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In this quasi‐experimental study we investigate value congruence and demographic dissimilarity among group members as factors which influence various types of conflict within workgroups. We also examine whether it is beneficial for members to be different or alike, to agree or disagree, in order to foster work group productivity. Results indicate that visible individual demographic differences (i.e., sex, age) increase relationship conflict, while informational demographic differences (i.e., education) increase task‐focused conflict. Value congruence of members decreased both relationship and task conflict, and the specific content of the values held by members influenced performance. Specifically, both detail and outcome group value orientations increased objective performance; outcome, decisiveness, and stability orientations increased perceptions of high performance; and both decisiveness and supportiveness orientations increased the satisfaction level of group members while a team orientation decreased individual member satisfaction in this sample.

Research on teams in organizations inadequately reflects the importance of individual-level identity processes. This study seeks to redress this situation by answering three questions: what is the content of the individuals’ identities in the workplace; why do individuals communicate their identities in the workplace; and how do individuals communicate identities in the workplace. The results of an interview-based study of 36 IT professionals suggest that the subjective identities that are important to individuals in the workplace are rarely those that are derived from objective demographic characteristics. We have also developed two taxonomies of identity communication processes revolving around the reasons for identity communication and the methods of identity communication.

Purpose – There are a number of ongoing debates in the organizational literature about conflict in groups and teams. We investigate two “conflicts about conflict” (i.e., two meta-conflicts) in the literature: we examine whether and under what conditions conflict in workgroups might be beneficial and we also explore the idea that group members may not always perceive the same levels of conflict.

Design/approach – We bring together the research and theorizing of the past 15 years to inform the current state of literature and move forward research on these conflicts about conflict. We examine and develop the two meta-conflicts to illustrate the importance of studying these ideas and to provide guidance for future research.

Findings – These two meta-conflicts in the conflict literature are important to investigate as conflict is a multifaceted construct that contains many dimensions that may influence group outcomes. We explore these two issues by briefly reviewing the literature on conflict and then highlighting some of the recent research on the conflict debate (i.e., is conflict constructive or destructive?) and conflict asymmetry in workgroups.

Originality/value – We identify interesting areas that future researchers could explore with respect to team conflict and conflict asymmetry.

Consecration is the process by which producers in creative fields become canonized as “greats.” However, is this the end of the story? Research on consecration focuses on the drivers of consecration but pays little attention to the post-consecration period. Furthermore, the research ignores the dynamics of consecration. To address these gaps, we examine the changing fortunes of a consecrated artist – the musician Phil Collins. We identify the ways in which three actors (fans, critics, and peers) assemble for consecration, disassemble for deconsecration, and reassemble for reconsecration. Examining the changing public image and commercial fortunes of Collins as a solo artist between 1980 and 2020, we identify an N-shaped process of rise-fall-rise that we call the Phil Collins Effect. This effect offers a new way of thinking about how cultural producers gain, lose and regain status in their fields.

Fumes, grit, dust, dirt—all have long been recognized as occupational hazards, their seriousness depending on their nature and how they assail the human body, by ingestion, absorption, inhalation, the last being considered the most likely to cause permanent damage. It would not be an exaggeration to state that National Insurance (Industrial Injuries) provisions, now contained in the Social Security Act, 1975, with all the regulations made to implement the law, had their birth in compensating victims of lung disease from inhalation of dust. Over the years, the range of recognized dust disease, prescribed under regulations, has grown, but there are other recognized risks to human life and health from dusts of various kinds, produced not from the manufacturing, mining and quarrying, &c. industries; but from a number of areas where it can contaminate and constitute a hazard to vulnerable products and persons. An early intervention by legislation concerned exposed foods, e.g. uncovered meat on open shop fronts, to dust and in narrow streets, mud splashed from road surfaces. The composition of dust varies with its sources—external, atmospheric, seasonal or interior sources, uses and occupations, comings and goings, and in particular, the standards of cleaning and, where necessary, precautions to prevent dust accumulation. One area for long under constant scrutiny and a subject of considerable research is the interior of hospital wards, treatment rooms and operating theatres.