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The purpose of this paper is to identify the role intermediaries can play in an small to medium‐sized enterprise's (SME's) pursuit for corporate sustainability with a focus on eco‐innovation. The research identifies drivers and barriers for eco‐innovation, and highlights effects induced through collaboration between SMEs and local authorities, on the one hand, and consultancies, on the other.

This paper is based on an exploratory qualitative interview study among German SMEs of the metal and mechanical engineering industry that have participated in “Ecoprofit”, an intermediary based program that aims at introducing organizations to the concept of sustainable development through implementation of eco‐innovations.

The key findings are that first, the proactive approach by a public intermediary (here local authority) is one essential push factor to trigger eco‐innovations in SMEs with low absorptive capacity. Second, it is found that SMEs may need facilitation for eco‐innovation from different types of intermediaries (public and private) with different levels of support, which can range from customized and individual to more loosely held support, such as networks.

This study discusses the challenges of corporate sustainability with a focus on eco‐innovations for SMEs and proposes a “complex intermediary” consisting of a local authority and consultancies as one means to engage SMEs in sustainability. Moreover, it focuses on SMEs in the B2B context, organizations that are often overlooked despite their vast impact. Furthermore, by using a single industry approach, in‐depth findings for the metal and mechanical engineering industry are presented.

The primary focus of this paper is to examine the international (import and export) activities of the firm and the impact on the firms' criteria for choice of location and the propensity for relocation.

A web survey was carried out among small and medium‐sized Danish firms. Data used in the present study are based on responses from 622 firms. The analysis is conducted in two sub‐sections. The first section focuses on how export/import intensity is related to the location motives of the firm and the propensity to relocate the firm to another national location or abroad. Pearson's correlation with corresponding test of significance is used to explore the possible relationships between the international engagement and the firm's criteria for choice of location. In the second section the responding firms are classified into one of four categories, as suggested in a local/global typology. Analysis of variance (ANOVA) is conducted in order to assess whether there exist any significant differences between the four types of firms with regard to the location motives and relocation propensity for the firms.

The study shows that the international engagement of the firm influences the need for better location with regard to infrastructure (especially airport and highways) and to a lesser degree other types of infrastructure (railways and harbours). Interestingly, firms put less emphasis on the direct economic factors (infrastructure) compared with access to customers/suppliers, local network and, above all, access to research institutions. The study shows that international firms put significantly more emphasis on the relationship with research institutions than more local firms. The study also indicates that a higher international engagement increases the firm's intention to relocate abroad, which could be one of the unwanted sides of firms' internationalisation.

Guided by insights from location and relocation theory and international entrepreneurship theory, the connection between firms' export and import engagement and the reasons for location and propensity for relocation are explored. The paper also suggests an internationalisation typology of firms that can be used in future research on the internationalisation of the firm.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

In this chapter, we begin by exploring the lessons learned from studies of teachers’ expectations for student behavior, being with early inquiry conducted following the Education for All Handicapped Children Act (P.L. 94-142) of 1975. Next, we explore the expanding knowledge base following reauthorization of the Individuals with Disabilities Education Act (IDEA, 1997), the Individuals with Disabilities Education Improvement Act (IDEIA, 2004), and No Child Left Behind Act (NCLB, 2001) as the field increasingly emphasized inclusive programming and supporting access to the general education curriculum, called for academic excellence for all students, and focused on systems-level perspectives for teaching behavioral expectations. We summarize lessons learned from these bodies of knowledge, focusing attention on key findings and existing limitations of the studies conducted to date. We conclude with implications for educational research and practice, with attention to how lessons learned regarding teacher expectations for student performance can (a) facilitate inclusive programming for students with disabilities, (b) support school transitions, (c) inform primary prevention efforts and targeted supports, and (d) inform teacher preparation programs.

Avant‐propos sous les auspices de l'Institut international de Coopération intellectuelle, paraissait en 1934 le t. I, consacré à l'Europe, du Guide international des Archives. Le questionnaire envoyé à tous les États européens comportait sous les points 4 et 6 les questions suivantes: ‘Existe‐t‐il un guide général pour les diverses catégories d'Archives ou des guides particuliers pour l'une ou l'autre d'entre elles?’ et ‘Existe‐t‐il des catalogues imprimés, des publications tant officielles que privées, susceptibles de constituer un instrument complet de référence pour tout ou partie importante des fonds d'archives?’ Les réponses des divers pays à ces questions, malgré leur caractère très inégal, ont fait du Guide international un bon instrument d'information générale sur les Archives. Malheureusement les circonstances ont empêché la publication du volume consacré aux États non européens, tandis que le temps qui s'écoulait tendait à rendre périmés les renseignements fournis sur les Archives européennes.

It is early days in the life of Knowledge Management (KM) at the European Bank for Reconstruction and Development (EBRD). The Knowledge Management Audit, undertaken during six months of action research at the Office of the Chief Economist (OCE) in 1998, provided the springboard to a knowledge sharing culture. The findings of the audit prompted an urgent need to apply KM initiatives. Accordingly, two knowledge repositories: ‘OCE Central Knowledge Store’ and ‘The Knowledge Tree’ were proposed and developed for OCE consideration. Their implementation is a big step forward for leveraging corporate memory at the EBRD. These initiatives are already flourishing and providing valuable knowledge sharing guidance to other departments in the Bank.

The purpose of this paper is to clarify the concept of self as applied to leadership and propose an understanding of how a leader should form conceptions of self, and use these in his or her own development.

Based on self‐, personality‐ and developmental psychology, the paper examines a variety of theoretical foundations, and ties these into the context of leadership and self‐development.

The paper concludes that the self is core, consciousness, and action. The particular characteristics and qualities of the self determine the leader's comprehension of him or herself as a human entity, and is a leader's gateway to self‐confidence and self‐esteem. Leaders therefore need to cultivate an understanding of self by engaging in formative processes which are related to their ability to learn from defining situations, thus raising awareness of points of convergence in a leader's career.

The paper is limited to a conceptual discussion, and further research is needed to verify the proposed hypothesis. Future research should concentrate on empirical work.

The practical outcome is concrete advice, that leaders must engage in processes where their own willpower, beliefs, assumptions, values, principles, needs, relational patterns and social strategies are subject to feedback and testing if their aim is to develop themselves. Self‐development is not the training of skills, nor solely dependent on cognitive strategies.

Most leaders face pressure to develop themselves. The recommendations herein clarify what is a self concept applicable for leaders, and assist in identifying domains, processes and schemata applicable for leadership self‐development.

This paper is on the growing importance of strategic human resource management (SHRM) for small and medium‐sized enterprises (SMEs). Many small firms encounter serious human resource problems, while at the same time these human resources play a vital role in developing and sustaining their competitive advantages. In (S)HRM literature specific issues concerning small firms are rarely addressed. This paper explores this issue further. We conclude that the available knowledge on HRM in small firms is highly descriptive and fragmented. We propose the application of the strategic labour allocation process – model (SLAP) as a tool to analyse HR problems in SMEs. This model focuses on the balance between the supply of and the demand for labour on a firm level. The application of the SLAP model produces two strategic scenarios for Dutch SMEs presently confronted with a tight labour market.