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Current government policy places great emphasis on increased collaboration between disciplines and professions within health care, as in public services across the board. To date, analyses of doctor‐manager relations have tended to focus on equipping doctors with management skills, once they have reached consultant level. In contrast, this paper evaluates a new management development initiative, designed to involve doctors and managers at an earlier career stage, and on an inter‐disciplinary basis. Interview and questionnaire responses indicate that specialist registrars and young managers share common values; however, they also acknowledge a high degree of mutual ignorance. Evaluation suggests that inter‐disciplinary programmes can provide a starting‐point for closer collaboration in practice; in conclusion, some options for sustaining this in the long term are identified.

The purpose of this paper is to answer two main research questions. First, the authors ask the degree to which the UK corporate governance code has changed in response to both systemic perturbations and the subsequent enquiries established to recommend solutions to perceived shortcomings. Second, the authors ask how the solutions proposed in these landmark governance texts might be explained.

The authors take a critical discourse approach to develop and apply a discourse model of corporate governance reform. The authors draw together data on popular, corporate-political and technocratic discourses on corporate governance in the UK and analyse these data using content analysis and the historical discourse approach.

The UK corporate governance code has changed little despite periodic crises and the enquiries set up to investigate and make recommendation. Institutional stasis, the authors find, is the product of discourse capture and control by elite corporate actors aided by political allies who inhabit the same elite habitus. Review group members draw intertextually on prior technocratic discourse to create new canonical texts that bear the hallmarks of their predecessors. Light touch regulation by corporate insiders thus remains the UK approach.

This is one of the first applications of critical discourse analysis in the accounting literature and the first to have conducted a discursive analysis of corporate governance reports in the UK. The authors present an original model of discourse transitions to explain how systemic challenges are dissipated.

In part one of this article on innovation management we address the theory and practices related to managing innovation within an organization. Probably the best way to demonstrate the effectiveness and application of innovation management is through the use of real case studies. Theoretical concepts often create new thought patterns that sometimes work and more often result in failure. It's only when we apply these concepts to real applications that the proof of the pudding is realized. In part two of this article we will provide a series of case studies that document real applications and results of applying innovation management within organizations. It is our belief that through the review of the surreal life experiences you'll gain a deep insight into the practical application of innovation management and be more able to provide examples of innovation. The following organizations are used as examples to demonstrate innovation principles: Tyson Food, Hughes Aircraft, DirecTV, Thomas Edison GE, Bristol-Myers Squibb, BMW, KB home builders, GE, Callaway Golf, Phillips Electronics, Eureka Ranches, Motel 6, Southwest Airlines, Men's Wearhouse, Virgin Atlantic, Home Depot, Amway, Mary Kay, Tupperware Avon, Dell, J.D. Power & Associates, among others.

This paper is derived from a larger study that explored how the rationality of freedom became inscribed in educational practices that shaped and reshaped limits that constitute the responsible parent. Here, I draw on part of the study to diagnose how romantic discourse on childhood, which rewrote religious and secular discourse in the eighteenth century, was refashioned in the nineteenth century to rewrite the responsible parent. In this historical inquiry, I follow Foucault’s lead and analyse thoughts of freedom not as a value that we cannot live without or an illusion that hides the truth of our oppression but as a political tool for producing the ‘other’ as a means of inciting the autonomous parent to recognise the self as an ethical subject responsible for educating the child. What this exposes is how the writing and rewriting of the responsible parent in terms of educating the child within liberal government is reliant on fabricating ‘otherness’ as a threat to freedom.

Unquestionably, the appraisal interview is a significant part of the performance appraisal process. It is in this formal interview that feedback on subordinate performance is communicated, salary/promotion discussions are held, ways of correcting performance deficiencies are discussed, training and development needs are explored, and future work goals and objectives are delineated (Eichel & Bender, 1984; Pratt, 1985).

In elite professional firms, minorities are actively recruited but struggle to move upward. The authors argue that initiatives aimed at general skill development can have unintended consequences for firm diversity. Specifically, the authors contend that approaches that win partner support through motivational significance and interpretive clarity provide a more effective avenue to skill development for minorities, who have less access than White peers to informal developmental opportunities. The authors also argue that a longer “partnership track,” which imposes a time limit on skill development, will benefit minority professionals. Using data on 601 offices of large US law firms in 1996 and 2005, the authors investigate the effects of five developmental initiatives and partnership track length on the representation of African-Americans, Latinxs, and Asian-Americans among partners. Observed effects are consistent with expectations, but patterns vary across racial-ethnic groups.

Studies suggest that women in law appear dissatisfied with the practice of law due to the difficulties of balancing work and family. Little research has examined how the contextual characteristics of law firms affect women lawyers’ sense of life balance and career satisfaction, which is the focus of this study. I propose that if women in law firms can have children and be just as satisfied with their careers and have the same degree of life balance as women without children, then women practicing law can “have it all”. I show how contextual characteristics of law firms are important in understanding mothers’ and non-mothers’ work experiences.