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Why are some lean workfloor teams able to improve their already high performance, over time, and others not? By studying teams' and leaders' behaviour-value patterns, this abductive field study uncovers a dynamic capability at the team level.

Various methods were employed over three consecutive years to thoroughly examine five initially high-performing lean workfloor teams, including their leaders. These methods encompassed micro-behavioural coding of 59 h of film footage, surveys, individual and group interviews, participant observation and archival data, involving objective and perceptual team-performance indicators. Two of the five teams continued to improve and perform highly.

Continuously improving high lean team performance is found to be associated with (1) team behaviours such as frequent performance monitoring, information sharing, peer support and process improvement; (2) team leaders who balance, over time, task- and relations-oriented behaviours; (3) higher-level leaders who keep offering the team face-to-face support, strategic clarity and tangible resources; (4) these three actors' endorsement of self-transcendence and openness-to-change work values and alignment, over time, with their behaviours; and (5) coactive vicarious learning-by-doing as a “stable collective activity pattern” among team, team leader, and higher-level leadership.

Since lean has been undertheorised, the authors invoked insights from organisational behaviour and management theories, in combination with various fine- and coarse-grained data, over time. The authors uncovered actors' behaviour-value patterns and a collective learning-by-doing pattern that may explain continuous lean team performance improvement. Four theory-enriching propositions were developed and visualised in a refined model which may already benefit lean practitioners.

This study aims to identify opportunities and constraints of community forestry in the context of forest decentralization in Cameroon and what can be capitalized on for sound REDD+ design and implementation.

A qualitative approach to data collection was used through content analysis of 1994 forestry law, reports and publications related to decentralized forest management, community forestry and REDD+ in Cameroon. Principles that govern community forest and REDD+ were highlighted and opportunities and constraints of community forestry for REDD+ projects were discussed.

Community forestry was developed principally to protect forests in order to support the subsistence and income-generating extractive activities of forest-dependent communities. Community forestry governance arrangements were not designed with the objective of achieving verifiable emissions reductions or carbon stock values. Hence, existing community forestry institutions may not address all the specific demands of REDD+ programs. However, existing community institutions and practices can be strengthened or modified to align better with climate change mitigation goals and to achieve REDD+ objectives in community forestry sites. On the other hand, REDD+ was developed principally to mitigate climate change by reducing emissions from deforestation and forest degradation principally within developing countries where the livelihoods of forest-dependent people are a central component of all forest management policies. However, despite fundamental differences between community forestry and REDD+, there is substantial synergy between their objectives, and the dual forest conservation and livelihood development focus of both programs means that policies that strengthen and support existing community forestry institutions and sites will advance REDD+ objectives. As such, REDD+ will likely to be more successful if it builds on lessons learned from community forestry.

This paper demonstrates how REDD+ is more likely to succeed if it builds on the lessons learned from community forestry over the past 20-plus years in Cameroon. It also discusses how REDD+ can benefit from community forestry and how some of the many challenges related to community forestry can be directly addressed by the REDD+ mechanism. Further, this paper also argues how the congruence between community forestry and REDD+ can effectively facilitate the direct use of community forestry as a tool to achieve REDD+ goals.

Self-employment is often viewed as a more desirable work arrangement than working as an employee for a firm. Women are pushed into self-employment due to organizational factors, such as a shrinking workforce or limited job opportunities, while being attracted to self-employment by the many psychological and social benefits (e.g., independence, flexibility, work-life balance, job satisfaction). Despite more women moving into self-employment, this type of employment still has different financial consequences for men and women. This article investigates whether a pay gap exists for self-employed women after controlling for industry, occupation, and hours worked and seeks to quantify the gender wage gap for the self-employed. A sample of 467 self-employed independent contractors in the United States was examined from the 2008 National Study of the Changing Workforce. The results indicate a large financial disparity between self-employed women and men. On average men earned $54,959 as compared to women who earned on average $28,554. Regardless of the parity in education, work experience, number of hours worked, or occupations, women earn less than men in self-employment. Findings suggest the existence of the glass cage‐a phenomenon whereby self-employed women earn significantly less than self-employed men with limited abilities to narrow the economic inequality.