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The purpose of the paper is to provide a thorough analysis of the difference between business intelligence (BI) and knowledge management (KM) and to establish a framework for relating one field to the other.

A review of the literature from approximately 1986 through 2004 served as the basis for analysis and comparison of BI and KM. The theoretical scope of the paper is to distinguish between BI and KM to clarify the role of each in a business environment.

BI focuses on explicit knowledge, but KM encompasses both tacit and explicit knowledge. Both concepts promote learning, decision making, and understanding. Yet, KM can influence the very nature of BI itself. Hence, this paper explains the nature of the integration between BI and KM and makes it clear that BI should be viewed as a subset of KM.

This paper establishes a clear distinction between two important fields of study, BI and KM, establishing an expanded role for BI. That is, the role of BI in knowledge improvement. This expanded role also suggests that the effectiveness of a BI will, in the future, be measured based on how well it promotes and enhances knowledge, how well it improves the mental model(s) and understanding of the decision maker(s) and thereby how well it improves their decision making and hence firm performance. The need for the integration of KM and BI is clear.

Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.

The purpose of this paper is to explore the benefits of the internet of things (IoT) technology on geriatric telehealth.

An exploratory case study approach is used to understand the applicability of the internet of medical things in geriatric telehealth. Data was collected from several managers who analyzed rates of re-hospitalizations for patients using telehealth services compared to those not using telehealth services and observations of patient satisfaction rates with telehealth services.

Benefits from the use of IoT included significant reductions in re-hospitalization rates for older adults and patients became more engaged in maintaining their health and wellness goals while becoming more tech-savvy, empowered and satisfied with the telehealth experience.

The present manuscript is among the few reports on the benefits of IoT on geriatric health care.

Devotes the entire journal issue to managing human behaviour in US industries, with examples drawn from the airline industry, trading industry, publishing industry, metal products industry, motor vehicle and parts industry, information technology industry, food industry, the airline industry in a turbulent environment, the automotive sales industry, and specialist retailing industry. Outlines the main features of each industry and the environment in which it is operating. Provides examples, insights and quotes from Chief Executive Officers, managers and employees on their organization’s recipe for success. Mentions the effect technology has had in some industries. Talks about skilled and semi‐skilled workers, worker empowerment and the formation of teams. Addresses also the issue of change and the training that is required to deal with it in different industry sectors. Discusses remuneration packages and incentives offered to motivate employees. Notes the importance of customers in the face of increased competition. Extracts from each industry sector the various human resource practices that companies employ to manage their employees effectively ‐ revealing that there is a wide diversity in approach and what is right for one industry sector would not work in another. Offers some advice for managers, but, overall, fails to summarize what constitutes effective means of managing human behaviour.

Web‐based technologies are rapidly becoming an integral part of the business fabric, interwoven into most departments and functional areas. However, the consequences of adopting these innovations, such as anticipated versus unanticipated and desirable versus undesirable consequences, warrant further exploration. This paper describes the experience of a contract service business after adopting a Web‐based collaborative technology to share information throughout the firm. User perceptions and attitudes towards this technology and its impact on time, control, and organisational change were explored via qualitative interviews. The results suggest that there were a number of consequences relating to these dimensions. We reflect on these consequences and offer suggestions based on the generalisability of the results. Further studies are identified that extend the exploration into the impact of Web‐based collaboration.

This paper aims to explore a new concept of knowledge corruption (KC) within knowledge management with a focus on KC in high-velocity, turbulent environments (HVTEs) and its impact on business and military competitive advantage.

The conceptual paper explores existing literature and then develops new models involving the impact of KC on knowledge transfer and the moderating variables of culture and leadership in HVTEs.

Several new models are proposed including knowledge transfer and corruption in HVTEs with possible forms of KC, the relationships of variables in tacit knowledge transfer (TKT) and KC in HVTEs and organizational archetypes for TKT and KC.

While the literature review provides a decent analysis of existing theories and models, the review is not exhaustive, and there may be alternative models and theories not covered.

The development of new models and theories within the field of knowledge management on KC in HVTEs represents important practical knowledge for management to reduce KC within their organizations to improve more effective knowledge transfer for sustainable innovation and better decision-making.

This paper provides a new, unique look at aspects of knowledge management that are currently underserved. The concepts of KC and HVTEs represent original content within this field.

Executives and strategists have long recognized the value of knowledge as a primary driving source for a firm’s sustainable competitive advantage – hence the creation by many firms of a position called the chief knowledge officer (CKO). However, many people have proposed differing perspectives and models relating to the concept of knowledge management. In this paper differing knowledge management viewpoints are examined, by examining and integrating theories relating to the diffusion of innovations and change agents. The roles of change agents, innovators, and opinion leaders, such as CKOs, are explored in terms of effective knowledge management strategies and techniques. A model and strategies are proposed that can serve as a framework for CKOs and other knowledge management change agents to effectively facilitate the acquisition and use of knowledge in the firm by effectively using an organizational memory system.

Rounds up the literature on the continuing discrimination of African Americans in US businesses, particularly with regard to salary and promotion into senior management levels, and suggests that years of anti‐discrimination legislation have led to a change from overt exclusion to “covert subrogation”; considers the changing demographics of the US labour force which should allow ample opportunities for African Americans to fulfil career aspirations and seeks to identify the artificial barriers which could prevent this, through a study of attitudes to African Americans as managers undertaken among graduating business majors at two US business schools (one historically attended by African Americans, the other predominantly white). Presents the results in brief, which suggest that, although attitudes to African Americans in management held by whites have improved, they still are not as favourable as those held by African Americans themselves; touches on the business case for organizations becoming more accepting of minority managers.

First, the paper examines the extent of environmental disclosures (EDs) made by the Malaysian local governments (LGs) on their websites. Second, it examines the patterns of disclosure with the aim of investigating the underlying motive behind the EDs.

A descriptive content analysis was employed to measure the EDs. A disclosure instrument, based on the extant studies, is designed to facilitate the measurement process.

The results suggest that LGs of various levels, have taken the initiative to report EDs on their websites even in the absence of any statutory reporting regulations either by the state or federal government. Differences in the types of EDs are also apparent and consistent with the premise of legitimacy theory.

A paucity of prior studies measuring EDs made at the LG level is observed in the literature. Research evidence focussing on the EDs reported on the websites is even more scarce. This lack of research contributes to a limited understanding on the development and challenges of the environmental reporting practices within the developing country's perspective. Moreover, generalising the findings of studies conducted in developed countries may not be possible due to a number of regulatory, political and socio-economic factors.