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The purpose of this paper is to explore the use of simulations in strategy teaching. The authors’ conceptualization is built upon the benefits and limitations of simulations by establishing a link between the skills required to be a competent manager and the capacity of simulations to develop them.

Using deductive theory building, the authors pinpoint the shortcomings of simulations, and offer a framework categorizing managerial skill development using simulations to teach strategic management.

The authors propose a new perspective on the use of simulations to teach strategic management by elaborating on their effectiveness in developing soft skills related to social issues often overlooked in simulations’ learning outcomes. The framework provides propositions concerning the ability of simulations to develop both soft (societal and human) and hard skills (technical and conceptual) needed by managers.

Literature shows that computer‐based platforms significantly increase the learning process. While such tools are widely used in teaching hard skills for decision making, they are relatively absent from teaching soft skills for decision making. Future studies should empirically explore the extent to which computer‐based platforms help cultivate soft skills.

Simulations are one of the most praised learning tools by management students. MBA administrators and strategy instructors would benefit from improved simulations that take into account the social environment surrounding managers. Expanded simulations, then, might lead to better preparation of management candidates for their tasks. In addition, simulation developers may find guidance in the authors’ conceptualizations to construct more effective teaching aids.

Contrary to the mainstream literature that focuses on hard‐skill development through simulations, this study calls attention to simulations’ capacity to foster the soft‐skills required to be a competent manager.

The purpose of this paper is to extend earlier findings suggesting that affective diversity is always negative for group performance, by examining its influence on managerial decision performance in a more controlled environment.

In an attempt to mitigate some of the many methodological challenges associated with studies in “real-word” contexts, the authors chose to adopt a quasi-experimental research design involving teams of master of business administration students engaged in managerial decision making. This research design is consistent with previous research conducted in the area of affect and individual or group-level outcomes.

The results indicate that both positive and negative affective diversity are positively associated with managerial decision performance, although only the relationship with negative affective diversity is significant. Overall, these findings support the idea that affective diversity may constitute a strength in the context of managerial decision making. These results contrast with the findings of previous studies.

Further quantitative and qualitative investigation is recommended in order to clarify the contradictory results between the current study and previous research. Specifically, this investigation might concern the effect of contingency factors such as type of team (i.e. ad hoc vs long term), type of task and team-level self-regulation ability.

Since the seminal work of Barsade et al. (2000), no further studies have attempted to resolve some of the empirical questions emerging from preliminary research on affective diversity. The paper thus provides new insights into the effects of affective diversity.

This chapter aims to present the implementation of the United Nations 1325 resolution about the rights of women, including their protection against violence. This resolution is the main international instrument which incorporates and mandates a gender perspective in all aspects of peace building, from prevention to conflict resolution. It is part of a necessary evolution of gender relations in peace building since 1975 and the Conference of Mexico. More broadly, this text would lead to improve the women’s representation presence in the social and economic sphere and their important role in development.

L'Ecologie a une Histoire 1.1 Une histoire intellectuelle ancienne C'est en 1866 que le naturaliste allemand Haeckel a forgé le terme d'“écologie”, en définissant son objet comme “la somme de toutes les relations amicales ou antagonistes d'un animal ou d'une plante avec le milieu organique ou inorganique, y compris les autres êtres vivants, l'ensemble de toutes les relations considérées par Darwin comme les conditions de lutte pour la vie”.

This paper aims to develop a mathematical method to analyze the assembly variation of the non-rigid assembly, considering the manufacturing variations and the deformation variations of the non-rigid parts during the assembly process.

First, this paper proposes a deformation gradient model, which represents the deformation variations during the assembly process by considering the forces and the self-weight of the non-rigid parts. Second, the developed deformation gradient models from the assembly process are integrated into the homogenous transformation matrix to model the deformation variations and manufacturing variations of the deformed non-rigid part. Finally, a mathematical model to analyze the assembly variation propagation is developed to predict the dimensional and geometrical variations due to the manufacturing variations and the deformation variations during the assembly process.

Through the case study with a crosshead non-rigid assembly, the results indicate that during the assembly process, the individual deformation values of the non-rigid parts are small. However, the cumulative deformation variations of all the non-rigid parts and the manufacturing variations present a target value (w) of −0.2837 mm as compared to a target value of −0.3995 mm when the assembly is assumed to be rigid. The difference in the target values indicates that the influence of the non-rigid part deformation variations during the assembly process on the mechanical assembly accuracy cannot be ignored.

In this paper, a deformation gradient model is proposed to obtain the deformation variations of non-rigid parts during the assembly process. The small deformation variation, which is often modeled using a finite-element method in the existing works, is modeled using the proposed deformation gradient model and integrated into the nominal dimensions. Using the deformation gradient models, the non-rigid part deformation variations can be computed and the accumulated deformation variation can be easily obtained. The assembly variation propagation model is developed to predict the accuracy of the non-rigid assembly by integrating the deformation gradient models into the homogeneous transformation matrix.