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The purpose of this chapter is to share the varied experiences the two authors encountered as first-generation college students and scholars in higher education. The goal is to provide insight into how minoritized students, particularly those who identify as Black, Black American or African American, can successfully navigate the doctoral process, be competitive on the faculty job market as newly minted PhD‘s, and navigate the tenure and promotion process. One perspective follows the traditional (tenure track) faculty career progression. Another perspective suggests creating your own path, considering administrative roles, research appointments, and non—tenure track teaching roles. This chapter will be largely autobiographical, with augmented supplementation from empirical research. The implications and lessons that will be shared in this chapter are beneficial to all students and young scholars as they embark upon similar trajectories in their professional and academic careers.

The purpose of this paper is to examine the failures of business intelligence (BI) implementations and to understand why they fail as well as what action can be taken to ensure implementation success.

The paper is based on a literature review of academic journals and case studies relating to BI, and the success and failure of the implementation of such projects. It focuses on four areas of BI projects to measure success: return on investment, non-concrete measures, project management measures and user satisfaction. The literature provides insights into what factors contribute to the success of a BI implementation and what factors contribute to the failure. Once the failures can be ascertained, a strategic approach to remedying the failure is discussed.

Implementation failure specifically relating to BI is a rarely discussed topic. This paper provides an understanding of why BI implementations fail and how organisations can ensure, prior to implementing such a solution, the considerations that need to be made to ensure that success is achieved from a technological, organisational and process perspective.

The paper uses empirical evidence from the literature to provide an understanding of why BI implementations fail. The factors contributing to BI failure are examined along with insights into how to succeed with a BI implementation.

In this chapter, we overview different neuroenhancement techniques that could be applied for accelerating the learning process in a number of tasks that are associated with occupational roles. The techniques range from: (1) pharmaceutical and invasive methods with limited applicability to the healthy population, due to possible side effects and obtrusiveness; (2) game-based brain training that shows task-specific potential, but may not generalize; and (3) a promising new research direction in which the goal is to “train” the brain to reach an optimal cognitive state for performing a given task, and remain in this state by self-regulation. However, in order to accomplish this goal of brain training, the neurological markers that best discriminate good task performance need to be identified. We also review a number of initial studies in this chapter which have analyzed such markers in a variety of training-related applications for different occupations, such as military/security (e.g., marksmanship, deadly force judgment and decision making, submarine piloting and navigation, phishing detection), medicine (e.g., robot-assisted surgery), banking (e.g., financial traders), sports (e.g., golf, archery, and baseball), or entertainment (e.g., musicians and actors). The promising results of these early studies are fueling interest in neuroscience-based technology and methods in the rapidly developing field of organizational neuroscience (e.g., leadership research). We conclude the chapter with a discussion of future research directions.