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The following is an introductory profile of the fastest growing firms over the three-year period of the study listed by corporate reputation ranking order. The business activities in which the firms are engaged are outlined to provide background information for the reader.

This chapter creates a logic that links the transformation of organizational consciousness with the creation of a more life affirming global consciousness. In it the author examines the relationship between the practice of Appreciative Inquiry, the concept of organizational consciousness and the need for global transformation. She suggests that Appreciative Inquiry, with its life giving focus, is uniquely suited to simultaneously bring about change in organizations and society through the elevation and evolution of organizational consciousness. Recognizing the need for transformation on a global scale, she challenges the field of organization development to move beyond the metaphor of organization culture toward the metaphor of organizational consciousness. Cultures are defined and bounded by national and corporate borders. Consciousness is all pervasive. It knows not boundaries of organizations, countries nor continents. Appreciative Inquiry practices, that involve the whole system in valuing the best of what is, envisioning generative possibilities and creating life-sustaining organizations, hold great potential for the evolution of organizational consciousness.

This is a comparison of the emotions we have in watching a movie with those we have in everyday life. Everyday emotion is loose in frame or context but rather controlled and regulated in content. Movie emotion, in contrast, is tightly framed and boundaried but permissive and uncontrolled in content. Movie emotion is therefore quite safe and inconsequential but can still be unusually satisfying and pleasurable. I think of the movie emotions as modeling clay that can symbolize all sorts of human troubles. A major function of movies then is catharsis, a term I use more inclusively than usual.

Throughout I use a pragmatist approach to film theory. This position gives the optimal distance to the study of ordinary, middle-level emotion. In contrast psychoanalysis is too close and cognitive theory too distant. This middle position is similar to Arlie Hochschild’s symbolic interactionist approach to the sociology of emotions, which also mediates between psychoanalysis and cognitive theories.

Mediation aims at resolving conflict through negotiation. This negotiating aspect of mediation makes it very suitable for business conflicts. Yet European business stands aside and appears to be averse to this specific dispute resolution mechanism. As research shows, part of the problem is the poor knowledge and wrong (‘soft’) perception business people have of mediation. In this chapter we want to explain how mediation really works and how it can benefit businesses. We also suggest what could and should be done to further stimulate business mediation in the EU. Finally, we conclude that when businesses decide to choose mediation as the way of resolving their disputes, they show the desire to work towards Peace.

This study examines the effects of a firm’s corporate social responsibility (CSR) initiative on its employees’ organizational attachment and intent to leave. We propose that employees’ perceived authenticity of their firm’s CSR activity mediates the effects of a firm’s CSR initiative on employees’ attachment to the firm and intent to leave. We also hypothesize that employees understand the authenticity of their firm’s CSR initiative based on internal and external attribution mechanisms. We propose that internal attribution enhances authenticity, while external attribution reduces it.

We surveyed a sample of 450 employees from 38 Korean companies that were included in the 2009 Dow Jones Sustainability Index Korea (DJSI Korea). To test the theoretical model, we employed a linear structural equation modeling which allows the causal estimation of theoretical constructs after taking into account their measurement errors.

As predicted, internal attribution significantly increases employees’ perceptions of their firm’s CSR authenticity, whereas external attribution significantly reduces such perceptions. Employees’ perceptions of authenticity, in turn, increase their affective attachment and decrease their intent to leave. In addition, the effects of the two attribution mechanisms on organizational attachment and intent to leave were mediated by employees’ perceptions on authenticity.

Research on authenticity has been case studies or narrative ones. This is one of the first studies investigating the role of authentic management empirically.

We demonstrate that a firm’s CSR initiative is a double-edged sword. When employees perceive inauthenticity of their firm’s CSR initiative, the CSR initiative could be detrimental to employees’ attachment to the firm. This study calls attention to the importance of authentic management of CSR.

Informational transparency through social network services become the foundational reality to the contemporary management. To maintain competitive edge in this changing world, every stakeholder of a firm including managers, employees, customers, shareholders, government, and communities should collaborate and help each other live the principle of authenticity.

This paper describes the parent–child relationships of upper-middle-class Chinese parents and their adolescent children who were “parachuted” to the United States for private high schools. With parents remaining in China and children in the United States, thousands of miles away, such a transnational educational arrangement complicates the already volatile parent–child relationships during the adolescent years. Through ethnographic interviews of 41 students and 33 parents, I demonstrate different forms of child–parent relationships in a transnational education setting: those who found that the further physical and temporal distance has brought the parent–child relationship closer through frequent communications, children who experienced “accelerated growth” yet questioned the necessity, and delicate parent–child relationships due to increasing transnational cross-cultural or intergenerational differences. These types of parent–child relationships are not comprehensive of all the lived experiences of the “parachute generation,” yet they shed new light on transnational education and the unintended emotional dimensions of educational migration. In a transnational context for an economically well-off group, parental absence or separation of children and parents is no longer a clear-cut concept and has different layers of meanings, taking into account the frequency of communication, duration of spring and winter breaks and the existence of third-party agents such as for-profit intermediaries (or educational consultants) and host families. The diverse patterns of parent–child relations reveal the heterogeneity and complexities of “doing family” across geographic spaces and global educational hierarchies, as well as the roles of communication technologies, the tempo of mobilities and educational intermediaries.

History in Argentina shows that, from 1945, rotation between democratic and de facto governments was accompanied with changes in policies of free or restricted university access, respectively. In this way after more than 20 years of democracy, 60 percent of the university matriculation of the public system stays under the modality of free access. Nevertheless, the socioeconomic composition of the students of public universities shows overrepresentation of the higher income quintiles. This means that the policies of free access to the public universities have been better taken advantage of by the population with major resources. However, the ideology of free access remains in the social imaginary as the representative of progress policies. In this chapter, we set out, first of all, to describe the admission system to the universities in Argentina. Second, we analyze the relationship between unrestricted access and equity. Finally, we will raise the necessity to design policies of affirmative action, for the case of Argentina and more likely in other countries of Latin America, that consider the asymmetries in the distribution of the wealth on the questions of race and gender.