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High prevalence of violence against persons with disabilities (PwDs) has prompted a steady growth of training aimed at equipping PwDs with personal safety skills. This paper aims to examine the efficacy of safety trainings for PwDs.

A search of relevant electronic databases was conducted to shortlist peer-reviewed literature on empirically evaluated safety trainings for PwDs, between January 2010 and August 2020 with the defined inclusion criteria.

Six safety programmes were reviewed. Data analysis revealed key themes related to programme modifications for accessibility; fit of intervention to disability type; PwDs’ learning needs; and the context of disability abuse in designing intervention pathways.

PwDs can benefit from and contribute to safety training, if programmes are adequately modified to support their learning and participation. Future studies can target disability abuse by known persons; different disability groups; and generate longitudinal data to strengthen validity of programme efficacy.

Describes the efforts of the owner/directors of a private limited company to put into place a succession strategy. Considers three major themes: second generation entrepreneurs/management succession; action learning as a human resource development strategy and philosophy; and the learning organization. Concludes that people (and organizations) “learn” best from the priorities of the business, once they have been identified, and that organizational learning is really based on institutionalization of what has been learned – requisite learning.

Marketing Management, Business Strategy and Promotion & Advertising.

Associated degree, undergraduate and graduate students as well as executives from profit-making organizations.

Groupon is the world's largest daily-deal Web site and a pioneer in the group-buying industry. The major feature of the company's business model is that merchants use Groupon as a platform to offer coupons with a discounted price, and the coupon buyers can then redeem these coupons. Groupon has done business in over 50 countries and, by 2012, had over 39.5 million subscribers received its daily news. It had a 59.1 per cent share of the daily-deals market in 2013. Groupon is a publicly listed company on the NASDAQ in the USA, trading under the ticker symbol of “GPRN”.

The students' business knowledge and skills will be sharpened by working through this case, and students will be challenged to identify solutions to the marketing concerns: specifically, how the driving approach of its daily-deal business model enabled the company to adopt a growth strategy that will confront the difficulties of the emergent “golden age” of the daily-deal industry in the twenty-first century. In addition, it will also be of help to the students to take the active roles of thinker, analyst, evaluator, decision-maker and implementer to evaluate the continuing changes in a competitive environment and consider how Groupon can seize available opportunities to predict future performance by comparing data from 2008 and 2012.

Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

This paper seeks to identify the skills gaps associated with retail employees in SME and multiple retail companies, and to investigate the potential training and business implications that arise from these skills gaps, from the point of view of retail employers.

Research was conducted within one geographical region and across five counties within the UK. Telephone and face‐to‐face interviews and focus group workshops were conducted, resulting in responses from 52 retailers.

The key issues and areas of concern to emerge were: the industry image and impact on recruitment and retention; employee and management skills gaps; and barriers to training.

The findings highlight the need for UK retail industry to raise the image of the sector, to identify the skills sets for specific roles, and to clarify the retail qualifications and training required delivering these.

Succeeds in identifying the skills gaps associated with retail employees in SME and multiple retail companies and in investigating the potential training and business implications arising from these skills gaps.

Suggests that an understanding of the difference between friendliness and courtesy can help providers to meet customer expectations and improve perceptions of service quality in a variety of service situations. Focuses on the issue of first‐name usage as a gesture of friendliness which is open to misinterpretation. Notes that this aspect of friendliness has been much debated in the popular press and has been identified as part of consumer service by some service organizations. Concludes that consumers express strong preferences for the level of friendliness they want from any type of service encounter, and that expectations will vary from one service to another and also from one customer to another.