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In this chapter, we have presented four case studies of the firms which are operating in the medium complete adapting countries. The four cases are Arvidsson Textile Share Company in Estonia, Partec Rockwool in Lithuania, Accel Share Company in Lithuania and Ragn-Sells in Estonia. The case studies are prepared following the structure of the theoretical framework applied in this book. We have found out that the performance of Arvidsson Textile Share Company is successful as it matches the expectations if the partners and it has remained to be more or less the same since its establishment. The performance of Partec Rockwool was also successful from the very beginning until it was replaced by the fully owned firm. Accel Share Company's operations in Lithuania was successful from the very beginning as it found the right people with the right competence in the local market. In the case of Ragn-Sells in Estonia, the alliance was successful but not up to the full expectation.

Creativity and innovation have been buzzwords of managerial discourse over the last few decades as they contribute to the long-term survival and competitiveness of firms. Given the non-linear, causally ambiguous, and intangible nature of all innovation-related phenomena, management scholars have been trying to uncover factors that contribute to creativity and innovation from multiple lenses ranging from organizational behavior at the micro-level to strategic management at the macro-level. Along with important and insightful developments in these research streams that evolved independently from one another, human resource management (HRM) research – especially from a strategic perspective – has only recently started to contribute to a better understanding of both creativity and innovation. The goal of this chapter is to review the contributions of strategic HRM research to an improved understanding of creativity at the individual-level and innovation at the firm-level. In organizing this review, the authors rely on the open innovation funnel as a metaphor to review research on both HRM practices and HRM systems that contribute to creativity and innovation. In the last section, the authors focus on more recent developments in HRM research that focus on ambidexterity – as a way for HRM to simultaneously facilitate exploration and exploitation. This chapter concludes with a discussion of future research directions.

The purpose of this chapter is to analyze the impact of public agricultural Research and Development (R&D) investments on agricultural productivity and long-term food security to derive policy recommendations. The methodological approach is based on the application of the state-of-the art Computable General Equilibrium (CGE) model to R&D. By endogenizing R&D in global CGE models, it is possible to assess the impact of different public R&D policies on the food availability and food access of food security. This study found that R&D investments bring positive effects on the food access dimension of food security, particularly in places such as Sub-Saharan Africa where prices are expected to grow significantly by 2050, as agricultural land becomes scarcer and more expensive. Doubling the R&D intensity would soften the land constraints and substantially decelerate food prices, thus preventing the deterioration of living standards of rural households and leading to a gain in daily caloric consumption. The impact of alternative agricultural R&D policies on the various dimensions of food security has not been analyzed using a CGE framework, which enables capturing both the benefits and costs from R&D investments. Modeling the dynamic accumulation of R&D stocks makes it possible to analyze the effects of R&D on food security over time.

This paper evaluates the modern baseline presumption of nonconsent in sexual assault (rape) cases in light of different theories of sexuality (feminism on the one hand and sex positivism/queer theory on the other) and in light of how sexuality manifests itself in the lives of contemporary young women. The authors analyze social science literature on contemporary heterosexual practices such as sexting and hook-ups, as well as contemporary media imagery, to inform a contemporary understanding of the ways in which young people perceive and experience sex. Using this evidence as a foundation, the authors reconsider the ongoing utility of a baseline presumption of nonconsent in sexual assault cases. This paper demonstrates the complex relationship between women’s sexual autonomy, the contemporary culture’s encouragement of women’s celebration of their own sexual objectification and the persistence of high rates of unwanted sex. In the end, it demonstrates why a legal presumption against consent may neither reduce the rate of nonconsensual sex, nor raise the rate of reported rapes. At the same time, it shows how the presumption itself is unlikely to generate harmful consequences: if it deters anything, it likely deters unwanted sex, whether consented to or not.

Forestry is an integral part of an economy. It not only maintains the balance of the ecosystem but provides sustainable livelihood to the forest-fringe dwellers, apart from being a huge source of revenue for the government. Hence, proper management of the forest resources is an important concern for the economists. On the other hand, convergence of natural resources is one of the hot cakes of discussion for the economists. In this study, the authors have considered three forest regions of West Bengal; these three being the largest forest areas hold an important position in West Bengal’s economy. Here, the authors have considered the whole of dryland forestry that covers the arid and semi-arid districts of western part of the state. They have also considered the forestry of Jalpaiguri and Cooch Behar districts that cover the sub-Himalayan forestry of North Bengal and mangrove forestry of South 24 Parganas district. The authors have used time-series data for the time period 1980–2019 and performed the Absolute Beta Convergence and Sigma Convergence Analysis as well as Conditional Beta Convergence of the total forest products of these three regions. In this study, the authors have found the existence of both forms of beta convergence but for variations, a divergence has been observed. The authors have also used the data from 2000 to 2019 on various aspects of income from forestry and performed the three forms of tests, like that of total forest products and observed similar type of results, that is, beta convergence of both forms but sigma divergence. The findings of this study ask for serious steps by the government bodies, since the decreasing rates are the causes of worries.

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Despite recent criticism regarding grit’s construct and criterion-related validity, research on grit has begun to spill over into the work context as well. In this chapter, the authors provide an overview of the initial theoretical foundations of grit as a motivational driver, and present newer conceptualizations on the mechanisms of grit’s positive effects rooted in goal-setting theory. Furthermore, the authors also draw attention to existing shortcomings of the current definition and measurement of grit, and their implications for its scientific and practical application. After establishing a theoretical understanding, the authors discuss the potential utility of grit for human resource management, related to staffing and recruitment, development and training, and performance management systems as well as performance evaluations. The authors conclude this chapter with a discussion of necessary and potential future research, and consider the practical implications of grit in its current state.

Scholars and practitioners in the OB literature nowadays appreciate that emotions and emotional regulation constitute an inseparable part of work life, but the HRM literature has lagged in addressing the emotional dimensions of life at work. In this chapter therefore, beginning with a multi-level perspective taken from the OB literature, we introduce the roles played by emotions and emotional regulation in the workplace and discuss their implications for HRM. We do so by considering five levels of analysis: (1) within-person temporal variations, (2) between persons (individual differences), (3) interpersonal processes; (4) groups and teams, and (5) the organization as a whole. We focus especially on processes of emotional regulation in both self and others, including discussion of emotional labor and emotional intelligence. In the opening sections of the chapter, we discuss the nature of emotions and emotional regulation from an OB perspective by introducing the five-level model, and explaining in particular how emotions and emotional regulation play a role at each of the levels. We then apply these ideas to four major domains of concern to HR managers: (1) recruitment, selection, and socialization; (2) performance management; (3) training and development; and (4) compensation and benefits. In concluding, we stress the interconnectedness of emotions and emotional regulation across the five levels of the model, arguing that emotions and emotional regulation at each level can influence effects at other levels, ultimately culminating in the organization’s affective climate.