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The purpose of this paper is to use the authors’ reflections and a review of literature to assess the ways that universities have yet to fully include faculty members in their sexual assault prevention initiatives. Recommendations for how faculty can assist are included.

The paper provides a review of literature regarding institutional factors related to sexual assault and the potential of faculty, followed by personal reflections by both authors, who together have more than four decades experience studying sexual assault, providing training and educational presentations, and serving victims as well as perpetrators of sexual violence.

The authors conclude that, despite White House mandates for training faculty and campus requirements that should utilize the expertise of faculty members, many campuses are relying heavily or exclusively on student affairs professionals and lawyers to create and implement sexual assault prevention programs. Faculty should, the authors assert, be involved in task forces, needs assessments, training, and other initiatives in order for campus prevention programs to be robust.

The limitations of this paper are that it is based only on a review of literature and personal reflections from the authors, who teach at a small, Catholic, liberal arts school in South Florida. As such, the recommendations, while intended to be thoughtful, may be less appropriate for educators and administrators at different types of colleges or outside of the USA. Additional research on faculty experience with sexual assault prevention is recommended.

The recommendations provided in the paper should be useful to academic leaders who are developing or expanding sexual assault prevention initiatives. The paper also provides useful information for faculty members regarding how they can assist with these issues.

Faculty members with training and expertise can and should be used to help craft campus policies, procedures, and programs related to sexual assault. In the USA, sexual assault training is required but has not been fully implemented.

Although much has been written about campus sexual assault, little research assesses the role of faculty. This paper is a preliminary effort to address how interpretations of US federal law include faculty and how faculty remain an untapped resource in terms of sexual assault prevention.

Competitive advantage is often determined by the effectiveness of an organization's supply chain, and as a result, the evaluation and selection of suppliers has become an increasingly important management activity. But the evaluation process is complex. The data that must be considered are both technical and social/organizational. Much of the data are difficult to obtain and ambiguous or vague to interpret. In addition, the dynamic global environment of changing exchange rates, economic conditions, and technical infrastructure, demand that the pool of potential suppliers be re‐evaluated periodically. Nonetheless, a rational process of evaluation must exist to select the most appropriate suppliers. This paper addresses one dimension of the evaluation process, the information sharing capability of potential supply chain partners. It is an especially important dimension since information technology is necessary to horizontally integrate geographically dispersed operations. Fuzzy logic, a subset of artificial intelligence, together with analytical hierarchy process is used to model this process and rank potential suppliers. It is an appropriate methodology to use for this application and has the potential to be used with other supply chain design decisions since it explicitly handles vague, ambiguous, and imprecise data.

The purpose of this paper is two‐fold: first, it sets out to suggest that when a new ERP system or an upgrade is considered it may be best to begin with a formal analysis of the market leader's IT strategy. This study must address how they use information across the extended enterprise from suppliers to customers. Second, it aims to suggest a simple competitive audit matrix (CAM) that can be used to structure this analysis.

The argument that a formal analysis is necessary to minimize the risk of disappointing ERP results is developed from the literature, and the CAM is adapted from a model presented in the “competitive analysis of the firm” literature. Because, inside data are usually not available, the model is designed to rely on publicly accessible data.

While there are considerable challenges in undertaking a competitive IT analysis, the use of a case study, 7‐Eleven Japan, suggests that there is much to be learned by following a structured approach at this early stage in the development of an ERP project.

Since, this appears to be the first paper focusing on the use of competitive data in establishing IT strategy, there is considerable opportunity for others to verify the usefulness of this approach, to use the framework in uncovering strategies that are common to market leaders in different industries, or to suggest other frameworks altogether.

Companies that are considering an ERP, or more likely an upgrade to an existing ERP, should find this simple framework most useful in provoking the kinds of discussions that are necessary before major strategic IT decisions are made.

This is the first paper that presents a framework for undertaking analysis of a competitor's IT integration strategy.

Suggests that the development and use of an expert consulting system is vulnerable to biases in the subject‐matter expert, knowledge‐engineer, validators, maintainers and end‐users. An expert system, developed at a large insurance company, is used to study these biases. An economic model is then built to evaluate the trade‐offs which must be considered in the process of managing the source of these biases over the life cycle of an application.

The purpose of this article is to build a framework for thinking about radical program redesign as a broad, forward‐looking, sustainable institutional change process rather than a traditionally narrow, periodic “project” aimed primarily at comparisons with past performance. The paper seeks to examine the transformational journey of a US public research university's AACSB‐accredited business school during its efforts to reinvent itself for the long term after decades of unsatisfactory continuous improvement initiatives. The key success factor is developing more of a learning‐oriented culture to enable ongoing performance monitoring and corresponding variations in strategies, structure, and action.

The paper takes the form of a qualitative case study.

Initiating radical change in educational institutions requires some type of crisis without which there is a remarkable deficiency in faculty members' motivation to learn. Once awakened by compelling data that disconfirm their illusions of effectiveness, a critical mass of faculty members can readily lead cultural and structural changes that enable ongoing advances in their programs and colleges. Sustainable planned change depends on a culture of disciplined commitment to data, information, and knowledge that are effectively communicated by the principal change agent and swiftly translated into new, appropriate action.

This is a single case study of a US business school whose cultural and political nuances may differ from non‐US educational institutions, thereby limiting the value of the learning process and outcomes that are reported. In addition, the paper describes and explains a relatively short‐term four‐year change process whose assessment would no doubt benefit from a seven to eight‐year retrospective analysis.

The paper illuminates many of the commonly observed cultural and political dynamics in educational institutions that both promoted and inhibited the faculty's progress during the redesign, and considers the faculty's future path based on perceptions about the challenges that emerged from its recent transformation. Other business school faculty can distil insight from the report to guide their own journeying.

This is one of a very small number of theoretically grounded reports of a graduate faculty's efforts to redesign its MBA program for a creative, good fit with twenty‐first century global economic realities. More and more business schools are starting to move in a similar direction to this and their faculties could gain a great deal from the experience reported here.

Approximately half of all new businesses fail within the first five years of operation. This study was undertaken to understand the behavior of small business (SB) leaders, including their decision-making processes and adaptive leadership practices that enable their organizations to survive during periods of general crisis and intense competition.

In order to understand the lived experiences of our research participants, a constructivist grounded theory approach was used. Thirty-two CEOs and leaders from fifteen organizations were interviewed.

It was determined that successful SB leaders avoid organizational complacency by being continuous learners, who are agile and flexible in determining appropriate management strategies. Additionally, they leverage time management processes, build strong and productive relationship networks and create positive family-oriented workplace cultures to increase their odds of survival.

This qualitative study was limited to interviews, observations and analysis of organizational archetypes; therefore, the authors can establish a pattern in behavior but cannot make a causality claim.

The findings provide SB leaders with effective concepts, practices and strategies from members of their peer group, which they can test, refine and implement.

The impact of business failures is often devastating financially and emotionally for the families and employees involved. Learning methods for strategic adaptation that may help avoid business closures could provide a positive societal contribution.

There is little empirical research about how SBs strategically adapt during challenging periods. This study helps fill that gap and provides an understanding of how SB leaders adapt to continuous challenges, create value and remain competitive in difficult business environments.

A global pandemic, broken supply chains, workforce constraints, technological advancements in artificial intelligence, etc. illustrate the continual threats that SMEs face. Extending the dynamic capability concepts of sensing, seizing and transforming, this research investigates practices by which SMEs successfully adapt over time.

A comparative case study method was employed using a purposive sample of SMEs, consisting of three American firms and one Canadian firm.

Three sets of organizational practices, termed adaptive practices, that underlie dynamic capabilities for successful adaptation were identified: (1) continuous learning and process improvement, (2) leveraging reciprocal relationships and (3) communicating effectively.

The selected cases are from two countries in North America. Using a qualitative, inductive process, the authors are able to identify patterns of actions within various organizations; however, they are not able to establish causality.

This study provides practical guidance for leaders to take action to improve their SME's dynamic capabilities for adaptation through creating coherent bundles of specified adaptive practices.

Better understanding of how SMEs successfully adapt to high uncertainty and business viability threats can result in multidimensional (e.g. financial, emotional) and multi-level (individual, family, community), positive outcomes for societal stakeholders.

The findings of this study build on the literature of dynamic capabilities and organizational practices and provide a practical foundation for effective adaptation, labeled as adaptive practices.

Minority female students are increasingly faced with issues such as financial instability, work-family imbalance, and few growth opportunities in their careers. Within the context of community colleges, the presence of minority female administrators may serve as a venue for the empowerment and attainment of academic and professional goals for minority female students through administrators’ mentoring practices. The purpose of this paper is to explore the lived experience of community college minority female administrators in their role as informal mentors to community college minority female students.

The author used a qualitative phenomenological approach to explore community college minority female administrators’ experiences as mentors of female minority students. Mullen’s (2009) alternative mentoring model guided the study as well as a feminist lens. The purposive sample included six minority female administrators from two Florida community colleges, with individual interviews based on 18 open-ended questions. Data were analyzed with Atlas.ti™ qualitative software.

The findings uncovered four common themes and seven subthemes regarding the experience of informal mentoring as a minority female administrator: facilitating empowerment with two subthemes – modeling and coaching; administrator-student relationship with three subthemes – encouragement, life experiences, and past mentors; personal growth; and formalized mentoring with two subthemes – create a support system and access to information.

In any study, phenomenological or otherwise, the researcher’s biases may cloud the data analysis process, and the researcher may code the data incorrectly or leave out crucial information during the transcription of the interview. It was essential for the author to understand the concept of epochè to bracket the author’s own experiences as a minority female (Bloomberg and Volpe, 2012). The purposeful sample was small and only focused on one region in the US, and the study’s findings may not be transferable to other contexts.

Minority female administrators’ experiences mentoring minority female students have not been comprehensively explored in the scholarly realm; hence, their mentoring journey is unknown. The study sought to shatter that silence and create a dialogue that will hopefully continue in the field of mentoring.

This article advances a conceptual typology delineating the differences and similarities between business- and social-sector new venture creators. Our classification scheme differentiates business and social entrepreneurs, considering characteristics of social entrepreneurs in a larger entrepreneurial context.Within a conceptual 2x2 typology based on two dimensions: drive (passion vs. business) and desired return (financial ROI vs. social ROI), we identify and classify 80 examples of new venture creators into one of the quadrants of an enterprise model of entrepreneurs. Preliminary results reveal similarities between social and traditional entrepreneurs and differentiate social entrepreneurs in terms of traits, goals, tendencies, and motivational sources.

The aim of this paper is to learn the views of law, business and philosophy students in China on the ethics of tax evasion.

This paper begins with a review of the literature and identifies the main issues and summarizes the three main viewpoints that have emerged over the centuries. It then reports on the results of a survey of Chinese law, business and philosophy students who were asked their opinions on the ethics of tax evasion. The survey consisted of 15 statements, representing the 15 issues and three viewpoints that have emerged over the centuries. Participants were asked to signify the extent of their agreement with each statement by placing a number from 1 to 7 in the space provided. About 256 usable responses were received. The data were then analyzed to determine which of the three viewpoints was dominant among the sample population. The three groups were compared to determine whether their responses were different. Male scores were also compared to female scores to determine if the responses differed by gender.

There was widespread approval for tax evasion on ethical grounds, although some arguments to support tax evasion were stronger than others. Males and females were equally opposed to tax evasion. Business and economics students were more favorably disposed to tax evasion than were law and philosophy students.

The sample was limited to students in just three majors in one Chinese city. Sampling students in other majors and in other Chinese cities might have yielded different results. Sampling Chinese business people, Chinese lawyers and accountants might have also yielded different results. No comparison based on age was made because the sample consisted of people from the same age group. Choosing a sample consisting of different ages might have revealed differences in opinion based on age.

If the government of China wants to reduce the extent of tax evasion, the first step is to determine why people evade taxes. The second step is to take measures to remove the reasons why people evade taxes. The present study ranks the reasons why people think tax evasion is morally acceptable. Corruption, waste and unfairness were the three strongest reasons for justifying tax evasion. Thus, three things government can do to reduce the extent of tax evasion is to become less corrupt, less wasteful and less unfair. This study has widespread implications for other countries, since the same arguments have been used in the literature for the past 500 years to justify tax evasion. The findings for China might be applied to any number of other countries.

This paper is the first to rank the reasons that have traditionally been given to justify tax evasion for a city in central China and it is one of only a few to rank reasons justifying tax evasion for any country.