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Human–wildlife conflict (HWC) presents a growing challenge to conservation and development worldwide. World Wide Fund for Nature (WWF) and experts on human–wildlife coexistence strategies have responded to this challenge by developing a holistic, globally applicable approach to HWC management that can be tailored to specific local, regional, or national contexts. Its framework addresses the complexity of essential HWC management and long‐term coexistence strategies and is implemented in a structured yet contextualized step‐by‐step sequence by a team of facilitators and multiple stakeholders. The C2C: Conflict to Coexistence Approach centers on four principles (tolerance is maintained, responsibility is shared, resilience is built, holism is fundamental), four outcomes (wildlife thrives alongside human presence, habitat sufficient to maintain viable wildlife populations, people able and willing to live alongside wildlife, livelihoods/assets secured against presence of wildlife), and six HWC management elements (policy and governance, understanding interactions, prevention, response, mitigation, monitoring) that are to be implemented in an integrated way. It is currently undergoing testing in diverse pilot sites across three continents and demonstrating positive initial results. Here, we share the framework and methodology of the approach and initial results and experiences from these pilot sites. We introduce the C2C:Conflict to Coexistence Approach, with its holistic and integrated framework and globally applicable methodology for the management of human–wildlife conflict (HWC) that can be tailored to specific local, regional, or national contexts. Its framework addresses the complexity of essential HWC management and long‐term coexistence strategies and is implemented in a structured yet contextualized step‐by‐step sequence by a team of process facilitators involving multiple stakeholders. The video summary is uploaded to our website on human‐wildlife conflict, which can be found here: Human Wildlife Conflict

After the 1994 genocide in Rwanda, over 70 percent of the remaining population was under 24 years of age. Because most of Rwanda's health staff had either been killed or had fled, there was no one left to provide \"specific information on sexual and reproductive health . . . vital to the health of the nation\" (Booth, 2003, ¶ 1). [...]the greatest opportunities for these technologies are in the ways they will be used that have not been imagined yet (Meng, 2005, p. 11).

This qualitative study explored the relationship between personal agency (comprised of ego strength (resilience), internal locus of control, purpose in life, and self-esteem) and meaningful work (defined as work which is interesting, satisfying, has a significant purpose and impact, and allows the employee to express him or herself through work). More than 300 employees of the NASA Goddard Space Flight Center took part in a survey to determine personal agency scores and identify a sample of 20 participants for face-to-face in-depth interviews. Results indicated that employees who took part in the study have high personal agency scores and find their work meaningful. Employees experience conflict between the desire for autonomy which characterizes their agentic personalities, and the organizational bureaucracy which prevents them from taking complete ownership and experiencing the full enjoyment of their work. It is making a contribution toward the mission, however slow and incremental that contribution may be, and the resulting recognition (rather than simply recognition for their work) which allows employees to feel successful at their jobs. Employees enjoy flexible work arrangements, but may experience work/life conflict as a result. The study highlights the importance of professional autonomy to knowledge workers, such as the NASA scientists and engineers who took part in this study. Implications for practice include ensuring that organizational processes are critically analyzed to ensure they are truly necessary and do exist simply based on the assumption that employees will shirk their responsibilities and must be externally controlled. Such processes infringe on knowledge workers' abilities to apply their expertise autonomously and lead to great frustration. Management can have a significant impact on how employees experience their work by moving from industrial-type manager/director to a reinvented role as a coach and partner of engaged, self-managed knowledge workers, who are very different from the \"hired hands\" of previous ages. In this role, managers do less telling and more facilitating employees in a process of collaborative problem-solving around organizational issues.

March 24, 2005: While studying Gender Issues in Distance Education at Athabasca University, I read about the nomadic Fulbe women in Nigeria who learned by radio. I could understand their concerns with uninspired educational radio programs that did “not take into consideration the rhythm of . . . [their] lives” (Usman, 2001, p. 98). There was one tiny reference to a drama series, but as a scriptwriter and a woman interested in the power of storytelling as education, I was intrigued. The idea of serial drama as education was planted in my mind...

This phenomenological study explored the doctoral experiences of midlife women in one College of Education in order to more fully understand the ways in which their self-efficacy guided their persistence through degree transitions, especially their dissertations (Bandura, 1986; Schlossberg, 21995). Research participants included midlife women who had completed all coursework and examination requirements (All But Dissertation students) as well as alumnae of the same programs who had graduated between the years of 2003-2006. Applying Bandura's (1986) efficacy theory to Schlossberg's (1995) transition theory showed that ambiguity surrounding specific dissertation requirements heightened student stress and fostered feelings of vulnerability. Clear faculty expectations and mastery gained from research activities fostered student efficacy and a high degree of trust between the advisor and dissertation student. Greater confidence eased the student's move to independent scholarly activities. The study's data analysis revealed an overarching theme regarding participant self-efficacy as a guide for their persistence, especially during this transition to their dissertation. All participants managed their transition into their doctoral program and through their required examinations with relative ease. Sub-themes developed around key issues that separated completers from noncompleters at the time of their dissertation: (1) support was necessary for steady progress through degree transitions (2) self advocacy was required, especially during the dissertation; and (3) diminished structured activities and limited access to peers and faculty, along with ambiguity around research tasks, produced a perceived 'disconnect' for several participants; being 'lost at sea', and unable to navigate their dissertation degree transition for more than a year. These results reinforced earlier studies regarding doctoral and professional experiences that fostered student efficacy and eased the transition to independent scholarly activities with a heightened commitment to the degree completion goal (Horn, 2001; Maher, 2001; Norris & Barnett, 1994). Findings also indicate that mastery of research skills assisted students in moving into independent research; structured dissertation exercises and the support of a dissertation partner encouraged dissertation progress and reduced the sense of loneliness in some dissertation students.

Links between the conservation of biological diversity and the challenges posed by global climate change were discussed. Discussions focused on Japan's role and responsibilities in dealing with issues of conservation of biological diversity in a manner that mitigated climate change and provided adaptation options for both Japan and the world at large. The symposium aimed to contribute to planning and agenda setting for the Tenth Meeting of the Conference of the Parties to the Convention on Biological Diversity. It was emphasized that climate change and biodiversity loss were real. The report of the IPCC, prepared by 2,500 experts from 130 countries, demonstrated that the concentration of CO sub(2) emissions in the atmosphere was not seen for the last 150,000 years.