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In intervening to prevent recidivism by adult firesetters, there is a dearth of standardised interventions and relatedly of controlled outcome evaluations. Although education is a common firesetter intervention, it is unclear if this changes behaviour of adults; a research situation the current study aimed to address.

The rate of actual fire recidivism of participants of a standardised educational programme was compared using Cooke’s (1989) equation to expected rates based on the firesetting history of 93 referrals.

Results indicated a significant large effect for the difference between the frequencies of expected and actual firesetting re-offences.

Limitations of the one-group pretest–posttest design are discussed with respect to potential confounds.

This paper adds to the literature on adult firesetter interventions and lends support to the use of fire education to prevent fire recidivism. It provides the first empirically validated example of a structured education programme for adult firesetters. Of interest to services piloting new intervention programmes, it reports an operationally efficient methodology for preliminary evaluation.

To the best of the authors’ knowledge, this is the first reported outcome study of a fire safety education programme for adults. The methodology adopted represents a means of preliminary evaluation in safety-critical areas where traditional evaluation designs are infeasible.

Suitable for MBA, EMBA, and executive education programs, this case uses the complexities of the oil industry to set the stage to unfold a stakeholder analysis on BP's growth and opportunity in the renewable energy sector. This public sourced case offers a discussion about the firm's overall strategy, post Gulf Oil spill, moving forward. The case describes how within a single decade, BP had emerged as one of the largest energy companies in the world. Within that scope, BP had an odd achievement: It had been building an alternative energy business and had gained a reputation as being an oil company with a regard for the environment. Then a series of preventable accidents, in the United States in particular, started to chip away at the firm's status. In a matter of five years, BP went from celebrating its most profitable period to finding itself selling assets while industry watchers wondered whether the company would survive after being responsible for the largest oil spill in the United States. Shortly following the Gulf oil spill, Robert Dudley, a legacy Amoco executive, was appointed to replace Tony Hayward, the beleaguered BP group chief executive and director. Besides the oil spill and ongoing cleanup, Dudley had slumping revenues (even before the Deepwater tragedy) and a huge rebuilding task ahead of him. Not only did he have a multinational energy company to run, but Robert Dudley had to rehabilitate the Gulf of Mexico ecosystem, compensate all who suffered loss as a result of the damage, and repair the firm's shabby reputation. Dudley needed to implement a sound long-term strategy. How would his former division—renewable energy and alternative activities—fit into his plans?

This chapter addressed the professional, interpersonal, and functional experiences of teachers with physical disabilities and their employers. To obtain different perspectives on these issues, I conducted 67 in-depth interviews with teachers with disabilities (motor disabilities, sensory disabilities, and chronic health conditions), their colleagues, principals, disability researchers, and two individuals who hold positions of leadership in the educational system. In addition, I analyzed 10 YouTube videos featuring teachers with disabilities. The findings reveal the organizational and personal barriers teachers with disabilities face. Tackling these barriers is important since teachers with disabilities have unique opportunities to contribute both personally and socially.

This review integrates and builds linkages among existing theoretical and empirical literature from across disciplines to further broaden our understanding of the relationship between inequality, imprisonment, and health for black men. The review examines the health impact of prisons through an ecological theoretical perspective to understand how factors at multiple levels of the social ecology interact with prisons to potentially contribute to deleterious health effects and the exacerbation of race/ethnic health disparities.

This review finds that there are documented health disparities between inmates and non-inmates, but the casual mechanisms explaining this relationship are not well-understood. Prisons may interact with other societal systems – such as the family (microsystem), education, and healthcare systems (meso/exosystems), and systems of racial oppression (macrosystem) – to influence individual and population health.

The review also finds that research needs to move the discussion of the race effects in health and crime/justice disparities beyond the mere documentation of such differences toward a better understanding of their causes and effects at the level of individuals, communities, and other social ecologies.

In a recent article dealing with the crimes against humanity committed by Germany, The Daily Telegraph remarks that thousands of innocent men, women, and little children murdered in cold blood by airship and submarine appeal for vengeance. The acts of Germany from the early days of the war onwards have filled decent‐minded people with feelings of loathing, and it is well that the last bonds uniting the two nations should be severed. This is no ordinary war. It has cut a deep chasm between the British and German peoples. By every means in our power we must remove, root and branch, those enemy influences in our midst which, by a process of “peaceful penetration,” were undermining our social, financial, and industrial power.

In this chapter I argue that intimate massacre and home-grown jihadi terrorism can be explained similarly through the concept of the Doomed Antihero. In both forms of public mass killing the perpetrator has subjectively experienced a long period of humiliation; he has slowly converted humiliation into rage; he has adopted an antiheroic style from a culturally available catalog to channel his rage; he has identified a symbol of his humiliation for attack; he has become determined to permanently destroy the symbol by killing people inhabiting it; and he sees “his” attack as a final act that will erase his past and reify his future.

Urban renewal through the regeneration and redevelopment of public housing estates has become a major policy initiative in most Australian state housing authorities since the mid-1990s. These policies have involved a mix of both physical renewal and community development in response to the problems that have emerged in the public housing sector over the past two decades. While the origins of these problems are well established and reflect the changes experienced by public housing sectors in other comparable countries (Hayward, 1996; Peel, 1995), the impact of policies to address these problems in the Australian context has attracted less attention in the academic literature (Arthurson, 1998; Randolph & Judd, 2000). While there is an emerging body of evaluation and research that has attempted to assess the outcomes of renewal programmes and policies, it can be argued that there is still a relatively poor level of general understanding of what aspects of renewal are effective or what outcomes have actually been achieved. At the same time, there has been little effective development of an exchange between researchers or evaluators on the effectiveness of the various evaluation methodologies – qualitative and quantitative – that have been used to assess renewal policies. This is particularly evident at the national level (Spiller Gibbin Swan, 2000).

This chapter investigated how pre-existing ideas (i.e., prototypes and antiprototypes) and what the eyes fixate on (i.e., eye fixations) influence followers' identification with leaders from another race. A sample of 55 Southeast Asian female participants assessed their ideal leader in terms of prototypes and antiprototype and then viewed a 27-second video of an engaging Caucasian female leader as their eye fixations were tracked. Participants evaluated the videoed leader using the Identity Leadership Inventory, in terms of four leader identities (i.e., prototypicality, advancement, entrepreneurship, and impresarioship). A series of multiregression models identified participants' age as a negative predictor for all the leader identities. At the same time, the antiprototype of masculinity, the prototypes of sensitivity and dynamism, and the duration of fixations on the right eye predicted at least one leader identity. Such findings build on aspects of intercultural communication relating to the evaluation of global leaders.

Organizational researchers studying well-being – as well as organizations themselves – often place much of the burden on employees to manage and preserve their own well-being. Missing from this discussion is how – from a human resources management (HRM) perspective – organizations and managers can directly and positively shape the well-being of their employees. The authors use this review to paint a picture of what organizations could be like if they valued people holistically and embraced the full experience of employees’ lives to promote well-being at work. In so doing, the authors tackle five challenges that managers may have to help their employees navigate, but to date have received more limited empirical and theoretical attention from an HRM perspective: (1) recovery at work; (2) women’s health; (3) concealable stigmas; (4) caregiving; and (5) coping with socio-environmental jolts. In each section, the authors highlight how past research has treated managerial or organizational support on these topics, and pave the way for where research needs to advance from an HRM perspective. The authors conclude with ideas for tackling these issues methodologically and analytically, highlighting ways to recruit and support more vulnerable samples that are encapsulated within these topics, as well as analytic approaches to study employee experiences more holistically. In sum, this review represents a call for organizations to now – more than ever – build thriving organizations.