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This study proposes targeted modernization of the Department of Defense (DoD's) Joint Forces Ammunition Logistics information system by implementing the optimized innovative information technology open architecture design and integrating Radio Frequency Identification Device data technologies and real-time optimization and control mechanisms as the critical technology components of the solution. The innovative information technology, which pursues the focused logistics, will be deployed in 36 months at the estimated cost of $568 million in constant dollars. We estimate that the Systems, Applications, Products (SAP)-based enterprise integration solution that the Army currently pursues will cost another $1.5 billion through the year 2014; however, it is unlikely to deliver the intended technical capabilities.

This chapter critically examines the dynamics that exists between workplace violence, employee well-being, and governance as experienced and perceived by employees in the Forestry context. The purpose of this research is to explore what signals the prevalence of workplace violence in the Forestry sector; to understand the consequences of workplace violence; to explore the degree to which workplace violence can be stopped; and how can employers strive for a violence “free” and healthy workplace. This chapter focuses on research into workplace violence in the Forestry sector in British Columbia, Canada.

A questionnaire survey, telephone interviews, and focus groups were used to focus on managers, union, and employees' verbal accounts of their own experiences and perceptions of workplace violence. Managers completed 367 questionnaire surveys. The union and employees from across five different organizations also completed the survey that was analyzed. Twenty semi-structured telephone interviews were conducted with each interview lasting 60–75 minutes, tape-recorded, and transcribed verbatim. Two focus groups were the one with 15 managers only and the other with 10 union representatives. Each focus group lasted 45–60 minutes, tape-recorded, and transcribed verbatim.

This research adopted an interpretivist approach, which allows a positivist and an interpretivist viewpoint that examines situations to establish the norm by using questionnaires, interviews, and focus groups. The mixed methodology is appropriate for addressing the research aims and provided insight into the lifeworld of participants, providing the opportunity for managers, union, and employees to share their personal experience of workplace violence. Using Interpretative Phenomenological Analysis (IPA) provided insight into the lifeworld of participants, providing the opportunity for employees, managers, and union representative to share their personal experience of workplace violence and its implications for governance, violence prevention, and employee well-being at work.

The data revealed that 13 key themes emerged as salient to forestry workers' perspective of workplace violence, the prevalence of violence, consequences of violence, prevention of violence, and how employers can strive toward a violent “free” and healthy workplace. These themes include Stress Management, Mental Health, Leadership Development, Trust, Employee Involvement and Engagement, Communication and Collaboration, Education and Training, Employee Violence Assistance Program, Violence Response Protocol, Respectful Workplace Culture, Job Redesign, Fear of Change, and Employee Appreciation. This research has relevance for employee well-being, leadership, governance, corporate social responsibility, and performance for practitioners and academics alike. The findings and insights from this research can be extrapolated to other organizations inBritish Columbia, Canada, and other parts of the world.

Purpose – This chapter reviews the challenges faced by top management teams as they strive to create corporate cultures that combine a high performance with a strong sense of integrity.

Methodology/approach – The chapter integrates diverse theories from organizational research and cognitive psychology, as well as published accounts of ethical breakdowns, to shed new light on the barriers to corporate integrity.

Findings – The chapter distinguishes between two major types of ethical breakdowns.

Conscious transgressions, where the individuals know what they should or should not do, but choose nonetheless to follow the unethical path, a decision that they then need to rationalize and which often places them on a slippery slope.

Unconscious transgressions, where the individuals do not even realize that they are making an inappropriate decision, as they fall prey to ethical fading or to other cognitive biases.

Practical implications – The chapter proposes that top management plays a key role in establishing a climate where employees can speak up, emphasizing the importance of all stakeholders, and investing in training to increase awareness of the cognitive biases that support transgressions.

Social implications – The chapter recommends that management educators must alert students more forcefully to the personal and organizational repercussions of “minor” ethical transgressions; increase student awareness of key cognitive concepts, including ethical fading and other mental biases; and highlight the possible dysfunctions of intuitive remedies, like incentives or rules and regulations.

Originality/value of chapter – The chapter provides a clearer analysis of the causes of ethical breakdowns, allowing for more effective prevention.

This chapter is structured for teaching young learners with other health impairments in special education. Under the Individuals with Disabilities Education Improvement Act (IDEA, 2004), other health impairments represent chronic or acute health problems such as asthma, attention deficit disorder or attention deficit hyperactivity disorder (ADHD), diabetes, epilepsy, a heart condition, hemophilia, lead poisoning, leukemia, nephritis, rheumatic fever, and sickle cell anemia and adversely affect a child’s educational performance. The chapter is organized around definitions, prevalence, etiologies, intervention strategies, and teaching considerations for selected disabling conditions in this disability category.

The purpose of this chapter is to investigate the question of whether corporate social responsibility (CSR) can be used as a link of trust between business and society, and which role CSR plays in recovering distrust in businesses. It uses a mixed methods study of processes of moving businesses within the Danish water sector from a general trust-breakdown to trust recovery from 2003 to 2013.

Trust recovery is found to depend on stakeholders’ mutual engagement with each other and their willingness to share knowledge and learn from each other’s professional and institutional cultures and languages. An alignment of vocabularies of motives between regulation and voluntary CSR is found to be useful for building trust between conflicting parties. Furthermore the findings shows that the more stakeholders’ languages, motives and logics can coexist, the more trust can be recovered.

The research is limited by a study of one business sector in one country and the findings have implications greater than the local contexts of which it is researched, because it is usable in other sectors that suffer from severe trust-breakdowns such as government systems in both the public and private sectors.

This chapter suggests a theoretical extension of Bogenschneider and Corbett’s (2010) Community Dissonance Theory to embrace multiple stakeholders each having their own complex and unique culture and communication modus based on their institutional, professional or individual comprehensive language universes. This includes knowledge-sharing and educative diffusion of the stakeholders’ language universes’ vocabularies including its important nouns, verbs, terminologies, semantics, taxonomies and axioms as well as the stakeholders’ motives and logics implemented into these universes.

This chapter explores what managers in the library and information science workplace can do to keep stress and burnout levels low. The literature on stress and burnout in human services, or the helping professions, is surveyed and the differences between the two phenomena are explained. Research is clear that keeping stress levels low and burnout at bay in the workplace benefits both employees and the organization. Even so, managers are given little training on how to identify and deal with stress and often fail to notice that their employees are chronically stressed. When managers become aware that they do have employees who are seriously stressed or burned out, they are often unsure whether they should address the problem and how to handle it. The author explains the differences between stress and burnout and clarifies how managers can minimize their negative impact by monitoring six areas in which workers are most likely to experience them: (1) the demands of the job which include the quantity of work and the knowledge required to perform; (2) the amount of control employees are permitted to exercise in the workplace; (3) the amount of the social support employee’s feel they have from managers and colleagues; (4) the quality of workplace relationships; (5) the clarity of one’s role on the job; and (6) support and honest communication during times of change. The practical implication of this information aimed at managers is to help them create a better workplace and mentally and physically healthier staff members.

This chapter covers four main concepts: service quality, quality assurance for measurement, quality assurance for management, and service failure and recovery. The first section mainly discusses the fundamentals of service quality. The service quality gap model is also highlighted to identify the gaps between customer expectations and the actual perceptions of service at different stages of service delivery. In the second section, different measurement methods for quality assurance are demonstrated. Examples of qualitative and quantitative methods are included. In the third section, the important management objectives of quality assurance, improvement, and control are covered. By using a combination of the quality assurance methods from the second section, hospitality operators can accomplish internal accountability, external accountability, performance improvement, and innovation. In the fourth and final section, causes and consequences of service failures are covered together with the service recovery paradox to express the implications of poor quality.

This chapter proposes an optimized innovative information technology as a means for achieving operational functionalities of real-time portable electronic health records, system interoperability, longitudinal health-risks research cohort and surveillance of adverse events infrastructure, and clinical, genome regions – disease and interventional prevention infrastructure. In application to the Dod-VA (Department of Defense and Veteran's Administration) health information systems, the proposed modernization can be carried out as an “add-on” expansion (estimated at $288 million in constant dollars) or as a “stand-alone” innovative information technology system (estimated at $489.7 million), and either solution will prototype an infrastructure for nation-wide health information systems interoperability, portable real-time electronic health records (EHRs), adverse events surveillance, and interventional prevention based on targeted single nucleotide polymorphisms (SNPs) discovery.