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New product development team learning is important in today’s turbulent and uncertain markets and technologies. However, the literature treats team learning as a single construct, ignoring its multi‐dimensionality. In this study, we develop a multi‐dimensional team learning framework based on socio‐cognitive constructs. By studying 124 new product development projects, we show empirically that learning in new product development is best conceived as a multi‐dimensional structure with nine correlated but distinct constructs including: information acquisition, information implementation, information dissemination, unlearning, thinking, improvisation, memory, intelligence and sensemaking. Further, we demonstrate that a model based on the multi‐dimensionality of team learning provides a more robust explanation of new product success than does a unidimensional team learning model.

This chapter examines the processes by which a group's racial composition affects its performance and the social-cognitive tendencies of its individual members. Drawing on published and unpublished experiments regarding group composition and interracial interaction, this review demonstrates that the information exchange perspective on diversity – in which demographic heterogeneity is expected to translate into informational heterogeneity – is more complicated than some have suggested, and is not wholly responsible for the positive performance effects of racial diversity. Indeed, many of the benefits of diversity can be attributed to the impact of heterogeneous settings on White individuals, as well as to motivational and other non-informational processes.

Auditors gather evidence to formulate their judgment on financial statements and in assessing the risk factors concerning the company under audit. Examines the role played by the American Institute of Certified Public Accountants (AICPA) and the Securities and Exchange Commission (SEC) in developing auditing standards concerning audit evidence. Significant court and SEC cases relating to audit evidence are described and issues discussed.

The problem of supplying additional power to a helicopter rotor for take‐off or hovering under overload, hot‐day or altitude conditions is discussed briefly, and the boost system requirements are defined qualitatively. The Mirquardt Aircraft Co. is in process of developing a novel ram‐jet engine to meet these requirements under the sponsorship of the United States Air Force. The progress to date is reviewed, and the eventual application of this engine is discussed.

Mental health evaluation in criminal cases is a complex and challenging task. The purpose of this paper is to highlight the value of semi‐structured interviews for diagnosis, the use of literature review to increase understanding of a case, and the importance of looking “beyond” the criminal offence itself.

The author conducted a forensic mental health assessment of a man who killed his wife and two young daughters. The case is presented in the order in which information reached the psychologist, so her clinical reasoning becomes apparent. Findings from the police file are integrated with psychological test results and a literature review on familicide and uxoricide.

The case analysis illustrates the perpetrator fits a personality profile found in empirical research on male spousal killers, who often suffer from dependent, avoidant and over‐controlled personality pathology. Four mental health experts who previously reported on this case had not agreed on a diagnosis. Using a more structured approach to assessment, the current analysis sheds new light on the relationship between mental disorder and offence.

The use of semi‐structured interviews for psychiatric diagnosis increases diagnostic reliability. Since there is so much at stake for the assessed in a criminal investigation, the importance of reliability and accuracy of diagnosis cannot be overestimated. Forensic mental health experts serve the court best by integrating findings from structured assessment instruments, file information and empirical research on comparable offender types.

This paper can be useful for teaching purposes and provides guidance to both novice and experienced forensic experts.

We present a model of reappropriation, the phenomenon whereby a stigmatized group revalues an externally imposed negative label by self-consciously referring to itself in terms of that label. The model specifies the causes and consequences of reappropriation as well as the essential conditions necessary for reappropriation to be effective. To place the concept of reappropriation in proper context, we begin by discussing the roots of stigma and the mediating role played by social categorization and social identity in the realization of stigma’s deleterious effects. We also discuss the strategies available to both individuals and groups by which stigmatized individuals can enhance their devalued social identities. We provide a discussion of two historical cases of reappropriation and some preliminary empirical evidence concerning the consequences of self-labeling and attempting to reappropriate a stigmatizing label. Finally we discuss the implications of the model for groups and teams, both within and outside of organizations.

The precursor of Black History Month was Negro History Week, which was first observed in 1926. It was initiated by Carter G. Woodson, the “father of black history,” and founder of the Association for the Study of Negro Life and History. At that time, the study of black culture concentrated on Afro‐American historical figures. The civil rights movement in the United States and the decolonizaiton of Africa were decades away.

This study develops the concept of achieved identity and examines its role in employee adjustment during times of organizational change. Specifically we examined the effects of achieved identity in a sample of food service employees at a southern university in the United States whose jobs were outsourced to a new organization. In this initial study, we found that: achieved identity was predictive of employees’ attachment to the pre-change employer; expected transfer of achieved identity was predictive of the transfer of work identities to the post-change environment; the ability to reestablish a positive work identity was important to employee adjustment to change. Using results obtained in this initial study, we develop a revised model of the role of achieved identity in organizational change.