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A change in leadership can often be stressful for an organization. Miriam, the Founding Executive Director of a supporting foundation for a rural hospital, was primarily a servant leader, providing volunteers and staff with the tools needed for successful fundraising. As the initial Executive Director for this small nonprofit organization, she established an organizational culture that fit the needs of the community; volunteers became accustomed to that culture and the organization flourished. Upon Miriam’s retirement, her replacement brought a very different type of leadership rooted in hierarchical structures and authoritarianism. Accustomed to a more supportive organizational culture, many volunteers flatly refused to work with the new executive director. He exacerbated the problem by refusing to acknowledge any missteps he might have taken and was not receptive to any ideas not his own. He was not supportive of staff or even the organization’s own board members. The new executive director was accustomed to being in control and misunderstood managing the needs of multiple stakeholders. He moved too quickly to consolidate his own power without consideration of the organization’s needs. He tried to instill a “heroic” leadership style in a culture of shared leadership. The credibility of the organization suffered as a result, not only among volunteers and hospital staff, but, as they talked within the community, publically as well.

The purpose of the paper is to report on the impact and cost/benefit of implementing three EPrints digital repositories at the University of Otago, and to encourage others to follow suit.

Three repositories were successfully implemented at the University of Otago using existing commodity hardware and free open source software. The first pilot repository was implemented within ten days, and is now a fully functional system that is being championed for institutional‐wide use by the University Library. The other two repositories emerged from different community needs. One is academic, concerned with collecting and researching indigenous content; the other is designed to preserve and manage collective memory and heritage content for a small rural community.

The paper shows that digital repositories can be established quickly and effectively with surprisingly few resources; readily incorporate any kind of extant digital content, or non‐digital material that is converted to electronic form; meet multifarious needs, from academic institutions seeking to enhance research visibility and impact, to individuals and small communities collecting and preserving their unique memory and heritage records; and establish connectivity with the global community from the moment they go live.

The technology and global support community have matured to a state where a fully‐featured repository can be quickly and easily implemented.

This paper describes the short history, development and impact of the first live repositories of their kind in New Zealand. Their utility and implications for the unique communities that have given rise to them are also explored, by way of encouraging others to take up the digital challenge.

Prisoners experience high rates of chronic physical health problems, poor mental health and high rates of substance misuse. However, little is known about what happens to prisoners after release from custody, except that many re‐offend and a disproportionate number die from drug overdose, suicide, accidents and other causes. Using a prospective design, 160 prisoners in Queensland, Australia were interviewed prior to release then 1 and 4 months post‐release. Most prisoners had a history of substance misuse and many reported poor mental health pre‐release. The prevalence of these problems was also high post‐release and there was a high degree of continuity of impairment. These findings add support to calls for (a) population‐level pre‐release planning and post‐release support for prisoners returning to the community, and (b) screening and targeted intervention for those most at risk of poor post‐release outcomes.

The purpose of this paper is to take a new look at an old idea: since McGregor’s work in the 1960s, it is common knowledge that managers’ implicit theories about their followers can have self-fulfilling consequences. Surprisingly, McGregor’s work has largely remained within the bounds of employee motivation and has not met with a wide response in related fields such as service management. Assuming that managers do not only hold implicit theories of their followers but also of their customers (i.e. implicit customer theories), this paper transfers McGregor’s Theory X and Theory Y to the service context. It further derives a framework of possible consistencies and inconsistencies between management styles and service strategies, depending on implicit managerial theories about the average employee and customer.

This conceptual paper integrates a management classic, current empirical findings, and media reports into a new line of thought.

This paper develops and undergirds the thesis that it is conducive to the development of trustful and productive relationships both with customers and followers if managers proceed from confident assumptions about them, thereby activating virtuous circles instead of vicious cycles.

This paper links concepts from the organizational domain to the service domain. It implies a normative component in arguing for the productive potential of positive and the destructive potential of negative assumptions about both followers and customers. The value of this idea lies in the potential for positive relational dynamics and better customer and workplace relationships.

The purpose of this paper is to explore the relevant sayings and stories of the ancient Chinese sages in relation to the style of Chinese human resource management (HRM).

Related texts generated from the quotations and stories from four Chinese sages, Guanzi, Hanfeizi, Xunzi and Yanzi, were translated and analyzed and their thinking regarding ruling the state and managing the people was discussed in line with the thoughts from the mainstream and modern Western management gurus such as Warren Bennis, Peter Drucker, Mary Parker Follett, Douglas McGregor, Rosabeth Moss Kanter, Elton Mayo and Jeffrey Pfeffer.

It was found that there were striking similarities in thoughts and call for actions to address key issues in HRM by both old and contemporary, east and west thinkers across 2,500 years. The main concerns are to select the right leaders and managers and recruit the right people; create attractive organisational culture and environments that promote a participative management approach to encourage, empower and engage employees to achieve desirable outcomes; uphold the people‐centred management principles; and focus on designing reward schemes that emphasise service and contribution instead of position and profits.

There is much to be learned from the past to address the present people management issues among modern organisations both inside China and perhaps from other parts of the world. It was as difficult to take seriously the principles‐based ruling and management approaches in ancient times as it is today. However, if these principles had been put into practice, the world would have had fewer of the corporate corruption scandals and less of the mischievous behaviour in the state that are manifested in today's society, but more productive population, effective organisations, ethical governments and harmonious environment; hence less global human suffering.

This study employs a sample survey to determine and analyse the corporate finance practices of South African listed companies in relation to cost of capital, capital structure and capital budgeting decisions.The results of the survey are mostly in line with financial theory and are generally consistent with a number of other studies. This study finds that companies always or almost always employ DCF methods such as NPV and IRR to evaluate projects. Companies almost always use CAPM to determine the cost of equity and most companies employ either a strict or flexible target debt‐equity ratio. Furthermore, most practices of the South African corporate sector are in line with practices employed by US companies. This reflects the relatively highly developed state of the South African economy which belies its status as an emerging market. However, the survey has also brought to the fore a number of puzzling results which may indicate some gaps in the application of finance theory. There is limited use of relatively new developments such as real options, APV, EVA and Monte Carlo simulation. Furthermore, the low target debt‐equity ratios reflected the exceptionally low use of debt by South African companies.

Social networks were created to connect with friends. Therefore, communication in social networks allows addressing individual contacts of each user and is often rather private by nature. Organizations can use this to communicate frequently and personally with their stakeholders. Therefore, this study investigates how organizations use personalization in their social media communication.

This study uses a quantitative content analysis of Facebook posts from ten large companies (N = 500). The posts were analyzed regarding the sub dimensions of personalization, individualization and privatization, as well as type of post, tonality, emotions, user reactions and topics.

Companies at least partially personalize their communication on Facebook. Overall, 28% of all posts were personalized. Personalized posts were almost always positive regarding tonality and mostly positive regarding emotions. While the personalized posts in this study have fewer user reactions than non-personalized posts, they still have a rather high absolute number of reactions. Regarding personal characteristics, results show that professional competence and appearance were mainly addressed. Concerning privatization, only very few posts showed an individual in a private setting.

The present work gives an overview of how personalized posts differ from non-personalized posts and looks at depicted individuals as well as the use of private elements. By applying the conceptualization of Van Aelst et al. (2012) and by looking at organizations’ use of personalization on the social media platform Facebook, it sheds light on an area that has not been the center of attention so far and helps to expand the current state of personalization research.

Istel Ltd has further strengthened the Meteor engineering analysis team to meet its rapidly expanding bureau, consultancy and training business by recruiting two more staff.

As postmodernity is increasingly discussed in the management disciplines, there is growing acceptance that the postmodernity debates challenge the adequacy of traditional research and teaching practices. Argues that, to date, this has been interpreted primarily as a need for new theoretical and/or pedagogical content. Believes the issue is more fundamental. Contrasting modernist and postmodernist theories of post‐industrialism, argues that postmodern transformations of work and society throw the very forms, even the existence of organizational theorizing, academic business education, and “management” as it is currently understood into question. While it is directed at those who have some background with these debates, attempts to provide background and citations sufficient to point the new reader towards other commentary on these issues.

Coming from a long tradition of Quaker beliefs, Mary Parker Follett advocated for an integrative unity in the organization or state where members work together, consensus is built, and power is shared. She applied her process of integration to management practices in both business and government. Parker Follettʼns communitarian ideas and philosophy of smaller more participative government have often run counter to administration and managementsʼn focus on regulation and centralized power. This has contributed to the benign neglect of Parker Follettʼns work in the administrative and management literature. Parker Follettʼns work has been lost and found repeatedly over the past half century. In the rapidly changing and uncertain times of the new millennium we need once again to rediscover her holistic and healing approach to administration and management.