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This paper aims to present four blue-sky ideas for lowering the cost of the Government of Canada’s debt without increasing the debt’s risk profile.

The authors argue that each idea would improve the secondary-market liquidity of government debt, thereby increasing the demand for government bonds, and thus, lowering their cost at issuance.

The first two ideas would improve liquidity by enhancing the active management of the government’s debt through market operations used to support the liquidity of outstanding bonds. The second two ideas would simplify the set of securities issued by the government, concentrating issuance in a smaller set of bonds that would each be more highly traded.

The authors discuss the ideas and give an account of the political, legal and operational impediments.

Purpose – This chapter evaluates the shift in black voter support from Mayor Adrian Fenty to Mayor Vincent Gray in the 2010 DC mayoral election. The complexities of new black leadership are used as a theoretical framework for understanding the salience of gentrification, crossover racial appeal, campaign tactics, and policy implementation in the mayoral transition from one black candidate to another.Design/methodology/approach – This study used polling data from The Washington Post one month prior to the 2010 DC Democratic primary (The Washington Post, 2010). Using a sample of 630 respondents, multinomial logistic regression was used to measure the extent to which substantive policy positions, racial crossover appeal, and/or personal traits factor into voter preferences.Findings – The results reveal that a combination of personal, racial, and substantive factors contributed to Adrian Fenty’s defeat in 2010. The implications suggest a reexamination of the significance of symbolic representation in voter candidate preferences and the shifting complexity of black leadership in the procurement of black substantive representation.Originality/value – This chapter captures the transitional nature of black leadership in order to distinguish viable strategies for blacks to secure both elected office and black empowerment, while offering a more nuanced approach to analyzing the changing nature of the black voting calculus in the United States.

The purpose of this paper is to take a serious look at the relationship between joint consultation systems at the workplace and employee satisfaction, while at the same time accounting for the (possible) interactions with similar union and management-led high commitment strategies.

Using new, rich data on a representative sample of British workers, the authors identify workplace institutions that are positively associated with employee perceptions of work and relations with management, what in combination the authors call a measure of the “good workplace.” In particular, the authors focus on non-union employee representation at the workplace, in the form of joint consultative committees (JCCs), and the potential moderating effects of union representation and high-involvement human resource (HIHR) practices.

The authors’ findings suggest a re-evaluation of the role that JCCs play in the subjective well-being of workers even after controlling for unions and progressive HR policies. There is no evidence in the authors’ estimates of negative interaction effects (i.e. that unions or HIHR negatively influence the functioning of JCCs with respect to employee satisfaction) or substitution (i.e. that unions or HIHR are substitutes for JCCs when it comes to improving self-reported worker well-being). If anything, there is a significant and positive three-way moderating effect when JCCs are interacted with union representation and high-involvement management.

This is the first time – to the authors’ knowledge – that comprehensive measures of subjective employee well-being are being estimated with respect to the presence of a JCC at the workplace, while controlling for workplace institutions (e.g. union representation and human resource policies) that are themselves designed to involve and communicate with workers.

In this paper, the authors act as leadership development coaches who show that how a story is constructed, reconstructed and circulated in and through organizations make stories themselves active “players” in creating relationships. In turn, these relationships create leadership development opportunities. The authors also explain why some people need to listen to the whole story before they can draw conclusions about its parts, about why some people do not care about others', stories and about why some storytellers do not care about the characters in the story. The combination of these characteristics gives a more detailed view of storyselling that, necessarily, works with storytelling as tools used in coaching for leadership development. The purpose of the paper is to describe further the origins of storytelling and storyselling and their relationship to leadership development coaching, and to demonstrate how the movement of a story told and sold create leadership development opportunities.

This paper is informed by a psychodynamic understanding of organizations and examines a case study to illustrate the theoretical views that are advanced.

The employment of sociograms is found to be a useful way to chart and understand the relational dynamics of stories as quasi‐objects and their fragile and ephemeral nature. The authors find that stories can be usefully considered as both quasi and transitional objects.

Psychodynamic theory informs the process of storytelling and storyselling. The implied art of storytelling and storyselling derived from research analysis are the catalysts for understanding why and how researchers put forward their findings and conclusions in scientific study.

The pracademic approach evident in this paper makes theory more accessible and useable in the field of practice. One branch of psychodynamics informs storytelling theory as it applies to the practice of coaching for leadership development.

The paper's originality lies in the development of potential time and the application of this concept in the creation of leadership development opportunities and leadership development coaching.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

Personnel specialists often bear the brunt of organisational change. Whether through the painful experiences of managing a redundancy, or as company representatives negotiating the introduction of new technology with trade unions, the shock waves of organisational change permeate most aspects of the personnel function sooner or later. Over recent years, much effort has been directed towards understanding the processes and problems of organisational change and of developing ways of more satisfactorily dealing with it. Much of these efforts have been drawn together into a body of techniques, ideas, case studies and more general wisdom which has acquired a distinctive identity.

Negotiations are often conducted under stress. Previous studies show that stress can help or hurt negotiation outcomes. This study suggests that individual differences explain these effects, and the purpose of this study is to examine the effect of social value orientation (SVO) and stress on negotiation outcomes.

Two experimental studies and a pilot investigate the influence of stress and SVO (prosocial vs proself) on negotiation offers and outcomes. The authors’ studies are grounded on social interdependence theory and arousal literatures to explain the effects of stress on negotiation.

Stress has a positive influence on integrative offers (S1) and joint outcomes (S2). SVO moderates the effect of stress on joint negotiation outcomes (S2), such that, under stress, prosocials fare better than proselfs.

Managers negotiating under stress should pay attention to their own as well as the others’ SVOs. Managers could also build their negotiation teams considering this individual difference and favor the presence of prosocials in stressful negotiations.

The findings have practical implications for managers who are under stress on a daily basis.

This research contributes to managers that need to understand how to reach integrative agreements under stress. This is especially important when negotiators are representatives of employees or companies, as the outcomes can affect many individuals.

To the best of the authors’ knowledge, this is the first study examining the relationship between stress, SVO and negotiation offers and outcomes.

This systematic review (SR) aims to investigate plate waste quantity, determinant factors, and food waste costs in Indonesian hospitals.

This SR was conducted by searching for articles published on the Web of Science, PubMed, Emerald insight, ScienceDirect and hand-searching on nationally accredited journals in Indonesia which consist of 29 journals in nutrition, environment and public health. The inclusion criteria in this review were peer-reviewed articles, original research, research locations in hospitals in Indonesia and articles in English or Bahasa (Indonesian language).

There were 21 studies (17 observational studies and 4 experimental studies) included in this systematic review. Results from 17 observational studies showed that the median plate waste was 27.6% (14.8%–88.7%). High plate waste was found in this review, particularly in pediatric patients and patients who receive liquid diet orally. Staple food and vegetables have a high contribution to patients’ plate waste. Economic costs of plate waste were $0.07–$0.5 per capita per day. Determinant factors of patient’s plate waste were patient clinical conditions, food taste and environmental conditions of hospital food service. Results from four experimental studies showed that meal replacement and smaller food portion intervention could reduce significant plate waste. Nevertheless, there is no conclusive evidence for food waste reduction intervention because of small intervention studies in Indonesia.

There was a high disparity in the quantity of plate waste and economic costs between studies included in this review.

Improving food sensory and adjusting food portions particularly for staple food and vegetables can be done as a way to reduce patient’s plate waste.

This SR is the first review of Indonesian hospital plate waste.

Several British universities and polytechnics are now actively planning courses in facilities management The first of these, a seminar series at the University of Strathclyde's Building Performance Research Unit (BPRU), was held during March and April this year. The Polytechnic of North London's Faculty of the Environment has drafted courses at both the undergraduate and postgraduate levels in facilities management, and is currently adding a facilities management component into a new degree course in management for the catering and leisure industries. Several other universities are also actively considering this as an area for potential development, including the Open University and the University of Nottingham.