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The results from this qualitative study suggest that CEOs of Faith-Based Nonprofit Organizations (FBNPOs) define and measure their organization's effectiveness primarily based on the outcomes achieved in meeting the immediate needs of their clients and in resolving root causes to those needs. Other indicators of organizational effectiveness- including financial reports, amount of services provided, client satisfaction, stake holder support and perceptions -were also used by the CEOs of FBNPOs to measure organizational effectiveness. The findings indicate that faith is the source of “why” and “how” these FBNPOs conduct their activities. Measuring the impact faith has on those whom they serve varies among the FBNPOs in this study along a continuum of not being measured to being intentionally measured.

I SUPPOSE that anyone writing anything on Gilbert and Sullivan ought to begin by stating where he stands in regard to the works of this extraordinary pair. For ‘G. & S.’ is curious. It can perhaps be likened to cricket in that people tend either passionately to love it or as passionately to loathe it; neutrality is encountered relatively seldom. So let me say straight away that I come into the former category. H.M.S. Pinafore and all the other operas in the series have given me enormous pleasure for as long as I can remember, and I hope and believe they will continue to do so in the future.

Based on early and recent thoughts of total quality management and the new emerging field of human performance technology, key dimensions that drive human performance in organisations are identified. Human performance technology is a field that focuses on providing solutions to organisational problems and has a lot to share with total quality management. However, HPT is neglected by the TQM literature. A system approach is taken in which the person within the system is seen to be an important element that is affected by the system and consequently affects and influences the performance of the organisation he works for. So, system factors, including environmental and cultural factors, are seen to be important sources of variance that affect human performance. Also, the person factors that influence human performance and the interactions between person and system factors are considered.

The purpose of this study is to understand how the concept of diversity management is translated and adapted into the Danish societal context. The authors therefore seek to answer these questions: to what extent do larger Danish companies experience a need to practice diversity management? Do they also have specific diversity policies? And how do these Danish companies discursively construct and manage diversity?

The authors surveyed 100 Danish firms and performed a discourse analysis of two frontrunner firms' diversity documents.

The Danish firms in the survey experienced a need for diversity management, but were somewhat reluctant to introduce diversity policies. The two frontrunner firms drew on a discourse of diversity as a business case intertwined with a discourse of social responsibility with focus on helping minority groups having difficulties accessing the job market. The findings indicate that concepts must be translated for the local context in order to be accepted by local actors.

Further studies should look closer into local practices of diversity management to increase understanding of how this seemingly universal management concept is translated.

Danish society, which until recently was relatively homogeneous, forms a specific cultural context for diversity management that differs significantly from American and British multicultural societies.

Taints of corruption in public procurement (PP) exist in both developed and developing countries alike- though in different scales and with different characteristics and impacts. Attempts to achieve a taint-free procurement regulation have failed even in the most robust and mature jurisdictions due to an inherent complexity and difficulty given the paradigms used. PP systems today remain fragile to various shocks2 coming mainly from markets and corruption. This paper proposes a paradigm shift in the way in which a PP System (PPS) should be designed and practiced rendering it as “antifragile”3 as possible to benefit from shocks, stresses and disorder. Antifragile PPS design revolutionizes not only the regulations but also the frameworks and institutional setups and the whole practice of the public procurement profession in a manner that permits growth and evolution at times of stress or distress. This paradigm shift is based on a design of the PPS as a complex system.

The purpose of this paper is to identify drivers and barriers for adopting Social Accountability 8000 (SA8000), a leading global social management standard.

The approach involves combining insights from Institutional Theory with a focus on economic performance to study SA8000 adoption by suppliers operating in a developing economy (i.e. India). Data collection involves interviews with adopters and non-adopters, social standard experts and auditors, and archival data on local working conditions.

This study confirms that customer requests are the major reason for adopting SA8000 in order to avoid loss of business. It is noteworthy, however, that those customer requests to adopt SA8000 are often symbolic in nature, which, in combination with the lack of a positive business case, hinders effective implementation.

The findings imply that symbolic customer requests for SA8000 adoption induce symbolic implementation by suppliers, a “supply chain effect” in the symbolic approach. Substantive requests in contrast lead to more substantive implementation and require customer investment in the form of active support and an interest in the standard’s implementation, context and effects.

This study is original in that it addresses social sustainability from a supplier’s perspective, using the lens of Institutional Theory. The value lies in demonstrating the “supply chain effects” that arise from the “quality” of customer requests: a purely symbolic approach by customers leading to symbolic implementation vs the merits of substantive customer requests which stimulate substantive implementation.

Although the term interpersonal leadership has been well established within the literature, there remains a dearth of theoretically derived models that specifically address the comprehensive nature of the underlying leader behaviors and activities. The intent of the present article is to attempt to synthesize the existent leadership models, behaviors, and factors to arrive at a coherent conceptual model of interpersonal leadership that can inform efficient and effective leadership education programs. The resulting model included 13 primary factors integrated within a hierarchical framework. Leadership educators are recommended to adopt or adapt the proposed model while developing educational curriculum and interventions.

The purpose of this paper is to take cognisance of the work–life balance (WLB) challenges facing working women in Oman, make a review of the family-friendly policies (FFPs), related provisions in labour laws of various nations, and identify and suggest some FFP-based solutions for attracting women to private sector jobs.

Initially, desk research was used to review the labour laws of the six Gulf Cooperation Council (GCC) countries and some pioneering countries known for their workplace policies using the major electronic databases and official websites. An exploratory approach was used to understand the lived experience of participants using 46 in-depth interviews. The data were analysed and the findings were explained and contextualised in terms of the Arab culture, wider social processes and consequences related to WLB.

The interviews revealed that the majority of women in the private sector are not fully aware of the labour laws and FFPs, and are not satisfied with the existing policies, as they do not provide the right WLB. Women in the private sector demand flexible working hours, privacy at work, reduced work hours and certain other benefits akin to the government sector. Omani Labour Law needs a review of FFPs in line with the best global practices and Oman’s diversification initiatives. The provision, awareness and implementation of FFPs in the workplace are necessary to attract Omani women to private sector jobs.

This research focusses on Oman in particular and GCC countries in general in its coverage of Omani women workers. The outcomes would be important for the specific segment but would have limited potential to generalise.

The study of WLB and FFPs is of interest for both academia and industry globally. In its strategic vision 2040, Oman aims to encourage, support and develop the private sector to drive the national economy. To retain and boost the socio-economic development in the post-oil economy, the success of the private sector will depend on the participation of the Omani workforce. The role of working Omani women will be pivotal, for they form a substantial part of the skilled human resources inventory.

Women working in Oman are influenced by labour laws, organisational culture, traditional attitudes and societal values and influences. The voices of women working in the private sector indicate a great need to create awareness of existing policies, ensure their compliance and devise additional workplace policies to enable women to contribute to the labour market.

There is a dearth of studies examining work policies and employment of women in the context of Oman in particular and the GCC Countries in general. Even in the extant literature, the sectoral imbalance between the government and private sector has not been explored from the perspective of WLB and FFPs. This study presents a unique approach and findings in this regard.

American choral music of the present day reflects the variety of styles found in vocal and instrumental music throughout the Western world during the twentieth century. However, the majority of choral music is more conservative in form and tonality than is instrumental music, due probably to the heritage of American choral music. Approximately the first two hundred years of choral singing in America were based on religious texts and simple tunes. Choral music in America did not “flower” until the nineteenth century, when composers began to write in a variety of styles, using secular as well as sacred texts.