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In today’s world of heightened change, many individuals are suffering from a perceived loss of meaning and purpose in their lives, engendering a sense of spiritual desolation and impelling a spiritual quest. The work environment, so central to their existence, often contributes to the sense of desperation and thwarts individual growth. However, if management recognizes the potential for mutual benefit in the nexus of the individual’s spiritual odyssey and the structure of the organization, the organization’s contribution can be truly positive. The paper proposes an integration of the theoretical frameworks of Carl Jung and Elliot Jaques as a source of managerial insight into the process of individual spiritual growth within the context of the organization. With such perspective, management not only enhances its prospect for precluding the dysfunctional behavior of the spiritually bankrupt, but also enhances the organization’s capacity to foster heightened initiative and productivity from its members.

This paper aims at examining the possibility of constructing an Arrow‐social welfare function (SWF) in an Islamic community, that is abide by the Islamic tradition (i.e. the Shari'ah), where the domain of the individuals is defined in the context of Islamic framework. This domain is defined by the Shari'ah, where part of that domain is constrained, such that those actions that lie in the wajib (i.e. obligatory) or haram (i.e. prohibited), where the individual has no choice, must be thoroughly explored with respect to such a welfare function to consistency with the Shari'ah. Individual choice functions only within that segment of the domain that Islamic law leaves to the individual; the individual makes choices concerning actions in which they will not lose any praise or reward if they do or do not act one way or another. My concern in this regard will be the Mubah (i.e. permissible) range of the individual domain. In the process of examining the possibility of constructing an Arrow form (SWF) in an Islamic community, I have added a new Axiom to those suggested by Arrow (1951, pp.22–31). Kenneth J. Arrow, in his book Social Choice and Individuals Values (1951), has argued that five requirements of ‘fairness’ must characterize an acceptable social welfare function. He finds that these are inconsistent with each other. In fact, no welfare function exists that will satisfy all of those conditions simultaneously. As laid out by Arrow, these five conditions are, respectively: (1) universal domain; (2) positive association of individuals' values; (3) independence of irrelevant alternatives; (4) citizens' sovereignty; (5) nondictatorship. These conditions, characterized by Arrow as “seemingly innocuous” together rule out the possibility of deriving a complete and consistent (SWF) (Luce and Raiffa, 1957, p.328). The new axiom which I will refer to as Islamically imposed axiom such that, in the process of formulating an Arrow form social welfare function, it is important to be consistent with the Shari'ah. The Islamically imposed condition will thus guarantee the consistency with the Shari'ah in the process of formulating a social welfare function. This axiom implies that to maintain consistency the following must hold: When ti, (which refers to actions that individuals must do) is an element of the choice set (xi, ti), ti will always be chosen over xi (which refers to the feasible set of alternatives that individuals can choose from), and when tio is an element of the choice set (which refers to actions that individuals must not do), it will never be chosen. I came to the conclusion that when the choice set contains alternatives that the individual must do (wajib) or must not do (haram), the former will be chosen and the latter will never be chosen. Thus, for the general case, Arrow's negative results follow. If these elements are not in the choice set (i.e. all elements in the choice set belongs to Mubah activities), then Arrow's results follow in a straightforward fashion.

The purpose of this paper is to provide alternatives to the economic man image of human behavior and incorporate these alternative images which are based on motivational needs into utility analysis.

Empirically derived psychological variables define the individual's personality type in terms of an altruistic or non‐altruistic orientation. These variables are incorporated into the individual's utility function, and an analysis is made of utility maximization based on human needs.

Behavioral and motivational characteristics of individuals are relatively constant and are a function of the underlying personality traits of the individuals. Empirical support is offered for these characteristics, they are incorporated into the individual's utility function, and an analysis if performed on the interactions between individuals.

This paper not only goes beyond the economic man image of human behavior to analyze altruistic and selfish behavior but also analyzes the utility functions of both potential donors and recipients.

Identifies the traditional western assumptions made about the individual and, from a social constructionist perspective, notes how they derive from their historical and social context. Argues that work organizations have played a significant role in both the western conceptualization and the very formation of the individual. Notes some of the changes now taking place in organizations, and speculates whether they could modify this conceptualization and formation significantly, and, if so, what the implications of the new individual could be for organizations and society.

Job satisfaction or dissatisfaction has a great effect on individual behaviour with equally important consequences for the organisation. It is to be expected that continuing and increasing dissatisfaction is a source of great tension between individuals and a threat to the organisation as a whole. Individual satisfaction is affected by the opportunities and scope that are available to that individual to pursue his or her self‐development. Dissatisfaction is one result if self‐development opportunities are either not available or are denied.

The purpose of this paper is to look more closely at incentives for a landlord to use individual metering and charging of heat and water. This paper also aims to look at the possible reasons for the differences in use of individual metering and charging between Sweden and Germany.

The research in this paper is based on a questionnaire and interviews with landlords, in Sweden, using individual metering and charging.

The two main incentives for the landlords in the survey to use individual metering are the possibility to save energy and the possibility to create a fair allocation of heating cost between tenants. Sweden has a long history of heat and water included in the rent leading to a possibly tougher transition to individual metering.

To see the overall picture and understand the purpose of individual metering is important to avoid conflicts between landlords and tenants. The paper aids this process.

There is growing evidence for the efficacy of anger treatment programmes, which aim to reduce inappropriate aggression in people with learning disabilities. To date they have been provided in both group and individual formats, but the differential efficacy of these approaches is yet to be assessed. Individuals with a learning disability and inappropriately expressed anger were assigned to either group or individual treatment or a waiting list control, depending on the availability of treatment options. In this way, 23 participants completed group treatment, 18 individual treatment and 21 were included in a waiting list control. Participants were assessed both before and after treatment using an anger provocation inventory. Improvements were found in the scores obtained on the anger inventory for both the group and individual treatments compared to the control using a 2 by 3 split plot ANOVA. There was no difference between group and individual treatments. These results replicate previous findings that suggest that both group and individual cognitive behavioural interventions are effective treatment options for people with learning disabilities, but do not support either method of delivery as the preferred option. Limitations of the data are discussed.

Examines the effects of organizational and individual career management on the career success of 120 supervisory managers. A special 35‐item Organization Career Management Scale was developed from a workshop held with ten personnel managers from organizations employing the participants. Significant correlations were obtained between organization career management, as perceived by the subjects, and indicators of career success. The correlations between individual career planning and tactics, and the same indicators of career success, were also significant. Finally, individual career planning and tactics added significantly to the amount of variation in career success explained by organization career management, supporting a “joint responsibility” perspective of career management in organizations. Develops implications of these findings for practice.

This review aims to compile an interdisciplinary inventory of factors affecting individual performance in team environments.

Research focusing on the performance of the individual within a team from the disciplines of psychology, sociology, business, and library science was analyzed and synthesized. Five online aggregators and a combination of keyword/subject terms were used to locate the research originating primarily from journal literature.

After exploring the research, 12 different performance factors emerged in two primary categories: extrinsic and intrinsic. Extrinsic factors included collective efficacy, social rewards and sanctions, social dilemmas, social loafing, future interdependence, and social identity. Intrinsic factors included individual identity, desire to achieve, member role differences, team size, individual status attainment, and member commitment.

There is a substantial amount of research concerning team motivation and production, but there is an apparent dearth related to individual performance factors. This review provides valuable insight for library administrators currently working with teams in their organizations or for those considering it.

We show that a social planner who seeks to allocate a given sum in order to reduce efficiently the social stress of a population, as measured by the aggregate relative deprivation of the population, pursues a disbursement procedure that is identical to the procedure adhered to by a Rawlsian social planner who seeks to allocate the same sum in order to maximize the Rawlsian maximin-based social welfare function. Thus, the constrained minimization of aggregate relative deprivation constitutes an economics-based rationale for the philosophy-based constrained maximization of the Rawlsian social welfare function.