesion, even in the supposedly critical case of good governance in Denmark. Hence, patrimonial relations present a crucial perspective for understanding contemporary power structures.