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The purpose of this paper is to examine the similarities and differences in the ethics and values seen within the USA, Brazil, Canada and the United Kingdom. By comparing these three countries to the USA, we can conclude the appropriate means in which to conduct business and research with any of the corresponding countries. This, in turn, will serve as a major asset to global business alike and prove to be monumental in the ways it breaks down cultural barriers to promote the sanctity of business worldwide.

The USA, Brazil, Canada and the United Kingdom were examined extensively on each of their ethics and values to fully grasp what the literature of previous empirical research stated. Throughout the literary research, data and surveys can be found to further emphasize the value and reliability of empirical research. Through the collaboration of thoughts and the literature that was discovered, we can draw conclusions about the similarities and differences between the USA, Brazil, Canada and the United Kingdom. It is clear that among the different countries ethics, values and cultural norms come into play when partaking in business.

There were many similarities and differences that lied between the different countries. Of those similarities, it was especially noticeable between the USA, Canada and the United Kingdom. This is due to the fact that these three countries have similar forms of common law governmental systems that are established and help form moral guidelines and parameters for doing business. Despite the fact that both the United Kingdom and Canada are under the rule of a Constitutional Monarchy, it is apparent that because the USA, United Kingdom and Canada have a free market economy all three operate at a similar capacity in terms of business.

This paper is original and provides value by taking a unique review of literature and reviewing previous research on the topic. Specific suggestions for future research are offered at the end of this paper.

Diversity management is gaining attention in the organizations. This study aims to theorize and test a model linking efforts to support diversity and organizational value of diversity with job satisfaction and organizational identification and to propose that these relationships are mediated by an organization’s diversity climate.

Employee survey was used to collect data from employees at an Australian manufacturing organization. Structural equation modelling in AMOS was performed for the proposed model, controlling for age and gender.

The mediating role of diversity climate in the relationship of organizational value of diversity and outcomes (job satisfaction and organizational identification) is significant. The authors discuss theoretical, research and practical contributions.

The present study extends the literature by testing a mediation model derived from the signalling and social exchange theories.

The provisions of the Fertilisers and Feeding Stuffs Act, 1926, which came into force on July 1st, are based upon the recommendations of two committees which sat during 1923–25, the first of which suggested the general lines of the Act, while the second prepared the schedules of articles coming within its scope. Although the Act received Royal Assent in December, 1926, it has not been practicable to bring it into operation until the regulations governing such matters as methods of sampling and analysis, methods of marking parcels, and limits of variation, had been prepared and published. These regulations were published in draft form in February, 1928, and in their final form during May. The general purpose of the Act, like that of the Act of 1906 which it repeals, is to provide civil remedies in cases of misdescription of, and to prevent fraud in, fertilisers and feeding stuffs. Its scope is defined by means of schedules which may be extended or varied, whenever the need arises, by regulations. One of the principal objects in replacing the Act of 1906 by new legislation was to separate, as far as possible, civil proceedings and criminal proceedings, in order to encourage farmers to exercise their civil rights without involving their suppliers in police court proceedings. The “civil provisions” of the Act are those which enact that buyers of the fertilisers and feeding stuffs in common use shall be furnished with a warranty covering certain important points, and which, further, afford them the means of testing these warranties with a view to formulating a claim where they are not fulfilled. The first requirement of the Act is that every person who sells for use as a fertiliser or as a feeding stuff for cattle or poultry any article included in either the First or the Second Schedule to the Act shall give the purchaser a written statement (called the “ statutory statement”) showing :—

Intervention for young people engaging in harmful sexual behaviour has been largely based on individual-level conceptualisations and assessment. Prevention efforts reflect this individual-focus, relying primarily on offender management and justice responses. Risk of sexual abuse, however, is often situated outside the individual, within the broader social and physical systems in which young people are embedded. Lack of recognition for how contextual factors contribute to sexual abuse narrows the focus of prevention and intervention, overlooking the very contexts and circumstances in which this behaviour occurs. This paper aims to demonstrate the utility of contextual practice with young people who sexually harm, and implications for prevention.

An Australian case study is used to showcase the “why”, “what” and “how” of a contextual approach to assessment and treatment of young people who sexually harm.

Contextual approaches extend the focus of clinical practice beyond the individual to include the physical and social contexts that may contribute to risk. Adding a contextual lens broadens the approach to assessment, affording new opportunities to tailor the intervention to local contextual dynamics, and identifying new targets for primary and secondary prevention.

This is the first known attempt to extend understanding of contextual approaches to clinical assessment and intervention for young people who sexually harm, using a case study method. The case study showcases contextual assessment and intervention processes that challenge traditional thinking and practice in this field. Importantly, the case study also reveals new opportunities for primary and secondary prevention that emerge through this contextual clinical practice.

Research on agile software development (ASD) has so far primarily focused on processes and tools. Recently, researchers have started to investigate the social dimensions of ASD. The authors contribute to this and examine the largely invisible psychological factor of age stereotypes as one important social dimension of ASD. Driven by demographic change, employees of different age groups will need to work closely together in ASD in the future. However, age stereotypes can hinder many aspects of communication, cooperation and coordination in these self-managed teams. The purpose of this paper is to identify and differentiate age stereotypes in ASD.

A quantitative survey at the individual level was conducted with 464 employees in two software development companies. The authors developed an age stereotype model for ASD and developed two scales to measure performance expectations (PEs) in ASD.

Employees in ASD show a bias in general PEs, favoring middle-aged employees over both younger and older employees. The perceived PE of a developer decreases over working life. Furthermore, the data show a complex interplay of age and job role in both the research participants and the group evaluated. Younger developers hold the strongest negative age stereotypes and older developers suffer most from stereotypes.

Management should enact formal or informal measures against stereotypes when an older or younger employee joins a team of members of other age groups, or when a new team is formed. In addition, the authors propose human resources to create permeable career paths.

The study extends the stereotype content model by adding additional age groups and including job role as a moderating variable. It identifies obstacles in daily employee interactions in agile development, and proposes ways of incorporating invisible psychological aspects in ASD-specific theories.

To explore how Critical Management Studies can be used to frame a strategy to effect change and promote diversity and inclusion in organizations.

Drawing on the experience gained from a large multi-sector action research project aimed at promoting equality, diversity and inclusion in organizations, this chapter proposes a multilayer [Critical] Ecological Model.

While early critical theorists were committed to effecting change, the rise of post-modern critical theory eroded the ground on which to stand, widening the gap between theory and practice. Secondly, the chapter asserts the importance of linking empirical research and critical theory in order to advance equality seeking projects. Thirdly, the chapter provides a [Critical] Ecological model that bridges theory and action in Critical Management Studies, based partly on experience from a large community-based research project. The need for a multifaceted approach to advance equality and inclusion emerged as a way to bridge ideological differences among actors and academics committed to effecting social change.

By addressing directly the challenges of theoretical rifts as well as differences in research focused on micro, meso and macro levels, the chapter builds a framework to allow different stakeholders – scholars, practitioners, activists and change agents across sectors – to take action in advancing inclusion and equality as well as an understanding of interactions between levels.

While sharing similar goals, many approaches to change are fragmented on the level of analysis and by underlying paradigms. This chapter is unique in its focus on ways to bridge theory and practice and to develop a framework for action that accommodates equality seeking theorists and activists working on several levels.

Reviews the general literature of management relevant to the information and library profession, and that of the management of information and library services, published in 2001. Themes emerging at major conferences are noted. Issues of growing concern are identified together with those that appear to be becoming of lesser interest.