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Purpose – Starting from the premise that human behavior is the result of a complex interaction between physiological processes, psychological values systems, and socio-institutional contexts, this chapter examines how political behavior can be better understood through a multilevel approach.

Design/methodology/approach – Employing social functionalism and Jonathan Haidt's Moral Foundations Theory, the conceptual model presented is predicated on the premise that human phenotypes are the product of evolutionary processes which have resulted in an intensely social animal. This chapter examines how physiological processes operating at the individual level, as demonstrated by recent neuroscience scholarship, are intricately involved in attitude formation as well as the presence of and variation in moral values. These individual-level traits are both responsible for socio-institutional processes as well as shaped by this larger social context.

Findings – The chapter cites that there are specific neural substrates that correlate with moral values responsible for the formation of preferences for particular policies.

Originality/value – In order to better understand political behavior and policy formation, it is incumbent upon political scientists to include individual-level analyses in theoretical models.

There has been considerable research into different approaches to workplace dispute resolution in the United States (US), the United Kingdom (UK), and to a lesser extent other English-speaking countries. This chapter considers what guidance this research can provide into the practical implications of these different approaches.

One frame of reference for evaluating different approaches to workplace dispute resolution is provided by Budd’s three objectives of the employment relationship: equity, voice and efficiency.

While dispute resolution procedures can contribute to all three objectives, there can be negative consequences for employees who make use of formal workplace dispute resolution procedures. It is desirable that workplace disputes be resolved quickly and informally.

Such an approach places considerable weight on the skills of line managers. Unfortunately, there is evidence of a preference among line managers to replace pragmatic approaches to conflict resolution with a rigid adherence to process and procedure. This is partly due to a lack of skills, but is often compounded by inadequate support from senior management.

While it is important for organisations to have formal workplace dispute resolution procedures, the focus should be on line managers. The role of human resources staff and senior management should primarily be to monitor the dispute resolution system, ensure that it is operating effectively and deal with any emerging issues. They should ensure appropriate training is in place and provide appropriate support to line managers. Only when line managers have failed to resolve disputes should they become directly involved.

In 2013, the television programme Hannibal debuted on television. Taking characters and narrative from three novels by Thomas Harris (Red Dragon (1981), Silence of the Lambs (1989) and Hannibal (1999)) over three seasons, the audience got to spend time with Dr Hannibal Lecter. Appearing 32 years after the first book and 27 years after Hannibal’s first screen appearance, much has changed in Dr Lecter’s world and the most interesting of these changes is the gender of characters.

In Red Dragon, Dr Alan Bloom and Freddy Lounds are men, and in the television series, they are women. This chapter argues that another change in genders occurs as Will Graham replaces Clarice Starling as the person Lecter seduces. It also introduces a female psychiatrist for Dr Lecter. These changes alter the presentation of the specific characters but also that of the overall narrative arc of the television series.

This chapter will identify and evaluate these shifts in gender and consider how these changes impact the viewer experience. The change of the familiar to the unfamiliar is uncanny, and it is this argument that adds to the presentation of Will and Hannibal as figures of horror and increases audience anxiety and fear.

In this chapter, we explore the importance of morality in groups. We draw from decades of research from multiple perspectives, including psychology, neuroscience, philosophy, and organizational science, to illustrate the range of ways that morality influences social attitudes and group behavior. After synthesizing the literature, we identify promising directions for business ethics scholars to pursue. We specifically call for greater research on morality at the meso, or group, level of analysis and encourage studies examining the complex relationship between moral emotions and the social environment. We ultimately hope that this work will provide new insights for managing moral behavior in groups and society.

Politics in human societies represents a variation, and elaboration, on a major evolutionary theme. Political processes have played an important functional role in goal-oriented, cooperative social systems in the natural world. This view of politics is also consistent with a causal theory – known as the Synergism Hypothesis – which explains the rise of complexity in evolution over time and, equally important, the frequent examples of devolution and dissolution. In addition to a brief discussion of this theory, the evolution of political systems in humankind will be described, from its possible origins among our remote australopithecine ancestors to the emergence of complex modern civilizations. Now, however, we confront an existential threat to our species, and to many others, due mainly to climate change. The future is very problematic. I will argue here that the only viable path going forward is a new social contract coupled with (democratic) global governance – a global “superorganism.”