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Providing help through feedback is a key task of any manager. In the context of a performance management model, the ways in which managers can effectively provide ongoing performance feedback are explored. It is concluded that basic communication skills, such as attending, reflecting, exploring, self‐disclosing, and acceptance by the supervisor will enhance the effectiveness of feedback.

During the 1980s, much criticism surfaced regarding the need for managers and executives to be more effectively prepared for their roles and responsibilities. Graduate business schools were identified as one source which needed to improve because a business degree often represents a significant part of managers′ and executives′ preparation. In addition to reviewing content, graduate business schools need to improve the methods used to deliver content. Specifically, they need to incorporate successful methods used in private and governmental organisations to train and develop managers. These methods include role play, case method, in‐basket technique, games, computer based training, learning contracts, assessment centres, shadowing, structured self‐assessment and mentoring.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

Prior to the onset of the COVID-19 pandemic, women did nearly three-quarters of the world’s unpaid work. As institutional supports, including in-person school and community-based care for children, the elderly, and the disabled vanished early in the pandemic, many women’s caregiving responsibilities increased. In some cases, opportunities for paid employment disappeared due to layoffs and furloughs, while in others, paid work was no longer possible without access to the missing institutional supports. Either way, access to needed supports – financial, practical, and social – was diminished. The lapse of needed supports also had severe impacts on subgroups of women, including pregnant and post-partum women. A range of considerations – vaccine safety, social interaction and infection risk, disease severity – have posed serious challenges for pregnant and post-partum women. Across the board, women’s need for continuous access to better social, financial, and practical supports at home, in the community, and in the workplace was made even more evident by the COVID-19 pandemic.

Our fifth annual survey of the business leaders to keep an eye on the next year.

Purpose – This chapter explores the effects of persistent identity nonverification on the emotional, cognitive, and behavioral responses used to “reclaim” an identity within the perceptual control model of identity theory.

Methodology/Approach – We conducted a within-subjects experiment invoking the “student” identity to examine the relationship between the persistence of nonverification and emotional, cognitive, and behavioral reactions.

Findings – Contrary to identity theory, we find the effect of persistent nonverification on negative emotion and behavior change is curvilinear (rather than linear). Low persistence produced the least negative emotion, but medium and high persistence produced comparably higher levels of negative emotion. For behavior change, the relationship is curvilinear and opposite what identity theory would expect: low persistence produced the greatest (rather than least) behavior change. For cognitive reactions, we find support for identity theory: persistent nonverification has a negative (linear) effect on the perceived accuracy of feedback. We conclude that while individuals accurately perceive the degree to which identity-relevant feedback is discrepant, “too much” nonverification produces excessive negative emotion and dismissal of social feedback with little behavioral modification.

Practical Implications – Program interventions based on identity theory may focus on maximizing identity verification as a means of shaping positive identities and behaviors. Our research suggests that there may be a “goldilocks zone” where small amounts of nonverification lead to more positive outcomes.

Originality/Value of the Chapter – This chapter examines persistence of identity nonverification in connection with more or less immediate cognitive and behavioral (not just affective) responses, which has not yet been done in identity theory research.

This special “Anbar Abstracts” issue of the Journal of Business & Industrial Marketing is split into seven sections covering abstracts under the following headings: Marketing strategy; Customer service; Promotion; Product management; Marketing research.

This special “Anbar Abstracts” issue of the Journal of Product & Brand Management is split into ten sections covering abstracts under the following headings: Marketing strategy; Customer service; Pricing; Promotion; Marketing research; Product management; Channel management; Logistics and distribution; New product development; Purchasing.

In recent decades, oxytocin (OT) has been extensively studied across disciplines. Yet, the role of OT has been discussed little in the context of politics. This chapter proposes that studying the role of this hormone can enrich and advance the study of politics. The chapter reviews the previous findings on OT categorized into two sections: one that focuses on the biological mechanisms and therapeutic potentials and another that focuses on the effects on social behaviors. This review is not exhaustive but is intended to bring political scientists up to date with the progress in OT studies. Next, this chapter highlights that studying the role of OT in political context will benefit both the OT and political science literature, since there is currently a great interest in the context-dependent nature of OT. I highlight several research questions that can be answered at this intersection. Rather than waiting for other disciplines to complete unfolding the precise role of OT, students of biopolitics can make important contributions. Political science can further understand the biological underpinnings of concern for others and partisan behaviors, while OT applied to real-world settings would demonstrate how different contexts shape its effects.

Whereas most societal commentators continue to review the historical patterns of men’s leadership in search of models for 21st-century success, few have begun to recognize, let alone appreciate, the equivalent patterns of women’s leadership and the future contributions that women could potentially make as leaders. What could and are women bringing to society as global leaders? Why at this moment in history is there such a marked increase in the number of women leaders? Are we entering an era in which both male and female leaders will shape history, both symbolically and in reality? And if so, will we discover that women, on average, lead in different ways than men, or will we learn that role (global leader) explains more than gender? This chapter reveals the accelerating trends of women joining men in senior leadership positions, establishes the relationship of women leaders to our overall understanding of global leadership, and sets forth an agenda to accomplish much needed research and understanding.