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This chapter provides an insight into the career paths of autistic professionals in large private practice law firms. Rather than being a result of efforts to recruit autistic people for the first time through targeted hiring programmes, it is suggested that corporate law firms recognized these strengths early in their formation and developed a type of employment both well suited to autistic strengths and able to make accommodations. Six career stages from Law Student to Retired Partner are described with their opportunities and challenges to illustrate the career paths of autistic professionals who work in law. A call is made for an approach to inclusiveness of the autism community by employers and professional associations to create a system of employment system that supports the employment of many while meeting the unique needs of individuals.

This chapter describes part of the philosophical and psychological context for the study of entrepreneurial action. Unlike some other human behaviors, entrepreneurial action is typically extended through time, bringing it into the realm of personal causality. When intention, motivation, and environmental properties are all considered, one is led to the metatheoretical assumptions that (a) human beings are capable of conscious thought, (b) they are capable of intentional action, and (c) effort exerted in the direction of an intention can lead to an “equifinal” outcome regardless of starting point or obstacles that may appear along the way. Entrepreneurship research should more explicitly take note of these traditions to ensure that the measures selected incorporate the multiple antecedents of entrepreneurial action. This chapter has four primary objectives: to outline the precursors of intentional action of any sort, to touch on the specifics of entrepreneurial intention, to ameliorate a bit of our concern over self-report measures, and to describe methodological alternatives that might have promise for the future.

In this volume, researchers have brought their expertise to bear on the ambivalence enacted and expressed by adult children and their parents towards each other. As Lüscher and Pillemer note in their seminal article (1998), using ambivalence as an organizing concept for the study of intergenerational relationships allows researchers to explore the inherent contradiction of roles and obligations. For example, at what point does a child become an adult child? Is this a judgment that both parent and child make? What happens when parent and child disagree? Even raising the question misses the point: One can never unidimensionally be an “adult child.” In the subtle and dynamic consciousness within which each of us dwells, we are always an adult and a child to ourselves and to our parents, as they were to theirs.

Psychological forces in play across individual, group, and organizational levels of analysis increase the likelihood that people in business organizations will engage in misconduct. Therefore, it is argued, we must turn our attention from dominant normative and empirical trends in business ethics, which revolve around boundaries and constraints, and instead concentrate on methods for promoting ethical behavior in practice, exploiting psychological forces conducive to ethical conduct. This calls for a better understanding of how organizations and their inhabitants function, and, in turn, it points to pragmatic solutions. Ethical conduct can be promoted by: (1) normatively justifying vivid aims worthy of pursuit alongside economic objectives, and (2) empirically identifying the conditions and practices that advance those aims in firms. This approach challenges us to bring empirical and normative inquiry together — in ways unsettling to both. It pushes us to move beyond an empirical preoccupation with decision making and judgment, and it requires us to cope with political liberalism's legitimate qualms about discussions of the good.