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The largest diversity of generations is represented in today's workplace than at any other time in history. With this diversity comes new challenges. The purpose of this article is to analyze the specific challenges, and also opportunities, inherent in managing – and working in – a multigenerational workforce. By focusing on research about the character traits of workers in each generation, and identifying the types of conflict that can result, managers can better understand these characteristics and work styles, and can leverage them to enhance both team and organizational success.

A wide range of studies and research was reviewed, and all revealed the methods to recognize the key motivators for each generation. By understanding and appreciating each age group's work style and personality traits, existing friction can be minimized and the assets of managing – and coexisting within – a multigenerational workforce is maximized.

Three primary generations exist in the business world: baby boomers, generation X, and generation Y (known as millennials). Each possesses unique characteristics that affect work ethic and relationships, how change is managed, and perception of organizational hierarchy: defining events in each generation's life all occurred between the ages of 5 to 18, the developmental years. The different backgrounds and life experiences result in five areas of potential workplace strife surrounding their differing expectations, distinct work ethics, deep‐seated attitudes, opposing perspectives and diverse motivators.

More research on generation X and millennials and their role in the workplace in developing countries is needed. Another area that needs future research is how increasing globalization impacts generational cohorts in different countries.

The existence of a multigenerational workforce affects two areas of human resources policy and employee development efforts: retention and motivation. Employees of diverse age groups react differently to programs designed to address these two areas, and also have differing expectations. Companies may need to rethink their existing practices.

The article will deepen understanding of the differences that can divide generations and explore the benefits – and necessity – of creating and leveraging a multigenerational workforce.

Conventional theories of market entry assume choice availability. This investment assumption is subject to challenges in the power generation market of an emerging economy where the host government controls most key resources and market entry choices. With such constraints, entrants become heavily dependent on their host country partners. This study investigates how the resource dependency frameworks explain better in respect of some US power generation firms that manage to operate electricity facilities in China whereas some have to abort. Using cross‐case analysis, patterns emerged illustrate how two groups of entrants manage key resources differently.

–The paper originated in challenges trying to theorize and research practices and processes of actors engaged in transnational activities for business and everyday life. Key concern was the assumption that actors’ identities remain the same regardless of time/space. While intersectional analysis once seemed a reasonable analytical approach the authors wondered about starting from identity-based categorical schemes in a world where mobility may be ever more the ontological status of everyday experiences and social structuring. Thus, the paper addresses limitations of intersectional analysis in such situations and advances its recasting via mobile conceptualizations, redressing its analytical purchase for contemporary subject formation.

Discusses emergence of intersectionality at a particular point in time, its success and proliferation, and more recent critiques of these ideas. Develops alternative conceptualization – mobile subjectivities – via literatures on mobilities in the context of globalization. Illustrates the value of these arguments with ethnographic examples from a multi-sited ethnographic project and analyses. Concludes by examining implications for new feminist theorizations under neoliberalism and globalization.

Observing the constitution of a “mobile selfhood” in actual transnational business activities is a step toward making sense of complex processes in contemporary subject formation under globalized market neoliberalism.

“Mobile subjectivities” suggest that analyses of oppression and subordination must be ongoing, no matter which “new subjectivities” may appear under “the latest regime.”

Theoretical and empirical analyses facilitated a reconceptualization of intersectionality as a mobile, precarious, and transitory accomplishment of selfhood temporarily fixed by the neoliberal rhetoric of “choice” and “self-empowerment.” This is of particular value for understanding transnational practices and processes of contemporary organizational actors.

Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.

The purpose of this paper is to explore some of the ethical and practical dilemmas faced by an experienced researcher in undertaking research with a person with dementia (whom we have called Amy). Amy died shortly after a period of observation had ended and the family subsequently consented to the data being shared.

This individual case study presentation was nested within a larger study conducted in England and Scotland between 2013 and 2014. The overall aim of the main study was to investigate how healthcare professionals and informal carers recognised, assessed and managed pain in patients living with dementia in a range of acute settings.

The presented case study of Amy raises three critical reflection points: (i) Researcher providing care, i.e. the place and positioning of compassion in research observation; (ii) What do the stories mean? i.e. the reframing of Amy's words, gestures and behaviours as (end of) life review, potentially highlights unresolved personal conflicts and reflections on loss; and (iii) Communication is embodied, i.e. the need to move beyond the recording of words to represent lived experience and into more multi-sensory methods of data capture.

Researcher guidance and training about end of life observations in dementia is presently absent in the literature and this case study stimulates debate in a much overlooked area, including the role of ethics committees.

This paper aims to present a model describing how women enact executive leadership, taking into account gendered organizational patterns that may constrain women to perform leadership in context-specific ways.

This paper discusses gendered organizations, role congruity theory and organizational culture and work context. These strands of theory are interwoven to construct a model describing ways in which executive-level women are constrained to self-monitor based on context.

The pressure on women to conform to an organization’s executive leadership culture is enormous. Executive women in strongly male-normed executive leadership contexts must exercise strong gendered self-constraint to break through the glass ceiling. Women in strongly male-normed contexts using lessened gendered self-constraint may encounter a glass cliff. Women in gender-diverse-normed contexts may still operate using strong gendered self-constraint due to internalized gender scripts. Only in gender-diverse-normed contexts with lessened gendered-self-restraint can executive women operate from their authentic selves.

Organizational leaders should examine their leadership culture to determine levels of pressure on women to act with gendered self-constraint and to work toward creating change. Women may use the model to make strategic choices regarding whether or how much to self-monitor based on their career aspirations and life goals.

Little has been written on male-normed and gender-diverse-normed contexts as a marker for how executive-level women perform leadership. This paper offers a model describing how different contexts constrain women to behave in specific, gendered ways.

The purpose of this paper is to evaluate a coordinated effort to improve the law enforcement response to non-fatal strangulation in the context of domestic violence.

The authors compare law enforcement identification and documentation of strangulation in domestic violence cases before and after the implementation of a strangulation-specific training program in one Central Florida County.

The results indicate preliminary support for the effectiveness of training law enforcement, suggesting that the response to strangulation can be improved with comprehensive law enforcement training.

An improved response by law enforcement may have the potential to increase offender accountability of non-fatal strangulation – a potentially deadly assault.

The study is the first to evaluate strangulation-specific training efforts of law enforcement. Results point to opportunities that can be taken to improve law enforcement’s response to non-fatal strangulation in domestic violence.

In 1864 two famous novelists: Erckmann and Chatrian co‐edited a fiction called L’Ami Fritz. Very quickly this work had a tremendous success. It was the story of a fellow named “Fritz Kobus” who was living in Alsace. He could be seen as the stereotype of how the “collective unconscious” in France was imagining a prosperous Alsatian fellow. In a very short period of time this fiction became a significant link between the Alsace region and the whole French nation. We will use this example in order to show that the links with consumption and art are very peculiar. It is not only companies that are interested in the appropriation of art, but also consumers. This will help us to show that for example in postmodern times the distinction between high and low culture is not as clear as it may first appear. High and low culture are blending together in interesting ways. What we would like to show here, is that the novel sometimes gives a landmark to the consumers, telling them what their ideal aspirations should be and then the society tries to reflect the novel.

This paper aims to identify and systematically summarize the relevant research on metaphors that are used to explain gender inequalities in the organizational context.

The researchers conducted a systematic literature review using bibliometric techniques and content analysis.

The systematic literature review identified a total of 1,269 papers in 688 journals written by 2,441 authors. The first paper was published in 1971 and the publication growth can be observed in the five decades analyzed. The Gender in Management: An International Journal, was the journal that published more papers about this thematic. Michelle Ryan was the most influential researcher regarding the number of papers and citations she had. The content analysis performed with the 27 most influential papers showed 4 research streams (metaphors; gender and leadership; challenges, stereotypes and toxic environment; and gender in the academy). Concerning the metaphors explored in those papers, the glass ceiling is the most prominent. Furthermore, 26 kinds of barriers were identified regarding the challenges that women face to reach positions of power.

The scrutiny of the metaphors and barriers enable access to what is being a hindrance to female progression in the organizational structure. So, this study may instrumentalize organizations and women to improve gender diversity practices in the workplace.

The value of the paper lays in the extensive literature review, using a bibliometric approach and content analysis.