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This article addresses the difficult matter of interpreting the best interest principle, and offers advice for those who must make laws, and those who make decisions within the constraints of those laws. Our approach rests on an assumption that conclusions about best interest are best reached through a reasoned deliberative process. We suggest that legislators should not write substantive assumptions about what is best for every child into their laws; rather, they should indicate a non‐exhaustive list of key relevant considerations that decision‐makers can review and evaluate in each and every case. Further, the child's own perspective should be imperative in all deliberations about best interest, and a distinction must be made between objective fact and what is invoked as a substantive and contestable assumption. The article supplies a benchmark against which we may review and judge the actual efforts of legislators and decision‐makers to determine what is best for any child.

While institutional efforts have shown modest results, AACSB statistics suggest that current practices are insufficient to increase more substantively the representation of minorities among doctorally qualified business school faculty. The purpose of this paper is to explore antecedents to the faculty representation issue – that is, the motives, concerns, and resources of US minority individuals with respect to business doctoral program entry – as a basis for improving minority faculty representation outcomes.

A small sample of doctoral program directors were interviewed to ascertain their perspective on recruitment, design and delivery of PhD programs in business and from which a survey instrument was developed. A sample of 292 US minority respondents surveyed indicated their top reasons for and concerns about pursuing a doctorate, program selection and rejection criteria, sources of information and financing, and, for those in the decision-making stage, reasons for waiting to apply to a program. The paper compares responses of those who graduated from or are currently enrolled in a doctoral program in business with those who decided not to enroll. The paper also explores factors most salient to individuals currently contemplating enrolling but who have not yet decided to do so.

Results suggest that mentorship of promising undergraduate and master's students by business faculty and current doctoral students is critical to US minority enrollments in doctoral programs; however, a school's physical location, required time and energy, and financial considerations also play a role in the decision-making process. The role of international students in diversity efforts by doctoral programs is also salient.

Previous studies in multiple disciplines note the under-representation of US minority faculty in academe. In business education, suggestions for overcoming this gap have focussed on recruitment, mentoring, and/or networks and support groups but little is known about antecedents to entry (motives, concerns, and resources of US minority individuals) with respect to business doctoral programs.

This study aims to focus on inter-firm collaboration, exploring the main capabilities that can make a business more or less open to collaboration; it also considers the role of both firm-specific and relationship-specific capabilities. The paper proposes a model that can be used to study how the combination of the two categories of capabilities determines a firm’s approach to collaboration.

Through a survey of high-end hotels in tourist destinations in Italy and the USA, this paper tests variable connected with firm-specific and relationship-specific aspects, using confirmatory factor analysis.

Firms with greater capabilities are less open to cooperation; weaker firms with fewer resources appear to be more inclined to cooperate, probably to gain access to resources and competencies they do not possess.

From a scientific perspective, this paper suggests an analysis based on both individual and relational capabilities when deciding whether to collaborate, while most studies based on a relational view just consider relational capabilities. The study could be enlarged to other countries and contexts.

From a practical perspective, it indicates the importance of accounting for different and sometimes diverging aspects when deciding to cooperate.

In terms of social implications, it shows that, apart from the relational capabilities they have, potential partners can decide not to collaborate.

The paper suggests a method of analyzing both individual and relational capabilities when deciding whether to engage in a collaboration. It shows that firms’ behavior does not necessarily depend on the firm’s relational capabilities.

The logic of consequences and the logic of appropriateness have long been central to understanding behavior in organizations. However, scholarly work on the logic of appropriateness has consisted mostly of conceptual clarification and ex post explanation of observed behavior. In an effort to facilitate the study of the logic of appropriateness through experimental methods, this paper introduces an experimental paradigm that allows for the manipulation of decision logic as an independent variable. Using this paradigm, 710 participants played four iconic behavioral games in which profitability and ethics are both at play and, sometimes, at odds: Prisoners’ Dilemma, Dictator Game, Ultimatum Game, and Trust Game. The manipulation generated behavioral data, as well as qualitative data about participants’ considerations while deciding according to each logic. The behavioral data show that, compared to participants employing a logic of consequences, participants employing a logic of appropriateness rejected more unfair offers in an Ultimatum Game and were more generous when reciprocating trusting behavior in a Trust Game. In all other cases, behavior between the two logics was not significantly different. An analysis of the qualitative data suggests that a logic of consequences increased participants’ focus on monetary concerns, whereas a logic of appropriateness increased participants’ focus on moral concerns. Taken together, these data provide new insights into when, how, and why the two logics result in behavioral and cognitive differences. The authors conclude by considering directions for future research that they see as particularly amenable to study using the experimental manipulation presented here.

The purpose of this paper is to look into the mass production of dwelling units and the conflict encountered when the economics versus quality, sometimes resulting in a waste of public funding resources and extra re‐building time.

This paper proposes a decision model for deciding the optimum house delivery alternatives for both the recipients and the Government. The decision model is designed using the analytical hierarchy process. Where multiple criteria are incorporated for such as waiting time, citizen satisfaction, and quality of work, house delivery‐time, cost, losses and finally, management responsibility.

Partially constructed houses enable the possibility of many alternatives by the recipients, which in turn avoids the drawbacks of rebuilding and at the same time, maintains work quality. The partially constructed housing system is proved to be effective in making a trade‐off between the government purposes and recipients desires, but with a variable percentage of partial construction.

The analysis of the surveys stresses the importance of different alternatives within the partially constructed housing system in order to reduce waiting time and construction cost thus increases the satisfaction of occupants. The validity of this study continues to be effective to this date, as the Government's housing policies have not yet changed or streamlined, consequently re‐building continues to be the theme of many public houses after hand‐over to recipients.

Care to an older person is provided based on the care plan that was made by a care manager. Therefore, to improve the quality of elderly care, the quality of the care plan must first be improved. Care managers make care plans considering the physical and mental attributes of the elderly. But, as matters stand, these plans are based on the experience of care managers. Therefore, a framework that can support making appropriate care plans is called for. In order to m ake appropriate care plans, it is neccessary to clarify the relation between the attributes of the elderly and the care that should be provided. In this paper, data from a large‐scale investigation of the actual elderly care are analyzed and a process model for deciding the care is proposed. The model provides the necessary basis for what factors must be considered and how the care should be determined.

Industrialized construction (IC) is promoted to address some of the ills associated with the processes and products of the traditional construction approach. With several successful projects, IC is progressively becoming a preferred alternative construction approach and spurred the interest of contractors, developers and housing authorities in the technology. Increasingly, these stakeholders are keen to ascertain the compatibility and feasibility of using IC in their projects. This paper aims to develop a knowledge-based decision support framework for implementing industrialized construction projects (ICPs) that can facilitate better and informed decision-making when deciding to implement ICPs.

A comprehensive literature review was implemented to recruit 40 decision support factors (DSFs) and grouped into project requirements, location and site attribute, labour considerations and organizational factors. A 3-member expert panel validated the relevance of 35 DSFs, which became candidates for a structured questionnaire survey of experts in 18 countries. Statistical techniques are used to evaluate and prioritize the DSFs, leading to the development of a conceptual framework.

Statistical analysis revealed 33 significant DSFs. The top five most significant factors that could influence the decision to implement IC in a project include a stringent requirement for project quality control, suitability of the design for IC, organizational readiness and competencies in ICPs, client receptivity to IC and the need to minimize field construction time. A framework of project requirements, location and site attributes, labour considerations and organizational factors was proposed as decision support.

The proposed framework may help to inform decision-making regarding the implementation of IC in a project. It has wider applicability because it includes technical, managerial and operational aspects of and the required competencies for IC, which are shared between project types and territories. The prioritized DSFs could be used as a guide when implementing IC, especially in countries where bespoke decision support systems cannot be developed.

The paper delineated the most important DSFs that are shared between IC project types and territories and can be used to investigate the compatibility of using IC in a proposed project. This research constitutes the first exclusive attempt at delineating, quantifying and ranking the sets of decision-making factors, drawing on international data set and contributes to the empirical checklist of DSFs for ICPs.

In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.

The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal took great pains to interpret the intention of the parties to the different site agreements, and it came to the conclusion that the agreed procedure was not followed. One other matter, which must be particularly noted by employers, is that where a final warning is required, this final warning must be “a warning”, and not the actual dismissal. So that where, for example, three warnings are to be given, the third must be a “warning”. It is after the employee has misconducted himself thereafter that the employer may dismiss.

Introduction Consider a hi‐fi loudspeaker manufacturing company acquired on the brink of insolvency by an American multinational. The new owners discover with growing concern that the product range is obsolete, that manufacturing facilities are totally inadequate and that there is a complete absence of any real management substance or structure. They decide on the need to relocate urgently so as to provide continuity of supply at the very high — a market about to shrink at a rate unprecedented in its history.