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Little research has explored the importance of interpersonal skills, and more specifically, emotional and social intelligence (ESI) competencies for an engineer’s effectiveness or engagement. Furthermore, to the knowledge, no studies have explored the explanatory power of ESI over and above general mental ability and personality for engineers. The paper aims to discuss these issues.

In this study the authors gathered multi-source data for 40 engineers in a multi-national manufacturing company.

The authors found that ESI as observed by their peers significantly predicted engineer effectiveness (ΔR²=0.313), while general mental ability (g) and personality did not. In the same study, an engineer’s engagement in their work was significantly predicted by the degree of shared vision within their teams, while g, personality and ESI did not predict engagement.

The authors explore the implications of the findings for corporate training and development, undergraduate education, and graduate education of engineers.

The authors draw on 30 years of longitudinal studies showing ESI and quality of relationships can be significantly improved with the appropriate pedagogy emphasizing the building of one’s vision, developmental approaches to ESI, developing a shared vision with others, and inspirational coaching.

Recent neuroscience research shows that two large-scale cortical networks are involved in organizational behavior. These two networks are naturally antagonistic – when one is active the other tends to be suppressed. The focus of the chapter is to apply the opposing-domains hypothesis to problems associated with: (1) trying to balance creative thinking and global processing with analytic reasoning and focused attention; (2) avoiding ethical dangers associated with an imbalance in task positive network (TPN) and default mode network (DMN) thinking; and (3) properly motivating and incentivizing employees so as not to lead to an imbalance between the TPN and DMN. We contend that the opposing-domains hypothesis can inform organizational and leadership theory in areas where single-dimensional dual-process models are inadequate.

Despite the ability of small and medium enterprise (SME) to successfully outsource production to low‐cost labour markets, some SMEs continue to produce in the domestic market. A sharp decline in the number of New Zealand manufacturers of consumer goods has been observed in the last five years. This raises questions regarding the viability of a domestic manufacturing strategy in a global marketplace. The purpose of this paper is to explore the performance of New Zealand manufacturers who continue to pursue a domestic manufacturing strategy.

The contextual background for the research is discussed first followed by the development of seven hypotheses. An overview of the methodology is presented before the results of statistical tests. A discussion of findings and implications precede concluding remarks.

This reasearch suggests that SMEs need not succumb to pressures to shift manufacturing offshore in order to remain competitive in the local market.

Findings suggest that company size, export strategy, and importance placed on non‐financial goals influence the viability of a domestic manufacturing strategy.

This paper is unique in that it does not argue domestic manufacturing as an optimal strategy, rather it considers the viability of a domestic manufacturing strategy in the consumer goods market. Furthermore, the paper adds insight on manufacturing strategy when faced with a small domestic market.

The ideal self has had a place in management literature in recent years with reference to identity and role change. However, except for a JMD article in 2006, there has been little theorizing on the ideal self, which is often treated as a static construct. The purpose of this article is to update and refine the concept and explain the dynamic nature of the construct.

This conceptual paper is based on a review of the recent management and psychology literature related to the ideal self and its components.

The authors propose a dynamic theory of the emerging ideal self and delineate how its components evolve over time.

The ideal self, or one's personal vision, is a major motivator of learning and change and the sustainability of such efforts. The time dynamic theory would encourage and guide longitudinal research using better variables and measures as well as help in conceptualizing the role of socialization, social identity and life/career stages.

With a better theory of the ideal self, trainers, consultants, coaches and teachers can help people update their deep sense of purpose and the sustaining driver of learning and change the ideal self. It could help people and organizations address a major determinant of engagement.

This theory offers a temporal understanding of how the ideal self can motivate learning and change at different life and career eras, which can help in designing future research on identity-related transitions.