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The predominant neoliberal structure of capitalism and tourism as the fuel of capitalism exposes growing problems of injustice, unfairness and inequality. Places and communities around the world are currently expressing the need for radical changes in placemaking to be able to think, plan and act differently. This theoretical contribution adopts a humanistic management (HM) perspective of placemaking to promote places where people enjoy living, working, interacting and having meaningful experiences. Tourist destinations are relevant places to discuss the application of HM principles in practice and promote humanistic destinations and the humanisation of placemaking. This chapter concludes by arguing for an interface with eco-centric and posthumanist transformative approaches to promote holistic value-based placemaking and regeneration of places.

Teams often cannot fulfill their managers’ expectations due to unfairness issues and dysfunctional conflicts with teammates. This paper aims to create a fair team environment, it is important to analyze the interrelationship between unfairness and conflict. However, only a few studies have done this and reported inconsistent results. Using negative reciprocity research as a theoretical foundation, this paper analyzes the interconnection between unfairness and conflict dimensions in the team context. This paper further integrates conflict management research to show employees and managers how to handle unfairness and conflict in teams.

The authors conducted a longitudinal survey study (three points in time) with 237 employees from different German organizations.

The results of cross-lagged structural equation modeling provide some evidence that interpersonal, procedural and informational unfairness predict relationship conflict and process conflict. Several of these effects become non-significant over time. Further, relationship and process conflict have several significant relationships with the unfairness dimensions, while task conflict did not have any significant relationship. The results also suggest that employees can break up the vicious cycle of unfairness and conflict by using a cooperative conflict management approach.

This paper focuses on members of autonomous, interdependent and existing teams and the interpersonal relationship of a team member with her or his teammates. Future research could analyze leader-member relationships in different team types.

The application of cooperative conflict management enables employees to break up the vicious cycle of unfairness.

This paper clarifies the interrelationship between unfairness and conflict and shows that a team member can apply a cooperative conflict management style to handle effectively unfairness and conflict.

The purpose of this paper is to provide a critical appraisal of the theme of zulm (injustice/exploitation) in light of the Islamic finance literature and the general attitude and approach of the Islamic finance industry and its advocates.

Based on an expanding theoretical and empirical knowledge base about Islamic finance and banking movement, and the emerging understanding about the role of profit and corporate behavior, a critical analysis of the role of riba, interest and profit in widespread injustice and exploitation is presented.

On the basis of the behavior of the Islamic finance industry, it seems that the industry's current practices are either neutral to the issue of injustice/exploitation or mirrors the tendencies of the conventional finance. Furthermore, when comparing the exploitative role of interest and profit, the latter seems to be more consequential than generally understood and acknowledged.

Islamic economics/finance literature should have more empirical research in identifying and understanding the nature of exploitation in the contemporary world and in how the current practices or tendencies are minimizing or abetting the challenge of exploitation.

The larger goal of the Islamic finance and banking movement should be to be in harmony with the maqasid of Islam to minimize zulm (injustice/exploitation) in the society.

The larger goal of the Islamic finance and banking movement should be to be in harmony with the maqasid of Islam to minimize zulm (injustice/exploitation) in the society.

While the literature of Islamic economics and finance is rather robust, this might be the first work that critically examines the riba‐interest reductionism, especially to focus on its implication for attention of the industry being away from exploitation in general and the relationship between profit and exploitation in particular.

By conceptualising patriarchy in the workplace as a social situation, the purpose of this paper is to examine the prevalence of patriarchal attitudes and their impact on women’s workplace behaviour among Nigerian organisations.

The study uses a qualitative research approach, drawing on data from 32 semi-structured interviews with female employees and managers in two high-street banks in Nigeria.

The study finds that patriarchy shapes women’s behaviour in ways that undermine their performance and organisational citizenship behaviour (OCB). Furthermore, the study finds that patriarchal attitudes, often practised at home, are frequently transferred to organisational settings. This transference affects women’s workplace behaviour and maintains men’s (self-perceived) superior status quo, whereby women are dominated, discriminated against and permanently placed in inferior positions.

The extent to which the findings of this research can be generalised is constrained by the limited sample and scope of the research.

The challenges posed by the strong patriarchy on women’s workplace behaviour are real and complex, and organisations must address them in order to create a fairer workplace in which employees can thrive. It is therefore essential for organisations to examine periodically their culture to ensure that all employees, regardless of gender, are involved in the organisation’s affairs. Furthermore, organisations need to help women become more proactive in combating patriarchal behaviour, which often affects their performance and OCB. This requires organisations to affirm consistently their equal opportunities, equal rights and equal treatment policies. It is essential that organisations take this problem seriously by attaching due penalty to gender discrimination, as this will go a long way in ensuring positive outcomes for women and providing a fairer workplace.

This study provides empirical evidence that a more egalitarian work environment (in Nigerian banking) will result in improved performance from female employees and organisations. It calls for greater policy and organisational interventions to create a more inclusive work environment and an equal society.

Women are under-represented in senior positions across the world, and this paper aims to explore the impact of wasta on women’s careers in the Arab Gulf States. This paper has two main objectives: to understand the phenomenon of wasta and how it manifests itself within public organisations in the Gulf region; and to examine how wasta is impacting on women’s career advancement.

Qualitative interviews were conducted with 18 female managers working in public organisations in the Arab Gulf region.

The findings indicate that wasta refers to a social network of interpersonal connections, rooted in family and kinship ties, and linked to family affairs as well as work. In addition, the findings demonstrate that, as a result of wasta, social networks in the workplace, in the Arab Gulf Region, include family connections, and this is different to workplace networks in Western societies which are frequently limited to professional contacts and separate from family or friendship networks. In addition, the findings show that wasta may be used to support women’s career progression, providing they have access to appropriate wasta. Furthermore, the findings revealed that women, in the Arab Gulf Region, rely directly on their male family member’s connections, as career facilitators, to gain access to organisational opportunities.

The paper provides some practical suggestions for helping to overcome the potential negative effects of wasta and to ensure that organisations make the best use of their talent. Hence, this research could potentially inform national policy and organisational policymakers and, in particular, influence recruitment and selection practices to ensure that they are based on competence rather than personal connections.

The paper is based on empirical work in an under-researched, non-Western context. There is extensive literature on gender and management and leadership in Western cultures, and this paper contributes to the developing body of research on women in the Arab cultures. It provides a better understanding of the phenomenon of wasta, and it highlights the long-term consequences of wasta on employees, particularly women, working in public organisations. Also, it contributes to theory on the culture of organisations by highlighting the often neglected influences of the broader social and cultural systems, including patriarchal practices, on women’s positions in the organisational hierarchy.