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This case is designed for an undergraduate entrepreneurship course dealing with the launch and growth of an entrepreneurial venture, including strategies for effective team building, especially with teams based in different countries.

This case has been used in 300 and 400 level entrepreneurship courses.

The case tells the story of John Lee (CEO) and Regina Adams (President), the founders of a new business called global loans in entrepreneurship (GLIE) based in Singapore. GLIE facilitates micro-loans for small business owners in the developing world and specifically targets entrepreneurial development projects for the poor. Many social enterprises start their operations on a shoestring budget. Typically, the deficit of cash pushes the leadership to use creative strategies to move things forward, including recruiting individuals who are willing to work in the startup phase without monetary compensation. This case sheds light on what can happen when founders recruit and rely on a volunteer for essential technology development, vesting the individual with substantial power, and creating the possibility for him/her to delay or purposefully hold up the launch of the company.

The case highlights the importance for someone on the founding team to have whatever core competencies are most critical to the firm. Additional themes are the importance of raising adequate funds at startup, the pitfalls of using volunteers in the wrong capacity, and the disastrous impact the wrong employee can have in a small firm setting.

Teaching note.

We introduce three different classes of linguistic variables. Each of these classes can assume values defined via a fuzzy subset.

Current orthodoxy in management text and training is the human resource management model which has its origins in the excellence and quality models of US business writings. Investigates the failure of “Jurassic management”: visioning, consensus value systems, proactively created teams, and development planning. Just as Jurassic Park failed, so will self‐managing schools and colleges unless they recognize that certain management development programmes are leading them into disaster. Argues that organizations should not be seeking stability with the environment and meeting the needs of customers, but should be creating the environment and celebrating professional competence. Shows that Chaos Theory can be applied to educational institutions in order to identify that survival in turbulent times is based on the capacity of educational managers to make rather than control the future. Management development is at a critical point whereby the choices will create the future: the key learning outcome from Chaos Theory is that self‐organization and micropolitics are essential to understanding organizational survival and development.

MY MAIDEN NAME was Lamb and this, I think, was the tenuous thread that first drew me towards Charles Lamb when I was in my teens. His letters and essays were compulsory reading at school as a background study to the Romantic poets. My heart warmed to Lamb because of the revelation of his personality in his writings and for the glimpses he gave of his contemporaries, seeming to welcome the reader into the charmed circle of his friends. If I had been restricted to a classroom study of the Tales from Shakespeare, with which his name is first associated in the minds of many readers, I might never have gone on to discover the warmth of his humanity and the sparkle of his humour that glow from his letters and essays. In this year of the 200th anniversary of his birth I hope that many readers will turn back to these writings to renew acquaintance with Charles Lamb as I have done and find the same endearing qualities that won my affection in adolescence.

According to the social justice model of disability, inclusion is about securing civil and human rights for individuals with disabilities. To that end, supported decision-making is a person-centred process that allows individuals to take control of their own choices and increases their ability to live self-determined lives. Utilizing a case-study approach, this chapter examines the differences between guardianship and supported decision-making and explores how one individual who had been placed within a guardianship format, embraced a more supported decision-making framework through self-selecting a group of family, friends and professionals to serve in an advisory capacity. Through this approach, he regained control of decision-making, assumed the ‘dignity of risk’ associated with decision-making and restored his right to self-determination.

This paper is focused on my search over nearly 60 years for an understanding of marketing – not just as a management technology, but as a social discipline which gives meaning and purpose to the technology.

This paper illustrates my life as an academic in context, which began with a strong focus on marketing in contemporary management and went on to conclude that marketing is much more than management. It was my travels across the world to widely differing markets and marketplaces that led me to this conclusion. I saw individuals, groups and organizations linking with each other in the voluntary exchange of economic and social value, self-organizing into increasingly complex networks that in the end become the institutions that frame marketing action.

I gradually came to see marketing in a much wider, intensely human setting, and to realize some of the complexities of the networks that marketing activities generate.

My story may be of assistance to younger scholars beginning a career in marketing.

Marketing is much more than management and if re-framed should/could stand alongside other social sciences in considering social and economic policy.

To build on my recollections of an unplanned life spent in search of marketing to highlight the need for younger scholars to think about marketing in a dynamic ever-changing systems setting.

On April 2, 1987, IBM unveiled a series of long‐awaited new hardware and software products. The new computer line, dubbed the Personal Systems 30, 50, 60, and 80, seems destined to replace the XT and AT models that are the mainstay of the firm's current personal computer offerings. The numerous changes in hardware and software, while representing improvements on previous IBM technology, will require users purchasing additional computers to make difficult choices as to which of the two IBM architectures to adopt.