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The main goals of this study are identifying the information needs of new North American immigrants to Israel and to ascertain which channels of information are used by the immigrants before and after immigration to try to satisfy their information needs.

A qualitative research approach was used for this study. Qualitative interviews were implemented as the primary strategy for data with the application of the grounded theory method for analysis.

General information needs categories included: housing, schooling, health, banking and finances, drivers licenses, government‐related issues, legal issues and practical information. Personal information needs related to problems of “split” or prior immigration, changing over professional licenses, starting a business, children with special needs, and alternative medicine. Many of these needs were satisfied either prior to immigration or during the absorption process while others were left open leaving the immigrants with gaps in their knowledge, feelings of uncertainty and, at times, anxiety. During the preparations for immigration the greatest source of information came from the internet. After immigration, during the absorption process, word‐of‐mouth and personal contacts (social networks) were the main sources for the immigrants to satisfy their information needs.

Additional research regarding immigration and immigrants from all different backgrounds is needed. Such research will help us learn more about other specific group's information needs and information seeking behavior.

By learning and studying the information needs of immigrant's governments and immigration organizations can have a better understanding of how to assist immigrants have a successful integration into their new society.

Prospective immigrants, governments and immigration organizations can gain a deeper understanding of immigrant information needs and the channels used to satisfy those needs.

The purpose of this paper is to enhance understanding of social reproduction by investigating the financial management practices carried out by the consumers. Using depth interviews, a theoretical model is developed to describe how financial management practices are carried out to facilitate the attainment of class‐specific life goals and discuss how these practices are related to social reproduction.

In total, 22 adults aged 22‐79 were interviewed face‐to‐face. They were asked to describe their financial management practices and their perception and feelings towards their financial situation. They were also asked about the life goals and their perception of progress towards achieving the stated goals.

Different sets of financial management practices and their corresponding structural implications are identified in this study. The coping practices are the ones the working class carry out to meet mundane financial obligations, leaving little for long‐term strategizing. The balancing practices are the ones the middle class carry out to juggle hectic family lives and promising careers. With a low level of slack resources, the middle class need to make monetary trade‐off in their practices. The achieving practices are the ones that are practiced by the upper‐middle class who settle in their class position and focus on furthering the growth of self and family. The structural implications of financial management practices make the attainment of occupational status via education least accessible for the working class, but within easy reach for the upper‐middle class.

The paper studies a convenient sample of adults in a mid‐Western city in the USA, which has a high level of racial homogeneity (i.e. White) compared with the metropolitans in the USA. Nevertheless, this study communicates the social embeddedness and structural ramifications of individual/household financial management practices.

This is the first study to examine how class situation, with its various resource levels and differences in time horizon, influences the enactment of financial management practices, and how these micro‐processes give rise to social reproduction.

The Undergraduate Leadership Teaching Assistant (ULTA) experience offers students a high-impact opportunity to develop, practice, and evaluate their leadership knowledge, skills, and abilities. The purpose of this qualitative study was to examine outcomes of the ULTA experience as a high-impact practice for students studying leadership. Weekly journal entries of eight ULTAs were analyzed to assess their perspectives on the experience. Findings revealed the ULTAs developed cognitive skills through the generation of mostly divergent discussion questions on the knowledge and comprehension level of the Taxonomy of Educational Objectives: Cognitive Domain (Bloom et al, 1956). ULTAs applied their learning from the experience to both personal and professional roles and intend to model behaviors in seven skill areas: (a) communication; (b) active listening; (c) mentoring; (d) responsibility; (e) followership; (f) professionalism; and (g) collaboration.

This paper examines the exercise of Black employee voice in South Africa over the past 53 years. Black workers constitute almost 4 out of every 5 workers in the country and experienced racial oppression from the time of colonisation up to the end of apartheid in 1994. They are still congregated around the lower skilled occupations with low incomes and high unemployment levels.

The paper draws on the theory of voice, exit and loyalty of Albert Hirschman, but extends voice to include sabotage as this encapsulates the nature of employee voice from about 2007 onwards. It reflects a culture of insurgence that entered employment relations from about that time onwards, but was lurking below the surface well before then.

The exercise of employee voice has gone through five phases from 1963 to mid-2016 starting with a silent phase for the first ten years when it was hardly heard at all. However, as a Black trade union movement emerged after extensive strikes in Durban in 1973, employee voice grew stronger and stronger until it reached an insurgent phase.

The phases employee voice went through were heavily influenced by the socio-political situation in the country. The reason for the emergence of an insurgent phase was due to the failure of the ruling African National Congress government to deliver services and to alleviate the plight of the poor in South Africa, most of whom are Black. The failure was due to neo-patrimonialism and corruption practised by the ruling elite and politically connected. Protests by local communities escalated and became increasingly violent. This spilled over into the workplace. As a result many strikes turned violent and destructive, demonstrating voice exercised as sabotage and reflecting a culture of insurgence.

The purpose of this paper is to record an interview with Richard T. Pascale, an international business consultant.

The paper uses an interview technique to reveal Richard T. Pascale's views on the relevance of complexity science to management.

The paper reveals that Pascale believes that there are some common properties to all living things that have great relevance to business. These are: prolonged equilibrium is a precursor to death; innovation occurs near the edge of chaos; all living things exhibit the capacity for self‐organisation and emergence (most recently popularised by the idea of the tipping point); and when you tamper with living things, you confront the law of unintended consequences. All four of these ideas have begun to penetrate managerial consciousness.

This paper provides some usual views on the relevance of complexity science to management from a well‐known international business consultant.

This paper develops an argument about how contentious changes unfold in organizational fields, focusing on the role of uncertainty – and the networks people use to address uncertainty. We propose that as controversial practice gains traction and spreads, the nature of uncertainty facing organizational decision makers also evolves. This dynamic has important implications for how different actors and networks can influence change. We illustrate our argument with a mixed-methods case study on the diffusion of domestic partner benefits across US Fortune 500 companies. Our findings shed light on how – and when – social activists, corporate elites, and middle managers can influence the corporate decision-making process.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

This study explores the representation of identity groups and their interests within the labor movement using lesbian, gay, bisexual, and transgender (LGBT) individuals as my case group. The goal is to provide new knowledge about how national and international unions in the United States are responding to sexual orientation. Data on the official polices of the 13 largest national and international unions was collected through a telephone survey of union staff and officials possessing specialized knowledge about their unions’ responses to sexual diversity.

The data collected here was used to test whether structural and demographic arguments regarding union responsiveness to LGBT issues explain the divergences in union initiatives to recognize sexual diversity. The results of this study confirmed earlier research that structural and demographic variables do matter but revealed that it is necessary to go beyond these variables to more fully explain variation in union responses to sexual diversity. Future research needs to explore other factors involving collective agency, history, ideology, and so on and the differences between the social movement unionism rooted in old class politics and one more influenced by the new social movements to understand why unions such as Service Employees International Union (SEIU) are the most responsive to minorities and the most successful in changing union culture as well as practice.