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The purpose of this paper is to outline a work‐based, professional education series of workshops, focusing on issues of sex and sexuality training for health and social care professionals who work with adults with a moderate to severe acquired brain injury. The series of workshops were conducted by a trained psychosexual therapist and couples counsellor from Headway Brain Injury Association, and held at the Royal Hospital for Neuro‐disability in 2009 to raise health and social care professionals' awareness about sexuality issues for this patient population. A case study of the series is presented, which we hope will add to the discourse about the sexual needs of people with a moderate to severe acquired brain injury. Overall, participants were positive about the education and learning achieved within the workshop series.

This paper explores the implications of using Apple co-founder and former CEO Steve Jobs as a “paradigm case” of transformational leadership by comparing the practical metadiscourse of remembrances published at the time of his passing to the theoretical metadiscourse of transformational leadership. The authors report the frequency of transformational leadership characteristics that appeared in characterizations of Jobs in the months after his passing in October 2011. Results show that people do remember Jobs as a leader, and as one who possessed three key personal characteristics of a transformational leader: creative, passionate, and visionary. People also remembered Jobs as an innovator, which is not typically associated with transformational leadership but which does reflect the discourse of the consumer electronics industries upon which he had an impact. However, the results also show that two important interpersonal characteristics of a transformational leader were absent in the remembrance discourse: empowering and interactive. The authors discuss the implications of the two missing terms for pedagogy and theorizing, including how problematizing Jobs as a paradigm case might lead to fruitful discussions about the importance of a transformational leader’s engagement with followers.

This article advances a conceptual typology delineating the differences and similarities between business- and social-sector new venture creators. Our classification scheme differentiates business and social entrepreneurs, considering characteristics of social entrepreneurs in a larger entrepreneurial context.Within a conceptual 2x2 typology based on two dimensions: drive (passion vs. business) and desired return (financial ROI vs. social ROI), we identify and classify 80 examples of new venture creators into one of the quadrants of an enterprise model of entrepreneurs. Preliminary results reveal similarities between social and traditional entrepreneurs and differentiate social entrepreneurs in terms of traits, goals, tendencies, and motivational sources.

In the first of these two articles, John Teire, a training and development consultant, described the reasoning behind the course he helped design for Plessey at Beeston. And Steve and Larry, managers on the course who had both kept diaries, gave their accounts of the experience from the inside. It is now Wednesday morning of the course and a new day. Steve and Larry continue with their stories.

The purpose of this paper is to present a conceptual framework for employer brand equity (EBE) that combines both perspectives of employer brand customers into a unified framework for employee attraction and retention.

This paper extends previous conceptual work on EBE by identifying the role of EBE antecedents in internal and external employer branding. In addition, it recognizes the interactive nature of employer-employee relationship.

The framework incorporates employee experience with the employer, which relates to the interaction between employee and employer and recognizes the internal and external perspectives simultaneously. Further, the unified framework helps to develop a four-cell typology for the strategic management of an employer brand.

Existing research has failed to integrate the two perspectives of employment customers in a clear model and, thus, offered limited applicability to an employment setting. The EBE framework goes beyond existing models by providing a conceptualization that aims to reflect the employer-brand relationship from the perspective of existing and potential employees. Further, it provides theoretical and empirical rationale for a set of propositions that can empirically be examined in future research.

In this paper, I describe two characteristics of successful global leaders: inquisitiveness and duality. First I show how being inquisitive helps global leaders learn quickly about unfamiliar environments. Inquisitive leaders create opportunities to learn and ask questions about what they see. Then I show how the dual focus of a global perspective helps leaders manage opportunities for global integration and requirements for local responsiveness.

This paper presents a solder joint engineering reliability model — Solder Reliability Solutions** (SRS) — and its application to surface mount area‐array and chip‐scale assemblies. The model is validated by failure data from 33 accelerated thermal cycling tests, and test vehicles covering several generations of component, assembly and circuit board technologies and a variety of test conditions. The SRS model has been implemented as a PC‐based design‐for‐reliabilltytool that enables rapid assessment of assembly reliability in the early stages of product development.

We live in the Age of Knowledge, which is impelling us towards the Age of Imagination. The technological wave rises and with it rises a wave of change that will affect both the economy and society. When these two waves will reach the coast where knowledge meets ignorance, and how to ride them, are questions that require us to imagine the future. We must, therefore, embark on the vessel of imagination, leaving behind us the baggage of what we know and understand. Imagination is not just the springboard for ideas; it also acts to connect ideas in different ways that may blossom in the garden of an entrepreneurial renaissance. Symbols, metaphors and concepts that belong to our tacit knowledge come to light in our memory. It is from here that the imagination draws its lifeblood, broadening our horizons, inducing us to interact with others who may be the bearers of other cultures. Are we ready to engage in an imaginative learning process to join business with innovation and art? Are we prepared to design a wide-open white space where the actors of entrepreneurship, innovation and art can generate a constructive tension that will sweep away what appears to be mutual antagonism or incompatibility?

The purpose of this study is to reduce the application of petroleum in automobile paint industry by replacing it with bio-based castor oil along with nano fillers to synthesize automobile base coat (BC).

Bio-based polyurethane (PU) coating applicable in automobile BC was synthesized by using modified castor oil incorporated with nano silica (NS) and titanium-based pigment particles. The influential characteristics of the coating was studied by carrying out cross-cut tape test, abrasion resistance, pencil hardness, lap-shear, thermo gravimetric analysis, differential scanning calorimetry, dynamic mechanical analysis and acid, alkali and oil resistance tests.

Incorporation of NS particles, along with titanium-based pigment particles in optimized ratio into the paint matrix, increases the mechanical, chemical and oil resistance properties and hydrophobicity of the BC, and the findings are compared with the petro-based commercial BC.

There is no significant improvement in thermal properties of the paint matrix, and it is less thermally stable than the commercial BC.

The paint developed through this study provides a simple and practical solution to reduce the petro-based feed-stock in automobile paint industry.

The current work which reports the use of ecofriendly PU BC for automobile paint applications is novel and findings of this study are original.