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As self-advocate leaders, the authors aim to present the perspective of people with learning disabilities on “Behaviour that Challenges: A Unified Approach”. Building on firsthand accounts which reveal compassion and cruelty in the health-care system, the authors propose ways of working, which confirm and add to the thinking in “A Unified Approach”, especially “Capable Environments”.

To ensure integrity, the authors engaged contributors with lived experience of admission to secure care after acting in ways that put themselves or others at risk. The authors included the perspective of people whose severe learning disabilities limit them to few or no words as best they could by interviewing their parents. The authors were supported and advised in the writing of this commentary while retaining full control throughout.

While recognising compassionate care, the authors suggest the provider’s power over a person’s life is a central reason for the care system’s vulnerability to the cruelty evident in firsthand accounts. The authors propose practical ways to offset this power. Firsthand accounts suggest the key features of capable environments are communication, valuing families and developing a valued, caring, well-trained workforce. Lived experience in workforce training and peer-support to individuals offer great potential to transform outcomes.

The perspectives of diverse contributors with learning disabilities bring lived experience insight to the challenges of “behaviour that challenges”. The authors aim to add value by blending lived experience viewpoints with the emotion of firsthand accounts of care. The insights of lived experience – too often a marginal consideration in health-care design – are presented here as central to care that fully achieves what people want and need.

In many colleges and universities, publication is a key factor in evaluating the academic productivity of faculty. Moreover, the pressure to publish may drive scholars to identify research questions that are believed to have a greater probability of being published rather than being driven by their interests in an important research question that will advance the field. A critical question then, is to what extent publication outlets reinforce a pattern of publications that are well-suited to the research enterprise − encouraging contributions that extend the frontiers of what is already known. Analysis of both accepted and rejected empirical manuscripts from two leading journals in organization science reveal that novel research is less likely to be published, but more likely to be cited. Results are used as a basis for making inferences about the publication process and for commentary related to the advancement of organization science as a field of study.

The purpose of this paper is to investigate the role of emotional intelligence (EI) in business communications and describes the pivotal role it plays in establishing skills that are vital to a firm's global network of operations.

Using a sample of undergraduate business students, this paper examines how EI can mitigate the potential negative effects that might arise from diversity within dissimilar groups. As a measure of group diversity, we explore the role of one of the more traditional dimensions of differentiation among heterogeneous groups, gender. Patterns of group performance are observed across different levels of gender diversity and within and between high and low emotionally intelligence groups.

Findings suggest that EI has a greater impact on the performance level of gender diverse groups than that of their homogeneous counterparts.

As a consequence, of increased globalization, organizational environments are becoming enormously complex and considerably more culturally diverse. In response to this growing trend, a key question for managers is to determine how to improve organizational awareness of the thoughts, feeling and emotions that reside in other diverse cultures. By focusing on how gender diversity can potentially impact group functioning, we hope to draw attention to the need for an increased understanding of the behavioral tendencies and value orientations that exist among dissimilar others and, by inference, dissimilar cultures.

Results are discussed in connection with cross‐cultural competencies and skills that are essential for a multinational enterprise.

This is the first study to suggest a relationship between EI and international business communication effectiveness.