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To demonstrate how the range of tools provided in the Proceeds of Crime Act 2002 can be used in a strategic and integrated way by law enforcement agencies against organised crime groups.

The case study takes the legend of Robin Hood and reworks the story, portraying Robin as a godfather of organised crime.

The paper shows how a combination of criminal confiscation proceedings, civil recovery proceedings, cash forfeiture proceedings, taxation action and money laundering charges can be used in an effective way against an organised crime group. It demonstrates how law enforcement should not just focus on taking away the liberty of criminals but how they should also focus on criminal assets and criminal markets.

The paper presents a strategic view of dealing with organised crime in an imaginative and humorous way.

Robin Hood had clearly now become a serious problem. Previously he had been known for taking from the rich, giving to the poor and fighting against injustice and tyranny. Much of the proceeds of his robberies had also gone towards raising a ransom to free Richard the Lionheart from an Austrian dungeon where he had been imprisoned by Leopold V of Austria on his return home from the Third Crusade. When Richard returned to England, taking back his rightful place on the throne, all had been well for a number of years. However with Richard restored to the throne, Robin had lost his purpose in life. There was no longer any justification for living as an outlaw in Sherwood Forest or for robbing the rich, and so Robin had grown old and disillusioned. After a while, the carriages carrying the King's tax revenues in the Nottinghamshire area had begun to be attacked again. The raids were well planned and executed and the modus operandi bore a distinct resemblance to the raids carried out by Robin's band in the years when they had been outlaws.

This paper aims to identify the ethical foundations and principles underpinning the learning organization (LO) concept.

By interviewing one thought leader in the field, Professor Robin Snell, this paper traces how his early days in academia shaped the development of an ethics-driven research agenda on LO.

An ethical perspective advocates the importance of establishing a covenant or constitutional foundation of rights that would enable and empower organizational members at all levels to enact the processes of LOs, thus signifying the importance of employee development and a more sustainable approach for developing LO.

A personal reflection of Robin Snell on his own academic career development and research trajectory offers some insights into how an ethical perspective of LO evolved and flourished as a field of study.

Entrepreneurship is ubiquitous, but it is not unequivocally a human force for social and economic good. Critical perspectives of the entrepreneur, entrepreneurship, and entrepreneurial success (and failure) are evolving in the scholarly literature. Dark side theory has emerged as a language for critiquing the dominant narratives of entrepreneurship portrayed in scholarship, education, planning, policy, and other forms of practice. This chapter draws from dark side entrepreneurship theory, Baumolian entrepreneurship, and exemplars of counterculture to craft language for an emerging theory of misfit entrepreneurship, which consists of misfit entrepreneurs and alternative enterprises. Alternative enterprises and misfit entrepreneurs are conceptualized, and literary examples (i.e., Robin Hood and Song Jiang) and modern-day examples (i.e., Hacker groups) are supplied. The unique actions and impacts of misfit entrepreneurs and alternative enterprises are offered for discussion. This new theory of misfit entrepreneurship leaves readers with exploratory questions that enhance critical perspectives and modern understandings of entrepreneurship today.

The purpose of this paper is to provide an interview with Robin Gee, Head of Employee Engagement for Coca‐Cola Refreshments (CCR). Robin is responsible for building capability in engagement, maintaining engagement momentum and ensuring that engagement is integrated into CCR's people practices. Robin is also responsible for implementing the biannual employee engagement survey of all CCR associates and the Results to Action process, which guides the business in taking action on engagement results.

This briefing is prepared by an independent interviewer.

In tough times, Coca‐Cola Refreshments have continued to invest in people and initiatives that drive employee commitment. Robin's experience suggests that strong leadership and transparency are some of the key factors in engaging your workforce.

Provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

Provides strategic insights and practical thinking that can have a broader social impact.

Robin provides insight into the best ways to measure employee engagement against business results, drawing on her experiences at Coca‐Cola Refreshments.

This research provides accounting-ethics authors and administrators with a benchmark for accounting-ethics research. While Bernardi and Bean (2010) considered publications in business-ethics and accounting’s top-40 journals this study considers research in eight accounting-ethics and public-interest journals, as well as, 34 business-ethics journals. We analyzed the contents of our 42 journals for the 25-year period between 1991 through 2015. This research documents the continued growth (Bernardi & Bean, 2007) of accounting-ethics research in both accounting-ethics and business-ethics journals. We provide data on the top-10 ethics authors in each doctoral year group, the top-50 ethics authors over the most recent 10, 20, and 25 years, and a distribution among ethics scholars for these periods. For the 25-year timeframe, our data indicate that only 665 (274) of the 5,125 accounting PhDs/DBAs (13.0% and 5.4% respectively) in Canada and the United States had authored or co-authored one (more than one) ethics article.

The aim of this chapter is to define and explore the group of emotions known as self-conscious emotions. The state of the knowledge on guilt, shame, pride, and embarrassment is reviewed, with particular attention paid to research on these four self-conscious emotions in work and organizational settings. Surprisingly little research on self-conscious emotions comes from researchers interested in occupational stress and well-being, yet these emotions are commonly experienced and may be a reaction to or even a source of stress. They may also impact behaviors and attitudes that affect stress and well-being. I conclude the review with a call for more research on these emotions as related to stress and well-being, offering some suggestions for areas of focus.