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This chapter will use the lens of Foucault’s governmentality to critique the use of foreign qualification recognition (FQR) in Australia’s skilled migration programme. Foucault suggests that an imperative for governments is to find ways to manage its population to ensure its security and well-being. Foucault notes the explosion of measures designed to facilitate this imperative. We argue that FQR’s use in Australia’s skilled migration programme is another such measure. It is a process designed to ascertain the relative value of one person against another using educational attainment as the meter. We examine the literature on the subject and find there are three key themes: scale, barriers and the persistence of the problem. We explore the concept of value in FQR and find arguments are divisible according to two camps. The first finds that an education qualification represents some objective and meritocratic value that a migrant possesses and that the barriers and persistence of problems are traceable to an inability to find the right way to realize this value. The second supposes that qualifications essentially represent a claim that need not have any basis in a form of essential value. Using Foucault’s governmentality, we suggest that FQR’s primary source of value in Australia’s skilled migration process is its utility as a part of a regime that identifies and classifies migrants and establishes a regime with which to assure governments of the acquisition of a population it believes are most likely to contribute to its security and future prosperity.

The COVID-19 pandemic has substantially affected China’s tourism industry. Tourism small- and medium-sized enterprises (SMEs), with limited crisis response ability, might be difficult to recover after the pandemic. Regarding the impacts of the pandemic on rural tourism, income for rural attraction sites was almost zero; sightseeing, agri-tourism activities were ceased; and large amount of rural bed-and-breakfasts (B&Bs) faced business closure. However, through three cases, our study found that through either content innovation or process innovation, some B&Bs are able to recover speedily from the pandemic and develop sustainably. These innovations are important for their business strategy adjustment. Innovation creates more value for tourists and stakeholders by developing new service products or adjusting existing products. This chapter discusses the linkages between innovation and leadership. Through the investigation and analysis of three cases, the researchers found that the advantages of transformational leadership were reflected in the post-crisis management in different ways and effectively improved the innovation ability and sustainable development of post-crisis organizations. This study has enriched the literature on transformational leadership and post-crisis recovery of small tourism enterprises and has practical reference value for managers of small rural tourism companies.

The author examines the inter-relationship between authenticity, music and gender in relation to a particular contemporary genre, emotional hardcore or emo. Noting how hard rock often defined itself as authentic in contrast to (feminine) pop music, the author argues that it is possible to see the ‘persistence of masculinism’ in wider debates around the performance of (appropriate) fandom. Drawing on a wealth of online data from platforms such as Reddit, Tumblr and Facebook, the author observes that even as male fans of emo distance themselves from hyper-masculine forms of hard (or cock) rock, they also critique the presence of female fans as ‘inauthentic’.

Over one million individuals diagnosed with autism spectrum disorder (ASD) will be entering adulthood and attempting to cultivate fulfilling, meaningful life experiences. These young adults with ASD represent Generation A. The workplace will be a major element in cultivating fulfilling lives for Generation A. Social interaction is an integral component for functioning within most postsecondary and occupational settings. It is necessary to understand the interaction between autistic adults and organizations to understand potential social and behavioral deficits. The workplace is inherently a social place. Understanding both formal and informal social information in the workplace may be critical to successful job performance. Fit, particularly person–organization fit, is used to address this social nature of the workplace. Understanding this interaction helps provide a means for crafting both individual and organizational interventions which support autistic adults in the workplace. This chapter provides an analysis of interventions that support those with ASD in the workplace. It is proposed that these interventions will help create a more supportive work environment for those with ASD. As important, it is proposed that the accommodations for those with ASD are reasonable for any organization seeking to improve both satisfaction and performance for all its employees. By addressing these issues, organizations have the potential to create a more satisfying workplace for all workers, not just those in Generation A.