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Through a survey of firm’s experiences with strategic alliances and a structural equation modeling approach, the aim of this study is to stimulate further interest in modeling and empirical research in the area of N-loop learning. Although the concepts of single-loop and double-loop learning, in particular, are well established in the literature, limited research has been directed toward their empirical validation and finer understanding.

Based on a large sample of technology firms, a MIMIC model is proposed and tested with respect to the development of collaborative know-how via the adoption and conduct of different structural choices on how to deploy strategic alliances (single-loop vs double-loop approach). Results are cross-validated.

Based on the results of two structural equation models, the findings support the fit of the proposed conceptual model and the notion that, overall, the greater the extent of double-loop over single-loop learning, the higher the level of collaborative know-how derived.

The call for the empirical investigation of N-loop learning is met by providing an example of survey-based research. The possible benefits of “double-loop” over “single-loop” learning are modeled and tested empirically.

This paper aims to encourage greater clarity and stimulate further interest in thorough empirical research in the area of learning levels. The broader motivation here is to urge researchers to not only theorize but also undertake elaborate and much needed empirical work.

Part I of the study rests on a reflection and review of the literature concerned with “N-loop learning”, that is, the different hierarchical levels and stages of organizational learning.

The study provides some views and classification schemes on how to reconcile and think about different levels of learning. Some learning archetypes are identified that guide further reflection and elaboration on learning stages and hierarchies.

“N-loop learning” is introduced to encapsulate and systematize a vast array of views, models and levels of organizational learning. From zero learning and single-loop learning to quadruple-loop learning, a series of learning archetypes are presented. The case for a proper and clear nomenclature of learning levels is singled out. Finally, a strong case for empirical testing in this area is advocated.

The story of the Bangladesh public sector is not a happy one as it has often failed to uphold efficiency and equality in delivering services to the people. Hence leadership has a critical role to play to ensure equality, effectiveness and efficiency. The purpose of this paper is to evaluate the present condition and future prospect of leadership development in the Bangladesh public sector by focusing on the efforts initiated both by the government of Bangladesh and international organizations during the last ten years.

This paper has reviewed available literatures on theories of public sector leadership development and its application in Bangladesh to identify the state and future prospect of public sector leadership development utilizing available theories.

The analysis shows that partisan politics, dominance of generalists, absence of long-range feedback and monitoring systems and lack of efficient and knowledgeable trainers are the major impediments to public sector leadership development. International organizations provide proposals, frameworks, technical assistance along with funds to develop the public sector leaders but in implementing the schemes they have a very limited role in the implementation process.

This paper does not offer much empirical evidence on public sector leadership development in Bangladesh, but creates the platform for further research on public sector training and leadership development with empirical data. Significant variables can be drawn out of this piece of work to design future research on this very important issue.

This paper will help the interested individuals involved in the public sector leadership development in Bangladesh to understand the divergence between the efforts put in by the government and international agencies in developing public sector leadership.

The impetus for this paper was the recognition, based on recent surveys and our own experiences, that organizations face special challenges when designing and validating selection procedures for information technology (IT) workers. The history of the IT industry, the nature of IT work, and characteristics of IT workers converge to make the selection of IT workers uniquely challenging. In this paper, we identify these challenges and suggest means of addressing them. We show the advantages offered by the modern view of validation that endorses a wide spectrum of probative information relevant to establishing the job relatedness and business necessity of IT selection procedures. Finally, we identify the implications of these issues for industrial/organizational psychologists, human resource managers, and managers of IT workers.

As entrepreneurship courses become more popular, an increasing number of institutions are turning to practising entrepreneurs as a source of classroom instructors. Bringing such people into the classroom, however, generates an entirely new set of questions for a college and its faculty. Four issues that schools should consider in attempting to recruit qualified entrepreneurs are identified: motives, entrepreneurial experiences, academic knowledge and teaching skills. To attract and retain these individuals, schools should offer adequate rewards, support and commitment, and should assign the entrepreneur a faculty “host”.

With the rise of the generalist manager, and the demise of the productivity specialist, there has been a decline in the use of “standard” productivity tools and a move towards the application of “management systems”. This paper argues that the range of available productivity tools means that there is almost certainly a tool available for every productivity improvement situation. However, the paper points out that the deployment of such tools must be within a structured framework that manages the overall change process implicit in productivity improvement.

To explore, through a case study, some of the key career‐related HRD issues that senior managers are currently facing in the Estonian civil service.

Presents primary empirical research into career management in the Estonian civil service since 1991, that is, in the post‐Soviet era. The research involved in‐depth interviews with a group of 12 senior staff employed by the Estonian civil service.

The interview data reveal the ways in which downsizing and de‐layering in the Estonian public sector have led to shortened career paths, increased functional flexibility, increased spans of control and shifts towards open job systems.

The research explored career‐related issues solely within the Estonian civil service. Further research would be needed in a wider range of organisations and countries before the transferability of the findings could be established to transitional economies more generally.

Provides practical insights into the difficulties of career management in transitional economies situations from an HR perspective.

Offers a valuable contribution by demonstrating that, within certain parameters, Western‐based career management strategies and techniques may be adapted to fit transitional public services in Estonia but only as one element of a comprehensive HR modernisation programme.

In line with contemporary trends in the developing world, countries in South Asia are under pressure from both political and civil societies and the international donor community to recast their administrative systems. New tools and practices in public governance have been advanced to remedy structural deficiencies, procedural flaws, managerial incompetence, and weak accountability in the public sector. International organizations emphasize the need to improve the relationship between governance and socio-economic outcome; and accountability, transparency, probity, predictability, and participation are acknowledged as essential ingredients for effectively managing development. This article focuses on two South Asian countries (Pakistan and Bangladesh) and examines the various measures adopted by their governments to reshape governance and public management in recent times.

This chapter sets out a descriptive account of the various legal claims for reparations, including the theories involved and the history of reparations lawsuits. It describes the major reparations cases, the arguments used in these cases, and the court decisions. It also discusses the evolution of legal theories for reparations as well as other attempts to secure compensation.

I examine the case law and the significant court rulings, as well as the discussion within secondary literature regarding these legal claims. I also examine other reparations advocacy approaches, including H.R. 40 and official apologies.

Reparations lawsuits have been brought against both government and private defendants, employing both tort and unjust enrichment theories. However, these suits have failed due to a variety of legal hurdles, including statutes of limitations, standing, and causation. The failure of reparations lawsuits illustrates the limitations of the legal system in addressing mass harms.

This chapter summarizes in relatively brief and generalist-accessible form the history and current status of legal claims for reparations.