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Cookery has been identified as an occupation with skills shortages, at least in the developed world. There is currently a dearth of research into the cookery labour market, its occupational culture and characteristics. This paper seeks to address this issue.

The study utilised a tracking approach to collate and investigate aspects of electronically‐listed job advertisements for cookery‐related vacancies in Australia's northern state of Queensland. Content analysis of advertised employment vacancies has previously been utilised as a method in tourism and hospitality research.

The findings support the proposition that industry demand exceeds labour supply. Moreover, the content analysis of the vacancies' characteristics suggest that a range of job advertisement details, including remuneration, is infrequently supplied.

The study was limited in scope to cookery‐related vacancies and to those advertised for Queensland. Accounting for vacancy duplications and consequential vacancies were the two key analytical challenges. Future research with refined instruments and more generalisable samples is invited.

The study reveals that the increased electronicisation of information facilitates both the collection and generation of labour market research.

Adjustment to a post‐Doha trading regime will be disproportionately costly and difficult for developing countries. Increased aid is vital for the poor countries if they are to grasp the opportunities provided through trade and meet transition costs. With aid‐for‐trade, for the first time, the developed countries have another bound and meaningful commitment that they can offer developing countries. Our proposal to provide new resources to meet adjustment needs, however, does not suggest that trade, when combined with aid, will be a panacea for developing countries. Interactions between trade, aid, and broader development policies and reforms are important.

Drawing on network and fiscal federalism theories, we investigated central government patronage and donor aid as antecedents of budget performance in local government (LG). A mixed methods design with data collected from 18 LGs, two ministries, and four donor agencies in Uganda was employed. Results revealed that both central government patronage and donor aid predict budget performance. Moreover, autonomy does not mediate the interactions as initially hypothesized. Implications for theory and practice are discussed and future research direction is provided.

Workplace mavericks are often labeled as non-conformists. They are perceived to be the employees who disregard organizational policies and procedures, and who invite huge risks in the pursuit of goals that sit outside what the organization dictates as the core business or practice. While this may be accurate to a degree, it is not the complete story. Guided by recent conceptualizations of non-conformity and positive deviance, this qualitative study interviewed 27 observers of mavericks (observer-types) in the workplace, and 28 interviews with mavericks (maverick-types). Results highlight that while maverick individuals do challenge organizational norms, they do so for the benefit of others, including the organization. Additionally, they are not wildcard non-conformists as they do in fact conform. However, they are conforming positively to higher level hyper-norms or organizational goals, and therefore operate in what could be termed as bounded non-conformity. Understanding the form that this bounded non-conformity takes is key for organizations to mitigate perceptions of the risk posed by maverick individuals, while maximizing the rewards that maverick employees can offer to organizations, especially for informing ideas and plans around more radical change and innovation. In this way, organizations can benefit from the numerous and unique contributions of mavericks in the workplace, such as innovative, unorthodox, and out-of-the-box thinking, while at the same time still ensuring the effective governance and risk management of the organization.

This study frames the international disability movement – NGOs, foreign donors, and transnational networks focused on promoting the 2006 UN Convention on the Rights of Persons with Disabilities – as an organizational environment. As the movement expands into the Global South, it actively pressures local grassroots associations to adopt a new organizational model in order to become membership-based advocacy organizations. Many groups, however, are embedded in local civic environments that expect them to act as self-help and social support organizations. As such, grassroots associations are caught between two organizational environments, each promoting different models and practices.

This analysis draws upon 18 months of participant observation and 69 interviews gathered from a local coalition of seven grassroots disability associations in Nicaragua. This ethnographic approach is combined with sociological institutionalism, an analysis that emphasizes the way organizations conform to organizational models that spread across a field.

The local associations responded in a variety of ways to the advocacy model promoted by the international movement. Organizations either conformed, resisted, or developed hybrid organizational models on the basis of internal characteristics that determined how they straddled the two organizational environments.

This paper highlights the way international models may be ineffective in local environments that have civic traditions and lower levels of governmental capacity than found in the West. Some disability associations, however, will creatively combine local and international models to create new initiatives that make a positive impact in the lives of persons with disabilities at the grassroots.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

There are many cognitive training tests purporting to both measure older people’s cognitive performance, several of which come with associated training that are deemed to improve cognition. This chapter describes cognitive tests that have been claimed to be linked to driver behaviour, and that training on them could improve driver behaviour. Of special interest are tests that could be completed at home on a computer, as it is suggested this could capture many individuals who are worried about attending a driver assessment centre and are not likely to be referred. Findings suggest that UFOV (Useful Field of View) Time Making Trail (A and B) and Dual N have research suggesting that training on them could improve driver performance for older drivers. However, the robustness of the research is debateable. There are also two physiological tests – a neck and shoulder and a general fitness test that also show promising results for improving driver performance. In addition, education and training is purported to improve driver behaviour, but although there is positive feedback from older people who attend and some short-term improvements, research on long-term improvements on driver behaviour are not yet evident. Overall, there are promising results from individual cognitive, physiological tests and from education and training suggesting that reflection on action and feedback from the task is important to improving driver performance but more research is needed.