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MBA programmes cannot escape changes; they must expand their curriculum to allow future managers to cultivate skills necessary to compete in a highly technical international environment. When managers lack fundamental skills the whole organization suffers. Outlines other changes that need to occur in MBA programmes to arm potential managers with the critical skills needed to guide businesses back to more productive manufacturing growth. Industry and business schools working together can overcome the shortcomings of future management and provide them with the necessary tools to meet successfully the needs of production and operations management.

This article examines the early post-World War II civil rights organizing of black women radicals affiliated with the organized left. It details the work of these women in such organizations as the Civil Rights Congress and Freedom newspaper as they fought to challenge the unjust conviction and sentencing of black defendants caught in the racial machinations of U.S. local and state criminal justice systems. These campaigns against what was provocatively called “legal lynching” formed a cornerstone of African American civil rights activism in the early postwar years. In centering the civil rights politics and organizing of these black women radicals, a more detailed picture emerges of the Communist Party-supported anti-legal lynching campaigns. Such a perspective moves beyond a view of civil rights legal activism as solely the work of lawyers, to examining the ways committed activists within the U.S. left, helped to build this legal activism and sustain an important left base in the U.S. during the Cold War.

Life studies are a rich source for further research on the role of the Afro‐American woman in society. They are especially useful to gain a better understanding of the Afro‐American experience and to show the joys, sorrows, needs, and ideals of the Afro‐American woman as she struggles from day to day.

This chapter presents a brief history of the James Partridge Award from its founding in 1997 to the present day.

The history of the James Partridge Award is told as a narrative account. Both authors were personally involved in the founding and early development of the award.

The James Partridge Award has celebrated the accomplishments of African American information professionals since the first award was presented in 1998. The award is an important part of the Conference on Inclusion and Diversity in Library and Information Science.

The purpose of this paper is to explore the fragile link between a medium sized New Zealand wine business and a major overseas supermarket chain, and how a smaller business can survive market disappointments such as reduced supply contracts.

This case study is built on semi‐structured interviews with key informants, previous experiences, observations, documentary and web resources, combined in a process of triangulation to optimize reliability and content validity.

Establishing a successful long distance supply chain for a New Zealand wine does not guarantee long term business success. When that success was threatened by the supermarket reducing its order unilaterally the company concerned responded by restructuring its business operations to overcome a performance gap. A further chain has been developed to another UK based supermarket chain, ASDA, to move bulk wine and significant inroads have been made into the US market place through Total Wine & More, a US distributor/retailer. Long term relationships played key parts in all these developments. Establishing and maintaining customer contact and loyalty through regular interpersonal contact and close monitoring of the supply situation has had a central role.

This is only a single case of a Canterbury, New Zealand, enterprise, but it corroborates Beverland and Lindgreen's research, which examined the evolving patterns of relationships over time among New Zealand wineries, importers, retailers and customers.

This paper highlights the value of investing in and maintaining long term business relationships.

Previous articles have described the establishment of the original chain with Tesco. This one reviews how that chain has been rescued and other chains developed as part of a strategy of not “having all one's eggs in one basket”. The major innovation for this exporter has been gaining satisfactory access to the US market. Together with his UK chains this now provides assured markets for the majority of his production of Marlborough Sauvignon Blanc, by far the most important New Zealand varietal wine produced.

Universities in the United Kingdom, like their counterparts globally, are confronting difficulties associated with the well-being of students. The origins of these challenges are complex, exacerbated by various global events. In response, universities are trying to address these growing concerns and the escalating need for student support. Faculty members are often recruited to assist students in navigating academic and personal challenges. The aim of this study was to investigate how the process of student mentoring, by faculty members, could be made more operationally robust to better support student demand, thus yielding greater value for both students and staff.

A qualitative approach was adopted with 19 academic faculty working as mentors within a UK business school who participated in 90-minute semi-structured interviews. Interviews were analysed using an operational (transformation) management framework, with findings categorised under three key headings – inputs, transformations and outputs – to discover how the operational process of mentoring students could be enhanced.

Participants discussed the inputs required to deliver mentoring, the process of transformation and their desired outputs. Findings suggest coordinated and relevant inputs that is, information, environments and technology, coupled with good mentor selection and recruitment improves operational robustness, adding greater value to the student experience by creating more purposeful outputs, thereby benefiting themselves and their students.

The application of an operational (transformation) process framework to analyse faculty mentoring of students is unique, thereby offering new insights into the construction and management of these types of academic support initiatives.

This study compared different types of full-time caregiver (e.g., children, older adults, COVID-19 patients) and subgroups (e.g., disability, race/ethnicity, sexual orientation) in the United States during the COVID-19 pandemic for potentially meaningful distinctions.

Data from the 9,854 full-time caregivers identified in Phase 3.2 (July 21–October 11, 2021) of the US Census Household Pulse Survey (HPS) were analyzed in this study using multinomial logistic regression to examine relationships between caregiver types, marginalized subgroups, generation, and vaccination status.

The prevalence of caregiving was low, but the type of full-time caregiving performed varied by demographic group (i.e., disability, race/ethnicity, sexual orientation, gender, generation, and vaccination status). The relative risk of being a COVID-19 caregiver remained significant for being a member of each of the marginalized groups examined after all adjustments.

To date, the HPS has not been analyzed to predict the type of full-time informal caregiving performed during the COVID-19 pandemic or their characteristics. Research limitations of this analysis include the cross-sectional, experimental dataset employed, as well as some variable measurement issues.

Prior informal caregiver research has often focused on the experiences of those caring for older adults or children with special healthcare needs. It may be instructive to learn whether and how informal caregivers excluded from paid employment during infectious disease outbreaks vary in meaningful ways from those engaged in other full-time caregiving. Because COVID-19 magnified equity concerns, examining demographic differences may also facilitate customization of pathways to post-caregiving workforce integration.

A brief historical account of women in science is given as introduction to discussion of their present situation in the USA. Factors affecting female achievement and interest in science and in scientific careers include education, socio‐cultural and personal factors. Obstacles and constraints for women during preparation for scientific professions are also described together with myths about women and recent trends. Strategies for increasing their participation are proposed.