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Amid the Israel-Hamas conflict in October 2023, social media platforms such as Instagram, have emerged as crucial platforms for millions seeking real-time insights, as well as those disseminating information about the conflict. Trending search terms on Instagram, such as “graphic Israel footage”, “live stream in Israel right now,” or #FreePalestine and #SaveSheikhJarrah, revealed a collective thirst for unfiltered frontline perspectives by users. Interestingly, individuals actively posting about the conflict experienced shifts in follower engagement, exemplified by the suspension of activist, Shaun King, whose 6-million followership Instagram account was disabled in December 2023.¹ Digital platforms play critical roles in escalating tensions, exposing governmental cruelty, and rallying international support (Burum, 2016; David, 2014). The case of Palestine and Israel underscores online media’s role in constructing narratives and mobilizing resistance. This study seeks to illuminate the connection between visual storytelling, youth activism, and social media dynamics during conflict (Abushbak et al., 2020; Burum, 2016; David, 2014; Pruchnic, & Ceraso, 2020). This chapter examines textual and visual content by applying Textual-Visual Thematic Analysis to content posted on Instagram. This is done to understand Instagram users’ discourse in October 2023 on Instagram. It analyzes how content shapes narratives and seeks to identify any patterns in the narratives shared by selected Instagram users. As such, this study aims to offer insights into the role that social media, particularly Instagram, plays in influencing narratives, fostering youth activism, and shaping public discourse during conflict.

The cruise sector's workforce is highly diverse in terms of nationalities, age, and gender. However, diversity in the workforce does not guarantee business success.

Decades of research on the effects of diversity indicate that it can negatively or positively affect an organization's performance. A more diverse workforce does not automatically perform better financially, feels more committed to their companies, nor experiences higher levels of satisfaction. Indeed, data suggest diversity may produce more conflict, employee turnover, but if well managed can lead to greater creativity and innovation.

This chapter explores the cruise industry's diversity and inclusion challenges and management practices. To examine what cruise companies are doing in this field, we reviewed the public data of the four largest cruise companies. We analyzed how these companies define diversity, their commitment to inclusion, their practices, their metrics, and their primary objectives.

Firstly, there is no theoretical model that includes all variables that affect the management of diversity in the cruise sector. Secondly, companies communicate a commitment to inclusion in their corporate social responsibility (CSR) reports and refer to similar policies implemented by the hospitality industry. Thirdly, the main challenges are the multicultural environment and the limited female representation.

The major limitation of this study is the data source. We recommend further studies supported by nonpublic company data. We encourage cruise industry leaders to support the research to develop an empirically tested model that captures the specific variables that affect diversity management in the industry.

The purpose of this paper is to examine how the practices, processes and expertise embedded within Social Impact Bonds (SIBs) distinctively mediate the tensions between outcome payers’ competing and contradictory programmatic discourses.

We use qualitative research methods and employ concepts drawn from the governmentality literature to analyse interviews with SIB outcome payers.

SIBs are shown to challenge the degree of negative influence of biopolitics, neoliberalism and financialization by highlighting a broader and more holistic set of influences. SIB operations pre-empt and counteract perceived risks and are refined through a “learning by doing” effect. In contrast to other approaches to funding social interventions, the SIB structure attributes and independently validates outcomes. Payments to investors are based on the achievement of outcomes and are funded by the outcome payers. SIBs’ operational processes allow the responsibilities of the various parties to be explicitly assigned and contracted. The interests are aligned, yet the cultural differences harnessed.

This paper is one of the first to apply governmentality concepts to SIBs. By focusing on outcome payers, the paper provides new perspectives on the practices, processes and expertise of governing and the programmatic discourses of governing, as well as their relationship. The insights offered are supported by one of the largest and most diverse empirical SIB samples including 34 interviews where 43 individuals reflect on their experiences across 32 unique outcome payer organisations.

This exploratory research aims to identify the effect of perceived stress level and self-efficacy on management quality and what practices and theories need to be enhanced to improve management quality under volatility business environments.

The study surveyed 291 working women, using the Perceived Stress Scale and the General Self-Efficacy Scale. Latent class analysis (LCA) for classifications of respondents, using categorical observed variables and MANCOVA, are applied to determine the relationship between stress and self-efficacy on the assigned classes.

The study suggests that in a highly volatile business environment, where stress is high, affecting management quality, managers as individuals fall into one of four classes that describe their techniques of coping with the stress, namely Uncommitted Experimenters, Try Anything, Intrinsically Motivated and Externally Motivated. Techniques of stress management classification are significantly related to the combined perceived stress and self-efficacy measures, with Externally Motivated respondents as the classification with a significant mean difference.

The main limitation of the study at hand refers to the sample size versus the number of potential factors of stress. This limitation highlights the need for further data gathering and research in this area, as stress is a critical factor of performance and often ignored in traditional management theories. Another limitation of this study is the lack of in-depth analysis of the use of meditation; its benefits and how to best use this practice in traditional work settings.

The outcome of the study could have significant implications for quality of management in business, private and social sectors by providing meditation as a tool for employees and stakeholders to handle stress in conflict zones.

Using stress management techniques might prove to be a low-cost tool for better quality management of human assets.

The authors study focuses on women in volatile economic turmoil, natural devastations, conflict areas and politically insecure environments. This socioeconomic segment was rarely scrutinized despite its direct effect on a large number of economies hosting a sizeable portion of the world’s population. Interesting potential results highlight the relationship between the respondents in the Intrinsically Motivated class and stress reduction for the benefit of management quality.

This chapter seeks to make sense of the current anarchical drift of world politics, in which exclusionary ethnonationalisms, intense technological competition and the revival of power politics have been fuelling remilitarisation and major armed conflicts. Using a historical comparative approach, it argues that late-20th century globalisation has reached its political, social and spatial limits. Much like the long breakdown of late-19th century imperial globalisation, which unravelled in the face of a combustible mix of exacerbated nationalisms, disruptive social and economic strains, imperial rivalries and military build-ups, current global disintegration expresses the inescapable material and ideational tensions generated by the uneven distribution of gains and losses between and within states.

This work concerns William Norman Illingworth [1902–1980]. Disillusioned with teaching in conventional schools and inspired by Rudolf Steiner [1861–1925] he founded Sangreal School, in 1947, and operated this until the early 1970s. Sangreal was what I describe as a “conservative alternative school”, employing methods and pursuing goals not found in most British schools of the period but, unlike avowedly progressive establishments, guided by socially conservative principles. The purposes of the work are both to rescue his/Sangreal’s story from obscurity and to encourage research to establish if other such schools have existed and, if so, to describe and analyse them in an effort to give the category conservative alternative school the recognition it properly deserves.

The method is a combination of life history/biography and case study of a specific school.

The story is interesting in its own terms and points to the existence of a hitherto unnoticed category in history of education.

This work may lead to the proper recognition of a neglected category.

This work deals with a school hitherto unknown to most people and may lead to the recognition of a new category.

This chapter delves into the complex interplay between ethics, law and business case regarding diversity and inclusion within organisations. While the business case for diversity and inclusion has gained prominence, the ethical imperative often lacks comparable influence. Despite the coercive forces of laws and regulations, ethical values struggle to exert significant pressure on diversity-related issues.

This study concentrates on “ambiguity of law” and “abstaining from complaint” about discrimination, mistreatment, or unfair behavior to explain the weak pushing effect of ethical values on diversity- and inclusion-related issues. The ambiguity of law fosters open-ended discussions and varied interpretations, complicating efforts towards equitable treatment. Furthermore, the reluctance to voice complaints regarding discrimination or mistreatment blurs the boundary between ethics and business.

This chapter points out ethical values in the shade of the business case approach and proposes strategies to strengthen the influence of ethics in diversity management. Moral awareness, a sense of justice, and ethical coding of decisions are prominent components of this chapter that may contribute to strengthening the ethical infrastructure of organizations.