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In industrialised countries water service providers (WSPs) must provide an appropriate level of service with an acceptable performance at an acceptable cost to customers. In the UK a move towards sustainable development is now also a major goal for WSPs. However, the imposition of institutional systems and regulatory targets still encourage the adoption of less sustainable technologies or solutions by the water industry. It is within this context, that the Sustainable Water industry Asset Resource Decisions (SWARD) project has developed a set of decision support processes that allow WSPs to assess the relative sustainability of water/wastewater system asset development decisions. A Guidebook has been produced that takes the WSP and its stakeholders through the processes essential to incorporating sustainability in asset investment decision‐making. Several case studies that demonstrate the SWARD principles in application are included within the Guidebook, the experience of which is described in this paper.

The information used in the case study was obtained from secondary sources, such as internal documents, reports, news, and organization websites. Three of the four authors played a hands-on role in the case.

The COVID-19 pandemic exacerbated the global challenge of hiring and retaining health-care workers. To address its own challenges, Mayo Clinic decided to fundamentally transform its 30-year-old tuition assistance program: from a model centered on the premise that tuition assistance was an employee benefit for professional development purposes, to one that was more driven to meet the business needs of the employer by preparing internal talent for important roles throughout the institution. Herein, this case study first describes how the COVID-19 pandemic impacted health-care organizations like Mayo Clinic. Next, this study provides details on the original employee tuition assistance program, and then, focuses on the reasons for its need to be changed. Afterward, this study introduces the new tuition assistance programs. Finally, this study follows with examples of how both Mayo Clinic and its employees navigated through initial challenges, such as resistance to change and lack of engagement. In sum, this case study provides critical insight into designing workforce education programs that provide professional development for meeting the workforce needs of the organization.

This case can be used as teaching material in relevant undergraduate- and MBA-level courses, such as human resource management, human resource development and compensation and benefits. This case allows students to critically analyze workforce education programs (e.g. tuition assistance programs) and to plan how to strategically align those with the workforce needs of the organization.

We explore the simultaneous influence of activist organizations and corporations on institutional change. Focusing on protests, campaign contributions, and lobbyists as the strategies used by activist organizations and corporations to influence institutional change, we study the dynamics between movements and counter-movements and their influence on the probability of institutional change. In the context of the US tobacco industry, the results shed light on the effectiveness of these strategies and uncover potential moderators of this relationship. Overall, we demonstrate the simultaneous and asymmetric effects of activist organizations and corporations that use conspicuous and inconspicuous strategies to change institutions.

The purpose of this paper is to synthesize existing evidence regarding health care team networks, including their formation and association with outcomes in various health care settings.

Network theory informed this review. A literature search was conducted in major databases for studies that used social network analysis methods to study health care teams in the USA between 2000 and 2014. Retrieved studies were reviewed against inclusion and exclusion criteria.

Overall, 25 studies were included in this review. Results demonstrated that health care team members form professional (e.g. consultation) and personal (e.g. friendship) networks. Network formation can be influenced by team member characteristics (i.e. demographics and professional affiliations) as well as by contextual factors (i.e. providers sharing patient populations and physical proximity to colleagues). These networks can affect team member practice such as adoption of a new medication. Network structures can also impact patient and organizational outcomes, including occurrence of adverse events and deficiencies in health care delivery.

Administrators and policy makers can use knowledge of health care networks to leverage relational structures in teams and tailor interventions that facilitate information exchange, promote collaboration, increase diffusion of evidence-based practices, and potentially improve individual and team performance as well as patient care and outcomes.

Most health services research studies have investigated health care team composition and functioning using traditional social science methodologies, which fail to capture relational structures within teams. Thus, this review is original in terms of focusing on dynamic relationships among team members.

The Basic Design Philosophy as it Applies to all Load‐Carrying Elements including a Description of Fuel Tank Design, Flap Structure and Floor Layout. FROM the structural viewpoint the aircraft had to suit the needs of the small or medium‐sized airline having difficult operating conditions. Structural integrity would have to be maintained with limited servicing facilities and the aircraft must be capable of operating in remote areas from rough airstrips. Therefore, this meant that the aircraft had to have a high degree of reliability and serviceability, be of rugged construction with a long fatigue life, be designed for easy maintenance on a scheduled inspection basis, and have quick turn round times using the minimum of staff and facilities.