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The purpose of this paper is to examine the social impact of an initiative (Hockey FIT) aimed at improving the health and well-being of sport fans and their community.

Fans (n=80) participated in 12 weekly health promotion sessions hosted in local hockey club facilities. Objective health measurements, diet and physical activity levels of fans were measured at baseline, 12 weeks and 12 months, to determine the intermediate, long-term, individual and community impact. Furthermore, one-on-one interviews with 28 program participants were conducted to further understand the program’s social impact.

The intermediate impact was noticed as improvements in weight loss, body mass index, waist circumference, systolic blood pressure (BP), steps per day, healthful eating, self-reported overall health and fatty food scores at 12 weeks. The long-term individual impact of Hockey FIT was realized as participants maintained or continued to improve their weight loss, waist circumference, healthful eating, systolic BP and diastolic BP 12 months after the program had been offered. The program was also reported to increase family bonding time and improved the diet, daily physical activity, and general awareness of health promotion programs and components for friends, family members and coworkers.

The positive health-related results from this study contradict prior research that has suggested there is minimal evidence of any substantial contributions from social programs in sport. Through a collective approach to corporate social responsibility, this research demonstrates the ability for sport organizations to contribute to meaningful social change and the positive role that they play within the community.

Despite the breadth of knowledge on self and identity formation across the study of organizations, the field of organizational development and change has limited research on the construction of professional identity. Much has been written to describe the “self-concepts” of those practicing and researching in the field, but there have been no investigations that have explored how these “self-concepts” form. In addition, although women have contributed to defining the “self” in the field, men have held the dominant perspective on the subject. Thus, in this chapter, we address a disparity in the research by exploring the construction of professional identity in the field of organizational development and change, and we give voice to the renowned women who helped to build the field. Using the profiles of 17 American women included in The Palgrave Handbook of Organizational Change Thinkers, we perform a narrative analysis based upon the concepts and models prevalent in the literature on identity formation. By disentangling professional identity formation of the notable women in the field, we can begin to see the nuance and particularities involved in its construction and gain deeper understandings about effective ways to prepare individuals to work in and advance the field.

Long-term interest rates of small open economies (SOE) correlate strongly with the USA long-term rate. Can central banks in those countries decouple from the United States? An estimated Dynamic Stochastic General Equilibrium (DSGE) model for the UK (vis-á-vis the USA) establishes three structural empirical results: (1) Comovement arises due to nominal fluctuations, not through real rates or term premia; (2) the cause of comovement is the central bank of the SOE accommodating foreign inflation trends, rather than systematically curbing them; and (3) SOE may find themselves much more affected by changes in USA inflation trends than the United States itself. All three results are shown to be intuitive and backed by off-model evidence.

Reflections on gender and OD over a 50-year career as a scholar, an OD practitioner, and a woman managing a complex life and career.

My journey in OD has spanned 50 years which is also about as long organization development has been around. In this essay, I will reflect on my experiences with special attention to issues of gender. I will also mention some issues of concern that confront us as OD scholars and practitioners, especially the balance between thinking and doing. As I describe my experiences, I hope they will lead to an appreciation of all that has happened in just 50 years! My experience is not everyone’s experience. I make no claim to that. I hope that some of the issues I raise resonate with you, or fill in some blanks, or lend a different perspective.

Many operating managers view culture and culture change as something “soft” or “squishy” and remote from day‐to‐day concerns. They're worried about “making their numbers” and say they haven't got time to think about organizational culture.

The evolution of the global village during the Information Age created a huge powershift from centralized bureaucracies to small decentralized organizations formerly on the edges of power and influence, essentially a shift from the centers to the margins. This phenomenon can be seen in every part of the country, throughout the world, and in every aspect of life—economic, cultural, social, and political. Once‐dominant centers of business power and influence such as New York and Chicago are giving way to a more widely diffused and distributed pattern of power, with, for example, major banks in North Carolina and software developers in Seattle.

This research investigates the changes in the types of advertised food products and the use of nutritional versus consumer appeals in children’s advertising from 2000 to 2005.

Content Analysis.

Results indicate that food processors and restaurants have not changed their advertising messages to children in response to the multitude of pressures the industry is facing. Specifically, this pre‐post longitudinal comparison shows no significant change regarding types of food products advertised and type of appeals used in the ads directed to children.

Limitations include the sample studied. While the ads recorded all came from television programming aimed specifically at children, there was no specification or ability to classify the consumers according to the age of the viewer. Additionally, duplicate exposures of the ads were not included in the study.

Obesity is a serious and expanding concern for our children’s health. As past advertising research and socialization theory suggest, children’s exposure to advertising has impact. It is important to monitor changes in food advertising to children in the future to ascertain whether and to what extent food companies are able to change both what they advertise and the appeals they use to gain consumers’, in this case, children’s attention.

This study provides a useful baseline (prior to 2001) and benchmark (post 2001) to longitudinally examine the food product and appeal usage in food advertising directed to children. This will be useful information for advertisers, for parents, for regulators and for special interest groups, all of whom have a common goal – healthy kids.

In France, no other specialist business function is so predominantly marked by culture as HRM. In France, Cartesian patterns of analytical thinking, the passion for anti‐authoritarian individualism, and the reduction of disorder through legislation and bureaucracy influence the company′s sociocultural environments, in particular through the education system, the status of executives, and the role of trade unionism. Emphasis is put on the concept of ubiquity in HRM; it is at the intersection of all the other corporate functions and its role is shared with the line managers at the technical, relational and strategic level. Future perspectives, like the introduction of new technologies, may impose a new ethical dimension for HRM against the “gospel of efficiency”.

AFTER some unsuccessful negotiations during the period when the first full‐time schools of librarianship were being established, the Birmingham School was founded in the autumn of 1950. Circumstances were not entirely favourable—the immediate post‐war generation of enthusiastic ex‐service students had already passed through other schools; the accommodation available was indifferent; the administrative support was bad; resources were weak, both in books and in equipment. There was, more importantly, a strong local tradition of part‐time classes in librarianship and little or no conviction that full‐time study was necessary or desirable.