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Titmus defines “policy” as “the principles that govern action directed towards given ends”. Höhn and Lüscher define family policy as “public activities, measures, and organizations that attempt to recognize, support, complement, and thus influence or even enforce specifically or generally defined achievements of the family”. Thus family policy can include a wide range of activities of governments and organizations, including private associations, that seek to transform families and increase family well‐being.

To describe research and development (R&D) as a tool of strategic growth. The world's top performing companies share a common characteristic: their superior ability to develop and introduce new products faster and cheaper than their competitors. As a matter of fact, effective product innovation is the key to growth, even survival, for almost any business.

The author discusses how innovation in R&D could serve as a differentiating strategic business tool. The paper is based upon the authors 15 years of experience in the area of R&D and new product development. The paper is very creative in two respects. First, it looks at strategic R&D as the differentiating strategic “weapon” companies can use to separate themselves from the competition. Second, it uses many of the manufacturing, operations management tools and methodologies and applies these to innovation in R&D. The paper discusses methods to optimize a company's R&D efforts.

The executives emphasized the importance and criticality of organic growth and innovation as a major business concern and opportunity for their companies' future success. While strategies including acquisitions and continuous process improvement have proven successful but very difficult to sustain, expensive and risky to integrate, “Innovation, and innovation in research and development” in particular, can provide the advantage that world class organizations need to create the sustainable growth year after year. Innovation in R&D can be a strategic weapon in which top companies employ definable strategies and practices to catalyze high levels of organic growth, support above average margins even in mature businesses, and separate themselves from the competition.

This paper is a very interesting read for high‐level managers and executives interested in the field of R&D and new product development.

Existing research tends to conceptualize age- and gender-based discrimination as distinct and unrelated social phenomena. A growing body of scholarship, however, highlights the importance of conceptualizing ageism as potentially gendered, and gender discrimination as inherently shaped by age. Using an intersectional theoretical perspective, this chapter examines how gender and age combine to shape women’s and men’s experiences of workplace mistreatment.

The data are obtained from the U.S. General Social Survey. The analysis begins with descriptive statistics, showing how rates of perceived age and gender mistreatment vary for men and women of different age groups. Multivariate logistic regressions follow.

Experiences of workplace mistreatment are significantly shaped by both gender and age. Among both men and women, workers in their 30s and 40s report relatively low levels of perceived age-based discrimination, compared to older or younger workers. It is precisely during this interval of relatively low rates of perceived age-based discrimination that women’s (but not men’s) perceptions of gender-based mistreatment rises dramatically. At all ages, women are significantly more likely to face either gender- or age-based discrimination than men, but the gap is especially large among workers in their 40s.

Women tend to perceive age- and gender-based mistreatment at different times of life, but a concurrent examination of gender- and age-based mistreatment reveals that women’s working lives are characterized by high rates of mistreatment throughout their careers, in a way that men’s are not. The results highlight the importance of conceptualizing gender and age as intersecting systems of inequality.

This study aims to quantify the cost of rebalancing Sharīʿah-compliant indexes, both economically and statistically.

An empirical approach is employed where the rebalanced Sharīʿah-compliant index is calculated numerous times with different lags in rebalancing, and the number of stocks and their cost across time are determined in order to identify the optimal rebalancing frequency.

This paper finds that annual Sharīʿah rebalancing does not lead to significant differences in portfolio returns, even though it does bring some advantages in cumulative wealth starting from the third year onwards and brings about better risk-return characteristics measured in terms of the Sharpe ratio. However, these advantages involve an average annual shifting between 30 and 60% of the portfolio market capitalization, which would be costly at any level of transaction costs.

A private investor may be better off holding a constant portfolio and only rebalancing in three-year intervals since this was shown to possess similar portfolio returns and cumulative wealth results. Any advantages of annual rebalancing in terms of risk-return characteristics may be offset by transaction costs of rebalancing. Sharīʿah scholars and practitioners are to determine when the correct time for rebalancing really is, taking into consideration the cost of rebalancing vis-à-vis the advantages in cumulative wealth and risk-return characteristics of the portfolio.

Predictions that Islamic indexes will perform well during financial crises, such as the COVID-19 pandemic, miss the cost of frequent rebalancing. This paper addresses this issue in an empirical manner learning from the previous crisis in 2008.

The purpose of this paper is to investigate how active labour market policy (ALMP) training programmes and hiring subsidies increase or decrease differences in the unemployment risk between lesser and higher educated people during an economic downturn. A focus is put on potential job competition dynamics and cumulative (dis)advantages of the lesser and higher educated.

The paper uses multi-level data. The fifth wave (2010) of the European Social Survey was used and combined with macro-level data on labour market policies of the OECD. The sample consisted of 18,172 observations in 19 countries.

The results show that higher levels of participation and spending on training policies are related to a smaller difference in the unemployment risks of the educational groups. Higher training policy intensity is associated with a lower unemployment risk for the lesser educated and a higher unemployment risk for the higher educated. This implies that the lesser educated are better able to withstand downward pressure from the higher educated, thereby, reducing downward displacement during an economic downturn. Hiring subsidies do not seem to be associated with the impact of education on unemployment.

The paper adds to the discussion on ALMP training and hiring subsidies that are primarily rooted in the human capital theory and signalling theory. Both theories ignore the social context of labour market behaviour. The job competition theory and cumulative (dis)advantage theory add to these theories by focussing on the relative position of individuals and the characteristics that accompany the social position of the individual.

The Duane reliability growth model has a number of inherent limitations that make it unsuitable for monitoring reliability improvement progress. These limitations are explored and a model based on variance‐stabilizing transformation theory is explained. This model retains the ease of use while also avoiding the disadvantages of the Duane model. It represents a more useful graphical model for portraying reliability improvement at development team meetings. Computer simulations have shown that the new model provides a better fit to the data over the range of Duane slopes normally observed during a reliability growth program. The instantaneous mean time between failures (MTBF) equation for the new model is developed. Computer simulations show that its use results in higher values of instantaneous MTBF than that achieved by the Duane model. The new model also reduces the total test time for achieving a particular specified instantaneous MTBF. Finally, software failure data from an actual project illustrates the calculations and benefits of the new model.

The purpose of this chapter is to reconsider the five principles of Elder et al.'s (2003) life course theory while centering disability status as an axis of inequality. We use existing research from the fields of the sociology of disability, disability studies, and aging and the life course to reflect on ways in which each life course principle can better attend to the experiences of disabled people. We start with the principle of time and place and discuss how cohort and period effects facilitate a deeper understanding of disabled people's experiences historically. Next, we analyze the principle of timing with an emphasis on cumulative dis/advantage to establish how disability status is an axis of inequality that contributes to the accumulation of social disadvantage and intersects with other axes of inequality (e.g., race, class, and gender). Then, we discuss the two principles of agency and linked lives and employ the concept of “bounded agency” to describe how ableism limits the agency of disabled people. Finally, we examine the principle of life-span development and discuss how adaptation and resilience are contextual and an ordinary part of human experiences. We conclude by offering recommendations for both life course and disability scholars to consider in hopes of broadening our theoretical and empirical knowledge about the lives of disabled people at every stage of the life course and the mechanisms by which resources are stratified by disability and age.

There is growing evidence to suggest that childhood deprivation is linked to social inequalities and has important consequences for health in later life. Past studies tend to focus on the influence of cumulative deprivation on the risk of developing a particular disease. This study adds to the literature by exploring how deprivation in childhood may be linked to how people (who already have a disease) self-manage their condition in later life. Questionnaires and focus groups were analysed to explore this relationship (n=91) among coronary heart disease patients living in a deprived urban area of Northern England. The results suggest that childhood deprivation may influence health behaviours and lifestyle in later life especially with regard to diet, health locus of control and doctor visits.

In this chapter, the authors consider the progress and present state of star scholarship, while planting seeds for future inquiry where we believe fruitful opportunities await – both in furthering our understanding of stars and in more effectively situating this understanding in the talent management literature. Following a reflection on the multiple conceptualizations of stars that have been proposed and employed in star research in recent years, we suggest that the most useful conceptualization of stars is one that focuses simply on stars’ exceptional contributions to value creation – allowing the specific mechanisms of value creation to vary, as they do, across contexts. Next, the authors review recent progress in star scholarship – highlighting advances in scholarship on both the favorable and unfavorable influences of stars in organizations, as well as recent research shedding light on the professional experiences of stars as employees. The authors then turn their attention to future scholarship, specifically noting opportunities for research in two veins: how stars’ motivations, contributions, and experiences may evolve over the course of their careers and how stars and their broader work environments are best managed. Finally, we share thoughts on ways in which scholars can think about increasing the practical value of research on stars, primarily by integrating insights from research on stars with ideas rooted more squarely in the talent management literature which focuses on the deliberate identification, support, and management of individuals deemed to be equipped to create exceptional value in organizations.