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The Astroworld concert tragedy is used as an example of crisis (mis)management and the potential utility of the 4R model. Although the 4R model has been implemented in high-risk emergency management situations, it is useful in the PR field because of its actionable approach, creating a way for practitioners to prepare for and manage crisis situations.

This is an analysis of the crisis that occurred at Astroworld, spanning preparation, day-of events, casualties and enduring reputational impact. The paper applies the 4R method to the Astroworld tragedy to show how it could have lessened or even prevented the tragedy. Finally, the SCCT model is used to explain why the official post-crisis statements were ineffective.

Social media has heightened the importance of a quick and effective organizational response to risk and crisis situations because poor responses can go viral quickly. However, social media also provides intelligence and crowd sourced information that can inform PR practitioners of emerging crisis scenarios. It is also an underutilized tool for two-way communication during crises.

The 4R approach is beneficial to general practitioners as it simplifies crisis best-practices, something essential for quick action. As our world changes and becomes less predictable, practitioners must have a clear plan to protect their organizations and the public surrounding them. This approach includes reduction, readiness, response and recovery, which are all essential in crisis communication.

The 4R method has not been explored or applied in the PR field. This paper highlights how the model has been utilized in the emergency management field and illustrates the way 4R can serve the PR field.

The purpose of this paper is to investigate the impact of near-wall treatment approaches, which are crucial parameters in predicting the flow characteristics of open channels, and the influence of different vegetation covers in different layers.

Ansys Fluent, a computational fluid dynamics software, was used to calculate the flow and turbulence characteristics using a three-dimensional, turbulent (k-e realizable), incompressible and steady-flow assumption, along with various near-wall treatment approaches (standard, scalable, non-equilibrium and enhanced) in the vegetated channel. The numerical study was validated concerning an experimental study conducted in the existing literature.

The numerical model successfully predicted experimental results with relative error rates below 10%. It was determined that nonequilibrium wall functions exhibited the highest predictive success in experiment Run 1, standard wall functions in experiment Run 2 and enhanced wall treatments in experiment Run 3. This study has found that plant growth significantly alters open channel flow. In the contact zones, the velocities and the eddy viscosity are low, while in the free zones they are high. On the other hand, the turbulence kinetic energy and turbulence eddy dissipation are maximum at the solid–liquid interface, while they are minimum at free zones.

This is the first study, to the best of the author’s knowledge, concerning the performance of different near-wall treatment approaches on the prediction of vegetation-covered open channel flow characteristics. And this study provides valuable insights to improve the hydraulic performance of open-channel systems.

The purpose of this paper is to understand how those involved in executive pay determination in large publicly quoted UK businesses see the role of diversity within remuneration committees (Remcos) as enabling the input of different perspectives, which can enhance their decision-making and potentially improve pay outcomes.

Qualitative, semi-structured interviews were undertaken with 18 high-profile major-enterprise decision-makers and their advisers, i.e. non-executive directors (NEDs) serving Remcos, institutional investors, executive pay consultants and internal human resources (HR) reward specialists, together with data from three focus groups with 10 further reward management practitioners.

Remco members recognise the benefits of social category/demographic diversity but say the likelihood of increasing this is low, given talent pipeline issues. The widening of value diversity is considered problematic for Remcos’ functioning. Informational diversity is used as a proxy for social category/demographic diversity to improve Remcos’ decision-making on executive pay. While the inclusion of members from wider social networks is recognised as potentially bringing a different informational perspective, the social character of Remcos, reflecting their elite nature and experience of wealth, appears ingrained.

Our original contribution is to extend the application of upper echelons theory in the context of Remco decision-making to explain why members do not welcome widening informational diversity by appointing people from different social networks who lack value similarity. Instead, by drawing views from employees, HR acts as a proxy for social network informational diversity. The elite, upper-echelons nature of Remco appointments remains unchanged and team functioning is not disrupted.