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The paper's aims is o explore the relationship between having a complete strategic focus and the extent of the internationalisation of university business schools and the level of desire for the future internationalisation and to further validate the model of internationalisation.

Data were collected for business schools and business facilities using the Elkin, Devjee model of internationalisation concerning the current and desired levels of internationalisation of the business schools. In addition schools were asked six key questions about strategic focus.

It was observed that those schools with complete strategic focus had higher levels of current internationalisation and greater aspirations for even higher levels of internationalisation than schools without a complete strategic focus. It was also found that there may be a connection between research intensity and internationalisation.

Future samples would be better to clearly separate whole universities and business schools and the role and status of respondents.

In order to be successful in internationalisation institutes need to develop a complete strategic focus.

The use of the model of internationalisation was further validated and the model was used for the first time in conjunction with strategic focus to illustrate strategy in practice.

Few models have been developed to help clients to make sense of the variety of outdoor development courses and processes now available to them. Suggests that a consideration of focus, risk, facilitation type and reality may help with the differentiation between programmes.

This research paper seeks to examine the important issues of performance measurement and reporting in a third sector community organisation. It aims to highlight the dysfunctional nature of funding body performance reporting criteria, which do not always align with the values and goals of the voluntary organisation. In contrast, this paper aims to consider the value of using anecdotal performance data to provide a more informed perspective on the performance of third sector organisations.

The paper examines the current literature regarding performance measurement from a voluntary sector perspective. It then considers the value and efficacy of anecdotal performance reporting and presents empirical findings from a single case study organisation.

The paper identifies that many forms of performance reporting frameworks used by funding bodies provide little or no value to the voluntary organisation, and that anecdotal performance reporting is often more aligned with the values of the voluntary organisation. This paper proposes that whilst anecdotal performance reporting is not common place, it has an inherent value to both a third sector organisation, and funding body, as it allows the organisation's achievements to be presented in a more empathic light. The paper concludes that anecdotal performance reporting is particularly appropriate where the funding body is of a philanthropic, rather than government or state nature.

This research was conducted from the perspective of one voluntary sector organisation, therefore providing limited generalizability.

With little research undertaken on the value of anecdotal performance reporting in this environment, this paper highlights a potential new area of performance measurement. This research is set within a New Zealand context, adding to the originality.

In order to encourage women to work and reduce the effects of the skills shortage of the mid‐1990s, flexible working patterns and child care are often seen as of key importance. An ageing population is leading to increasingly intrusive “eldercare” (caring for elderly dependants) burdens upon women employees and managers which make it hard for them to enter the workforce. The extent of the ageing problem in the population is examined. The effects of eldercare burdens upon individuals and organisations are discussed and corporate responses to the problem in the US are described as possible ways ahead in the treatment of eldercare as part of an employee benefits programme.

Contextualizes the activity of industrial chaplains, who are ordained or lay people who visit places of work and seek to minister to individuals in the workplace. Describes the experience of being a chaplain. Reports on some observations concerning the role of chaplains in general, and the range of their involvement as counsellors in particular. Information was gathered by questionnaire, structured interview and participant observation.

Recent attention to competencies, especially the McBer approach, is reviewed. Different definitions focusing on personal qualities or task performance are outlined and it is proposed that neither macro‐competencies nor micro‐competencies are necessarily the practical route, and job‐specific key competencies are recommended.

Purpose – There are few means of measuring whether universities have effective international programmes or policies in response to increasing globalisation. The purpose of this paper is to report on the development and testing of a model for measuring the internationalisation of universities and to assist with the strategic planning of interationalisation. Design/methodology/approach – The 11‐dimension model was developed as a result of a literature search and interviews with academic and non‐academic university staff. The model was trialled with a range of New Zealand and overseas universities. Findings – The model received widespread support as a useful way of conceptualising and visualising the internationalisation of universities. Measurement of internationalisation was demonstrated. The model was useful for the facilitation of the planning of investment in the various dimensions that make up internationalisation. The “star” model displayed both the current and ideal levels of internationalisation in visual form for an institution. It can be used to make systematic decisions about future institutional activity resource investment. Research limitations/implications – The testing is limited and will need to be extended to other countries, types of universities, faculties, departments and programmes. Originality/value – The model is useful to those who manage the intenationalisation of univerities, clarifying the concept and making systematic action to increase internationalisation possible.

This chapter provides research results from a study of contemporary leadership approaches (i.e., paternalistic, charismatic, transformational, aesthetic, authentic, and pragmatic leadership) in eight Chinese organizations. Data were collected from case studies in four private-owned enterprises (POEs) and four state-owned enterprises (SOEs) through both interviews and questionnaires. The main purpose of this chapter is to provide contextual analysis of these findings by applying the concept of field from Bourdieu's sociology. This research contributes to the leadership literature by generalizing Western leadership theories to the Chinese context as well as by giving an insight into contemporary leadership approaches in modern Chinese business by deeply contextualizing these leadership behaviors.

For 40 years, it has been widely believed in the West that learning organisations would be healthier, flexible and more competitive than other organisations. By now, one might expect them to be widespread. However, fully developed learning organisations are rare in the West. In contrast, Chinese organisations seem naturally to be learning organisations. The paper aims to explore the impact of Eastern (largely Chinese) and Western (largely US) philosophies upon the development of learning organisations and suggests that for learning organisations to develop in the West a different philosophical approach may be needed.

The Chinese worldview, and Chinese pragmatism in particular, are discussed in the context of learning organisations. A link is made with the American pragmatism of Dewey. These philosophical traditions are compared to the prevailing worldview and philosophical tradition in the West, which may help explain the rarity of the learning organisation in the West.

A pragmatic philosophy and a relational worldview allow the development of natural learning organisations in China. The recovery in the west of pragmatism and a relational worldview might allow Western organisations to move towards becoming learning organisations. Without this philosophical underpinning, it is unlikely that there will be more than visionary glimpses of utopian ideas for learning organisations.

The significance of pragmatism in the development of learning organisations needs to be considered as a factor in the failure to develop widespread learning organisations in the West.