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Studies of the social construction of markets have not determined which social environments, which we refer to as proximate social space, are most likely to trigger social construction processes. We find that U.S. nonprofit fiscal sponsors respond to greater potential for category emergence when proximate social space is defined by geography but not by market segment. Further, in addition to responding to potential claimants based on geographic peers, organizations also respond to actual claimants based on peers in the market segment. The pattern suggests that geographic social proximity triggers initial label claiming, which in turn triggers responses from market segment peers.

Purpose – The chapter provides a comprehensive review of trade-related regulations of genetically modified (GM) food, identifies their main effects, and analyzes the main motivations behind their support.

Methodology/approach – The analysis is substantiated by (a) results from the literature on GM food regulations and (b) comparative statics results from a simplified three-country partial equilibrium welfare and political economic model.

Findings – The analysis shows that in a non-GM producing country, trade-related regulations will benefit producers, but not necessarily consumers. Producers' support is found to be instrumental to push for a ban, for information requirements on shipments, or for mandatory labeling of GM food products. Outside pressure groups will play the role of swing voters in cases where consumers and producers do not agree.

Research limitations/implications – The analytical model is based on simplifying assumptions on the groups and market effects of each regulation. Future research is needed to empirically validate some of the main results.

Originality/value of the chapter – The goal of the chapter is to inform economic and policy researchers on the effects of GM food trade-related regulations. The chapter provides an updated comprehensive overview of the key trade regulations of GM food. It uses a unique model to derive the main welfare effects of GM food regulations. By comparing the effects of GM food regulations in different types of countries for different pressure groups, the findings provide new insights in this area.

Purpose – To assess labeling and social control of clients in contemporary mental health care organizations.

Methodology/approach – Fifteen months of observation in two multiservice mental health care organizations, interviews with workers and clients, and analysis of organizational documents.

Findings – The organizations used a variety of organizational labels, both official and informal, which served distinct purposes in organizational life and which did not always agree in their construction of the client. Official mental illness diagnosis was a bureaucratic label, while informal labels determined the types of social control to which clients were subjected. Clients who were informally labeled severely mentally ill were subject to integrative social control, while exclusionary social control was applied to those informally seen as not being severely mentally ill. Unlike in classic studies of mental health care, looping processes, in which client behaviors are viewed as symptoms, do not reliably predict the types of labels or social control applied to clients.

Implications – It is important for a sociology of diagnosis to contextualize official diagnosis in the repertoire of organizational labels applied to clients in mental health care, recognizing that it plays a limited but important role in organizational life. Informal labels, which at time conflict with official diagnosis, play a more prominent role in the management of everyday organizational life.

Centuries ago labeling and classification of people was insignificant; survival was the major concern. Individuals with disabilities were prevented from full participation in activities necessary for survival, were left out on their own to perish, and, in some instances, were even killed (Berkson, 2004). In later years, derogatory labels such as imbecile, stupid, and retarded were used to describe individuals who did not conform to the societal norms. Clearly, regardless of the terms used, their function was geared to exclude people with disabilities from facilities, and activities enjoyed by people without disabilities. Unfortunately, this resulted in alienation, isolation, and institutionalization of individuals with disabilities (Hallahan, Kauffman, & Pullen, 2009).

This chapter provides a contemporary view of state-of-the science research and thinking done in the areas of selection and classification. It takes as a starting point the observation that the world of work is undergoing important changes that are likely to result in different occupational and organizational structures. In this context, we review recent research on criteria, especially models of job performance, followed by sections on predictors, including ability, personality, vocational interests, biodata, and situational judgment tests. The paper also discusses person-organization fit models, as alternatives or complements to the traditional person-job fit paradigm.

Although women are obtaining and maintaining leadership positions in health, education, and social care services, women from Black, Asian and Minority Ethnic backgrounds remain a minority and on the margins. In particular, services working therapeutically with marginalised and oppressed communities often fail to represent the population they serve. In this chapter, the authors will outline the development of an innovative therapeutic service for disenfranchised young people with Black women as leaders. The authors will outline and reflect on how they developed a leadership style drawing on Afrocentric practice, social justice, emancipatory practice and community psychology as they attempted to bring about systems change. The authors will draw on ideas of ‘marginality’ (Collins, 1986) to make visible their experience of ‘be-coming’ leaders, and the challenges that they experienced on several different levels: personal, professional, institutional, political and cultural. It will also examine how race, gender and class intersect in Black women’s leadership experiences, and how they tackle stereotyping in the making of Black female leaders. The chapter will examine how Black female leaders make creative use of their marginal positions to influence and reflect a radical standpoint on self, children, young people, families and community.

Dual marketing, i.e. selling the same product to both consumers and business customers, calls for a rearrangement of companies’ organizational chart. New figures, appointed with new roles, need to be integrated within the organization. In addition, dual marketers are required new skills by the market, having to learn to blend push and pull marketing techniques. This chapter discusses how the market's imperatives make the dual marketer an on-the-edge figure within the business landscape, able to constantly reinvent herself to keep pace with innovations.

Achievement goal theory traces people's behaviors, thoughts, and emotions in achievement situations to the broad goals they pursue in that activity, whether in education, sports, work, or other achievement domains (Dweck, 1986; Maehr & Midgley, 1991; Nicholls, 1984). Two goals have featured prominently: mastery goals (also sometimes called learning goals) and performance goals (also called ego goals or ability validation goals). Both goals concern the pursuit of competence and the assessment of one's own skill level, yet they do so in distinct ways. People pursuing a mastery goal strive to develop their skill or expertise, while those pursuing a performance goal instead strive to demonstrate and validate their existing skill, typically by outperforming peers. As such, those pursuing mastery goals typically use self-referential standards to define success versus failure, while those pursuing performance goals instead use normative standards to define success versus failure.

This chapter explores the difference in two orientations – didaktik and curriculum – and examines how these differing stances relate to teachers’ instructional practice, engagement with professional development opportunities, and lesson design. A didaktik orientation influences much of the Nordic and Germanic countries, while a curriculum orientation is widespread in Commonwealth of Nations and the United States. This chapter explores the differences between these two theories of learning and teaching. More than just different theories of teaching and learning, we argue these theories shape how we see the world (i.e., objectified vs. subjectified) and manifest themselves in distinctive understandings of schools’ purpose, the type of learning engaged therein, and how people learn. Consequently, these orientations affect the teacher’s role, the qualifications necessary to teach, as well as other aspects of teacher quality such as instructional methods, and types of professional development.

Purpose – The purpose of this chapter is to offer a general review of the field of organizational misbehavior and to pose the question: what has happened in this field in the last twenty years?

Method – The chapter uses the theoretical framework developed in the book Organizational Misbehavior (1999) as a template and considers a range of developments in organizations and their context together with the findings of much new research into organizational misbehavior.

Findings – Classic forms of misbehavior identified in earlier work (absenteeism, effort limitation, utilitarian sabotage, etc.) are not as significant as they once were because the conditions necessary for the co-production of these forms of misbehavior often no longer apply. It is also proposed, however, that the findings from a great deal of the more recent literature – that there has been a proliferation in the range and types of organizational misbehavior and increase in its subtlety – are not indicative of a decline in the impulse to misbehave nor of the significance of misbehavior more generally. On the contrary, what we see is indicative of a period of widespread behavioral innovation, in which new outlets for the impulse to misbehave are finding expression even against a background of a general shift in the balance of power in favor of the employer. In the longer term there is every reason to expect that new areas of significant contestation will re-emerge, and with this the crystallization of some new and distinctive forms of misbehavior.

Social implications – A clear implication of the analysis is that there is little reason for complacency on the part of managers and management academics that the problem of misbehavior has disappeared.

Value of chapter – Updating the findings in the book Organizational Misbehavior (1999) in light of a range of recent developments in organizations and their context, together with recent research into organizational misbehavior.