Archive for the ‘fabio’ Category
The Virginia Historical Society has a website that brings together many documents from the antebellum period of American history so that you can search for the names of African Americans who might otherwise be lost to history. From the website:
This database is the latest step by the Virginia Historical Society to increase access to its varied collections relating to Virginians of African descent. Since its founding in 1831, the VHS has collected unpublished manuscripts, a collection that now numbers more than 8 million processed items.
Within these documents are numerous accounts that collectively help tell the stories of African Americans who have lived in the state over the centuries. Our first effort to improve access to these stories came in 1995 with publication of our Guide to African American Manuscripts. A second edition appeared in 2002, and the online version is continually updated as new sources enter our catalog (http://www.vahistorical.org/aamcvhs/guide_intro.htm).
The next step we envisioned would be to create a database of the names of all the enslaved Virginians that appear in our unpublished documents. Thanks to a generous grant from Dominion Resources and the Dominion Foundation in January 2011, we launched the project that has resulted in this online resource. Named Unknown No Longer, the database seeks to lift from the obscurity of unpublished historical records as much biographical detail as remains of the enslaved Virginians named in those documents. In some cases there may only be a name on a list; in others more details survive, including family relationships, occupations, and life dates.
Check it out.
From time to time, you’ll have a discussion about someone who did not get promoted but had a strong record. This raises the question of what a strong record is and, ultimately, what tenure is all about. When talking to people about tenure, I try to distinguish between three situations: the scholarly department; the bean counter department; and the crazy department.
Let’s first dispense with the crazy department. There are some programs that simply have difficult people or unreasonable standards that few people can satisfy. In that case, tenure has nothing to do with quality of record. It’s mainly about kowtowing to crazies or leaving town before dusk.
This blog has been around ten years and we’ve had a lot of good times. I wanted to reflect a little about the changes:
- People: Most importantly, many of the 1.0 bloggers have become very successful. I count at least three department heads and one major journal editor That means less time for blogs from the 1.0 crowd.
- Content shift: The 2.0 bloggers – Katherine, E-Poppp and Jeff Guhin – are more qualitative and sociological. Between E-Poppp and myself, there is a lot more higher ed posting. High theory has receded on this blog as Omar has moved to other pursuits, but Jeff will likely bring that back. More classic management posts still appear, but less frequently.
- Novelty: Blogging is no longer innovative. It’s an established format. That means there is less “e-buzz” about orgtheory. It’s just a routine thing that some people do.
- Alternatives: Now, the blog lives in a world of Facebook, Twitter, Reddit and anonymous gossip
garbagewebsites. Much attention has moved to these formats. Still a lot of readers but most of the contention has moved away from the blog.
Use the comments to discuss what you like about the blog and what you might want to see.
For pedagogical reasons, I am looking for an example of contemporary sociological research that illustrates intersectionality. So I am less interested in Patricia Collins since that is mainly theory. I am not interested in work that mainly explores intersectionality as an interaction variable in a regression table, though I am open to quantitative work. Optimally, I’d like the work to be qualitative and really achieves it’s main result through a distinctive intersectionality framework. It would be nice if it were a popular example, but that is not required. Use the comments or email me.