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This article outlines a practical set of four challenges to senior management who wish to quickly self assess the “fitness” of their organization to manage risk. These four challenges arise from the business and project risk environment in the context of organizational and personal attitudes to risk: Do we understand the shareholder value risks of our strategy choices? Do we understand the risks that our structure and processes pose for implementation of chosen strategies? Is the risk appetite of the organization consistent with the risk appetite of our staff? Are we confident that our staff are effective and efficient in reacting to, and dealing with, risk? The four challenges offered in this paper will enable senior managers to broadly self‐assess an organization’s ability to manage risk as both a value‐creating opportunity as well as a value‐protecting activity.

Firms collaborate for many reasons; however, sharing resources would seem a primary motive. This paper seeks to argue that in many instances firms collaborate to become part of a knowledge network – to learn about their industry and collectively use their knowledge to serve their own customers more effectively in a competitive environment.

This is a conceptual paper; however, the authors illustrate the work with examples from the automotive industry.

The authors conclude that it is necessary to expand traditional approaches to understanding networks to include the nature and purpose of the interactions between the firms, as well as the structural features of the network and the development of shared meaning and consensus among the network participants.

The authors demonstrate the need to take a broader view of learning and collaboration in networks.

The automotive and other industries are beginning to witness firms collaborating with competitors and other firms that can add value through collective learning. What seems certain is that for many industries the basis of future competition will be collaborative learning communities versus collaborative learning communities rather than OEM versus OEM in competing for resources and market share.

The paper examines how and why firms interact and how this influences what learning is shared, and how such learning is utilised by the firms involved. The paper explores the concept of collective learning, and discusses how the nature and purpose of the interactions between network partners facilitate key learning capabilities.

In the last few years there has been a great upsurge of interest in text‐based computer systems and a 60 per cent annual growth‐rate is predicted over the next few years as systems improve and the cost of storage decreases. Commercial database systems are expensive at the input stage and with more and more documents being originally produced in electronic form it is tempting to consider applications which can use these as a resource available for searching, selection, transmission and archiving. It is especially so where “total information” can be handled, with words, numbers and illustrations.

There is now no shortage of complex and expensive database software for business use and information retrieval but not all applications need the full sophistication of a relational programmable package costing close to £1,000. Indeed overkill can be a mistake because big systems do not always do simple tasks well. It is, therefore, worth looking to see what the other end of the spectrum has to offer. The “Key” data handling package is just such a system, intended for use in education and designed to be simple enough for pupils themselves to use. At a cost of only £7.95 (BBC B computer) or £9.95 (Research Machines Nimbus computer) including a 72‐page spiral‐bound handbook, one would not expect much, but in fact the system can record information of up to 255 characters length in a number of varied types of field, store simple drawings associated with the records, and plot positions on a map. Searching is possible for beginnings, endings and part words and is surprisingly fast.

Winning customer loyalty and repeat business and eliminating or reducing their reliance on coupons and other forms of price promotion is the goal of many service businesses today. The effectiveness of using advertising specialties (imprinted items given away for free) and price promotions was directly compared by way of two controlled field experiments involving customers of a Chinese food delivery service and a drycleaner in a major US metropolitan area. The studies used a controlled field experiment with a behavioral measure. The experiments offered support, in the business‐to‐business and consumer settings, that ad specialties can serve as inducements for a larger dollar volume of repeat business than the use of no promotion, and in some cases more than was generated by price promotion. Results suggest that goodwill engendered among customers by the ad. specialty “gifts”, coupled with the repeated brand exposure opportunities afforded by imprinted items, can exert a considerable impact on purchase behavior.

In recent decades, oxytocin (OT) has been extensively studied across disciplines. Yet, the role of OT has been discussed little in the context of politics. This chapter proposes that studying the role of this hormone can enrich and advance the study of politics. The chapter reviews the previous findings on OT categorized into two sections: one that focuses on the biological mechanisms and therapeutic potentials and another that focuses on the effects on social behaviors. This review is not exhaustive but is intended to bring political scientists up to date with the progress in OT studies. Next, this chapter highlights that studying the role of OT in political context will benefit both the OT and political science literature, since there is currently a great interest in the context-dependent nature of OT. I highlight several research questions that can be answered at this intersection. Rather than waiting for other disciplines to complete unfolding the precise role of OT, students of biopolitics can make important contributions. Political science can further understand the biological underpinnings of concern for others and partisan behaviors, while OT applied to real-world settings would demonstrate how different contexts shape its effects.

We explore the antecedents of workplace ostracism and delineate possible organizational interventions to deter ostracism. Under the lens of evolutionary psychology we argue that individuals deemed capable of contributing to social and organizational goals become valued group members while those who threaten group stability and viability risk being shunned or ostracized. Specifically, we review empirical evidence and present the results of a pilot study suggesting that those who are perceived to violate injunctive and descriptive norms, as well as threaten one’s self-concept are at increased risk for ostracism. In terms of intervention, we propose mindfulness techniques and organizational support as a route to deter employees’ inclinations to ostracize coworkers. Thus, a primary goal of this chapter is to explicate a framework for identifying the predictors and deterrents of workplace ostracism in order to generate additional research on this important topic.