Welcome to eScholarShare!

eScholarShare is the open access repository of Drake University that collects, preserves, and distributes materials produced or maintained by the Drake community. The purpose of eScholarShare is to make Drake University’s digital scholarship available to a global audience and to provide reliable digital storage. Journal articles, conference papers, instructional resources, student projects, theses, dissertations, and university archival materials are all candidates for deposit.

Submitting your work to eScholarShare is easy. For more information, please contact Bart Schmidt, bart.schmidt@drake.edu.

Recent Submissions

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    Perspectives on Internationalization of Drake University
    (2018) Skidmore, David
    This report provides an historical overview of the roles that the Principal Center for Global Citizenship (PCGC) and the Nelson Institute for Diplomacy and International Affairs have played in the internationalization of Drake University over the past two decades.
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    State of Iowa vs. Morgan Sluff, Brief for the Appellee
    (2024) Valentine, Nadia
    2024 Supreme Court Competition Problem: Morgan Sluff is a firebrand labor activist with large followings on social media. She was the social media director for Iowa's largest union. The State charged her with extortion. The minutes of testimony (which Sluff has received) say that the State expects to present testimony from Peter Pastures, a member of that union's executive board. The State expects Pastures to testify that Sluff threatened that she would expose his extramarital affair unless he voted to approve her salary increase. Almost immediately upon receiving the minutes of testimony, Sluff began posting about Pastures on social media. Her posts claimed that Pastures was "going to lie" in court, just like he "lied to his wife in his wedding vows." She insinuated that he had more than one extramarital affair. She also referred to him as "Perjury Petey." Sluff also made posts about the prosecutor, a county attorney by the name of John Doe. Sluff declared that the county had a "rat problem," and she announced that she was running for county attorney to replace Doe because "Dallas County deserves . . . [s]omeone who can say NO to a political hit job and someone who a jury can BELIEVE." She added that "[d]angerous criminals keep getting away with MURDER because every juror knows they can't believe a word from JOHN D'OH!" Sluff mentioned Pastures, Doe, or both in more than 2,000 posts over 49 days. The State moved for an order to restrain Sluff from making public statements about Pastures or Doe during the pendency of this prosecution. Sluff resisted. The district court applied the three-part test from the DC Circuit's decision in United States v. Trump. As to Sluff's statements pertaining to each person, the district court considered: (1) whether a gag order would be justified by a sufficiently serious risk of prejudice to an ongoing judicial proceeding; (2) whether there were any less restrictive alternatives that would adequately address that risk; and (3) whether the gag order that it contemplated was narrowly tailored to address that prejudice without burdening more speech than necessary to do so. Ultimately, the district court granted the State's request (mostly). It issued an order that prohibited Sluff from making any public posts about Pastures during the pendency of this prosecution. Its order also prohibited Sluff from making public statements about Doe that referenced this ongoing criminal proceeding (she could still make statements about Doe that did not contain any reference to this prosecution). Sluff appeals from that order. Her advocacy emphasizes the primacy of her First Amendment right to free speech, especially when it concerns matters of public concern. The State counters with its interest (and the judiciary's interest) in a fair trial, which often requires courts to act to protect witnesses and potential jurors from being influenced by extrajudicial pressures and contaminants. Resolving these challenges will require trade-offs, and none of them are completely satisfying. The Iowa Supreme Court will have to chart its own course through these choppy waters, with whatever navigational assistance they can get from our intrepid student advocate.
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    Book Review: Level Five Coaching System: How Sales Leaders Are Developing Preeminent Sales Teams
    (Drake Management Review, 2024-04) Nelson, Julie B.; Henderson, Mary U.
    This book review assesses John Hoskins' Level Five Coaching System: How Sales Leaders Are Developing Preeminent Sales Teams. Targeting sales leaders, the book provides a concise yet comprehensive framework for developing successful sales teams, emphasizing consultative selling. Hoskins guides readers through five progressive levels of selling, emphasizing the mindset's pivotal role in sales success. The book stands out for its unique framework, offering a clear and consistent approach to implementing and measuring sales coaching. While not introductory, the book benefits new sales leaders, addressing a literature gap in sales coaching processes. Despite being released pre-pandemic, the book's content remains relevant, aligning with the urgency of developing seller capabilities in an evolving buyer landscape. It advocates for upskilling, resonating with McKinsey's research on salesforce development. Beyond professional applications, the Level Five Coaching System is also useful in higher education, offering practical application, real-world relevance, skill development, adaptability, and improved learning outcomes. Its versatility makes it a valuable resource for both practical and academic contexts.
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    Developing Tomorrow’s Introverted Leader: Exploring Discrimination, Leadership Aptitude, and Strategic Development
    (Drake Management Review, 2024-04) Harless, Rachel
    When it comes to leadership opportunities, introverts are commonly dismissed due to qualities that seem ill-fitting when compared to extroverted candidates. In truth, introverts possess many leadership-suited traits, but these are often unnoticed in the workplace because many organizational practices, standards, and selection measures are designed with extroverts in mind. By shaping development, success, and advancement around extroversion, introverted employees – including those from cultures that value introverted traits – are systemically disserviced, creating disparate impact. To further understand these issues, an extensive literature review was conducted to explore the relationship between leadership and introversion from multiple cultural and industry perspectives. The takeaways from this research affirmed that introverted leaders can be powerful but that employers tend not to see this potential. More interestingly, the study revealed the serious issue of discrimination that introverts face, as well as the roots of such treatment. This revelation, in turn, confirmed that organizational practices have created unfair leadership roadblocks for introverts. On the bright side, the literature review confirmed that successful leadership development methods for introverts exist but have generally been unutilized because they have not been strategically wielded together. To begin rectifying this oversight, those development methods were summarized into a basic developmental framework of best practices for effectively identifying and developing introverted leaders.

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