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Many psychological, cultural, and social barriers exist that impact Black male participation in the workforce. In this chapter, authors discuss the impact that mentorship, racism, society, culture, economics, and other pertinent factors have on the career development of Black men. This chapter examines programs and strategies that effectively address the career development needs of Black men. A review of counseling interventions and their applicability to career counseling with Black men are presented. Emerging trends in career development for Black men are also discussed. In addition, provided in this chapter are personal narratives given by the authors who contextualize their career development experiences through culturally-specific career development theoretical frameworks. Lastly, implications for research, counseling, counselor education, and policy, as well as recommendations for professional development are offered.

This article reconstructs the conditions under which displaced persons are integrated into their workplaces with their hosts. It identifies the characteristics of this pathway and provides guidance on the support that should be provided to these people. This support is part of social responsibility. Theories on professional integration/labour market integration (LMI) have been categorised and then arranged in a logical order to determine the stages of this integration. Theories on professional integration support for refugees were also reviewed and examined in relation to this categorisation. Six stages characterise professional integration: getting a job, its sustainability and its wage adequacy, its security and sustainability, career continuity and employability, the fact of being a full and equal participant and being an integrated part of the workforce and the meaningfulness of that job. The level of professional integration marks the quality of this integration. Each level encompasses the previous levels. Displaced persons should be supported throughout their careers to go beyond technical and behavioural skills and take a more holistic view of their tasks to find meaning in their work. While most research focuses on getting a job as a characteristic of occupational integration, this study found five other characteristics that were ordered. It also links vocational integration with social responsibility and provides guidance on how to help displaced people reach the final stage of this integration.

Informal conversational encounters are explored using free indirect discourse (FID) as a novel storytelling method to gain a multi-generational understanding of the experiences of women working in public relations (PR) in 1960s/1970s Britain.

Echoing a literary tradition, anonymised transcripts of recordings provide impressionist accounts that immerse the reader in the thoughts and feelings of novelistic characters. An informal network of women narrate their stories with a much younger listener enabling exploration of intergenerational relationships and the intersection of gender and age.

This unstructured approach develops a complex yet natural flow to create unique withness-understandings. The author/narrator introduces a conception of informal conversational encounters, supporting an organic approach of interweaving storying, everyday performance, situated accountings, narrative unfoldings and inside/outside points of view.

An interplay of multiple female voices reveals a degree of symmetry in fractal patterns of women's early career experiences over the duration of a generation. Facilitation of sense-making through intergenerational conversations connects with Mannheim's theory of generational unity.

Women's beginnings of PR careers in 1960s/1970s Britain demonstrate a liberal feminist perspective in taking responsibility for their careers and enjoyment beyond the workplace in a man's world.

Increased emphasis on offering quality education underscores the need for developing a rigorous process for assessing academic programs in higher education. In this chapter, we develop a practical and rigorous framework for comprehensive assessment of academic programs. This framework generates in-depth communication between the academic departments and the university administration. It provides a useful tool for advancing the university mission, setting priorities, allocating resources, and identifying future areas of potential growth. This data-driven framework covers a wide range of qualitative and quantitative variables. To ensure a smooth and efficient implementation of the assessment process we present the critical stages in the development of a successful program assessment framework − from determining the assessment criteria, establishing the organizational climate, appointing the assessment committee, preparing program self-studies, to collecting and analyzing data. We present real examples from the author’s home institution to illustrate and support the reader’s understanding of the framework.

Despite a large volume of theoretical and empirical research, defining the ‘entrepreneur’ and ‘entrepreneurship’ within the cultural and creative sector, a sector with high heterogeneity in organisational and other aspects across its various segments remains challenging. In this regard, there should be a wide variety of differences in the characteristics and challenges of cultural entrepreneurs across industries, countries and regions. Nonetheless, the key role of the arts and cultural sector has increasingly piqued the interest of policymakers and the private sector, and it has been recognised for its importance within the South African economic landscape; as a result, the government has prioritised arts and culture as a pillar in their development strategies. Furthermore, while there has been some consensus over the past decade on what constitutes a creative industry, many questions about defining arts and cultural entrepreneurship still need to be answered, necessitating further definitional and policy coherence. As a result, some efforts at definitions are required to advance the sector and develop useful knowledge in policy formulation.

This chapter proposes an understanding of arts and cultural entrepreneurship as an exploration of a person, a community or a network's artistic resources (arts, creative and cultural) in value creation. It utilises meta-analysis, a non-empirical method, to review and analyse the existing literature. Further research is needed to investigate and evaluate the efficacy of established arts incubators, and the extent to which perceived entrepreneurial competencies affect organisational performance. Moreover, additional research is required to examine the entrepreneurial factors inhibiting or stimulating the influence on start-up financing (capital acquisition) in the South African arts and cultural industry.

Spirituality refers to the relationship that individuals have with something greater than themselves. It is an inner experience that includes a sense of transcendence, a connection to a higher power, or a sense of purpose or meaning. Nonprofit organizations can be defined as a unique category of organizations whose primary goal is not to make a profit. They represent a wide range of collective action and have long been collaborators with public governance systems in both developed and developing economies.

In the current socioeconomic structure, nonprofit organizations have become prominent policy actors, responsible for producing and distributing goods and services. To fulfill their responsibilities, these organizations rely on spirituality as a means of obtaining resources.

While contemporary nonprofit organizations have evolved from religious charities of the past, it would be incorrect to suggest that religious influences have disappeared completely. In fact, today's nonprofit organizations and charity sector exist on a spectrum that can be defined along a religious – secular axis, under the influence at different levels.

As modern nonprofit organizations are directly affected by contemporary organizational processes and principles, it is essential to examine spirituality in such organizations, regardless of whether they are religiously affiliated or not. This chapter examines the relationship between spirituality and nonprofit organizations, while also assessing their organizational effectiveness, career opportunities, leadership approaches, teamwork, job satisfaction and job dedication, in terms of spirituality and spiritual intelligence not only from a religious and cultural perspective, but also from an organizational one.

This empirical chapter explores the case of Baltic Creative Community Interest Company (BC CIC), a creative hub that enabled and demonstrated intrapersonal entrepreneurial capitals (Pret et al., 2016) to adapt quickly and develop novel offers for their tenants during an unprecedented period of crisis and change in the wider ecosystem. BCCIC is a community-owned property development company established to regenerate an underused post-industrial area in Liverpool and support the Creative and Digital community. Over the past decade, they have become a creative hub where small, unique micro-businesses thrive alongside more established enterprises.

Using an organisational ethnographic approach, the authors highlight the complexity in the conversion of entrepreneurial capitals and how this has demonstrated resilience and adaptability in the CIC during the global coronavirus pandemic in the 2020s. During the first coronavirus lockdown in 2020, The CIC responded swiftly to tenants by providing a wide variety of business support initiatives. Regular communications on sector-specific COVID-19 operational guidance and a support programme to help tenants apply for Liverpool City Council Small Business Support grants.

The establishment of this hub for creative entrepreneurs prior to the recent disruption proved invaluable. Although they were severely tested, emerging behaviours, such as agility, adaptability, and resilience during periods of crisis, were identified. This chapter offers key insights for scholars and those leading on creative hubs and cluster policy development and economic initiatives for creative sector support regionally, nationally, and internationally.

Purpose: This chapter examines the impact of artificial intelligence (AI) on employability and dispels the misconception that AI negatively affects job opportunities. The study aims to shed light on the ways in which AI can enhance employability by complementing natural intelligence and enabling employees to demonstrate creativity in various aspects of their work.

Need for the study: In the 21st century, AI has become ubiquitous, and governments worldwide are actively promoting its integration into various industries and systems. However, concerns about the potential negative consequences of AI have emerged.

Methodology: It is reviewing commentary secondary sources of data viz. books, articles, journals, newspaper articles, reports which have been considered to bring forth the advent of AI being an important premise for the construct of employability

Findings: The findings of this study reveal that the perceived negative impact of AI on employability is a misconception. AI technology, such as Alexa, ChatGPT, and OpenAI, has made significant advancements in the market but is still unable to pass the Turing test. Consequently, it is recommended that AI companies take a pause to fully understand and address the consequences associated with AI implementation.

Practical implications: The practical implications of this study are twofold. First, it debunks the myth that AI jeopardises employability associated with natural intelligence, highlighting the importance of human skills in conjunction with AI technologies. Second, it calls for a strategic approach for organisations and governments to adapt to AI while ensuring the workforce remains adaptable and equipped with the necessary skills. This study provides insights for policymakers, employers, and individuals to embrace AI to augment human potential and improve global market productivity.