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Argues that merely complying with legislation is not sufficient to accomplish genuine diversity and that, rather than assuming its benefits will naturally be derived and accepted, diversity must be approached strategically and its advantages communicated effectively to stakeholders to ensure desired outcomes.

Considers the business case for diversity, presents a case study of barristers and examines the role of the national equality standard.

Advances the view that multi-layered approaches to diversity are essential for its successful implementation.

Highlights the strong business case for diversity in the workforce, as well as possible social repercussions from failing to ensure that workforces are diverse.

Underlines how young people in European and Anglo-Saxon countries are increasingly demanding to work with colleagues from varied ethnicities, nationalities and sexual orientations who are similar to the peers they socialize with. Diverse workforces have thus become central to talent attraction.

Presents an interesting case study of barristers and diversity.

Successful staffing in organizations requires that job applicant qualifications be properly matched with job requirements and corporate culture. With rapid economic expansion in China and predictions for continued growth, there has been a substantial increase in the staffing needs of companies operating in China or servicing this market from afar. Working with university placement offices and/or actively recruiting on campuses, many organizations are looking to undergraduate and graduate business programs in China as a source of job candidates.

This paper proposes ways in which the findings of a research study, conducted with a group of foundation degree students in a West Wales further education college, could be incorporated into recruitment strategies within the college. The findings may also inform recruitment planning in other higher education settings. The paper is taken from a wider project that aimed to gain detailed insight into the experiences of the foundation degree students. The focus is restricted to issues judged to relate directly to recruitment planning. Recent education policy both in Wales and across the UK has aimed to widen participation in higher education from under‐represented groups. There has been a significant rise in the number of students electing to undertake a foundation degree in Wales. It is anticipated that this trend will be further encouraged following the announcement of a multi‐million pound pan‐Wales foundation degree scheme. This will be led by the University of Glamorgan with particular emphasis on wider partnership with the further education sector. The study employs a qualitative methodology. Interviews provide the main focus of data collection, with broad areas for discussion identified from responses to a short questionnaire. An approach based on grounded theory is used to analyse and interpret the findings, supported by the NVivo software package. The findings suggest that highlighting the flexibility of course provision is extremely important. There is also a need for a flexible institutional approach that recognises that many students will not be aware of established higher education admission procedures and will need to be supported through the process.

Reviews previous research on dividend policy, most of which is US‐based, and presents a worldwide study of the relationship between dividend payout, agency costs, market risk and investment opportunities. Finds that the dividend payout ratio is significantly negatively related to institutional ownership of a firm’s shares (i.e. agency costs) and its beta value (i.e. market risk) but independent of investment decisions. Discusses consistency with other research, recognizes that other factors are also likely to influence dividend policy and calls for further research.

Researchers emphasized that only a small effort has addressed the beliefs and attitudes of millennials toward advertising. The purpose of this study is also to respond to researchers’ recognition of the dearth of cross-national advertising and globalization studies in emerging markets. To fill this theoretical gap in the literature, this study aims to assess attitudinal differences and similarities, as well as the underlying structures of the attitude toward advertising in general (AG), of millennial consumers from developed and emerging markets (USA, UK, France, Spain and Morocco).

Data were obtained from millennials through self-administered survey questionnaires. It drew from findings of previous research and theoretical development by Bauer and Greyser, Pollay and Mittal, Sandage and Leckenby, Muehling, Durvasula and Netemeyer, and Andrews, Lysonski and Durvasula. Various statistical analyses were used to explore differences and similarities in AG.

The paper concludes that the two-factor solution framework of AG is inadequate. Research results also indicated that millennials from each of the five different countries studied did not indicate overwhelmingly favorable or unfavorable AG. This study found eight factors/constructs (i.e. promote bad things as good, product information, social role and image, hedonism/pleasure, good for the economy, materialism, falsity and “not interpretable”) as descriptors of the millennials from the five nations’ AG.

The differences in advertising beliefs and attitudes among samples in the five countries studied may be because of such factors as historical values, practices and regulations. Cultural values and dimension may influence millennials’ perceived AG and need to be taken into consideration.

Academicians and practitioners in the advertising field need to appreciate the country’s cultural peculiarities. In understanding the advertising preferences of millennial consumers in these five markets, marketing and advertising executives may have localized their advertising messages for each studied market, resulting in different responses from these millennial consumers.

Millennials need not be conceptualized as a single niche market. While the focus of most of research in the determinants of AG had been within the Western business/consumer construct, the goal is to include assessment of AG in a non-Western, emerging market. This paper addresses the dearth in determinants of AG research in North Africa and other emerging markets.

This study aims to examine the ethical beliefs and moral philosophical typologies, the relative effect of religiosity on personal ethical beliefs and behavior of the collectivist and individualistic business executives.

This research assesses the relative impact of significant cultural factors on the business ethical decision-making process in a Western and individualistic cultural context (the USA) in comparison to a non-Western and collective cultural context (Morocco). To understand how cultural variations influence business ethical practices, this study adopts Hofstede’s cultural framework for comparison of business executives’ ethical decisions within a cross-cultural context. Hypotheses are tested on survey data on 172 business executives.

Results show that most collective business executives are “Situationists”. The findings reveal a strong, positive relationship between business managers’ religiosity and their idealism degrees. This study also reveals mixed findings in examining the correlation of religiosity with various components of ethical intentions.

The link between religiosity and ethical intentions needs to be viewed with caution. This calls for expanding the scope of this study into other cultures and religions.

Differences of the findings in ethical typologies between collective and individualistic business executives may lead to different negotiation styles on ethical business decisions and issues. Managers from a collective culture are not as likely to exhibit much change in their initial ethical orientation(s). There is a strong positive relationship between a business manager’s religiosity and his/her degree of idealism. Thus, the more religious business managers are, the more Absolutist they are when making ethical and moral judgments.

This research works to fill the gap by examining the impact of culture on the business/marketing ethical decision-making processes within the contexts of a Western cultural and developed nation and a non-Western cultural, and developing/Mediterranean/North African nation. The findings clarify the influence of culture on business ethical decisions. Such an understanding can assist corporate managers in developing and successfully implementing business ethical codes that lead to enhanced moral conduct in their organizations.

Reviews the literature on economies of scale and scope in savings and loan institutions and uses 1980‐1987 US data to explore the cost effects of simultaneous production of outputs (mortgage loans, other loans and deposits), the impact of size and product‐specific economies of scale. Includes interest as a non‐operating cost and divides the sample into four groups based on asset values. Shows that total costs rose faster than assets, deposits or loans over the period; that there are product‐specific diseconomies of scale for deposits and loans‐ and that economies of scope were made by the larger firms following deregulation.

Results of this study highlight the importance of human resource managers and trainers assessing the interpersonal skills and emotional maturity of new recruits and enhancing the interpersonal skills of the existing managerial workforce. The entrepreneurial style of the branch manager is projected to play an increasingly important role in the deregulated finance sector. Currently, the branch manager, who can best be described as a corporate entrepreneur, could well evolve into an independent entrepreneur under a franchise banking system. Path analysis was used to investigate the interrelationships among the three competency factors for a bank branch manager. Emotional maturity and interpersonal skills are modelled as impacting on entrepreneurial style. All the hypothesised effects were supported by decomposition of the zero‐order correlations.

With globalisation and the opening of China’s borders, there has been increasing business and government interaction between China and the US. Given US interest in China’s market and the cultural distance between these two countries, it is imperative for US business persons not only to understand Chinese values, but also to examine how Chinese relate to US values. To this end, this study examines the attitudes of a sample of Chinese with regard to 10 US core values and compares their attitudes to those of a sample of US Americans. Despite some significant differences, the results of this study point out that the Chinese and US respondents exhibited many similarities in their attitudes.

Proposes to treat social law contracts by covering the two most important aspects of the contract of employment, and also the collective agreement. Covers the contract of employment in full with all the integral laws explained as required, including its characteristics, written particulars, sources or regulations, with regard to employers, are also covered. Lengthy coverage of the collective agreement is also included, showing legal as well as moral (!) requirements, also included are cases in law that are covered in depth.