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Describes Childreach – a US child‐focuses development organization which sponsors children and their families in developing countries – and a recent project in development education, “Buffalo banks and borewells: Childreach makes sense of development”, which involved creating and distributing educational newsletters on Third World and development issues. Lists the goals of the project and how they were addressed. Outlines what was gained from the exercise. Links this to the paradoxical situation in the USA whereby the public think money should go towards foreign aid but are reluctant to actually fork out any money themselves. Considers the role of trust and the concept of social capital, emphasizing that sponsors need to trust that their investment is making an important contribution to improving the life of the sponsored child and its family or community.

Catalogues how Kenya, Tanzania and Uganda are meeting, individually, the AIDS epidemic with governmental and non‐governmental organizations (NGOs). Uses data from the United Nations and World Bank. Gives background of NGOs in East Africa and their field work. Concludes that the social dimensions of each country are very restrictive in slightly differing ways, with the various religious beliefs also having an effect which is deleterious in nature. States that, even so, there are more similarities than there are differences in the three countries.

The different perspectives of diversity have until recently ignored emotional diversity primarily because emotions were discounted as “irrational.” To highlight the need for a broader integrative view of emotions in the workplace, the question addressed in the study was whether inclusive leadership helped emotionally reactive employees improve their performance and whether these employees displayed potential leadership qualities for future roles.

The study was qualitative. This cross-sectional study applied qualitative methods to gather the required information. Sixteen business heads across different sectors in India were purposively chosen for in-depth interviews with respondents. The interviews were semi-structured. The approach of theoretical sampling was adopted. From the initial set of questions, the next set of questions was evolved and the itineration was continued until saturation was achieved.

The results showed that mentoring and empowerment helped emotionally reactive employees improve their performance. On the question of their potential leadership role, the results were mixed.

The follower (protégé) perception, if also taken, can validate whether the person-centered style helped in the performance improvement of the followers. The responses of the leaders were based on their memory and no reports were checked from their office records to corroborate the same.

Researchers have argued that worker behavior and productivity are directly affected by employee affect and emotional states. The study contributes significantly to creating emotionally inclusive workplaces.

The study is focused on the role of diversity of emotions in the workplace impacting productivity. Emotions are vital and affect the workplace significantly. The study focused on what organizations could do to handle emotionally reactive employees at work. The study showed that inclusive leadership through mentoring and empowerment helped in assimilating difficult employees into the mainstream work.

United States immigration policy is one of the most dynamic and fiercely argued public policy issues today – often including questions of how many and from where. Poor economic conditions overseas, perceptions of a relative abundance of opportunity in the United States, flight from persecution and upheaval, and revolutions in communication and transportation are often cited as the major factors explaining historic and current waves of immigrants (legal and illegal) to U.S. shores (Batchelor, 2004; Borjas, 2004; Porter, 2006). U.S. immigration legislation is also a key factor in determining the numbers and composition of America's new residents. The focus of this chapter therefore consists of the costs associated with providing illegal immigrants with the benefit of free, public schooling within the context of globalization. More specifically, given the broader social, political, and economic parameters of the immigration debate and its meaning, the chapter discusses the legal and educational issues faced in the United States by those undocumented students who desire to attend public schooling, as well as the ways current state and federal laws both empower and discourage them.

The purpose of this paper is to investigate the sensory marketing activities in an outdoor out-store shopping environment.

The study synthesizes the existing literature to build up an integrative conceptual framework of sensory marketing from the supply-side perspective. An observational study then follows to demonstrate how sensory marketing has been implemented in an outdoor out-store shopping environment in Japan.

The study has proved that there is an outdoor out-store marketing environment where marketers use sensory cues to provide the information about their shops and products/services to their potential customers. When looking at each shop separately, the dominant sensory cues are the visual ones; however, in the outdoor out-store marketing environment of a shopping street as a whole, the combination of visual, audio, and tactile cues is a popular practice. In addition, it is observed that some outdoor out-store marketing practices are oriented toward the local cultural values.

Implications for shopping environments management are discussed.

The study extends the theories on shopping environments to an outdoor out-store context, and supports the implementation of experiential marketing and context marketing.

Prior marketing and hospitality studies have largely ignored the role of corporate social responsibility (CSR) in shaping frontline employees’ customer orientation. This study aims to investigate the impacts of employee perceived CSRs on customer orientation in hotel industry.

Through an onsite data collection from 642 frontline employees of 14 hotels in China, the moderated mediation model that links frontline employees’ perceptions of internal and external CSR to person-organization fit, work engagement and customer orientation were validated with the bootstrapping procedures.

The results reveal that a higher degree of perceived internal and external CSR leads to greater customer orientation through work engagement, and these indirect effects will be stronger with comparatively higher person-organization fit levels.

By clarifying the connection between perceived CSR initiatives and customer-oriented behaviors, this study offers inspiration for hospitality managers to devise, allocate and leverage CSR investments, strategies and practices.

To the best of the authors’ knowledge, this study is the first to verify a moderated mediation model that investigates the impacts of perceived CSRs (i.e. internal vs external) on customer orientation, which not only uncovers some neglected antecedents of customer orientation but also provides a more nuanced insight into perceived CSR-customer orientation linkages.

Few studies examine the career success of women in the Arab Middle East. With that in mind, the purpose of this paper is to explore the conceptualizations of the career success of women managers in Lebanon. Drawing on the individual, behavioral, and structural approaches, this study also investigates the women’s approaches to career success. Capitalizing on the institutional theory (IT), the current investigation accounts for the complexity of the local context by illustrating how a diverse set of socio-cultural values and norms, institutional constraints, and individual agency impact the overall experience of career success among Arab women.

This study is exploratory in nature and draws on a qualitative approach. In-depth, face-to-face, open-ended interviews were conducted with women managers across the managerial hierarchy in a wide range of industries, sectors, and organizations.

The findings suggest that the Lebanese women managers’ career success was not conceptualized exclusively using the objective or the subjective measures. Rather, it was conceptualized on a continuum between these measures, thus challenging the rigid objective/subjective dichotomy in the context of Lebanon. The results also suggest that the career success of these women managers is better predicted and explained by the individual and behavioral approaches than by the traditional, structural approach. This empirical work sheds light on the gendered working conditions that women experience and how they capitalize on their individual agency to survive the hegemonic masculinity embedded in their workplaces, along with the inequalities that it promotes.

This study is the first to explore the conceptualizations and the determinants of the career success of women managers in Lebanon. However, the originality of this paper is not only limited to its contribution to the limited research on the careers of Arab women; it also extends to its usage of various approaches to predict career success as well as to adapt IT as a theoretical framework for capturing the myriad of factors that impact women’s careers and success. The originality of this study also lies in advancing the theoretical concept of hegemonic masculinity into studies looking at Arab women’s career experiences by shedding some light on how the reproduction of gender, gendered working practices, and agency impact their career success.