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Wonders whether companies actually have employees best interests at heart across physical, mental and spiritual spheres. Posits that most organizations ignore their workforce – not even, in many cases, describing workers as assets! Describes many studies to back up this claim in theis work based on the 2002 Employment Research Unit Annual Conference, in Cardiff, Wales.

The purpose of this paper is to analyse three innovative Master's programmes designed for public and voluntary sector managers across three EU countries.

The paper compares similarities and differences between the programmes in order to shed light on the “innovation journey” which the authors took in establishing these programmes, and on the distinctive pedagogies which have been designed and developed to help address the complex dilemmas and challenges facing public and voluntary sector managers in the three countries.

The paper draws on theories of innovation and entrepreneurship to illustrate how these programmes were created, and how both new curriculum content and new approaches to pedagogy had to be developed.

The paper addresses the current and future learning needs of these public and voluntary service managers.

In spite of decades of focus on decision making and decades of research on cross‐cultural management, few authors have devoted attention to the combination of decision making and specific cultural settings. The focus of this paper is the decision‐making processes in French and Danish companies. Results from empirical data indicate that there are clear differences in the ways decisions are arrived at in terms of how managers emphasize different phases of the decision‐making process. The analysis also shows what happens when different stages become the responsibility of people in different roles within the organisation. In the analysis, the importance of decision rationality is discussed, and the different cultural styles are linked to the classical theories in decision making such as economic man, administrative man, and muddling through. Since these are found inadequate to characterize French and Danish actual behaviour, new models are suggested under the labels of emotional man and action man.

The Institute dates back to 1952 when Torben Agersnap started at the Copenhagen School of Economics and Social Sciences. By 1969 it had a staff of three researchers, but in the following years it has grown rapidly. Today the Institute comprises a staff of two full professors, seven associate professors and nine research fellows all on the payroll of the School. In addition there is a staff of about five researchers on various grants and projects.

We document the emergence of the Lead Independent Director (LID) board role in a sample of U.S. firms from 1999–2015. We find that firms that adopt an LID board role are larger and have more independent boards, higher institutional investor holdings, and an NYSE listing. Firms with greater anticipated benefits from monitoring also adopt an LID role, e.g., firms with dual CEO-Chairman, with more takeover defense mechanisms, and with higher cash holdings. Using an event study methodology, we find that investors respond positively to the adoption of an LID board role. Lastly, using instrumental variables to address endogeneity in the LID board role, we find that firms with an LID are more likely to terminate poorly performing CEOs. Taken as a whole, these results suggest that the LID board role enhances firm value and improves the quality of corporate governance.

Although this is a survey of research techniques, it has become increasingly apparent, as the study has progressed, that our investigation of research methods for use in tourism and travel studies, without prior consideration of the nature and scopes of tourism and travel themselves, would he inadequate. At the outset it would be imperative to distinguish three interrelated terms. These are recreation, tourism, and travel.

In his article “Diversifying Mergers and Risk: Some Empirical Tests”, Thompson (1983) modelled the change in the systematic risk of the acquiring firm before and after merger. We propose a modification to this method which considers the difference between the systematic risk of the merged firm and that predicted by capital market theory on the basis of the constituent firms' betas. Furthermore merger will probably lead to a change in the structure of the acquiring firm, both intrinsically and financially. Thus in order to remove any complications caused by debt restructuring of the combined firm after merger, we suggest that the analysis is carried out using ungeared or intrinsic betas. An empirical study which follows that of Thompson but implements the above modifications is performed, and conclusions are drawn which have implications for studies that have considered the benefits of merger to the acquiring and target firms.

Balancing the relationship between commitment to work and commitment to family is becoming a major issue in the modern workplace of industrialized nations. In addition, regional economic integration is fast becoming a reality in all three legs of the TRIAD (Europe, Japan, and the United States). Rationalized production is occurring at a fast pace across North America. The Enterprise for the Americas Initiative seeks to extend the North American Free Trade Agreement (NAFTA) from the Alaskan Yukon to Tierra del Fuego in Southern Chile and many American corporations are moving some production jobs to countries in Latin America. In spite of these labour trends, very little is known about the attitudes of workforces in these emerging labour markets regarding the balance between commitments to work and family. Results of research comparing work‐family orientation values among Chile, Venezuela, Mexico and the United States are presented. Implications for both researchers and managers are discussed.

Design and construction of indexing languages require thorough knowledge and understanding of the information environment. This empirical study investigated a mixed set of methods (group interviews, recollection of information needs and word association tests to collect data; content analysis and discourse analysis to analyse data) to evaluate whether these methods collected the data needed for work domain oriented thesaurus design. The findings showed that the study methods together provided the domain knowledge needed to define the role of the thesaurus and design its content and structure. The study was carried out from a person‐insituation perspective. The findings reflected the information environment and made it possible to develop a thesaurus according to the characteristics of the work domain. It seemed more difficult to capture the needs of the individual user and adapt the thesaurus to individual characteristics.