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Two cases recently decided by the U.S. Supreme Court will likely determine the future direction of U.S. higher education. The cases Grutter v. Bollinger and Gratz v. Bollinger challenge the legality of affirmative action programs in the University of Michigan Law School and in the University of Michigan Undergraduate College. The plaintiffs, supported by the Center for Individual Rights and other conservative organizations, contend that the University of Michigan's affirmative action programs engage in “reverse discrimination” by favoring Black and Latino students for admission over equally or better qualified white students. The University of Michigan, joined by a broad coalition of universities, corporations, and social activist organizations, reject characterizations of affirmative action programs in the Law School and Undergraduate College as “racial preferences” or “racial quotas.” Instead, the University argues that race is but one of several factors legitimately considered in the effort to assemble a diverse student body where the educational benefits of diversity are maximized.

This study examines part‐time work arrangements among 78 women professionals and managers to learn more about their implications for career development. Specifically, it documents the level of success of the work arrangements, their expected career implications, and the factors distinguishing less successful arrangements. Results revealed specific career development challenges unique to part‐time workers, as well as challenges common among full‐time workers. Part‐time workers already adopting a protean career model may fare better in alternative work arrangements. Lessons learned in dealing with diversity may be helpful to organizations in achieving fit between workers’ personal definitions of success and their work arrangements.

Symbolic interaction may not have much of a future. Rome is burning; the Titanic is sinking; and still the band plays on. With some notable exceptions, we symbolic interactionists, as a group, appear to be sitting around, paralyzed, watching events unfold from the dizzying heights of our ivory tower, grumbling under our collective breath about how bad things are, but not yet doing enough, much like the rest of the world.You take the blue pill; the story ends. You wake up in your bed and believe whatever you want to believe. You take the red pill, you stay in Wonderland, and I show you how deep the rabbit-hole goes. (Morpheus from The Matrix)

When one considers the extent of the subject—urban and regional planning and then multiplies that by the number of countries that there are in Europe, it will be apparent that the task of keeping track of all relevant information is a gargantuan one. Indeed any attempt to define urban and regional planning leads to all sorts of difficulties; likewise how is Europe defined? to some it will mean the European Communities; to others the Council of Europe and to a third set of people, the Organisation for Economic Co‐operation and Development—which of course is not solely European at all now that it extends its membership to Canada, the USA, Australia and New Zealand. In order to define an area for the purposes of this seminar, I am going to tell you how one large urban authority—the Greater London Council, attempts to keep itself informed about issues within its European horizons.

Although interest in inclusion is becoming widespread, there remains limited understanding of how organizations can create environments that promote inclusiveness and unlock the benefits of workforce diversity. Additional research is needed to better understand how inclusion is conceptualized and experienced in contexts other than North America and Europe. Taking an exploratory approach, the present research seeks to answer the question of how employees in Peru – one of the most socially and economically unequal nations in Latin America – understand the concept of inclusion in the workplace. Semi-structured interviews with 30 employed individuals found that inclusion was generally described as comprising belongingness, uniqueness, and equal treatment. Six elements emerged as key to the creation of workplace inclusion: participation, positive relationships, equality, feeling valued, climate and culture, and positive work conditions. As inhabitants of a developing country with high levels of inequality and discrimination, Peruvian employees’ views provide valuable insight into how inclusion is lived and understood in such a context, and how it may be augmented.

The aim of this chapter is to examine the role of real exchange rates in the relationship between tourist arrival and economic growth in Malaysia over the period of 2000–2018. We disaggregate Malaysian tourists into six geographical regions, namely Asia, Singapore, Europe, Pacific region, Americas, and Africa. Using a non-linear autoregressive distributed lag model, we find that the appreciation of real exchange rates with positive growth of economy plays a prominent role in influencing international tourist arrivals from Singapore, other Asian countries, Pacific region, Europe, and Americas. Our study suggests that real appreciation is important in providing some insights into the effectiveness of growth-led-tourism policies. In line with this, some implications are provided at the end of this chapter.

This multiple case study investigates the impact of technology on organizational change in public libraries. Over the past 12–15 years, public access computers (PACs) have been introduced into public libraries. Once these PACs were connected to the Internet, they attracted patrons who had not previously used public library services. The main themes around which this study was organized relate to the implementation of technology with facilities and services, city government, and people. The main research questions were following: (1) How has public library culture changed since the introduction of computers for patron use? (2) What adjustments were necessary to deal with the influx of computers and other technology in public libraries? (3) Have PACs changed the way the libraries are organized and how they are staffed? The findings of the study included how technology influenced changes in staffing in the public libraries. Each of the libraries has undergone a culture shift due to the introduction of technology. One of the shifts is the change of the reference desk from general reference to the addition of a help desk with reference responsibilities. Another concern of the directors was constantly funding the upgrades necessary for software and hardware that technology requires. As not all of the directors have supportive city government, this can be problematic. Finally, the facilities where the public libraries were housed had undergone changes either through renovations or through new buildings to accommodate technology and the infrastructure needed to support it.

This chapter examines the rights of those who have their photograph taken for use by non-profit organisations (such as non-governmental organisations, charities, and academic institutions) and the obligations of those producing and using these images to not abuse those rights. The chapter focusses on informed consent as the key intersection of these rights and obligations. It examines the specifics of what is meant by ‘informed consent’ and the importance of the process of it being requested and given. The argument presented suggests, rather than seeing this process as a legal, one-off contract, that it should be seen as a relationship that may evolve over time and, to a degree, attempts to establish a more equitable relationship between those who produce and publish images and those who appear in them. It is suggested that this process can play a role in addressing a number of ethical issues, including the safety of the individual being photographed and how vulnerable populations are represented visually.

Even though trans and nonbinary athletes regularly experience oppression and exclusion in sport, many encounter sport as a site of gendered liberation. Most literature on trans and nonbinary athletes focuses on experiences of oppression; much less examines trans and nonbinary athlete resistance. Centring the voices of trans and nonbinary athletes in sport is essential for attending to the complexity of their experiences in sport. I draw on my own experiences as a nonbinary elite boxer to explore what is at stake in sport and demonstrate how sport can function as a site of joy and resistance for trans and nonbinary athletes. Amid ongoing debates about whether or not it is fair for trans women athletes to compete in sport, Gleaves and Lehrbach (2016) argued that sport does not solely concern who wins but also encompasses the ‘the stories we tell ourselves about ourselves’ in competitive sport. I argue that the stories we tell ourselves about ourselves in competitive sport stay with us for a lifetime. These stories shape how we make sense of ourselves and others. I explore how women, trans, and nonbinary boxers issue a threat to patriarchal cisheteronormative customs in boxing, precisely because we disrupt the assumption that aggression is the male domain and that masculinity equals cisgender maleness. I contribute to the growing body of literature centring trans and nonbinary voices by drawing attention to how trans and nonbinary athletes' experiences of sport are characterized not only by exclusion and oppression but also by joy and resistance.

To explore some of the theories presented in the latest Kaplan and Norton book Alignment: Using the Balanced Scorecard to Create Corporate Synergies.

This interview and transcript is prepared by an independent writer.

Presents David Norton's views on the balanced scorecard, the hall of fame, strategy and his academic life.

Provides strategic insights and practical thinking that have influenced some of the world's leading organizations.

This is an independent interview which provides strategic insights into some of the theories of Kaplan & Norton's work on the balanced scorecard.