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A faith-based international nonprofit and its newly hired, narcissistic CEO are examined in this chapter. The CEO made up his own rules acting contrary to many leadership, financial, and HR practices, as well as ignoring the law. As difficulties mounted, there was little to no outcry. Until his abrupt departure seven years later, the CEO operated with impunity. The authors analyze the CEO’s tenure through four lenses – the leader, the followers, the environment, and their faith perspective. As a narcissist, the CEO quickly created a toxic environment and stayed one step ahead of everyone else. Employees were most often compliant and the few who were not found themselves stripped of their position as an example to the onlookers. With the Board in transition, there were no checks and balances and, coupled with a perception of instability, the environment was advantageous for a narcissist. Each of these three lenses was influenced by the faith system which the organization and its employees espoused. Faith-based compliance and organizational silence created an open door for the narcissistic leader and resulted in great damage individually and collectively. The authors offer lessons for individuals, groups, and organizations working under a narcissist.

This qualitative study aims to explore general perceptions of a woman experiencing negative menopausal symptoms in the workplace. It examines the socio-cultural understandings informing the responses of a mixed participant group, including those unlikely to have experienced menopause, to a hypothetical scenario involving a woman disclosing negative menopausal symptoms in the workplace – to either a female or male manager.

Using an innovative hybrid vignette-story completion (SC) technique, data were generated from 48 employees of a single UK-based organisation. Participants were presented with a vignette featuring a protagonist (Julie) experiencing negative menopausal symptoms, asked questions about their imaginings of Julie and how she might be perceived by others in the workplace, then presented with a story stem and asked to continue the story in the third person. The stem depicted Julie preparing to tell her manager about her symptoms and featured either a male or female manager, with one variation randomly presented to each participant. Responses were analysed using reflexive thematic analysis.

This study reports four themes: (1) the burden of menopause; (2) managing menopause at work; (3) menopause as not belonging in the workplace; and (4) menopause as unlocking new life potential? Limitations and directions for future research are discussed.

Using the innovative hybrid vignette-SC technique, this study contributes to the current discourse on menopause in the workplace by providing insight into how menopausal employees experiencing negative symptoms are perceived by others and the social understandings that shape these perceptions.

This editorial aims to introduce the special issue on meritocracy, difference and choice.

The first part is a commentary on key issues in the study of the notions of meritocracy, difference and choice. The second part presents the six papers in the special issue.

Five of the six papers in this special issue explore the work experiences of women managers/directors in senior positions within a variety of organizations. All of these papers demonstrate that despite their economic empowerment, these women are still strongly connected to the domestic realm through their continued entanglement in the traditional roles of mother and homemaker. This has led them to interpret their work situation either through a consideration of what they understand by the notion of merit or a presentation of their situation through the lens of choice. A further paper which explores the experiences of sex workers exposes the gendered nature of agency, highlighting the limitations on “choice” that different types of workers experience.

The authors comment on how contemporary notions of merit and choice individualise women's experience within organisations, ignoring the structural and systemic elements inherent to women's continued disadvantage. This allows “blame” for women's absence in the upper echelons of organisations to lie with women themselves, explaining this in terms of their lack of skills or the traditional “choices” they make. The six papers which make up the special issue explore how women's “choices” are constrained, how the contemporary discourses of merit and choice conceal issues of structure and organizational process and how women struggle to make sense of their own and others' experiences.

The issues discussed in the papers have important implications for understanding women's experience of work and organizations. They highlight the need to introduce a structural and systemic element to the understanding of how women experience work at senior (and other) levels of organizations, why they take the decision to leave a senior position and why women appear to “choose” not to seek senior positions.

Gender and Management: An International Journal invited this special issue on meritocracy, difference and choice to draw attention to the ways in which women draw on these discourses as a means of understanding their organizational situations and how use of these discourses acts to conceal the structural and systemic element connected to their work experiences.

This paper provides a synthesis of world class manufacturing literature by identifying eight critical factors of world class status in a manufacturing environment. These factors can be used individually or collectively to assess a profile or organization‐wide world class manufacturing implementation practices. Researchers can use the critical factors to build theories and models that relate these factors to world class status and an organization's relative position to others in the same environment. Decision makers can isolate the critical factors that are necessary for world class implementation.

The prospect that technological and social innovation in the use of communication and information technologies are bringing about an end to sovereignty has been a source of optimism, pessimism and ambivalence. It has captured the popular imagination and it can be found in the anxieties of national leaders about the mingling and collision of cultures and cultural products within and across their borders, and about growing awareness that environmental threats bow to no flag. According to much of this discourse, national governments are becoming increasingly powerless in their battles against real or imagined plights of cultural imperialism (and sub‐imperialism, that is, cultural imperialism within states) and capital mobility, as well as in their efforts to effectively exercise political control through surveillance and censorship. The end of sovereignty is a theme in political discussions about new pressures brought on by global regimes of trade and investment, and by unprecedented levels of global criminal networks for drug trafficking, money laundering and trade in human flesh. Social movements and non‐governmental organizations (NGOs) have reflected this by recognizing the need to match the scale of the problems they confront with appropriately scaled collective action. This article examines the discourse about the end of sovereignty and therise of new institutions of global governance. Particular emphasis is given to how advancements in the means of communication have produced the ambivalent outcomes of threatening the democratic governance of sovereign states, and serving as foundations for the assertion of democratic rights and popular sovereignty on a global scale.

Brands facing a crisis have to decide whether to disclose crisis-related information themselves or to wait and take the risk that a third party breaks the news. While brands might benefit from self-disclosing the information, it is likely that the impact of crisis communication on customers’ evaluation of the brand depends on the type of crisis. This study aims to investigate the influence of type of crisis on the relationshp between disclosure and brand outcomes.

A 2 × 2 between-subjects experiment with 180 Dutch participants was conducted.

Results show that self-disclosure of a negative incident positively affects consumers’ attitude, trust and purchase intention compared to third-party disclosure. Additionally, disclosure and crisis type interact. In times of a product-harm crisis, self-disclosure does not represent an advantage to third party disclosure, while in times of a moral-harm crisis disclosure by the brand is able to maintain customers’ positive attitude towards and trust in the brand compared to disclosure by a third party. Moreover, blame attribution mediates the effect of crisis type on brand evaluations.

Recent research indicates that self-disclosing crisis information instead of waiting until thunder strikes has beneficial effects for a brand in times of crisis. However, these studies use the context of product-harm crises, which neglects the possible impact of moral-harm crises. Furthermore, this study adds the impact of blame attributions as a mediator in this context.

Many of the difficulties that have been experienced by Health Authorities in this country in the examination of imported butcher's “offal”—using the term “offal” in its trade sense—would seem to have been due to injudicious methods of packing on the other side. The organs that constitute “offal”—livers, plucks, kidneys, sweetbreads, and so forth—have hitherto been closely packed into a bag, box, or crate, and the whole mass then frozen hard. Hence on arrival at the port of inspection the separate examination of these organs for possible disease conditions was rendered a matter of extreme difficulty. The exporters have now, it appears, almost all arranged for the separate freezing of the larger organs before packing, and in the case of smaller organs, such as kidneys and sweetbreads, some packers now make use of shallow boxes.

The subject dealt with in this paper is one of very wide scope, and is surrounded by many difficulties—scientific, legal, commercial and social. Its aspects are many and various, its subsidiary ramifications are widely extended and often highly complicated, and it is impossible, within the narrow limits of a single paper or lecture, to do more than sketch out its main features in a manner that will enable the general public to appreciate their significance and relative importance.

The purpose of this paper is to examine the relationship between major personality dimensions and attitudes towards peace and war.

Three samples – two consisting of British psychology students (n=64 and 121) and one of Israeli students (n=80), responded to measures of some or all of: five-factor inventory, SYMLOG trait form, general survey including authoritarianism; attitudes towards peace and war; specific attitudes towards peace and war policy.

The general attitude measures were associated with the specific attitudes. Both were associated with authoritarianism but not consistently with other personality dimensions.

Descriptive findings might not generalize and need contextualization. Authoritarianism should be measured in any studies of attitudes related to peace, war, conflict, and structural violence.

Practitioners of peace education may first need to address high authoritarianism and low integrative complexity. Also, countering structural violence related, for instance, to poverty or prejudice/discrimination may require a comprehensive approach including collaborative work with clinical psychologists applying both implicit and explicit assessment tools.

Documenting links (and lack of them) among personality variables and attitudes towards peace and war has practical and theoretical value – and may contribute to organizational schemes shaped by personality structure and bearing implications for negotiations. In terms of a paradigm by Morton Deutsch, our results show individual differences in, and associations among, variables relating to the remediable likelihood of parties being differentially likely to find themselves in negatively vs. positively interdependent situations; and carrying out effective instead of “bungling” actions.