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The globalization of work has contributed to a great increment in cross-cultural interactions, contributing to a new impetus in the expatriates’ topic. The costs associated with the failed international missions are high, and the identification of effective adjustment strategies is of extreme importance, both for organizations and for individuals. The purpose of this paper is to identify the kind of practices that are developed by organizations and their impact on the adjustment of expatriates.

To achieve the proposed objective, a systematic review of literature (from the late 1980s to the present day) will be carried out.

Based on five articles on the topic, the results show that there are few studies that assess the impact of the types of adjustment to organizational practices, with the cross-cultural training and language training being the most common. These practices have shown a positive effect on performance and adjustment of expatriates.

The authors feel the lack of studies that have adequate indicators to measure the integration and effectiveness of the adjustment of expatriates.

This paper aims to examine the learning gained from the evolving adjustment experiences of co-workers in moving to home-based working during the COVID-19 pandemic and the influence of these experiences on re-adjusting to return to co-working.

Results of a longitudinal qualitative study are reported where a group of co-workers were interviewed on three occasions between 2019 and 2022. Experiences are analysed alongside the adjustment to the remote work model using a boundary management lens.

The main adjustment experiences were in work location, temporal structures, professional and social interactions, and a new adjustment area was identified around family role commitment that emerged in the home-based setting. Boundary management practices were temporal, behavioural, spatial and object-related and evolved with the unfolding of adjustment experiences. A return to using co-working spaces was driven by the need for social interaction and spatial boundaries but affected by the requirement for increased privacy.

This paper will help workplace managers to understand adjustment experiences and develop facilities that will support a positive shared working environment not fulfilled through home-based working.

Although many workers abruptly transitioned to home-based working during the pandemic, this research considers those who would normally choose to work in a community-centred working environment rather than being home-based. As such, their experience of adjustment is of greater interest, particularly in terms of their expectations for shared working spaces.

Identifies a number of critical spouse/partner preparation and adjustment factors derived from a larger study that examined the expatriate career management practices of 20 Australian business enterprises with a physical presence in the East‐Asian business region. Addresses concerns expressed by Adler (1991) that attention to the needs of an accompanying spouse is at best only having a neutral impact on spouse adjustment. That is, organizations have largely failed to assist spouses in establishing what Adler (1991) described as “a meaningful portable life”. Reviews spouse/partner preparation and adjustment from the views expressed by Australian business executives, expatriate and repatriates involved in business operations in East‐Asia. The views of spouses and partners were not gathered in this study. Results point to the need for re‐assessment of existing spouse/partner preparation and adjustment. While results are tentative, evidence from this study confirms the need for more attention by Australian organizations to spouse/partner preparation and adjustment, with particular attention to the development of business environment awareness and empathy which may assist in advancing Adler’s concept of “a meaningful portable life”.

Using a Bourdieuian perspective, the purpose of this paper is to analyse how highly skilled migrants (HSMs) from transition economies develop their careers by accumulating and using career capital upon migration.

An interpretative approach was chosen to depict the career patterns of 18 HSMs from Southeast Europe. Semi-structured interviews were used to gather data about their career experiences in Western Europe and their home countries.

Findings reveal four different career patterns that show how individuals develop their careers and adjust to the work environment by accumulating and using career capital. Building up country-specific work-related social contacts and gaining work experience in local companies were found to represent key elements in their adjustment process. Additionally, the findings show that organisational support facilitates the processes of individual adjustment.

This paper emphasises that individuals do not always have to assimilate to the work environment of the host country but can also bargain over the value of their career capital in their adjustment process. Contrasting with previous literature this perspective presents a novelty.

The purpose of this paper is to examine the nature of the types of adjustments appropriate to university teaching practices for students with emotional and behavioural difficulties in the UK higher education (HE) sector.

A case study in a UK university was undertaken over a two‐year period.

A variety of types of adjustments may be necessary for UK university students with emotional and behavioural difficulties including adjustments to pastoral care, teaching and assessment.

The case study focussed on only three students with emotional and behavioural difficulties. However, given that the number of students entering UK universities with such difficulties is increasing, the results of this research can hopefully inform the teaching of future students.

This paper addresses what UK university teaching staff may need to do to support students with emotional and behavioural difficulties.

Although research has been conducted into the teaching of individuals with emotional and behavioural difficulties in schools, little if any research has been undertaken regarding teaching such students at university level.

The purpose of this paper is to examine the factors that might contribute to the ease with which marketing executives in UK charities who have been promoted to senior general management positions adjust to the occupancy of these roles.

In total, 37 individuals with functional marketing backgrounds currently holding top general management positions in large fundraising charities were interviewed using a frame-worked occupational autobiographic narrative approach. The research was informed by aspects of newcomer adjustment theory, notably uncertainty reduction theory.

Social and personal considerations were much more important determinants of the ease of assimilation into top management positions in charities than were technical job-related matters. Role ambiguity constituted the main barrier to smooth adjustment. Mentoring, planned induction programmes, the nature of a person’s past work experience and the individual’s social status critically affected how readily a marketer fitted into a top management role. Disparate sets of factors influenced different elements of managerial newcomer adjustment (role clarity, self-efficacy, and social acceptance).

As the participants in the study needed to satisfy certain narrowly defined criteria and to work in a single sector (large fundraising charities) the sample was necessarily small. It was not possible to explore the effects on operational performance of varying degrees of ease of newcomer adjustment.

Individuals promoted to top management posts in charities should try psychologically to break with the past and should not be afraid of projecting a strong functional professional identity to their new peers. These recommendations can be expected to apply to organisations in general which, like large charities, need senior management mentoring and induction programmes to assist recently promoted individuals from function-specific backgrounds; job descriptions for top management posts that are clear and embody realistic expectations; and “shadowing” and training activities for newly appointed senior managers with function-specific backgrounds.

The study is the first to apply newcomer adjustment theory to the assimilation of functional managers into more senior general management. It examines a broader range of potential variables affecting managerial newcomer adjustment than has previously been considered. Relevant issues are examined in the context of an important sector: fundraising charities.

The purpose of this paper is to present an inter-agency practice integrated within a police intervention model which was developed for police officers and their partners in Montréal.

The Integrated Police Response for Abused Seniors (IPRAS) action research project (2013-2016) developed, tested, and implemented a police intervention model to counter elder abuse. Two linked phases of data collection were carried out: a diagnostic of police practices and needs (year 1) and an evaluation of the implementation of the intervention model and the resulting effects (years 2 and 3).

The facilitating elements to support police involvement in inter-agency practices include implementing a coordination structure regarding abuse cases as well as designating clear guidelines of the roles of both the police and their partners. The critical challenges involve staff turnover, time management and the exchange of information. It was recognised by all involved that it is crucial to collaborate while prioritising resource investment and governmental support, with regards to policy and financing, as well as adequate training.

The IPRAS model is transferable because its components can be adapted and implemented according to different police services. A guideline for implementing the model is available.

In the scientific literature, inter-agency collaboration is highly recommended but only a few models have been evaluated. This paper presents an inter-agency approach embedded in an evaluated police intervention model.

The purpose of this paper is to examine the type of adjustments to delivery appropriate for students with dyslexia in a UK higher education setting.

A case study in a UK university department was conducted over a four‐year period.

It was found that a variety of adjustments may be required for students with dyslexia in a UK higher education environment including adjustments to teaching delivery, assessment and pastoral care. In addition it is necessary to provide a managed transition from school/college/work to higher education.

Although the case study reported here focusesd on only 22 students with dyslexia, the number of students entering UK higher education with dyslexia is likely to increase and institutions need to be aware of the adjustments that may potentially be required.

Previously few students with dyslexia had attended university in the UK. However, growing numbers of such students are now attending university, but thus far little, if any, research has been conducted regarding the adjustments that may need to be made for such students.

To summarize the U.S. Securities and Exchange Commission Division of Examinations’s recently published 2021 examination priorities.

Features short summaries of select aspects of the SEC Division of Examinations’ recently published 2021 examination priorities.

The SEC’s priorities for 2021 examinations include retail investor protection; information security; operational resiliency; financial technology and innovation, including digital assets; anti-money laundering; LIBOR transition, and selected areas for registered investment advisers.

Firms should consider the SEC examination priorities as they conduct their annual reviews of policies, procedures and business activities. Where firms observe deficiencies in their own practices, adjustments should be made before they find themselves the subject of an SEC investigation, examination or enforcement action.

Practical guidance for investment advisers, investment companies, municipal advisors, and broker-dealers from experienced broker-dealer, securities and investment management lawyer.

Preventative public health policies often rely on objective criteria to identify people in vulnerable situations. Age is one of the criteria when investigating the risk of malnutrition associated with ageing. By looking at changes in the food practices of individuals as they age, this study aims to seek to contribute to more precise targeting of older adults in view of the dynamic nature of ageing.

From a theoretical perspective, this research is based on the life course paradigm. Data were collected from 42 semi-structured interviews with retirees aged 60 and over.

The results show that some ageing events lead to immense reconfigurations of individuals’ lives, implying changes as prior food practices are extensively replaced by new ones (“rebuilding after a tsunami”). Other more diffuse and gradual effects of ageing lead to adaptations of previous food practices and, in a more localised way, areas that can be targeted by healthy eating campaigns (“plugging the gaps”). Lastly, this study shows that a normative perspective can help endorse a new social role (“getting into character”), and that relying on their human capital (“it’s a matter of perspective”) can help people cope with new age-related mindsets.

The sample did not include individuals with serious physical or mental health problems at the time of the interviews.

The study identifies social, biological and psychological events related to ageing that have an impact on food practices, as well as moments and milestones for developing public policy campaigns to promote healthy eating.

The study gives insights into the place of food in the process of coping with ageing, showing that food can be either a problem to solve or a resource to help cope with social or psychological imbalances. The holistic view adopted contributes to identifying other events that impact food practices (and consequently health) during the ageing process.