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The purpose of this paper is to explore the neuroscience that underpins the psychology of compassion as a competency. The authors explain why this cognitive competency is now taught and assessed on modules of different degree subjects in a UK university.

The paper is divided into first, an exploration of recent psychology and neuroscience literature that illuminates the differences, and relationship, between empathy and compassion for safeness building in teams. Within that, the role of oxytocin in achieving social and intellectual rewards though the exercise of cognitive flexibility, working memory and impulsive inhibitory control (Zelazo et al., 2016) is also identified. The literature findings are compared against relevant qualitative data from the above university, so far, nine years of mixed methods action research on compassion-focussed pedagogy (CfP).

These are that the concept and practice of embedding compassion as an assessed cognitive competency in university group work is illuminated and rationalised by research findings in neuroscience.

The limitations of the study are that, so far, fMRI research methods have not been used to investigate student subjects involved in the CfP now in use.

The paper has implications for theory, policy and practice in relation to managing the increasing amount of group work that accompanies widening participation in higher education (HE).

The social implications of what is outlined in the paper pertain to student mental health, and academic achievement; to policy and practice for HE curriculum design across subjects and disciplines; and for the HE remit to serve the public good.

A review of this kind specifically for student assessed group and its implications for student academic achievement and mental health has not, apparently, been published.

In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.

We consider a domestic monopolist who is protected by an import quota on the product he produces. He faces a domestic demand curve which is characterized by a constant price elasticity. He is unable to export and has an upward sloping marginal cost curve. We demonstrate that in this case his employment of labor rises with the import quota until imports rise to a fraction lie of domestic output where e is the elasticity of domestic demand. Thus, the employment maximizing quota sets permissible imports at a fraction of domestic output which is at least as high as the reciprocal of the elasticity of demand. We also make a case for liberalizing all the way right away, "cold turkey liberalization. "

The application of a phosphate coating prior to painting is accepted practice in most industries concerned with the manufacture of sheet steel products. Some firms employ the immersion process and others the spray application technique, the choice being governed largely by considerations of output, cost and floor space available. An important disadvantage of the latter process is the considerable length of tunnel required, this necessitating the occupation of valuable floor space that can often be ill spared. Recently we attended a demonstration of a new spray process which overcomes this drawback and, also, is said to possess certain other advantages over conventional installations.

This monograph considers a further set of state and statutory functions which are connected with collective bargaining and to examine whether or not there effectively existed, or exists, directly and indirectly, encouragement for the promotion of collective bargaining.

This paper aims to explore challenges and opportunities associated with young carers' employment in Australia.

Using a multi-stakeholder approach, this study captures the reflections of stakeholders (n = 8) and young carers (n = 10) about opportunities for, and experiences of, paid employment for young carers.

Despite many organisations internationally increasingly pushing diversity agendas and suggesting a commitment to equal opportunity experiences, this study found that young carers' work opportunities are often disrupted by their caring role. For young carers to be successful in their careers, organisations need to provide further workplace flexibility, and other support is required to attract and retain young carers into organisations and harness their transferrable skills for meaningful careers.

The paper highlights important implications for human resource management practitioners given the need to maximise the participation of young carers as workers, with benefits for young carers themselves, employers and society.

The research adds to the human resource management and work–family conflict literature in examining young carers through drawing on Conservation of Resources theory to highlight resources invested in caring leads to loss of educational and work experience resources. This leads to loss cycles and spirals, which can potentially continue across a lifetime, further contributing to disadvantage and lack of workplace and societal inclusion for this group of young people.

Findings regarding the relationship between biological sex and job stress remain inconsistent. In the present chapter, we suggest that this is due to the overly simplistic and synonymous treatment of biological sex and gender. Specifically, researchers have operationalized gender as sex, neglecting the inherent complexity of the gender construct. To address this, we take a more nuanced approach and develop a theory around the effects of biological sex and gender on job stress, considering how sex, gender, sex-based prescribed gender roles and work roles interact to create role conflict. We predict that a lack of congruence between any of the aforementioned variables results in various types of role conflict, leading to stress, and requiring coping. Drawing on the literature on role conflict, emotional labor, and facades of conformity, we introduce the concept of gender façades as a coping mechanism. Theoretical and practical implications are discussed.

This paper is a case history of the introduction of Just‐in‐Time (JIT) into a company in the electronic capital goods sector of the Scottish electronics industry. The case attempts to identify the company policies that led up to the introduction of JIT, the difficulties encountered and the benefits that the company has accrued in the short time since the introduction of JIT, with particular reference to the productivity/service trade‐offs. The company examined designs and manufactures complex, high technology, fairly high volume, short life‐cycle electronic products for international markets. Very high levels of quality and reliability are required by customers. Consideration is given to how the benefits that this company has accrued may be obtained by other companies both in the same environment and in other environments.

A review of a five‐year project to design, implement, promote and evaluate a virtual enquiry desk in a new British University. The service specification, target audience and process of development are documented and discussed. The results of an evaluative survey of 30 users reveal that rather than distance or part‐time students, the majority of users are full‐time undergraduate students submitting questions within 15 miles of the University during core opening times. It is clear that the Library is still operating within a “hybrid” rather than purely electronic environment, and the implications of this for partner colleges are considered. The paper concludes with some pointers for the future of a service that is now firmly established as part of the subject advice service offered to Bournemouth University students 24 hours a day, seven days a week.