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This chapter focuses on information efficiency as provided by fair value accounting (FVA) and corporate governance (CG) practices in an emerging market. Positive accounting theory was adopted as an empirical model to test the relationship between information efficiency and stock prices. Data for the period 2007–2020 from 576 listed firms on the Stock Exchange of Thailand were collected, tested, and analyzed using a fixed effect estimator. The results indicate that investors in the stock market trust the use of publicized efficient information as provided by FVA and CG practices in making their investment decisions, when FVA and CG proxies were found to significantly influence stock prices. Hence, this evidence implies that information efficiency leads to better firm values in an emerging market.

Tourism in the wake of films, literature, and music is gaining interest among academics and practitioners alike. Despite the significance of converging tourism and media production and popcultural consumption, theorizing in this field is weak. This chapter explores complex relationships among popcultural phenomena, destination image creation, and tourism consumption. By taking a broader social science approach, it revisits and connects research themes, such as symbolic consumption, negotiated representations, fans and fandom, technology mediation, and media convergence. The chapter concludes with an integrative model, or “popcultural placemaking loop,” which is qualified through six propositions.

The chapter establishes the rationale for the development of an online professional development course in designing culturally responsive assessment for faculty of the Institute of Education in Dublin City University. As the literature on which the course is based is from several countries, the course may be considered relevant for faculty in various countries and can be accessed as the course is online. The course of about 3.5 hours in duration begins with a definition of culturally responsive assessment before emphasizing the desirability of culturally responsive assessment based mainly on the obligation to design tests that are fair to all test takers. Key elements of the program are the concepts of multicultural validity, construct validity, language issues, dimensions of cultural difference impacting on learning and assessment, and the lecturer/supervisor as researcher of their own students as well as of their own enculturation. The focus is on the implications of these concepts for professional practice. The course synthesizes several sources to posit eight criteria for the preparation, process, and outcomes of culturally responsive assessment before presenting several assessment modes that have potential to be culturally fair. Finally, the course provides the opportunity for participants to design culturally responsive assessment in their own disciplines and then requests the participants to evaluate their designs in light of the criteria. Twelve respondents to a pilot study were essentially very positive about the value of the online course.

How does leadership empower seasoned staff to relinquish historical practices without compromising self-image with new staff? Libraries are rife with legacy practices; those processes and procedures that were valid and important yet are no longer useful. Relinquishing those practices can be challenging for some staff members. In many cases it is simply, “we’ve always done it that way.” In other cases it has to do with ownership, self-image, or perceptions of job security. The authors examine literature on organizational change exploring the implications of legacy practices and procedures through the lens of Generational Theory. A targeted literature review establishes the link between theories and practices. Specific examples of workflow transitions are examined in order to understand how generational and change theories inform staff behaviors. Legacy practices may be perceived as a barrier that disenfranchises younger staff while at the same time be perceived as a barrier that isolates and devalues older staff. Literature informs us that intra-generational stereotypes prevail and add tensions to discussions of workflow changes. Times of change can be emotionally charged and these stereotypes often lead to misunderstandings, hurt feelings, and conflict. Leadership strategies emerging from literature on organizational change must be applied with careful attention to characteristics identified by generational theory. Communication is a prevalent and recurring theme for successful change initiatives. It is also a moment when generational theory awareness will inform good practice and avoid emotional pitfalls. A careful step-by-step examination of specific workflows that have changed in libraries during recent decades will provide examples in order to inform leaders’ planning for future changes.

Managing differences is a difficult undertaking, especially considering the difficulties arising from the unconscious functions of our brains. Organisations should strive to counteract the potentially harmful effects of unconscious bias by implementing policies that support bias-aware management and decision-making. Although it is obvious that bias cannot be completely eliminated, there is enough data, as discussed in this work, to demonstrate that unconscious bias and stereotypes can be addressed and decreased with mindfulness-based interventions (MBIs) to some extent. Mindfulness involves the process of bringing non-judgemental awareness to experience by striving for full attention in the present moment. In this context, including mindfulness practises into training programmes for equality, diversity, and inclusion may serve as an accelerator for recognising hidden biases, reducing stereotypes, eliminating discrimination, and encouraging cognitive changes. This chapter explains the ways in which MBIs can be used to promote cognitive changes and comprehend the automatic and unconscious nature of emotions and thoughts in order to remove barriers between all differences in the workplace.