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At a time when technology enables more information than ever before to be disseminated faster then ever before, and markets and organisational goalposts rapidly change, there is increasing dependence on networks to meet both strategic and personal needs. This paper explores how to overcome common individual and organisational barriers to networking. It examines the personal and strategic drivers for networking, before studying the practical steps organisations can take to: — prepare their culture for networking — promote the skills needed — give employees practical tools to identify and develop networks.

The paper aims to present and discuss research into the relationship between influencing behaviour and impact, including gender and seniority differences.

The paper builds on previous articles considering influencing behaviour in the workplace. These articles present a model of interpersonal influence and describe how individual influencing behaviour varies in different contexts. They identified the need for further investigation into the effectiveness of such behaviours in those contexts. This research utilises 360‐degree performance assessments as an indicator of the “effectiveness” or impact of workplace influencing behaviours.

The findings extend previous work supporting the idea that there are few, if any, influencing behaviours that apply to all situations and highlight the role of expectancies in work place assessments of influencing behaviours.

The research highlights ways in which the relationship between influencing behaviour and impact differ according to both the gender and seniority of those seeking to influence. This indicates that the “expectancies” of the influence or target affect perceptions of influencing behaviour and assessments of impact. This is consistent with the model of interpersonal influence previously developed, which includes explicit reference to feedback loops between behaviour, responses and expectancies. This raises further questions as to the impact of expectancies on 360‐degree assessment, and the nature and fairness of assessment within organisational performance management systems.

This paper challenges the idea that there are influencing strategies and styles that are effective, irrespective of context. It also highlights the role of expectancies within behavioural assessments in the workplace.

Organisations have become looser as expectations of working life, markets and organisations themselves have changed. In order to restore the “glue” necessary for success, teambuilding must be implemented. The means of achieving this are discussed, involving a positive approach to the Five Rs, Reason, Results, Roles, Routine and Review, absence of which will lead to underperforming and lack of co‐ordination.

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

There are different models to measure the effect of intellectual capital on firm performance. These models depend on different dimensions of intellectual capital, the interrelations between them and the effects on performance. It is important to analyze several specificities in small and medium sized enterprises (SME) in developing countries. This paper aims to test diverse models to verify the previously mentioned relations applied to wood manufacturer SMEs of Oberá (Argentina).

A global model including the variables used in the previous literature is used. The paper establishes hypotheses for testing this model and us PLS technique to estimate the parameters of the model in a sample of 113 wood manufacturer SMEs in Oberá (Argentina).

The only dimension of intellectual capital directly affecting performance is structural capital. The other dimensions exert an indirect effect through structural capital.

The model does not use all the possible variables to characterize intellectual capital. The causality elements cannot be verified in a temporary horizon because the data are cross‐sectional. In addition, when making reference to data of a particular period of time, there may be causes that imply relations of accidental type. Moreover, the measures used were subjective. This paper only studies the SMEs of the Argentine wood industry.

The paper offers several suggestions to implement strategies for local SMEs and to support aid to projects for developing countries.

The paper tests different models to analyze the impact of dimensions of intellectual capital on performance in SMEs of developing countries and provides information on the wood manufacturer SMEs in Argentina.

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:

The purpose of this study is to examine the effect of asymmetric structure inherent in exchange rate volatility on trade in sub-Saharan African countries from 2005 to 2017.

17 countries in sub-Saharan African Countries are used for the study. Exchange rate volatility is generated using generalised autoregressive conditional heteroscedacity (1,1), while the asymmetric components of exchange rate volatility are generated using a refined approach of cumulative partial sum developed by Granger and Yoon (2002). Two-step generalised method of moments is used as the estimation technique in order to address the problem of endogeneity, commonly found in panel data.

The result from the study shows the evidence of exchange rate volatility clustering which is strictly persistent in sub-Saharan African countries. The asymmetric components (positive and negative shocks) of exchange rate volatility have negative and significant effect on trade in the region. Meanwhile, the effect of negative exchange rate volatility is higher on trade when compared with the positive exchange rate volatility. Furthermore, real exchange rate has negative and significant effect on trade in sub-Saharan African countries.

The outcomes of this study are important for participants in foreign exchange market. As investors in foreign exchange market react more to the negative news than positive news, investors need to diversify their risk. Also, regulators in the market need to formulate appropriate macroeconomic policies that will stabilize exchange rate in the region.

This study deviates from extant studies in the literature by incorporating asymmetric structure into the exchange rate trade nexus using a refined approach.