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The ongoing global pandemic poses significant challenges for researchers, personally and professionally, as it does for all people. However, even if we cannot safely leave our home to gather qualitative data by directly meeting with people, opportunities abound for engaging in discourse analysis. After all, people have not stopped talking or writing, even if much of that is now via Zoom, social media or some other technology platform rather than face to face. What people are talking and writing about at this time matters greatly because language use profoundly shapes how people interpret reality, perceive themselves and others and act. Quite literally, then, the discourse people engage in and are influenced by during the pandemic may help to save or imperil lives and livelihoods. While there are many possible approaches to discourse analysis, this chapter focuses on some key insights French philosopher and social theorist Michel Foucault offers for such endeavors. It offers an introductory account of his key concepts and methods, followed by a brief case study to demonstrate their application to discourses that reject scientific knowledge and advice about COVID-19.

Existing literature on organizational culture focuses on the strategic fit between a firm's culture values and its technology and task environment. This study, however, emphasizes the diffusion perspective of organizational culture, that organizations often imitate cultures of successful firms to reduce uncertainty, resulting in a homogeneous set of organizational culture values that are considered universally beneficial to organizational functioning. Culture values falling into this category include modern values that emphasize innovation, risk-taking, and change, as opposed to more traditional values that focus on stability and consistency. Using 1958 employees from 50 firms in Taiwan and Mainland China, we developed an organizational culture measure consisting of both modern and traditional organizational culture values. We showed that modern organizational culture values were considered beneficial even by employees with traditional personal values.

Measures are comparable if and only if measurement equivalence has been demonstrated. Although comparability and equivalence of measures are sometimes used interchangeably, we advocate a subtle but important difference in meaning. Comparability implies that measures from one group can be compared with measures from another group. It is a property of the measures, which is given or not. In particular, comparability presumes valid measures within each group compared. Measurement equivalence, by contrast, refers to the way measures are derived and estimated. It is intrinsically tied to the underlying theory of measurement. Thus, measurement equivalence cannot be dealt with in isolation. Its assessment has to be incorporated into the theoretical framework of measurement. Measurement equivalence is closely connected to construct validity for it refers to the way manifest indicators are related to the latent variable, within a particular culture and across different cultures. From this it follows that equivalence cannot, or should not, be treated as a separate issue but as a constitutive element of validity. A discussion of measurement equivalence without addressing validity would be incomplete.

The purpose of this paper is to report upon the “Diversity and equal opportunities” Special Interest Group of the Francophone Association of Research in Human Resource Management (AGRH), which held its first international conference on “Gender and diversity in organizations”, at the ESCPEAP European Management School in Paris in January 2009.

Equal opportunity and diversity management are relatively recent research fields in Continental Europe, and particularly in France, however there were 95 conference participants who attended two plenary sessions, four workshops and one round table.

Sub‐themes were: diversity management and gender equality; Work‐life practices and equality policies between women and men; gender stereotypes and management; and women's and men's careers. The workshops covered: diversity management and gender equity; work‐life practices; women and men's careers; and social representations and stereotypes.

This paper provides an informative overview of the conference which was original in being co‐sponsored by The Emilie du Chatelet Institute – the first research network for developing and publishing research on women, sex and gender in France. The co‐sponsor was the IAE Gustave Eiffel (Business studies department of the Paris 12 University).

The aim of the article is to investigate what characterizes the information constructs that the archival discourse and the open data discourse communicate in text, and what their similarities and differences are. This article proposes that it is possible to see the open data initiative and modern archival practice as two discourses that have used different terminology to express and communicate their messages in the literature. In this article, we have applied a hypothesis-like assumption that the information constructs used in open data are actually nothing other than records, as they are in the archival discourse.

This article is based on a mixed method approach. A quantitative text analysis (word count) was carried out in a large set of documents representing the open data discourse and in the archival discourse. This was followed by a qualitative text analysis.

It was found that both discourses did focus on records. However, the opendata discourse very seldom used the term record, but used information and data much more frequently. The archival discourse used the term information almost as often as record. A possible adaption of communication strategies can be identified, targeting a much wider audience through a user-centered approach. This could be an indication of a change in the archival discourse, which seems to be moving from a discourse that is very much regulated by law toward a discourse that is more focused on benefit and usability.

This research indicates that it is possible to interpret both the open data and the archival discourse as one united discourse, an effect derived from working with e-government. There is an ongoing harmonization of the words used, and in the studied archival discourse, a more user- and business-oriented focus can be seen.

The public image of a profession is an important barometer of the group’s status in society. Media images play a key role in this respect, projecting the ideas and values of the group and negotiating shifts in public perception of their identity. This paper focuses on two periods in Britain when shifts in managerial culture resulted in changes in the core values of the group; the introduction of the National Health Service in 1948 and the introduction of the internal market within the NHS in the late 1980s. In both periods, nursing leaders sought to change the public image of the profession through altering their relationship with their patients/clients and reconceptualising notions of service. The focus of analysis is the role of popular film and television images in negotiating these shifts in professional values.

A collection of essays by a social economist seeking to balance economics as a science of means with the values deemed necessary to man′s finding the good life and society enduring as a civilized instrumentality. Looks for authority to great men of the past and to today′s moral philosopher: man is an ethical animal. The 13 essays are: 1. Evolutionary Economics: The End of It All? which challenges the view that Darwinism destroyed belief in a universe of purpose and design; 2. Schmoller′s Political Economy: Its Psychic, Moral and Legal Foundations, which centres on the belief that time‐honoured ethical values prevail in an economy formed by ties of common sentiment, ideas, customs and laws; 3. Adam Smith by Gustav von Schmoller – Schmoller rejects Smith′s natural law and sees him as simply spreading the message of Calvinism; 4. Pierre‐Joseph Proudhon, Socialist – Karl Marx, Communist: A Comparison; 5. Marxism and the Instauration of Man, which raises the question for Marx: is the flowering of the new man in Communist society the ultimate end to the dialectical movement of history?; 6. Ethical Progress and Economic Growth in Western Civilization; 7. Ethical Principles in American Society: An Appraisal; 8. The Ugent Need for a Consensus on Moral Values, which focuses on the real dangers inherent in there being no consensus on moral values; 9. Human Resources and the Good Society – man is not to be treated as an economic resource; man′s moral and material wellbeing is the goal; 10. The Social Economist on the Modern Dilemma: Ethical Dwarfs and Nuclear Giants, which argues that it is imperative to distinguish good from evil and to act accordingly: existentialism, situation ethics and evolutionary ethics savour of nihilism; 11. Ethical Principles: The Economist′s Quandary, which is the difficulty of balancing the claims of disinterested science and of the urge to better the human condition; 12. The Role of Government in the Advancement of Cultural Values, which discusses censorship and the funding of art against the background of the US Helms Amendment; 13. Man at the Crossroads draws earlier themes together; the author makes the case for rejecting determinism and the “operant conditioning” of the Skinner school in favour of the moral progress of autonomous man through adherence to traditional ethical values.

This paper aims to adapt the medical phenomenon of Munchausen syndrome by proxy (MSBP) to an organisational context. Specifically, MSBP serves as a novel metaphor to describe the tendency for the organisation and the leader to perpetuate cycles of illness and therapy.

A conceptual metaphor is proposed based on the clinical description of MSBP. A perpetual feedback model emphasises a constant cycle of illness and therapy among leaders and organisations, often fabricated by a narcissist through destructive management.

The metaphor presented suggests that the role of deception is important for understanding why therapeutic approaches are often unnecessary, highly disruptive and administered by a destructive leader who possesses the power to alienate or dismiss non-corroborative organisational members. The implications of continuously passing illness between the leader and the organisation are a state of organisational disequilibrium and the manufacture of depersonalised, ill members.

This conceptual paper adds to the growing body of literature on behavioural strategy and contributes to the fields of organisational psychology, organisational analysis, management and employee relations.

In recent years, organisations around the world have been seriously affected by a range of economic, political and social upheavals that have gathered momentum in most parts of the globe. The viability of the conventional (pyramidal) organisational structures is being challenged in conjunction with major shifts in the roles of mid and top managers. In many countries, the pace of the above socio‐economic events and uncertainties is happening at an unprecedented pace. Some markets are showing signs of potential gigantic expansions while others (historically prosperous) are on the verge of complete collapse (Dent, 1991). In responding to the socio‐economic challenges of the nineties, organisations (across the board) have resorted to dismantling the conventional pyramidal structure and adopting so‐called “leaner” structures (see Zeffane, 1992). The most common struggle has been to maintain market share in an economic environment increasingly characterised by excess labour supply (Bamber, 1990; Green & Macdonald, 1991). As organisations shifted their strategies from “mass production” to “post‐fordism” (see, for example Kern and Schumann, 1987), there has been a significant tendency to emphasise flexibility of both capital and labour in order to cater for the niche markets which are claimed to be rapidly emerging, world‐wide. This has resulted in massive organisational restructuring world‐wide.

Purpose – The purpose is to expand multimodal composition frameworks and practices to include tactile design and use of maker technologies, situated in a larger context of designing for equity and increasing access to picture books for children with visual impairments.

Design – As part of the Build a Better Book project, we designed workshops to engage students in composing tactile books enhanced with sound and Braille for young children with visual impairments. Education undergraduates in a children’s literature class crafted tactile retellings over a 2-session workshop, and high school students in an ELA class designed and fabricated 3D printed tactile books over several weeks.

Findings – Both pre-service candidates and high school students developed awareness of the importance of inclusive, equity-oriented design of picture books, and especially for children with visual impairments. They collaborated in teams, developing design skills manipulating texture, shape, size and spatial arrangement to express their tactile retellings and enhanced meaning with sound. The high school students had more opportunity to build technical and computational thinking through their use of Makey Makey, Scratch, and TinkerCad.

Practical Implications – Multimodal composition and making can be effectively integrated into pre-service candidates’ literacy education, as well as high school English Language Arts, to develop multimodal communication and inclusive design skills and values. Success depends on interdisciplinary expertise (e.g., children’s books, tactile design, making technologies, etc.), and sufficient access to physical and digital materials and tools.