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Titles marked with an asterisk have restricted availability. Source: Selected List of U.K. Theses and Dissertations in Management Studies, compiled by Gail Thomas, available from The Management College, Henley, price £2.

This chapter explores the role of language in the relationship between diversity and team performance. Specifically, we consider how a linguistic approach to social categorization may be used to study the social psychological mechanisms that underlie diversity effects. Using the results of a study examining the effects of gender, ethnicity and tenure on language abstraction, we consider the potential implications for team processes and effectiveness. In addition, we propose a revised team input-process-output model that highlights the potential effects of language on team processes. We conclude by suggesting directions for future research linking diversity, linguistic categorization, and team effectiveness.

The ALS is a theoretically driven approach to the design of integrated-embedded training systems that is highly flexible and offers ease of implementation. It operates by exerting leverage on foci of the self-regulation system, which recent research has demonstrated to be central to learning and performance for difficult, complex, and dynamic tasks. The training strategy incorporated in the ALS constructs instructional interventions by combining specific training components that affect different aspects of the SRS. By designing synergistic combinations, instructional interventions can be tailored to the developmental progress of trainees and can enhance learning, performance, and adaptability.Our research will target those training components that offer the greatest practical and theoretical potential for improving complex skill acquisition, and the enhancement of adaptive capabilities. By building on existing principles of training design (e.g. mastery goals, sequencing), and examining promising new ideas (e.g. information, interpretation) that are likely to be key capabilities of the next generation of advanced technology systems, the research is expected to yield new principles of training design uniquely suited for the design of integrated-embedded training systems.

The purpose of this paper is to perform a context analysis about a specific Kaizen program, suggestion systems in permanent teams, and identified the barriers and facilitators that companies encounter while implementing them from the workers’ perspective.

The authors applied an inductive method, the Grounded Theory, to develop a specific context theory using the information that emerged from a convenience sample of 182 workers in several countries.

The facilitators and barriers identified for the workers in the field study are aligned with those identified in previous studies, generally obtained using information provided by managers. The methodology enabled us to identify the relationships between them and their level of relevance.

The main limitations were linked with the source of the data as the authors worked with a convenience sample and only analyzed the information provided by the workers.

The identified facilitators, their relationships and their relevance, contribute to understand the functioning phenomena of suggestion systems in permanent teams to facilitate organizations using this continuous improvement program more effectively.

The originality of this study, apart from identifying facilitators from the workers’ perspective, is that the used method enabled us to identify the relationships between them and know how the operators perceived their relevance.

Future legislation relating to the control of the national milk supply formed the subject of discussion in the House of Commons on the 5th March. Although no new points were brought out, the need for fresh legislation was emphasised in this discussion, especially the need for a general Act that would, while giving the central authority increased powers, do away “with the piecemeal, voluntary, and local enactments at present in existence. It is evident that if any radical change in the present system is to be effective it must not only be general as regards this country, but it must also be imperial” and international; inasmuch as it must deal both with the supplies that are produced at home and with those imported from abroad. It would obviously be in the highest degree unfair to the English farmer to make his stock, workpeople, and premises liable to the frequent expert inspection demanded, and, at the same time, to allow milk to enter this country from abroad without the application of an equally rigorous inspection on this side, and without some form of guarantee from the government of the country of origin. In all matters connected with food supply improved methods of preserving and sterilising as well as increased facilities for international commerce have resulted, as time has gone on, in a large number of food preparations of all kinds being thrown upon the markets. The trade in cheese and butter substitutes as well as that in canned and otherwise preserved meats, and the supply of cereal preparations, afford well known instances, and the milk trade is not singular in the circumstance that a considerable and increasing amount of, milk is treated in various ways, both at home and abroad, for consumption in this country.

This paper aims to examine the challenges to sustaining corporate culture in a world of hybrid working.

This paper is a review of current literature on the impact of remote and hybrid working on white-collar employees.

There is little consensus on whether remote/hybrid working will harm or strengthen corporate culture.

The viewpoint is a subjective assessment of a limited number of articles on the subject

It is not entirely clear how those responsible for corporate culture can act on the findings.

In a world in which corporations are experiencing a shortage of talent, how they handle corporate culture will be increasingly important.

While much has been written on the impact of remote working, this viewpoint takes the original view that strong corporate cultures rely more on the attitudes and actions of individual employees that company programs or initiatives.

One interesting and unequivocal theme across the chapters is that everyone in teams, not just minority members, is affected by the group's composition – whites and blacks, men and women, and those who are experienced as well as inexperienced. Further, though there is evidence that minority members may be more affected than majority members (both positively and negatively – see, e.g., Chatman, Boisnier, Spataro, Anderson & Berdahl, in press), it is clear that majority members are influenced by group composition as well.

The 999 ambulance call handler is critical in responding to emergency patient treatment; however, the call handlers are often a hidden component of the healthcare workforce and an under-researched group. The objective of this study is to understand stress triggers experienced by 999 ambulance call handlers that could lead to burnout and examine personal and organisational mechanisms and strategies which reduced the risk of burnout.

A single interview case study approach applying qualitative methods was undertaken. Participants were identified through a purposive sample of 999 ambulance call handlers with the Yorkshire Ambulance Service National Health Service Trust (UK). Participants were interviewed via telephone between July 2019 and September 2019.

In total, 18 staff participated in this study. Societal factors including public incivility and media representation and organisational factors, such as a demanding environment, lack of appreciation and career progression, training issues and protocols were key stressors. Organisational well-being services were helpful for some, but for others lacked accessibility and appropriateness. Positive public feedback and speaking with peers bolstered well-being. 999 ambulance call handlers suggested that sufficient breaks, co-design or feeding back on training and protocols and creating more informal opportunities to discuss ongoing everyday stressors as methods to reduce stress and burnout.

This paper explores a previously under researched area on stressors and potential burnout in 999 call handlers. This paper highlights the need for improved organisational support services and appropriate public and sector peer recognition of the role of ambulance 999 ambulance call handlers.