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This paper aims to investigate the lubrication regime in spherical pump, especially under different structural parameters and operational conditions.

A ball-on-plane configuration is adopted to represent the contact model between spherical piston and cylinder cover. The governing equations, which include the Reynolds and elasticity equations, are solved and validated by Jin–Dowson model. Both minimum film thickness and lambda ratio (ratio of minimum fluid film thickness to combined surface roughness of the piston and cylinder cover) of the equivalent model are obtained using an established model.

The results indicate that piston diameter and radial clearance are the two main factors affecting the pump lubrication regime. Other related parameters such as rotation speed of the piston, load, viscosity of working medium, material matching and surface roughness of piston and cylinder cover also have different impacts on the lubrication regime of the spherical pump.

These results emphasize the importance of the design and manufacturing parameters on the tribological performance of spherical pumps and these are also helpful in improving the spherical pump lubrication regime and enlarging its life cycle. This is to certify that to the best of the authors’ knowledge, the content of this manuscript is their own work. This manuscript has only been submitted to this journal and never been published elsewhere. The authors certify that the intellectual content of this manuscript is the product of their own work and that all the assistance received in preparing this manuscript and sources has been acknowledged.

Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.

According to John Grant’s New Marketing Manifesto, contemporary consumers “act their shoe size not their age” by resolutely refusing to grow up. They are not alone. Managers too are adopting a kiddy imperative, as the profusion of primers predicated on children’s literature – and storytelling generally – bears witness. Winnie the Pooh, the Wizard of Oz, Alice in Wonderland and Hans Christian Andersen are the marketing gurus du jour, or so it seems. This paper adds to the juvenile agenda by examining the Harry Potter books, all four of which are replete with references to market‐place phenomena, and contending that scholarly sustenance can be drawn from J.K. Rowling’s remarkable, if ambivalent, marketing imagination.

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Anthropomorphism is the attribution of human characteristics to gods, plants, animals or inanimate objects (the wind, rocks, etc.). This paper sets out to disprove the association of anthropomorphic characteristics with individual organizations.

This paper discusses anthropomorphism in organization theory because many scholars argue that organizations are human or like human beings. Some examples of “An organization called Harry” in organization literature are presented.

Three causes of anthropomorphism can be traced. The negative, rather than any positive, consequences of anthropomorphism in organization literature are discussed.

A new agenda for organizational studies is suggested where anthropomorphism is avoided together with the fallacy of the human metaphor. Anthropomorphism creates confusion rather than advancing the field of organization theory.

A key obstacle to women’s advancement to managerial roles and leadership positions is the stereotype of the “good” manager, which is characterized by masculine traits. Although this gendered managerial stereotype has been very persistent over the past decades, Powell et al. (2021) recently showed that business students in the USA reported a decreased preference for masculine leadership traits and an increased preference for feminine leadership traits, resulting in a so-called “androgynous” manager profile that contains both masculine and feminine characteristics. This study aims to replicate Powell et al.’s (2021) findings among an older sample of working adults in The Netherlands.

The present study tests for changes in the managerial stereotype in a sample of 5,542 Dutch employees across 2005, 2010 and 2020.

In line with Powell et al. (2021), the results confirm employees’ decreased preference for masculine and increased preference for feminine leadership traits in 2020 compared to 2005. Nevertheless, Dutch employees still favored masculine over feminine leadership traits in 2020, contrary to the findings by Powell et al. (2021).

These observed changes in the managerial stereotype could prove to be an important step forward for women’s advancement to management and leadership positions.

With the present study, the authors demonstrate cross-cultural generalizability and conclude that the stereotype of a “good manager” is not only changing among US business students but also among working adults in The Netherlands. Overall, this study strengthens the observation that the stereotype of a “good manager” is becoming less gendered.