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The Internet is a major technological advancement reshaping not only our society but also that of universities worldwide. In light of this, universities have to capitalise on the Internet for teaching, and one progressive development of this is the use of online delivery methods. This paper draws upon the results of a survey conducted amongst students enrolled in one online management course at an Australian university. Three critical success factors in online delivery are identified: technology, the instructor and the previous use of the technology from a student’s perspective. We also argue that the lecturer will continue to play a central role in online education, albeit his or her role will become one of a learning catalyst and knowledge navigator.

The purpose of this paper is to identify how board recruitment processes have been impacted by the Australian Securities Exchange (ASX) governance changes requiring listed boards to report annually on their gender diversity policy and profile.

Employing a social constructivist approach, the research analyses interviews conducted with matched samples of board directors and stakeholders in 2010 and 2017 about board recruitment in ASX50 companies.

The introduction of ASX guidelines requiring gender reporting disrupted traditional board appointment processes. Women's gender capital gained currency, adding an additional dimension to the high levels of human and social capital seen as desirable for board appointments. The politics of women's presence is bringing about changes to the discourse and practice about who should/can be a director. The authors identify highly strategic ways in which women's gender capital has been used to agitate for more women to be appointed to boards.

While sample sizes are small, data within the themes cohered meaningfully across the time periods, making visible how women's presence in the board room has been reframed. Future research could consider what this may mean for board dynamics and how enduring are these changes.

This study highlights the forms that human and social capital take in board appointments, which can be instructive for potential directors, and how these intersect with gender capital. The insights from the study are relevant to board recruitment committees seeking to reflect their commitment to a more gender equitable environment.

There has been a recalibration of men's and women's gender capital in board appointments, and there is now a currency in femaleness disrupting the historical privilege afforded “maleness”.

Little research directly examines leader self-development among marginalized workers. The authors offer a framework to explain the role of internalized prejudice in limiting leader self-development, and the authors use that framework to suggest organizational interventions aimed at enhancing leader self-development among marginalized workers.

The framework is grounded in the incompleteness thesis with its attention to the mutual shaping of culture and mind, and the interventions are drawn from principles of social movements with their focus on changing culture and the minds of individuals. The framework and interventions address the role of status in internalized prejudice.

Status-related experiences in culture shape status-related thoughts in the mind, resulting in internalized prejudice. Internalized prejudice reduces the status-related behavior of leader self-development, which serves to shape status in the culture. This repeats in an ongoing, recursive process that can be disrupted through organizational interventions. The social movement principles of common purpose and networking can provide new status-related experiences to reduce internalized prejudice, and habit-breaking can stop automatic self-limiting behaviors that can arise from internalized prejudice.

By focusing on status, the authors provide a framework that allows integration of literature across marginalized groups, providing a guide for understanding both commonality and uniqueness of experience. The authors bring principles of social movement to the discussion of leader self-development among marginalized workers as a guide for developing organizational interventions.

It is appropriate in this setting to remember the story of the Scottish Minister chastising his flock for their multitudinous sins, and threatening them with hell‐fire and damnation on the Day of Judgement. ‘Ye'll cry out then to the Almighty “Lord, Lord, we didna ken!” and the Lord in his Infinite Mercy will look down on ye and say “Aye well, ye ken the noo!”’ Lack of information can have serious consequences. Ignorance of the law is no defence in court. And a recent series of advertisements for The Times offered graphic examples of the consequences of not being better informed. Everyone agrees that being better informed is a good thing, everyone wants information but not everyone is prepared for significant resources to be spent on it. But no advances can be made except on a basis of a considerable body of information. All actions are based on information. The experienced person is calling on his own mental information store a million times a day. It is interesting to speculate to what extent he selectively recalls information, to what extent one part of his brain acts as ‘information intermediary’, filtering information and rejecting ‘noise’, an aspect of information work arousing considerable interest today.

On January 9th Tony Newton, the Under Secretary at the Department of Health and Social Security, launched the government's £600,000 promotional campaign for the introduction of the controversial new plastic National Insurance cards. These plastic cards contain the following ‘visible’ information: name, national insurance number and a check digit. What has been of most concern, is that the card contains a magnetic strip that can store information ‘invisible’ to the card holder. As the dhss has announced it is not the intention to include any type of ‘secret information’ on this strip, the current anxiety expressed by certain organisations and individuals has been seen by many as a fuss about nothing; but is there really cause for concern, and what has all this to do with libraries?

Life studies are a rich source for further research on the role of the Afro‐American woman in society. They are especially useful to gain a better understanding of the Afro‐American experience and to show the joys, sorrows, needs, and ideals of the Afro‐American woman as she struggles from day to day.

Resource constraints in the Canadian publicly funded healthcare system have created a need for more volunteer leaders to effectively manage other volunteers. Self-concept theory has been conceptualized and applied within a volunteer context, and the views of healthcare stakeholders, such as volunteers, volunteer leaders, and supervisors, triangulated to form an understanding of the attitudes and behaviors of volunteer leaders. We propose that leaders are differentiated from others by how they view their roles in the organization and their ability to make a difference in these roles. This interpretation can be informed by self-concept theory because each individual's notion of self-concept influences how employees see themselves, how they react to experiences, and how they allow these experiences to shape their motivation. A small case study profiles a volunteer leader self-concept that includes a proactive, learning-oriented attitude, capitalizing on significant prior work experience to fulfill a sense of obligation to the institution and its patients, and demands a high level of respect from paid employees.