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It is argued that the behaviour of organizational members is influenced to a large extent by characteristics of their work settings. Furthermore, since individuals must change their behaviour in order for organizational improvement to occur, planned organizational change can be viewed as an attempt to change organizational work setting characteristics such that individuals will adopt new, desirable behaviours. Based on these premisses, explores the relationship between organizational work settings and behaviour. In particular, three work setting features that are often the target of intervention activity – goals, managerial behaviour, and job designs – are examined regarding their relationships with a set of employee behaviours relevant to planned organizational change and, potentially, organizational performance. Only goals demonstrate a significant relationship with the frequency of these behaviours. Furthermore, the three work setting variables do not appear to have an interactive effect on behaviour. Consistency in behaviour is found to be related to the extent to which important dimensions of the work setting variables are congruent with each other. Implications for future research are discussed.

A current facilities management discourse seeks to discover how the built environment promotes or retards organisational change. However, whether or not significant change arises at all is yet to be definitively established. Hence, a contribution to the school of thought in this direction is considered important. This research investigated organisational performance relative to innovative work settings. The aim of the study was to determine whether organisational performance and, hence, change are indeed brought about by innovative work settings. A sample of 102 work settings was studied, and several null hypotheses on innovative work settings and organisational performance were tested using the Kruskal‐Wallis H test. Although subtle shifts were observed in the aspects of organisational performance that seem predicated on innovative work settings, to some extent the proposition that the physical properties and design of the workplace can influence organisational performance was validated.

While the literature on migration highlights the reshaping of host and immigrant population in countries, there is a paucity of research in marketing investigating the evolving dynamics for acculturation. The purpose of this study is to further the understanding of the emerging phenomenon of acculturation and identity negotiation.

Three experiments examined situational ethnicity, self-construal and identity negotiation in home and host culture work and social settings. Study 1 and Study 2 were conducted in the United Kingdom (UK), where the host country is the majority population. Study 3 was conducted in the United Arab Emirates (UAE), where the host country is the minority population. Study 4 utilized qualitative interviews in both countries.

Results from all four studies show that ethnic consumers deploy “indifference” as an identity negotiation mechanism when the host society is the majority population (UK) and when the host society has the minority population (UAE).

The authors offer new insights into identity negotiation by ethnic consumers when the host society is the majority population as well as the minority population. “Indifference”, i.e. preferring to neither fit in nor stand out as an identity negotiation mechanism, is deployed in work and social settings of home and host societies. The authors also advance the existing literature on acculturation by examining whether independent and interdependent self-construal influence identity negotiation.

Introduced into the literature a decade ago, grit originally defined as perseverance and passion for long-term goals has stimulated considerable research on positive effects primarily in the academic and military contexts, as well as attracted widespread media attention. Despite recent criticism regarding grit’s construct and criterion-related validity, research on grit has begun to spill over into the work context as well. In this chapter, the authors provide an overview of the initial theoretical foundations of grit as a motivational driver, and present newer conceptualizations on the mechanisms of grit’s positive effects rooted in goal-setting theory. Furthermore, the authors also draw attention to existing shortcomings of the current definition and measurement of grit, and their implications for its scientific and practical application. After establishing a theoretical understanding, the authors discuss the potential utility of grit for human resource management, related to staffing and recruitment, development and training, and performance management systems as well as performance evaluations. The authors conclude this chapter with a discussion of necessary and potential future research, and consider the practical implications of grit in its current state.

Whereas the Minister of Labour (hereafter in this Order referred to as the “Minister”) has received from the Brush and Broom Wages Council (Great Britain) the wages regulation proposals set out in Schedules 1 and 2 hereof;

The purpose of the paper is to consider the opportunities and difficulties in developing health‐promotion work in early years settings in the UK.

As the first study of its kind conducted in the UK, a multi‐method approach was adopted involving: an overview of health‐related guidance and of effective interventions in early years settings to promote health among young children; 26 interviews with key informants in the early years and health fields, regional coordinators for the National Healthy Schools Programme (NHSP) and Foundation Stage regional advisers; a survey of 145 local Healthy Schools Programme coordinators with a response rate of 75 per cent; and six case studies of early years settings representing promising practice in the promotion of health and wellbeing.

There is considerable enthusiasm for health promotion work within early years organisations, and interest in developing such work in early years settings. The study suggests that building on existing early years curriculum frameworks, developing partnerships between health and early years professionals, engaging both parents and practitioners, and adequate national and local resourcing will facilitate development of health promoting work in the early years sector.

This paper and the outputs from the study offer useful evidence for health and early years professionals who are developing health‐promoting work in early years settings.

The paper reports on the first study of its kind in which the perceptions of both early years and health professionals are brought together to consider the issues involved in developing healthy early years practice.

The purpose of this paper is to contribute to an understanding of how auditing standard setting is adapted to changing patterns of resistance at various stages of its development.

The research is conducted as a longitudinal single case study of the auditing standard‐setting activities of the Danish professional body 1970‐1978. The case is based on extensive interviews with members of the standard‐setting board at that time, supplemented with documentary studies.

The paper identifies and discusses five general measures to deal with the immanent resistance to auditing standard setting: alignment of interests, representation, due process, soft texts, and reference to ideology. It concludes by analyzing how these strategies are adapted to changing patterns of standard‐setting resistance at various stages.

The paper discusses auditing standard setting only. Although resistance to accounting standard setting may be dealt with in the same way, the patterns of resistance are most likely different and the adaptation strategies may therefore also be different.

Presenting insight into the processes of auditing standard setting, the paper is of interest to anyone involved in the process, either as developers or as users.

The paper supplements previous studies of standard setting by applying the Actor‐Network Theory approach to auditing standard setting, thereby outlining a new general framework for the study of standard setting.

Outdoor‐based experiential training has become a popular technique for training managers by directly involving them in the training process. Outdoor‐based programmes offer training in a fresh and motivating setting, tend to eliminate many of the role conflicts from the day‐to‐day work setting, and emphasize many of the interpersonal skills so important in today′s work setting. Unfortunately, the value of these programmes is often questioned by many trainers and managers. Do the skills learned in the outdoors actually transfer to the work setting, or do they simply work only in the outdoors? Presents a new addition to the outdoor training programme called virtual reality training. While not for all organizations, virtual reality training recreates the participant′s own work environment in a developmental setting, and helps to increase the transfer of training to the work setting. Presents actual examples of virtual reality programmes so the readers can evaluate the effectiveness of this type of training for their own organization.

THE study of fatigue from a physiological aspect is a field which motion study technicians have made little or no attempt to explore. Shame on their heads. The physiological simplification of motions aimed at reducing fatigue could have completely offset the notion that motion study is aimed at converting the operator into an automaton. It may well be that an elaborate motion pattern set‐up designed to simplify the work merely succeeds in setting up stresses in the worker. The superimposing of a time‐studied standard for the job may not have taken into account the adaptation of the speed of motions to the physiological limitations of the operator working at a high level performance. Very few practitioners have attempted to study motions in the factory with a view to reducing fatigue and stress as a prerequisite to studying the set‐up for increased production. Still fewer have attempted to evaluate these factors. It is about time they did.