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The purpose of this paper is to look in more depth at what motivates bank managers and bank employees to commit fraudulent offences at work.

This exploratory study adopts both quantitative and qualitative methods to better comprehend what motivates bank managers and employees to commit fraud at work. Evidence is taken from a sample of 64 cases of fraud from the UK financial sector. The sample cases were then subdivided in relation to the occupational status of the offender and classified based on the motives of the offender.

The research findings from this study indicate that, as with other sorts of white-collar crimes, financial pressures play a hugely significant role in motivating bank employees and managers to commit fraudulent offences at work. However, the nature of these financial pressures appears to differ significantly depending on what role the offender occupies within the bank. Thus, for cashiers and those in lower positions, personal pressures generally act as the motive, whereas for more senior management offenders, personal financial considerations tend to come second to those of the organisation as a whole.

The preliminary findings from this paper emphasises that there is a need for more research to be conducted on occupational fraud in the financial sector as to better understand what motivates insiders in the banking profession to commit financial fraud and other criminal offences.

This paper will help accountants and financial regulators to better understand what motivates those in the financial sector to commit fraudulent offences at work. This, in turn, will enable them to better assess fraud risks and establish improved preventive and detective measures.

The paper fills a gap in the fraud literature by providing an in-depth study that focuses exclusively on what motivates those inside the financial sector to commit fraudulent offences at work.

The aim of this paper is to evaluate the extent to which hubristic behaviour on the part of Thomas Farrow contributed to the downfall of Farrow's Bank in 1920.

The article traces the way in which Thomas Farrow's behaviour changed over the course of his managerial career using primary sources obtained from various British archives, including: court records, witness statements, auditors' reports, newspapers, journals, and personal letters. The article then evaluates Farrow's actions in relation to the criteria outlined in Petit and Bollaert's “Framework for diagnosing CEO hubris” so as to assess how far he can be said to have become afflicted by managerial hubris.

All the collected evidence points to the conclusion that Thomas Farrow had, by the time of the Bank's collapse in 1920, become afflicted by managerial hubris. This was reflected most clearly in the fact that he increasingly came to view himself as being somehow above and beyond the laws of the wider community. As a result, he felt little compunction about fraudulently writing-up the Bank's assets so as to cover the huge losses that his reckless investments had produced.

The Farrow's Bank episode confirms that the probability of management hubris materialising is enhanced when external control mechanisms are either lacking or inefficiently applied. On top of this, the amateurish organizational set-up of the Bank also suggests that the likelihood of hubris syndrome developing is enhanced when organizations themselves grant too much discretion to their leaders.

The paper breaks new ground by applying the latest management and psychology theories on the subject of leadership hubris to the field of financial management. Its value lies in the fact that it provides scholars and practitioners with an in-depth insight into how hubris syndrome can develop in organizational settings.

In this paper we assess the management costs of delivering services under alternative institutional arrangements. We develop an analytic framework based on transaction cost and public sector network theories to identify management costs public managers face in delivering services directly and via contract. Results from a survey of refuse collection managers in Ohio indicate that direct service provision carries higher management costs, though when combined with vendors’ activities, contracting carries more monitoring costs. These results suggest two important contributions to knowledge and contract management practice. First, we develop an innovative approach to assessing management costs. Second, we use our framework to determine whether there are differences in management costs under alternative institutional arrangements that managers should take into account as they approach the “make or buy” decision.

Since 1997, the Labour Government sought to respond to the dilemmas and consequences of the earlier New Public Management reforms, according to the two principles of joined‐up government and public service delivery. A key aspect of its reform programme has been the public service agreement (PSA) framework, a target‐based performance regime that acts as a vehicle for the majority of spending and policy decisions across government and on the ground. Analysing its implementation and success, the article suggests that, in theory, the PSA regime provides an important example of steering at a distance as a form of political leadership, wherein the role of the centre is to provide the strategic framework for policy delivery. However, there are several structural constraints that have impeded the effectiveness of the framework, such as the pervading Whitehall departmental culture, and the tensions between top‐down performance management and devolved autonomy on the ground.

Twenty-first century education has been reconfigured to keep up with growing societal shifts in an effort to support a wide variety of learners. As changes occur, the workload for teachers continues to expand with little to no support and resources within classroom spaces to keep up with the current times. Post pandemic, the expectations and systems have shifted emphasizing the need for more programming around social emotional learning and systems to help mitigate the learning disruption. The insurmountable pressure placed on teachers has led to a robust and persistent departure of the profession causing the entire education system to rethink the policies, structures, and systems that influence teacher burnout.

This work measures the performance characteristics of a hemispherical resonator gyroscope (HRG) and compares it with a numerical model.

This work we explore the optical and piezoelectric measurement methods to determine the resonant frequency of HRG. These experimental results are compared with their numerically obtained values. To explore the performance characteristics, the effect of varying actuation voltages on the sense mode displacement and the piezoelectric sensor output was studied in the absence of input angular rate. The structure was then subjected to range of angular rate signals, at a constant actuation voltage and the corresponding sensor response was analysed.

Experimental values of the resonant frequencies in drive and sense modes are found to be within 8% of the numerical results. The sensor output depicts a quadratic dependency on the applied angular rate, which is synchronous with the governing equations of the HRG. The experimental output is within 12% of that obtained numerically. The sensor is found to resolve upto 0.24 rad/s.

This work presents an in-house developed inexpensive measurement setup for static and dynamic characterization of mesoscale MEMS gyroscopes. The measurement setup can also be modified accordingly for measurement of other MEMS-based devices.

The purpose of this paper is to provide insights for understanding the relationship between rapid manufacturing process for rhenium components in jet nozzle fabrication using electron beam‐physical vapor deposition (EB‐PVD). Specifically, to develop a methodology to characterize and improve this new process through motion planning for maintaining uniformity in the deposition thickness.

This research first identifies several important objectives for the process, and then develops an optimized heuristic method based on a look‐ahead approach to generate motion plans for uniform thickness objective. In this heuristic, the surface of the workpiece is modeled using finite element method and the accumulated thickness of each layer on each element is computed based on its location in the vapor plume using a ray casting algorithm.

Computational experiments show that the proposed algorithm can potentially provide significant improvements in the uniformity of the layers and cost savings in manufacturing compared to prevailing practice, especially for low‐volume production such as aerospace applications.

In this research, net‐shaped jet nozzle has been fabricated using a graphite mandrel. Therefore, the mandrel‐based approach can be limited to producing hollow components.

The proposed method is very generic and thus can be applied for multi‐material manufacturing process identifying the sweet spot of the intersecting vapor plumes.

This research can help the EB‐PVD process for rapid manufacturing which has been considered as financially expensive to be accepted in real practice by providing a relationship of the process‐to‐product transformation through the developed motion planning methods.

This paper aims to investigate two famous disasters at sea, the Titanic and the Concordia, separated by 100 years, based on a comparison and analysis of those historical events, demonstrating how lessons learned and training methods used in the hazardous marine environments of aircraft carrier operations, as well as the near-solo conditions of technical scuba diving, can be better implemented in managing a large ship at sea.

This study starts with a historical analysis of these two ship-wrecks, both large, technically advanced ships that sank due to poor leadership, a breakdown in command and panic. Next, the study compares and contrasts scuba with operations aboard an aircraft carrier, two different maritime scenarios, yet similar in that there are many hazards that may require split-second decisions with limited or no communication with others. Both these mind-sets and training approaches have direct application to leadership and disaster planning on a large ship by being focused on minimizing decisions under stress in order to reduce panic.

This study demonstrates the value and impact of training that minimizes decisions under stress and enable people to make decisions independently in the face of a loss of communications. Focusing on two famous naval accidents, our analysis shows how such training can prevent panic and disaster, and can have direct application to leadership and disaster planning on a large ship.

This study uniquely compares and contrasts many of the planning and decision-making strategies used for both aircraft carrier operations and technical scuba diving, and the need to be able to make split-second decisions without communicating to others, and how these approaches can be used to better train a commercial ship to respond to an unforeseen disaster at sea.