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Due to the absence of industry and region-specific implementation guides, change efforts, in particular continuous improvement implementations, continue to report high failure rates. The purpose of this paper is, therefore, to present a finalised implementation framework specifically tailored for manufacturing companies.

A conceptual framework derived from the existing literature is validated, through a Delphi study, by an expert panel to review its content and suitability for a practical application.

This paper proposes a finalised framework tailored to the practical needs of users. The results of the Delphi approach offer a phased implementation framework that provides an overview of the implementation process of continuous improvement initiatives and the key activities involved. The framework is suitable for use by both business leaders and continuous improvement practitioners with varying degrees of previous implementation experience.

The research was carried out in the UK and is specifically focused on the manufacturing industry. It is therefore not clear the applicability of the framework presented to other regions and industries. The framework, although validated through several phases of research, still requires practical application and testing.

Business leaders and continuous improvement practitioners will benefit from having the necessary content presented in a manner that will promote its practical application. It has also been demonstrated that the framework is robust in its content, incorporating the literature findings as well as the experience of an expert panel encompassing 20 people.

The purpose of this paper is to review current continuous improvement implementation models and frameworks, and present a new conceptual framework tailored specifically to the needs of UK manufacturing companies.

The paper details the in-depth review of 20 existing models or frameworks for continuous improvement implementation, demonstrating the need for a new industry and region specific solution. Through the incorporation of previous findings from literature, coupled with the positive aspects of the current offerings, a new conceptual framework for continuous improvement implementation in UK manufacturing companies is presented.

The paper demonstrates the need for industry and region specific frameworks and demonstrates that current models and frameworks do not completely fulfil the objective of the research. A new continuous improvement implementation framework is therefore presented in a user friendly format, comprising positive aspects of previous models and frameworks where applicable.

The focus of the research is limited to the UK and the manufacturing industry. It is therefore not clear the applicability of the framework presented to other regions and industries. The framework presented is also conceptual at this stage and requires validation through interview and application.

The framework presented will provide senior managers wishing to implement continuous improvement an understanding of the high level process, as well as awareness of their role within the roll out. Overall, the framework provides a clear guide whilst also allowing for individual tailoring of the elements contained to the needs of the company.

The paper presents a new conceptual framework; the first to be tailored to the needs of UK manufacturing companies. The framework has also been demonstrated to be a more robust solution than those currently in existence.

This paper aims to explore the development of the accountability ideals and practices of Quaker industrialists during the period 1840–1914.

The research employs a case study approach and draws on the extensive archives of Quaker industrialists in the Richardson family networks, British Parliamentary Papers and the Religious Society of Friends together with relevant contemporary and current literature.

Friends shed their position as Enemies of the State and obtained status and accountabilities undifferentiated from those of non-Quakers. The reciprocal influences of an increasingly complex business environment and radical changes in religious beliefs and practices combined to shift accountabilities from the Quaker Meeting House to newly established legal accountability mechanisms. Static Quaker organisation structures and accountability processes were ineffective in a rapidly changing world. Decision-making was susceptible to the domination of the large Richardson family networks in the Newcastle Meeting House. This research found no evidence of Quaker corporate social accountability through action in the Richardson family networks and it questions the validity of this concept. The motivations underlying Quakers’ personal philanthropy and social activism were multiple and complex, extending far beyond accountabilities driven by religious belief.

This research has originality and value as a study of continuity and change in Quaker accountability regimes during a period that encompassed fundamental changes in Quakerism and its orthopraxy, and their business, social and political environments.

For decades organizational citizenship behavior (OCB) has been of interest to scholars and practitioners alike, generating a significant amount of research exploring the concept of what citizenship behavior is, and its antecedents, correlates, and consequences. While these behaviors have been and will continue to be valuable, there are changes in the workplace that have the potential to alter what types of OCBs will remain important for organizations in the future, as well as what types of opportunities for OCB exist for employees. In this chapter we consider the influence of 10 workplace trends related to human resource management that have the potential to influence both what types of citizenship behaviors employees engage in and how often they may engage in them. We build on these 10 trends that others have identified as having the potential to shape the workplace of the future, which include labor shortages, globalization, immigration, knowledge-based workers, increase use of technology, gig work, diversity, changing work values, the skills gap, and employer brands. Based on these 10 trends, we develop propositions about how each trend may impact OCB. We consider not only how these trends will influence the types of citizenship and opportunities for citizenship that employees can engage in, but also how they may shape the experiences of others related to OCB, including organizations and managers.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

This study develops the economic rationale for the inclusion of new environmental financial assets, tradable pollution rights, in a well‐diversified portfolio. These new assets are generated and their valuation determined in the market‐incentive environmental regulatory approach called emissions trading, especially the cap‐and‐trade variant. This approach has been gaining wide acceptance and approval. A leading example is the sulfur dioxide market where tradable allowances are assets that may be held by private investors. Transactions in this market have reached volumes indicative of a high degree of liquidity. Comparable tradable rights in other pollutants are under active development. We explain the design and workings of these markets and demonstrate empirically, on the basis of time series data, that sulfur dioxide allowances have rates of return and yield distributions that make them candidates for inclusion in asset portfolios. We conjecture that other tradable pollution rights will exhibit similar properties when sufficient data are available. Financial analysts and accountants are likely to play an increasing role in advising investors about the role of these assets in a well‐diversified portfolio.

From 1782 to 1834, the English social legislation shifted from a safety net devised to deal with emergencies to a social security system implemented to cope with the threat of unemployment and poverty. In the attempt to explain this shift, this chapter concentrates on the changed attitudes toward poverty and power relationships in eighteenth-century British society. Especially, it looks at the role played by eighteenth-century British economic thinkers in elaborating arguments in favor of reducing the most evident asymmetries of power characterizing the period of transition from Mercantilism to the Classical era. To what extent did economic thinkers contribute to creating an environment within which a social legislation aimed at improving the living conditions of the poor as the one established in 1795 could be not only envisaged but also implemented? In doing so, this chapter deals with an aspect often undervalued and/or overlooked by historians of economic thought: namely, the relationship between economic theory and social legislation. If the latter is the institutional framework by which both individual and collective well-being can be achieved the former cannot but assume a fundamental role as a useful abstraction which sheds light on the multifaceted reality in which social policies are proposed, forged, and eventually implemented.

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).

Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.