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This paper considers supranational initiatives ‐ particularly those emanating from the Organisation for Economic Co‐operation and Development, the Financial Action Task Force and the Financial Stability Forum ‐ proposing changes in the regulation of offshore financial centres. The implications of the withdrawal of US support for elements of the initiative are reviewed. The underlying rationales for change are considered, as are the probable and appropriate response for the stakeholders in the offshore centres, including governments, financial institutions and clients.

Anthropology was a late‐comer to the Caribbean and only after World War II did the study of Caribbean culture and societies become less exceptional. Early in this century when anthropology was first making itself over as an ethnographic science, anthropologists concentrated on tribal peoples. For most of the post‐Columbian era, the Caribbean region, with a few minor exceptions, was without indigenous tribal societies. Even after anthropology turned its attention to the study of peasantries, Caribbean peasantries were ignored in favor of more stable and tradition‐oriented peasant societies in other parts of Latin America. When anthropologists began to study Caribbean peoples in a more serious and systematic fashion, they found that they had to develop new concepts to explain the variation, flexibility, and heterogeneity that characterized regional culture. These concepts have had a significant impact on social and cultural theory and on the broader contemporary dialogue about cultural diversity and multiculturalism.

Reveals how the Hays Challenge, a serious game developed to respond to key business objectives for the attraction of graduate recruits, was developed and implemented.

Describes how a recruitment-orientated serious game was developed and implemented at Hays plc. Applied research was conducted through a series of focus groups that informed the design process.

Reveals that more than 40,000 players from 190 countries have played the Hays Challenge. Within the UK business 73 percent of the most recent graduate applicants have played the Hays Challenge.

Explains that anecdotal information from the internal-recruiting teams suggests that there has been an improvement in the quality of applicants and that their knowledge about recruitment consultancies is much more evident.

Describes an interesting and attractive way of providing information about careers in recruitment to today's internet-savvy young people.

Fills a gap in the relatively limited published research into how serious gaming can be used in the attraction and initial self-selection stage of the recruitment process. Adds further insight for practitioners into this area and demonstrates some of the benefits of adopting such an approach.

We propose a generic algorithm for numerically accurate likelihood evaluation of a broad class of spatial models characterized by a high-dimensional latent Gaussian process and non-Gaussian response variables. The class of models under consideration includes specifications for discrete choices, event counts and limited-dependent variables (truncation, censoring, and sample selection) among others. Our algorithm relies upon a novel implementation of efficient importance sampling (EIS) specifically designed to exploit typical sparsity of high-dimensional spatial precision (or covariance) matrices. It is numerically very accurate and computationally feasible even for very high-dimensional latent processes. Thus, maximum likelihood (ML) estimation of high-dimensional non-Gaussian spatial models, hitherto considered to be computationally prohibitive, becomes feasible. We illustrate our approach with ML estimation of a spatial probit for US presidential voting decisions and spatial count data models (Poisson and Negbin) for firm location choices.

A case study showing how leadership development can be embedded within a CSR framework to deliver stakeholder benefits, competitive advantage and an economic return at a time when investment in CSR and training and development are often reduced. The aim was to bring leadership development “to life” through complex CSR related challenges bringing value to all the stakeholders: participants, community partners, community partner service users, Hays plc and its shareholders.

This case study describes an approach combining strategic CSR and leadership development at Hays plc. The approach taken at Hays was grounded in the company's strategic context, supported the development of a cadre of “dual agenda” business leaders and provided value to all stakeholders concerned. The paper sets out the practical steps of the intervention, from strategy development to programme design and through to implementation and capturing the benefits for all the stakeholders.

The strategic approach to CSR has combined the benefits of real world learning for the participants, helping the transferability of new skills from the training room back to the work‐place whilst, at the same time, building sustainability within the workplace and with our community partners.

The case study shows how combining strategic CSR with leadership development, can inculcate “dual agenda” thinking within a business, and bring real benefits to all stakeholders including a measurable ROI for Hays.

This paper aims to explore how leadership development can be used to support delivery of an organisational and brand strategy.

This is a case study that demonstrates how a leadership development programme contributed to building, sharing and retaining knowledge and developing expertise in pursuit of the delivery of an organisational and brand strategy at Hays plc.

Using Eraut and Hirsch's three domains of knowledge as a base, this case study explores how the design of the programme allowed for both individual and social knowledge acquisition and transfer in support of the brand value of expertise.

The case study describes how leadership development can be used as a tool to enhance expertise and facilitate organisational knowledge sharing. It outlines a number of practical steps that HR professionals should consider when designing and implementing similar organisational interventions.

Purpose – This paper extends research on social movement media by focusing on the use of a literary genre – realist fiction – namely, the labor problem novel in the context of the labor movement and countermovement in late 19th-century America.

Methodology – I do a close reading of a significant early dialogical cluster of such novels to address three key questions: (1) Field position of authors – What was the position of these labor problem authors in relation to the movement field and literary field and how did that positioning matter? (2) Genre selection – What was it about the realist novel that attracted labor problem partisans to it? (3) Internal content – How did authors shape the internal structure and content of their stories?

Findings – As literary activists, authors pivoted between the movement field and literary field selecting the novel for the special powers that it possessed relative to other historically available media. Authors produced stories with a good/evil binary attached to characters that stood for emerging social categories in young industrial America. During the Gilded Age (and beyond) the novel played an important role as medium for the labor movement and its opposition – characterizing collective actors, dramatizing forms of action, providing materials for claims of injustice or threats, solutions to social problems, and new categories and collective identities – all with powerful emotional appeal and entertainment value.

Implications – This study suggests that social movement scholars might expand their purview of cultural media used by movements and also take genre and its selection by activists seriously.

Originality – This study demonstrates how literature – realist fiction – has been shaped by movement agents and played an important, but under-appreciated, role in the struggle over cultural supremacy in the context of movement–countermovement dynamics.

In 1899 the medical practitioners of Dublin were confronted with an outbreak of a peculiar and obscure illness, characterised by symptoms which were very unusual. For want of a better explanation, the disorder, which seemed to be epidemic, was explained by the simple expedient of finding a name for it. It was labelled as “beri‐beri,” a tropical disease with very much the same clinical and pathological features as those observed at Dublin. Papers were read before certain societies, and then as the cases gradually diminished in number, the subject lost interest and was dropped.

The aim of this paper is to outline the collaborative approach used to craft national learning standards for tertiary programs in the field of environment and sustainability in Australia. The field of environment and sustainability is broad and constituted by diverse stakeholders. As such, articulating a common set of learning standards presents challenges.

The authors developed and used a staged collaborative curriculum design methodology to engage more than 250 stakeholders in tertiary environmental education, including discipline scholars, students, professional associations and employers and other environmental educators. The approach was adaptive, to ensure underrepresented stakeholders’ perspectives were welcomed and recognised. The project was commissioned by the Australian Council of Environmental Deans and Directors (ACEDD) and funded by the Federal Government’s Office for Learning and Teaching.

The collaborative approach developed and used for this work facilitated an inclusive process that valued diversity of perspectives, rather than marginalise diversity in favour of a perspective representing a minimum level of agreement. This is reflected in the standards themselves, and is evidenced by participant feedback, piloting of the standards and their subsequent application at multiple universities. Achieving this required careful planning and facilitation, to ensure a democratisation of the stakeholder consultation process, and to build consensus in support of the standards. Endorsement by ACEDD formalised the standards’ status.

Collaborative curriculum design offered the opportunity to foster a shared sense of common purpose amongst diverse environmental education stakeholders. This approach to curriculum design is intensive and generative but uncommon and may be usefully adapted and applied in other contexts. The authors note one subsequent instance where the approach has been further developed and applied in transforming a generalist science program, suggesting the methodology used in this case may be applied across other contexts, albeit with appropriate adjustments: the authors offer it here in the spirit of supporting others in their own complex curriculum design challenges.

February 5, 1974 Master and Servant — Redundancy — Reason for dismissal — Employers dismissing engineer alleging redundancy — Employee claiming compensation for unfair dismissal — Employers resisting claim on alternative ground that dismissal was fair — Whether employer entitled to change ground for dismissal from redundancy to lack of capability — Industrial Relations Act, 1971 (c.72), s.24(l)(a) (b), (2) (a), (6), (7).