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This paper considers the part played by the individual and collective marketing activities of wine producers in the Côtes de Duras region in South West France in the successful penetration by these products of the major UK retail outlets for wine. Most of the marketing effort by producers in Duras so far has been targeted at the domestic consumer and at visitors to the region itself. Analysis of a survey of UK retail buyers suggest that these communications focused marketing initiatives may have played a relatively minor role in the decisions by many of the major UK retailers to stock wines from Duras in their outlets. The survey re‐emphasises the power of the highly expert major retail buyers in this industry, with implications for the future development of marketing actions by growers.

The paper reports on a study of marketing approaches adopted by different categories of wine producer in the Sainte Foy Bordeaux region in south‐west France. Market conditions for many French producers have been deteriorating, with falling consumption in the main markets and growing competition from the new wine regions. Even with the world‐famous name “Bordeaux” on the label, a much more active marketing stance is becoming essential. One possible marketing response by producers is to develop strong branding. Several possible dimensions for individual branding can be identified, including the individual chateau name, the AOC marking, the type of wine, the grape variety used, whether or not the wine is organically grown and the vintage. In developing and maintaining these brand identities, producers have to integrate collective marketing efforts, such as promotional programmes for the local AOC marking, with individual marketing programmes for their own brands.

Organizational crises can wreak havoc in an institution. When such crises ensue, leaders are tasked with decisions that often need to be made quickly and effectively. When not responded to adequately, consequences can include leader regrets of improper response, high costs to the organization, loss of leadership position, or even arrests or jail time for a leader. This chapter describes all these repercussions as it summarizes the Jerry Sandusky case and highlights the crisis that took place on the campus at Penn State University. In illustrating the University leaders’ response to the crisis, leadership lessons learned from the case were gleaned. They include increased transparency, greater reflectivity, ethical decision-making, and periodic assessment of organizational culture.

The purpose of this quantitative study was to investigate Penn State Extension 4-H volunteer leaders’ leadership development needs and preferred delivery methods for leadership development. The participants were 147 volunteer leaders who attended Penn State Extension Annual 4-H Leader Forum and filled out the survey. We found that the overall mean score for leadership skills needs among volunteer leaders was 4.33 (SD =.45). Volunteers’ overall leadership skills needs do not differ based on volunteer gender, level of education, age, and previous volunteer experience. The preferred delivery methods of leadership development for Penn State Extension 4-H volunteer leaders were workshop and in-service training. Leadership education is critical in advancing volunteers’ skills and preparing them to delivery well-developed, state of the art contemporary leadership education programs.

This paper aims to predict a college football team’s competitiveness using physical resources, human resources and organizational resources.

Guided by the resource-based theory, the study used archival data of 101 college football teams. The dependent variable was competitiveness (indicated by win-loss records), the independent variables were physical resources (operationalized as home attendance and total revenues), human resources (measured as coaches’ salary and coaches’ experience) and organizational resources (specified as conference rankings and the number of sports). Kendall Tau correlation and binary logistic regression were used to examine the associative and predictive competitive advantages.

The binary logistic regression model showed an overall percentage predictive correctness of 71.3%, with a Negelkerke R² of 41.1% of the variance of all predictors – with coaches’ experience, total revenues and home attendance being the best predictors of generating competitive advantages that produced superior win-loss records.

The research focused exclusively on physical, organizational and human resources as sources of competitive advantage and not physiological and/or psychological variables.

College football teams aspiring to be competitive may benefit from this study by applying a three-fold strategy of hiring well-paid high performing and experienced coaches who can increase attendance and revenues.

The study was unique in two ways – one, it made clear the positive significance of coaches’ experience as a source of competitive advantage, and second, it highlighted the catalytic effects of revenues and attendance in fueling competitiveness.

This study sought to assess perceptions of support for organizational change and model the relationship between support for organizational change and leadership competencies among Extension educators. The knowledge gained through this work should expand current understandings regarding the nature, scope, and value of support for organizational change within the Extension educator role. We found that Extension educators mostly support organizational change. Our study also showed that leadership competencies predict a significant proportion of the total variation in overall support for organizational change. Extension leaders and leadership development practitioners should be aware that leadership education may increase receptivity to organizational change among educators.

Researchers have argued that video games have great utility for learning. Games promote experiential learning and can be used to facilitate active learning. This paper examines the potential of video games in education. In particular, it examines the benefits of game modding compared to playing and/or creating games. However, video game classes have been primarily attended by male students. This paper looks further into the gender issue regarding the use of video game modding in education. This is demonstrated through a course developed by the authors on game design. The main goal of the course was to introduce middle school and high school female students to IT and assist them in acquiring five basic IT skills. During the course, survey data was collected from participating students. Results from the surveys as well as analysis of student projects and anecdotal evidence suggest that using video game modding is successful in increasing self‐efficacy and motivation as well as teaching female students basic IT skills.

This article reflects on how Farmer’s writing on the use of multiple lenses informs two writing projects, one on values-based decision making and the other on lessons from intensive community engagement activities. Farmer’s use of the business, ethical, critical theory and feminist lenses are found to be particularly relevant and useful to these writing projects, providing a deeper understanding of organizational theory and practice than reliance on any single lens.

This article reflects on how Farmerʼs writing on the use of multiple lenses informs two writing projects, one on values-based decision making and the other on lessons from intensive community engagement activities. Farmerʼs use of the business, ethical, critical theory and feminist lenses are found to be particularly relevant and useful to these writing projects, providing a deeper understanding of organizational theory and practice than reliance on any single lens.

The Agents of Change program is a two-year, project-based learning program to develop Extension Professionals’ capacity to engage in Adaptive and Transformative Leadership. Its primary goal is to develop the capacity of Extension Professionals to engage in leadership to create more diverse, equitable, inclusive and just Extension programs and community change initiatives. This manuscript describes the program and an initial evaluation and results.

Results of an evaluation of the first year of the program indicate that regular training sessions and support are appropriate for leadership development and that Extension Professionals are using the learning, awareness and tools from this program to address challenges with Adaptive and Transformative Leadership elements. Also, Extension professionals demonstrated commitment to personal growth, community engagement and understanding of their multifaceted roles as change agents.

Participants are sharing resources from the program with colleagues, leading meetings differently, questioning the status quo and pushing others to try new ways forward.