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The concept of corporate social responsibility of the enterprise covers a vast territory! This paper proposes to limit the analysis and evaluation of this concept to three distinct aspects. The first will treat the comparatively new and evolving common law implied term in corporated into the contract of employment relating to the enterprise’s social responsibility of respect towards the employee. The second will analyse an other generically linked recent common law development in the field of the enterprise’s social responsibility of respect towards the employee, namely the implied over‐riding term. Thirdly, the novel and developing wider concept of corporate social responsibility will be addressed and assessed. Some concluding thoughts will follow.

Explores the influence of Japan’s culture on its innovative strengths and weaknesses. Indicates that Japan is good at evolutionary and process innovation but not so hot on inventing. Links this to Hofstede’s cultural dimensions, comparing Japanese with US results. Attempts to link Japanese cultural attributes to rice and its consequent agricultural system and associated human relations. Devotes a section each to Japanese collectivism, power, uncertainty avoidance, masculinity/femininity, and Confucianism. Finds that Japanese culture does not promote individuality or risk‐taking (unlike the US), but does excel at process technology.

The very headline of this presentation hints at least two things. First, what is meant is the history of American sociology, though it is some what awkward to say so outright. Second, the history of American sociology is accomplished, in an impor tant sense, but one should not say that so out‐right, either. In philosophy, as Wittgenstein advised, whereof we can not speak, thereof we must be silent. A different rule reigns in sociology: whereof we can hint at, thereof we must prove. My first task, there fore, is to prove that no matter how embarrassing it may seem one canspeak of a his tory of American sociology after all. My second task is to prove that it has already been on a course of development specifically characteristic of it. And, finally, my last point will be that this specific course is brought to its desired end. Every thing in its own time. Talking about the history of American sociology is extremely risky. But it is the risk that it makes it worth trying. Part of the risk stems from the issue if there is a history of sociology at all, as well as from the issue if there is American sociology in the proper sense of the word. Apart from this, there is the consideration that it may be the American nature proper of that sociology that makes it the least likely to have its own history. First things first.

This paper, based on forty in‐depth interviews with teachers and principals in Hong Kong, utilizes the insights of feminist organization studies to explore the persistence of gender inequalities in primary school teaching. Two common practices, namely the assignment of women and men to teach lower and higher grades respectively and the monopoly of men in positions of disciplining and authority, are centered. The data suggest that schools and teachers actively construct and reproduce gender inequalities by trivializing teaching of young children as babysitting, naturalizing women as natural caregivers, and normalizing the use of threat in disciplinary control. My analysis also argues that these routine and pervasive gendering processes are not often acknowledged or challenged, which have the effects of marginalizing caring work, overlooking the emotional labor of women, valorizing a masculine view of authority, encouraging men and boys to compete for power via aggression, and hence producing a masculinist workplace.

Outlines the development of globalization and related research; and takes the Middle East as a basis for examining regionalization in more depth. Discusses the definition of boundaries in economic, geographic and political terms; the impact of various types of regional trade associations and trade and investment; and five factors affecting regionalization in the Middle East; peace, political will, economic compatibility, socio‐cultural similarity and geographical proximity. Considers the implications for the corporate strategy of multinationals, e.g. market segmentation, integration, strategic sourcing etc.

The questions posed for the national reporters for this International Seminar demonstrate the wide range of issues that can be included as part of an analysis of corporate social responsibility. Even limiting the discussion of corporate social responsibility to employment issues covers a broad scope, represented by the three general questions posed for this Seminar: (1) hiring policy; (2) personnel management policy; and social protection policy. Before entering this discussion of the three questions, though, it may be useful to step back to an even broader question of the meaning of the term, “corporate social responsibility” (CSR). The term, itself, carries an underlying assumption of the legitimacy of a particular economic system and its central actors; that is, corporations are central, legitimate, and functional actors in social relations within a capitalist economic structure. The concept of CSR does not question the existence of corporations and their role in maintaining a system of private ownership and control over capital. The fundamental goal of capitalism and corporations to maximize market control and profits remains intact. Policies favoring CSR, rather, seek to shape the conduct of corporations to increase socially responsible corporate practices, but do not challenge the legitimacy of corporate power. Such social responsibility may range from curbing human rights violations by corporations, such as violence against union organizers, to influencing corporations to provide decent wages to employees, to pressuring corporations to carry out business with out harming the environment. The recent attention to CSR may be understood as an expression of concern over the reduced effectiveness of individual nations to maintain the integrity of social welfare policy within current conditions of global power exercised by transnational corporations (TNC).

Purpose: This paper contains an evaluation of the results from a survey on ISO 9000 certified hotels in Egypt. This study is focused on factors influencing the choice of the registration agency; problems with registration agencies; satisfaction level with the registration agencies and the use of training and consultancy in achieving the certification. Design/methodology/approach: Postal survey was used in this study to gather the required data from a sample size of 40 certified large hotels in Egypt. The sample was drawn from a list provided by ISO 9000 certification office in Egypt. A response rate of 60 per cent was achieved. Findings: The certified hotels in Egypt performed well in their registration process and benefited from ISO implementation. They were using their registration agencies for private consultancy and it has been recommended that they should avoid using their registration agencies for private consultancy as this creates conflict of interest and constitutes a violation of ISO 62. Originality/value: Adds to the body of knowledge concerning the ISO 9000 registration agencies in the service sector with particular focus on Egypt.

Outlines the reasons why increasing numbers of firms list their shares on more than one stock exchange, previous research on the effects of cross‐listing and inter‐ and intra‐day liquidity patterns. Describes the market making system of the stock exchange of Hong Kong and compares 1996‐1997 data on a sample of 33 Hong Kong firms cross‐listed in London with a control sample. Finds the cross‐listed firms have lower trading volumes, higher absolute bid‐ask spreads but lower relative ones and higher average dollar depth. Uses regression techniques to investigate liquidity and presents the results which confirm that cross‐listed firms are more liquid with lower relative spreads and higher depths even after controlling for differences in price, volume, return variance and intertemporal patterns.

Britannia Building Society has launched a collec tion of financial services products in partnership with Manchester United Football Club. Other products have also been launched that are designed ‘exclusively for Manchester City Supporters’. These brand alliances are particularly interesting because both parties have ‘membership clubs’ which reward customers for loyalty. The nature of member association with the respective clubs is different. Britannia Building Society (Britannia) is a mutual building society in the tradition in which investors and borrowers are building society members. Manchester United Football Club (MUFC) is a leading football club and a major consumer brand. The brand straplines on the two Rewards leaflets capture this difference: Britannia: ‘where membership means a great deal’ MUFC: ‘you win, we win’.

Hospitality firms adopted diverse hiring policies and public declarations of support for LGBTQ+ causes through brand activism. The impact of activism on LGBTQ+ employees’ workplace experiences has been ambiguous. This study aims to examine the hospitality and tourism employees’ perceptions of gay and lesbian leaders as token-hires among hospitality employees and the spillover effect on company’s motives for hiring the leaders. This study further explores LGBTQ+ employees’ reactions to token-hiring as a form of activism, and how workplace interactions as passing/revealing LGBTQ+ individuals shaped their career development.

This research adopted a sequential mixed-methods design. An experiment examines how employees judge gay vs lesbian hospitality leaders as token hires, contingent on their own gender identity. It further tests the conditional mediation of tokenism on company’s egoistic motives for activism. A qualitative study explores the reactions to token-hiring as activism from the perspective of LGBTQ+ leaders who reflect on their own careers and workplace experiences.

Tokenism in the hospitality workplace is recognized as the phenomenon attributed to groups at the intersection of identities (e.g. gay men). Findings demonstrate the spillover effect of tokenism perceptions of gay male leaders by other men on company’s egoistic motives for activism. This effect is not observed for a lesbian female leader. Results from interviews suggest that hospitality and tourism LGBTQ+ employees predominantly take the post-gay vs political approach when managing their sexual identities at work and feel ambivalent toward token-hiring as LGBTQ+ brand activism.

This research contributes to understanding workplace challenges of LGBTQ+ employees and how they are perceived by others contingent on gender identity. It also explores the role of tokenism in their experiences.