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Investigates the premises that small businesses need marketing expertise in order to grow and that undergraduates need more experience of studying small business marketing problems. There is increasing interest in, and importance of, sustainable small business and a move away from the traditional graduate recruitment route into well‐established large businesses. These developments suggest that an opportunity exists for developing new methods of marketing teaching that will aid both graduates and small businesses to gain added value from their marketing knowledge. Two areas area looked at, that small business sustainability and growth potential are enhanced by an increased understanding of marketing, and that business undergraduates’ employment potential will be enhanced by exposure to small business owner/managers and their specific marketing problems. These are looked at in the context of the author’s long involvement in higher marketing education. The conclusion is reached that developing small business consultancy/case studies around specific marketing problems develops new teaching materials, provides the forum for interaction between SME owner/managers and business undergraduates and helps change existing perceptions.

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/02634509710193163. When citing the article, please cite: Sue Freeman, Richard Varey, (1997), “Women communicators in the workplace: natural born marketers?”, Marketing Intelligence & Planning, Vol. 15 Iss: 7, pp. 318 - 324.

With the rise in calls for the democratizing of the workplace and for greater entrepreneurship and innovation in work roles, the concept of internal marketing has achieved some prominence as a mechanism, especially for service firms. Considers the possibility that women may be “natural” internal marketers and that, when they establish and dominate the culture of a business enterprise, this may make for more cohesive organizational arrangements and hence more successful business. Introduces a framework for operating a parallel or collateral organization which focuses on development and improvement and considers its implications for management style. Examines characteristics of the male and female character structure to see how they might impact on communication and management style. Concludes that female managers will be characteristically more at home with the requirements of a marketized enterprise and that this can be of positive benefit to the “health” of members’ working relationships and of overall corporate performance.

Introduces the emerging model of skills development used in the Business Studies Department of the Manchester Metropolitan University and shares some of the concepts behind the model. Discusses three parts of the model in detail: taught, experiential and assessed elements and includes explanatory figures and diagrams. Also addresses the issues and questions raised when the model is looked at in relation to external factors which constantly change and impinge on the structure but not the concept. Pertinence derives from the level and amount of debate currently taking place in this field and the move towards competence‐based assessment propounded by such bodies as B/TEC, MCI and GNVQ.

An eclectic view of organisational performance is presented and the ability of mass media to influence it is addressed. A number of cases are considered in the light of this including Northampton Healthcare NHS Trust and the American Electric Power system. Comments are presented in relation to a number of organisations including General Motors, The Inland Revenue and Shell UK. Concludes that communication is a core competence activity in performance management.

As a tribute to Kathy Charmaz, the author discusses the fundamental role that Charmaz's work played in her development as a sociologist and qualitative researcher. The author notes that Charmaz's most prominent contributions are constructivist grounded theory, the notion of methodological self-consciousness, and discussions of the body and emotions as significant to substantive and methodological considerations. The author further describes how the synergy between Charmaz's key concepts and Black feminist perspectives have been relevant to how she leveraged and negotiated her positionality as a Black woman and transnational researcher. Ultimately, the author concludes that Kathy Charmaz's legacy reinforces the importance of equity-minded research and provides a model of how to extend concerns about social justice to activities that also disrupt structural barriers faced by underrepresented researchers.

Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.

The authors used Sue’s (2010) microaggression process model and Freeman et al.’s (2010) stakeholder theory as a theoretical basis for this case.

Information for the case was gathered from publicly available sources. No formal data collection efforts were undertaken.

Guess Who’s Coming to Deliver is a case that examines an event that occurred at Lowe’s Home Improvement Warehouse in late July and early August of 2015. A customer who had purchased some products from Lowe’s requested that only White delivery people were dispatched to her home because she did not allow African–American people in her house. The case is factual and was written from information that was publicly available in the media. The case is designed to help instructors facilitate a meaningful classroom discussion about microaggressions from the different stakeholder perspectives.

The case is relevant for undergraduate and graduate organizational behavior and human resource management courses.

The purpose of this paper is to explore the views of people with learning disabilities on issues associated with continuity of care in the transition from full-time education to adult care and support.

Data collection was undertaken with people with learning disabilities and staff in two advocacy organisations in one area of England in 2012. In total, 19 participants attended three focus groups. Analysis focussed on continuity of care and was guided by the framework approach to qualitative analysis.

Teachers, social workers in children’s services and youth workers were identified as making important contributions to the transition process. Information relating to learning and social development was identified as most important to inform transition planning with less priority accorded to health, communication, and self-care and independence. Participants appeared to value principles which underpin continuity of care.

This study provides insights into attributes of continuity of care valued by people with a learning disability. Possibilities of translating these attributes into practice within localities are explored. Findings could be used to inform strategic planning locally to promote service integration thereby contributing to continuity of care within transition planning.

Continuity of care in the transition planning process is highlighted in policy guidance with recognition that both practice and procedures require improvement. This research explores areas for development from the perspective of people with learning disabilities.

This paper aims to investigate how firms’ relationships with employees define their debt maturity. The authors empirically test the role of employee litigations in influencing firms’ choice of short-term versus long-term debt. The authors study employee relations by analyzing the importance of the workplace environment on capital structure.

The author’s test hypotheses using a sample of US publicly traded firms between 2000 and 2017, including 3,056 unique firms with 4,256 unique chief executive officer, adopting the fixed effect panel model.

The authors document that employee litigations have a significant negative effect on the use of short-term debt and a significant positive affect on long-term debt. Employee litigations, along with legal fees, outcomes and charging parties, matter the most in explaining debt maturity. In addition, frequently sued firms abandon the short-term debt market and use less shareholders’ equity to finance their operations while relying more on the longer debt market.

To the best of the authors’ knowledge, this is the first study to examine the role of employee mistreatment in debt maturity choice. The study extends the lawsuit and finance literature by examining unique, hand-collected data sets of employee lawsuits, allegations, violations, settlements, charging parties, case outcomes and case durations.