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A research project exploring emerging student needs explored six aspects of student life: living, learning, working, playing, connecting and participating. Connecting is explored in this paper. Students will be more connected in the future. They will expect more bandwidth and tools. Driven by the impacts of social expectations in a world of changing sexual and gender mores, they may participate in a wider range of communities. This paper aims to summarize two scenarios about the Connecting domain from the Student Needs 2025+ project, and highlight implications for the future of higher education.

A modified version of the University of Houston’s “Framework Foresight” method was used to explore the future of six aspects of future student life.

Students will become more connected; connected to their extended families, to communities and to artificial intelligence. The technological interfaces facilitating these connections and many others will become less dispensable and more essential to happy daily life; don't leave home without your “phone”. To address the stressors arising from increasing information and social connectivity, students will need more counseling and tools to adjust and flourish. The formation of character, which is so central an outcome of the student learning experience, will no longer rely so heavily on face-to-face interactions at brick and mortar locations, but will be the result of a kaleidoscope of machine and personal interactions conducted remotely, asynchronously, and virtually as well.

In terms of research limitations, this paper is focused on the needs of students and does not purport to be an exhaustive analysis of all of the issues influencing higher education. It views the future of higher education through the lens of students and their emerging needs.

The paper is intended for educators, researchers and administrators to provide insight on how the needs of students, their key customers, are evolving.

This piece explores student life in its totality as a way to more accurately identify student needs in the future.

The purpose of this paper is to look at the communications strategy of the wake up call suggested by Slaughter and to explore alternatives and other perspectives on its transmissions and receptions.

This review uses a topical literature survey and synthesis method to critique conventional vs integral‐type communications strategies and suggests alternatives.

Communications are tricky. The alignment of the sender and receiver are crucial and can be improved or degraded depending on the contextual framework of each, as well as the perceived agency and interaction of the sender/receiver actors.

This work was accomplished from the single viewpoint of the author, with literature references and a US‐centric, western bias.

The discussion about the variety of communication stratagem from the perspective of the receiver and, the context of the message, as well as the motivation of the sender may provoke changes which in turn could allow greater chance for success in establishing a glide path to sustainability.

This work is referenced to highlight the work of others, including the author of the book reviewed. The synthesis and suggested communications approach is original to the author of the paper.

This paper explores how resilience may mitigate the impacts of a crisis and at the same time foster business excellence. Additionally, it seeks to analyze the role of HR department (HRD) in cultivating resilience and crisis awareness.

In order for the authors to assess their hypotheses, a research model was conceptualized and tested by conducting an empirical study in Greek organizations that enlist the largest number of employees in Greece, belonging to various corporate sectors. Following the review of the relevant literature on resilience, business excellence and crisis management (CM), the research model and research hypotheses are presented.

The empirical section illustrates the statistical analysis of the collected data and the test of the research hypotheses. The authors managed to validate their research hypotheses through the research. The research demonstrated that promoting resilience and crisis awareness in a business excellence environment can reinforce the role of HRD aiming to overcome crises.

Following the research findings, the implications for managers and organizations are presented alongside with the research limitations. Managers and HRDs can review their mindset towards resilience. Thus, they may reevaluate their CM plans and processes according to the research findings.

The extended literature review proved that limited studies deal with the contribution of resilience regarding CM and business excellence. The originality of the present is to promote the cultivation of resilience in line with a high level of acquaintance with CM procedures to the dynamic role of HRD in terms of CM.

The purpose of this paper is binary. At first, it explores the contribution of preoccupation with failure to total quality management (TQM) and crisis management (CM). Then, it analyzes how preoccupation with failure can advance the role of human resources department (HRD) in terms of CM.

This paper consists of the theoretical and the empirical part. In the theoretical part an extended literature review takes place. In the empirical part, the research statistical analysis is presented. The research was conducted in organizations that employ the largest number of employees in Greece and represent various corporate sectors.

The research permitted the authors to confirm their research hypotheses. It presented how preoccupation with failure can advance continuous improvement and CM. Moreover, it illustrated the impact of failure to the key role of HRD against crises.

Organizations and managers can reconsider their perspective towards failure. Additionally, they can review and redesign their TQM and CM procedures based on the research findings aiming to overcome crises.

The literature review indicated that limited research deals with the benefits of preoccupation with failure regarding TQM and CM. Specifically, the research advances the contribution of failure in relation with the level of CM intimacy to the role of HRD against crisis. The added value of the present is to make organizations and their top management realize the significance of failure and use it to promote learning, TQM and CM.

Based on revenge theory and the three objectives of social interaction theory of aggression, the purpose of this paper is to develop a framework to answer why and when a subordinate’s own behaviour instigates abuse at the workplace. In particular, the authors argue that subordinate gossip behaviour instils in supervisors a thought of revenge towards that subordinate, which, in turn, leads to abusive supervision. Specifically, this hypothesised relationship is augmented when the supervisor feels close to the gossiper (i.e. psychological proximity).

The authors conducted two independent studies to test the moderated mediation model, which collectively investigate why and when subordinate gossip behaviour provokes abusive supervision in the workplace. A lagged study (i.e. Study 1: 422 supervisors and subordinates) in a large retail company and an experience sampling study (i.e. Study 2: 96 supervisors and subordinates with 480 daily surveys) in multiple organisations provide support for the moderated mediation model.

The two-study (i.e. a lagged study and an experience sampling study) findings support the integrated model, which has mainly focussed on instrumental consideration of abusive supervision that influences the supervisor–subordinate relationship.

The two-study investigation has important and meaningful implications for abusive supervision research because it determines that subordinate gossip behaviour is more threating to a supervisor when the subordinate and the supervisor are psychological close to each other than when they are not. That is because when they are close, the supervisor is not expecting gossip behaviour from the subordinate, thus giving rise to an abusive workplace.

State environmental agencies have been organized independently with a variety of structural schemes, and are responsible for the bulk of administration of federal environmental policy, such as the Clean Air Act. Using statistical models of air quality outcomes, this research compares three competing typologies for capturing agency differences: Ringquist (1993b), Lester (1990), and Wilson (1989). The findings indicate the most commonly used measure of organization, Ringquist (1993b), may be the weakest in comparison. Additionally, both Lester (1990) and Wilson (1989) show interesting advantages in comparison to each other. The findings provide some interesting insights into the difficult task of measuring organization.

Coalitions are informal and interdependent groups of actors operating within organizations, yet their effects in organizations are not widely understood. In this paper, we develop a model of coalition formation and functioning inside organizations. By extrapolating the behavioral intentions (i.e., altruistic or antagonistic) and compositional differences (i.e., supplementary or complementary) among these informal group structures, we classify coalitions into four forms (i.e., lobby, cartel, circle, and alliance), theorizing how each coalition form affects work role innovation, resource allocations, and work performance. Our conceptualization helps clarify previous theoretical inconsistencies and establish an agenda for the study of coalitions at work. Furthermore, this paper provides insights into the ways that coalitions support or impede the organization’s objectives.

Executives exert a pervasive influence on the organizations they lead. As such, scholars have long considered how to calibrate the risks inherent in executive decision making, often relying on incentives and compensation to calibrate executive risk behavior. However, there are shortcomings that reduce the efficacy of this approach, largely because incentives and compensation do not alter the work environment itself, which play a significant role influencing executive risk behavior. Consequently, in this chapter, we propose a conceptualization that integrates executive risk-taking with work design, framing three central features of the strategic leader job and work environment that may be manipulated to channel and shape executive risk-taking. Specifically, accountability, discretion, and relationships are proposed as the key higher-order characteristics of the executive work context, and they are examined with respect to optimal calibration in order to maximize both executive performance and well-being, as well as organizational coordination and control. Implications of this conceptualization and directions for future research are discussed.

The Houma Indians reside in the backwaters of the Mississippi Delta, a coastal area that is disappearing due to natural subsidence, sea-level rise, and mismanagements of the ecosystems. The purpose of this paper is to scrutinize the causes of this ecocide and the responses addressing such environmental challenges, including scientific strategies, political non-intervention, and the United Houma Nation’s plans for preserving a sense of place and togetherness as a prerequisite for its cultural survival.

This ethnographic investigation relies on participant observation, and interviews with tribal leaders, fishermen, trappers, as well as scientists and local politicians. In order to grasp the emic perspective, most interviews were conducted in the Houma French dialect.

The Mississippi Delta epitomizes issues that will shape tomorrow’s world, namely, the vulnerability of coastal areas and the flows of environmental refugees. As shown by this study, coastal residents do not make a passive flux of evacuees responding to state/NGO-run plans. Actually, they are chief agents who either develop resilient strategies or proactive relocation stratagems to avoid ethnocide. Their pragmatic methodologies provide valuable data for any crisis management efforts.

This research gives a voice to the voiceless, and conveys their existential struggles from within – unlike most studies of endangered communities relying on outsiders’ viewpoints. This perspective depicts the Houmas as actors of their survival who implement diverse tribal strategies for coping with environmental change.

The present article focuses on crises that arise from provocative advertisement images and products and introduces the shooting star crisis. Moreover, it aims to shed some light on the interconnection between the boomerang effect, crisis, crisis management and workforce diversity.

By examining the cases of two leading organizations of the fashion industry that found themselves involved in crises and how they confronted them, it seeks to explore whether investments in workforce diversity is a solution for these problems.

Sometimes provocative products and images that intend to spark customers' imagination can backfire and initiate a crisis. Based on the findings, organizations that admit their wrongdoing and react promptly to their stakeholders' demands tend to overcome a crisis relatively faster than organizations with passive behavior. By understanding the need for a proactive approach, fashion organizations can evade future crises and avoid creating products or images that can be perceived as racist and invoke public outrage. Additionally, the study revealed that workforce diversity initiatives can mitigate a crisis and its aftermath.

Its novelty is that it deals with the interrelationship between boomerang effect, crisis, crisis management and workforce diversity. Moreover, it introduces a new type of crisis, the shooting star crisis, in order to capture new crises that emerge in modern era, as a result of the extensive power of modern social media.