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Most studies on work–life support at workplaces consider work–life balance to be a women’s issue, either explicitly or implicitly. This chapter analyses how fathers who are involved caregivers are supported or hindered in attaining work–life balance by their workplaces. It explores the following three questions: (1) why fathers value some job adaptations over others compared with mothers; (2) how organizational cultures influence the work–life balance of new fathers and (3) what differences exist across public and private sectors as well as large versus small companies. A qualitative approach with three discussion groups and 22 involved fathers enables us to explore these issues for large companies, public sector workplaces and small businesses. We find that tight time schedules, flextime, telework, schedule control and fully paid nontransferable leaves of absence constitute policies that favor involved fatherhood, while measures without wage replacement generate fear of penalization in the workplace and do not fit the persistent relevance of the provider role. In addition, un-similar supervisors, envy, lack of understanding and gender stereotypes among co-workers and clients constitute cultural barriers at the workplace level. Contrary to our expectations, small businesses may offer a better work–life balance than large companies, while the public sector is not always as family-friendly as assumed.

This chapter discusses how employee productivity may be enhanced by understanding the difference in fit between introverts and extroverts and their work environment. Research shows that neglecting to consider varied personality types of employees when designing characteristics of the physical workplace may hinder employee performance given that introverts and extroverts thrive in different work environments. Drawing upon the self-determination theory, the chapter makes a case on how allowing employees the autonomy to choose their work environment (work from home or work from office) will enhance their performance by empowering them in their preferred work setting. Finally, this chapter discusses strategies that may help accommodate how introverts’ and extroverts’ interface with the physical characteristics of their workplace, followed by a discussion on companies that are in the process of shifting to a hybrid work setting in acknowledgement of increased productivity because of work from home practices during the pandemic.

Epidemiological problems often result in new panoramas and challenges for tourism. The hospitality industry and activity in Brazil, and on the planet, have created new architectural forms to handle the sanitary needs that are required, at every moment, due to health problems that arise. At the end of the nineteenth century and up to the twentieth century, the creation of places to host sick, and even healthy people seeking treatment and safety, gave rise to numerous tourist destinations around the world. In this way, it is to point out these practices in different medium-sized locations in Brazil, developed through – and in function of –installation of these accommodations, such as Campos do Jordão (SP), Petropolis (RJ), Garanhuns (PE) and São Francisco de Paula (RS). This research seeks to explore, by means of a bibliographic reference survey, about this demand. It is believed that these, associated since the tuberculosis crisis, after a century and a half, are able to provide answers to the world regarding the current urban and architectural challenge established with the new COVID-19 pandemic. This time, as in previous times, new paradigms of uncertainty emerge across the planet, also leading to new challenges for hosting equipment. These, today, are no longer seen as possibilities for treatment or distancing, but to meet a new global approach to health security. In presenting this panorama, this research seeks to achieve and present new expectations for the lodging industry in terms of new and future protocols and post-epidemic social demands.

The confinement resulting from the current COVID-19 pandemic is impacting all human activities. With technology, many of these activities such as business processes are being transformed. As such it is important to understand how these transformations are taking place and how to address the new challenges with equally innovative strategies.

The purpose of this chapter is to analyse and explain the influence of e-commerce as an independent variable, in consumption habits, and as a dependent variable, in times of COVID-19, for consumers in Durango Mexico. To do so, a quantitative methodology was adopted, in which each of the variables is diagnosed, followed by ANOVA and regression tests to determine the proposed relationship.

The findings show that e-commerce does have an impact on consumer buying habits in the city of Durango, that the ‘surf the internet’ dimension is the one that occurs most frequently and that price is the factor most highly valued by consumers.

This chapter discusses the adoption by Brazilian companies of alternative dispute resolution (ADR) methods for individual workplace conflicts. Brazil is an interesting case to study ADR due to its high level of institutionalized individual workplace conflicts and its extensive workplace statutory regulation. Investigating the case of three Brazilian private companies of different sectors and sizes, I found that Brazilian companies are developing their own ADR practices, focusing on ombudsman offices (OOs), instead of using the mediation and arbitration methods that are predominant in the United States. I argue that the adoption of the ombudsman can be explained by institutional and workplace level factors, which include the characteristics of Brazilian industrial relations system, each company’s human resources (HRs) strategy, and the relationship between companies and unions. Furthermore, I discuss how the usage rate of the OOs might vary according to the OO’s internal structure and its functioning rules. The cases provide important insights for scholars interested in ADR in general and in Brazilian industrial relations system, as well as union leaders, HR managers, and other practitioners dealing with workplace conflicts globally.

In this chapter, we analyze and reflect on how our cultural identities and educational experiences as international students who pursued a doctoral degree in the United States affected and influenced our teaching philosophy and praxis as professors and educators. In this sense, we examine how our cultural identities and experiences help us define and shape our teaching praxis in the contexts in which we teach. We both are professors of color – Latino and Latino-Japanese – who graduated from doctoral programs in the United States. Currently, we work and serve culturally and linguistically diverse students, including first-generation students, in public higher education settings in Chile and the United States. We used a collection of narratives to delve into the significance of these events in our praxis. As theoretical lenses, we analyze these narratives using cultural identity and the reflecting teacher to examine our practices and identities as educators. We both conclude that our reflections, experiences, and cultural identities have been instrumental in the process of developing a professional identity that guides our teaching praxis in ways that are critical and social justice oriented.