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This issue is a selected bibliography covering the subject of leadership.

Women are, in increasing numbers, participating in the labour market and are an important part of an organisation’s human resource pool. Nevertheless, women still face inappropriate treatment at work. One cause of this is family‐related issues. In particular, pregnancy and child birth present special challenges for working women. Discrimination towards pregnant women is commonplace in work settings. Problems are often related to individual work relationships, for example, the one between the pregnant follower and her manager. It is important to understand problems that impact on women in working life that can disturb their job satisfaction, their performance and willingness to give their best for the organisation. Therefore, for the benefit of both employer and employee, existing practices in leader follower relationships during pregnancy are worth studying in more depth. In leadership studies, the Leader‐Member Exchange (LMX) theory is focused on dyadic leader‐follower relationships and is thus used here to understand this phenomenon. In the present article, the literature on pregnancy and work as well as on LMX is re viewed. On the basis of these reviews, a future research agenda is offered.

One of the biggest areas of confusion and concern today for managers relates to the proper process for terminating employees. Handled improperly it can be very expensive to an organisation if an employee chooses to sue in court; even if the company wins. An even greater cost may occur to an organisation in terms of the decreasing motivation, productivity, and satisfaction of existing employees. The purpose of this article is to give managers a guide for handling this process effectively.

The study attempts to develop a multi-product multi-period (MPMP) aggregate production plan (APP) to fulfill the customers' demand in terms of throughput and lead time for achieving market competence.

This research proposes an integrated Fuzzy analytical hierarchy process (FAHP), multi-objective linear programming (MOLP), and simulation approach. Initially, FAHP is used to select the essential objectives a firm desires to achieve. Adopting the MOLP, an APP is formulated for the firm under study. Later, the simulation model of a firm is created in a discrete-event simulation (DES) software Arena© to evaluate the applicability of the proposed APP. A comparative analysis of the manufacturing performance levels (namely throughput, lead time, and resource utilization) achieved through the implication of an existing production plan and proposed APP is conducted further.

The findings from the study depict that the proposed MOLP-based APP can satisfy the customers' requirement (namely throughput and lead time) and improve the level of resource utilization compared with the firm's existing production plan.

The proposed research facilitates researchers and practitioners to understand the process of developing MOLP-based MPMP APP and analyzing its applicability through simulation technique to be utilized for developing APP at their firm.

An integrated FAHP-MOLP-simulation framework is the novel contribution to the literature on production planning. It can be extended to solve strategic, tactical, and operational problems in different domains like service, healthcare, supply chain, logistics, and project management.

The time crunch! There is never enough time in the day. Even with high‐tech tools such as computers, fax machines and even automatic teller machines to do our banking, we still have increasing time pressures. There are many theories about time management skills. For the most part these theories centre around methods that utilise the left brain or logical and analytical hemisphere of the brain. New approaches in time management are focusing on the right or intuitive side of the brain. Explores the differences between the left and right brain hemispheres and their respective theories on time management, focusing primarily on the right brain approach. In addition, shows how one should balance the use of both sides of the brain to increase productivity and creativity.

The PMI Risk Framework (PRF) is introduced as a guide to classifying and identifying risks which can be the source of post-merger integration (PMI) failure — commonly referred to as “culture clash.” To provide managers with actionably insight, PRF dissects PMI risk into specific relationship-oriented phenomena, critical to outcomes and which should be addressed during PMI. This framework is a conceptual and theory-grounded integration of numerous perspectives, such as organizational psychology, group dynamics, social networks, transformational change, and nonlinear dynamics. These concepts are unified and can be acted upon by integration managers. Literary resources for further exploration into the underlying aspects of the framework are provided. The PRF places emphasis on critical facets of PMI, particularly those which are relational in nature, pose an exceptionally high degree of risk, and are recurrent sources of PMI failure. The chapter delves into relationship-oriented points of failure that managers face when overseeing PMI by introducing a relationship-based, PMI risk framework. Managers are often not fully cognizant of these risks, thus fail to manage them judiciously. These risks do not naturally abide by common scholarly classifications and cross disciplinary boundaries; they do not go unrecognized by scholars, but until the introduction of PRF the risks have not been assimilated into a unifying framework. This chapter presents a model of PMI risk by differentiating and specifying numerous types of underlying human-relationship-oriented risks, rather than considering PMI cultural conflict as a monolithic construct.

Within the context of open systems planning this communication explores the centres of human individuals. The implications of failing to be properly centred are discussed, and a strategy for achieving proper centredness is considered.

This study examines how far female tour guides in Egypt experience sexual harassment and how they cope with it.

A qualitative research method is employed, and semi-structured interviews were conducted with 32 full-time female tour guides working for several travel agencies in Egypt. Thematic analysis was used to extract the main ideas from the transcripts.

The findings show that female tour guides in Egypt would encounter annoying gender harassment mostly from tourists they serve, and they might suffer from irresponsible behavior – gender harassment, unwanted sexual harassment, and sexual coercion – from their local managers. When facing sexual harassment, female tour guides usually tend to adopt one of the following three coping strategies: (a) indifference to sexual harassment they encounter, (b) heroism by taking legal action when exposed to sexual harassment or (c) fatalism by taking inconsequential action such as complaining the harasser to his direct manager or filling in an official complaint inside their workplace. The selection of the coping strategy is usually based on the female victim's personality and the organizational and social context she adapts to.

This paper contributes by filling a gap in tourism, human resources management and gender studies in which empirical studies on the sexual harassment that female tour guides encounter, particularly in non-Western contexts, have been limited so far.