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This chapter focuses on the US Civil War of 1861–1864, the application of the laws of war to a civil war, and gives great attention to US Army General Order 100 (aka The Lieber Code), the first set of laws to direct and constrain the behavior of troops in the field.

“Genderwashing is an organizational tool that presents the myth of gender equality in organizations through discourse and text” (Fox-Kirk et al., 2020, p. 586). Existing literature focuses upon business and economy, e.g., considering how representations of equality are used to enhance profit. The contribution of this chapter is to show how two processes – gender washing and militarization – might function in support of each other. To do this, I firstly argue that the concept of genderwashing should be broadened to consider spaces outside of business and economy. I show how sex, gender and feminism are employed in ways that position martial organizations (such as militaries and arms manufacturers) as socially progressive, “washing” their reputation for militarized violence. Secondly, analyses must consider how the impact of genderwashing goes beyond individual organizations. Martial organizations marginalize their female staff, but I argue that we must look further: in a context in which people can be killed, we must consider what broader harms genderwashing visits upon civilian populations also.

In contrast to other Chinese sports, which attract enormous commercial interests and relates to a kind of political kudos and ideological significance, Chinese baseball represents a singular case for the author to investigate the way in which China responds to sport globalisation due to its peripheral position in, and limited resource from, the domestic sport system and powerful stakeholders from the global society. The study examines the development of Chinese baseball and its interplay with the global sport giants and international events (i.e. the Olympic Games and the Major League Baseball [MLB]). Given the influence of sport globalisation, the author also identifies the consistent dominance of Chinese sport authorities and the spectrum of local stakeholders' reaction towards globalisation. The chapter ends with a discussion of the relationship between marginal position of Chinese baseball in the local sport system and the rationale of its response to sport globalisation.

Disasters are occurring worldwide, and Sri Lanka has also become a victim of multiple disasters. Though there is a disaster management mechanism from the national level to the local level in Sri Lanka, several gaps are identified in pre- and postdisaster management activities. Among them, the responsibilities of local-level stakeholders in flood management activities are not performing at a satisfactory level. Therefore, the flood damage from the previous events was too great. Accordingly, the purpose of this study is to assess the roles, responsibilities and performance of stakeholders involved in local-level flood risk management activities.

The Deduru Oya basin in Sri Lanka was selected as the study area. The study hypothesized that “ineffective roles, responsibilities and performance of local level stakeholders have weakened the flood risk management in the Deduru Oya basin.” The stratified random sampling method selected the sample (n = 425) from the flood-vulnerable population. Primary data were collected through a questionnaire survey, key informant interviews and field observations. Secondary data were collected from reports, work plans, journal papers and published maps. Descriptive data analysis methods and thematic data analysis methods were used in the study.

About 69% of the respondents state that they are not satisfied with the involvement of government agencies in local-level flood risk management activities, while 10% of the respondents state that they are satisfied. The thematic analysis reveals several gaps, such as the lack of reservations in the Deduru Oya, improper land use practices, no inundation areas are identified and mapped out and the effects of illegal sand mining in the Deduru Oya. In addition to that, the lack of legal power vested in local governments in disaster management and the weaknesses of current legislation on flood risk management are the other major courses of local-level ineffectiveness.

The current research was limited to studying the involvement of local-level stakeholders in flood risk management, but the involvement of subnational and national-level stakeholders should be studied in future research.

This paper examines the involvement of local-level stakeholders in flood risk management. The results of the study confirm that the roles and responsibilities of local-level stakeholders are not well-defined and mandated, and therefore, the performance of stakeholders involved is minimal. Therefore, the results highlight the need for a well-established community-based flood risk management mechanism.

This research aimed to explore the commonalities and differences in the type of information provided on corporate websites in relation to their employment brand equity.

Mixed methods of content analysis, ANOVA and regression analyses were employed to answer the research questions. The data were collected from multiple sources, including the websites of a sample of forty companies listed as the US Fortune 100 Best Companies to Work in 2012 and information presented on Fortune’s website as well.

Employment brand equity hardly showed any significant impact on either company’s job growth or reputation in the ranking as an “employer of choice”.

The results indicated some practices to make a company’s employment brand outstanding and how its web presence reflected its “brand” and presence for potential employees. They are useful for HR practitioners concerned with building an employee brand. For example, the more highly ranked companies in the Fortune 100 tend to provide more forms of online support related to employment opportunities.

Using brand equity theory from the marketing arena and applying this within the human resources management area, this study suggests that “employment brand equity” became a major factor that many companies and organizations should focus on to enhance their standing with job seekers, particularly talented ones. Nearly a decade before the COVID-19 pandemic, the best companies to work for in the US had paid attention to digitalization via websites and social media, to attract talent (and support employees).