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For example, David Yamada enrolled in our doctoral program, with a JD from New York University and a full-time faculty position at Suffolk University School of Law in Boston. He has since become a tenured Professor there, but more significantly, he used his WISR studies, and his dissertation, to develop, to expand and deepen, his interdisciplinary knowledge of the growing problem of workplace bullying. David is recognized by many as one of the foremost experts in this field—he drafts model legislation on workplace bullying, writes many published articles on this topic, and has a highly acclaimed blog as part of his non-profit, founded while pursuing his WISR doctorate, The New Workplace Institute.
William Henike of Campbell County, Wyoming enrolled after previously receiving a Master’s from the University of Wisconsin and EdD at the University of Wyoming. He was seeking personalized instructional support and dialogue at WISR to further his work in Wyoming in the area of child abuse and neglect. The following is from his post-graduation assessment comments: “One project paper was the development of a parent reabuse/reneglect risk assessment. This evolved into the dissertation research with a manual for multidisciplinary treatment teams presented in a way that resulted in a social change of the manner in which the multidisciplinary treatment team culture evaluated information about a case and made recommendations to the court. The research changed the court’s orders—specifically now orders for parents to be evaluated in relation to their attachment to their children. Professionals began to use the term “parental capacity assessments” and discuss their implications for a given family. The courts, on the basis of recommendations from attorneys and multidisciplinary treatment teams, began to order these assessments. This work became a mainstream part for many of these cases.The WISeR learning process readily supported this type of research. That is an institutional strength [of WISeR’s] of considerable value.”