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Perhaps the weakest dimension of the ‘triple bottom line’ understanding of sustainable development has been the ‘economic’ dimension. Much of the thinking about the appropriate ‘political economy’ to underpin sustainable development has been either utopian (as in some ‘green’ political views) or ‘business as usual’ approaches. This chapter suggests that ‘ecological modernisation’ is the dominant conceptualisation of ‘sustainable development’ within the United Kingdom and illustrates this by looking at some key ‘sustainable development’ policy documents from the UK Government. Although critical of the reformist ‘policy telos’ of ecological modernisation, supporters of more radical version of sustainable development also need to be aware of the strategic opportunities of this policy discourse. In particular, the chapter suggests that the discourse of ‘economic security’ ought to be used as a way of articulating a radical, robust and principled understanding of sustainable development, which offers a normatively compelling and policy-relevant path to outline a ‘green political economy’ to underpin sustainable development.

This paper seeks to describe how to lead an effective team and inspire, rather than simply motivate, its members.

The paper explores what makes people act selflessly in a tragedy. It reveals that this kind of behavior results from people feeling that they have a cause. It also describes how having a cause at work, and being led by an inspirational leader, can lead to a truly inspired workforce.

The paper details the effects that devotion to a cause has, not only on individuals, but also on a team. It explains how team members come closer to each other, act regardless of rank, and find that adversity strengthens rather than weakens their bonds.

The paper reveals that once this kind of spirit is established in a team, team members will be less likely to defect to other employers.

The paper highlights the importance of making a business into a cause. The people the business serves must be a cause. Most important of all, employees must feel that, for their leader, they are a cause.

The paper reveals the differences between inspiration and motivation, being a leader and merely being a boss.

Performance appraisals are often described asthe “job managers love to hate”. A study was designed to provide sales managers with information designed to increase the benefits of engaging in the evaluation process and reduce the negative sentiments often associated with appraisals. To accomplish this objective, 214 salespeople were personally interviewed and asked to provide information regarding their perceptions of their performance appraisals. The results indicate that salespeople have positive perceptions regarding the appraisal process. Findings also indicate that while salespeople are oftenevaluated at least twice annually, the criteria used are not always the ones thatsalespeople view as being the most appropriate. The conclusions derived from the analysis may provide insight to sales managers as they attempt to develop and implement appraisal processes that are viewed as being valid and as they attempt to enhance the benefits that may be obtained from engaging in this process.

This paper seeks to describe a leadership project for 17‐18 year olds, run at a secondary school in Bath, UK, in which the students acted as mentors to younger pupils. It aims to draw out the lessons learned and identify how these same skills are required in organizations.

The paper is written as a case study/viewpoint.

The paper explores ways to move beyond questions which prompt no more than a “yes” or “no” response. It discusses recognizing “what's in it for them?” when dealing with staff motivation, especially when it involves a task they do not enjoy. The paper suggests that the presenting response of a team member will often conceal a hidden reason. It suggests questioning techniques which reveal what is behind that response, including the emotional drivers and the importance of actively listening for these, rather than acting on face value statements. It goes on to talk about methods of testing understanding of the other person's position, giving the opportunity to correct this if necessary. Finally, methods are discussed by which people can be helped to arrive at solutions of their own.

The project has implications for how schools assist students to develop the kinds of skills that the world of work requires.

The paper will be of interest to those involved in the education of young people and how they might be better assisted to prepare for their working lives. It will also be of interest to those developing mentoring schemes within their organizations.

The subject of part‐time work is one which has become increasingly important in industrialised economies where it accounts for a substantial and growing proportion of total employment. It is estimated that in 1970, average annual hours worked per employee amounted to only 60% of those for 1870. Two major factors are attributed to explaining the underlying trend towards a reduction in working time: (a) the increase in the number of voluntary part‐time employees and (b) the decrease in average annual number of days worked per employee (Kok and de Neubourg, 1986). The authors noted that the growth rate of part‐time employment in many countries was greater than the corresponding rate of growth in full‐time employment.

I AM one of those optimists who do not believe that there is anything very seriously amiss with the modern theatre. It is certainly very much alive, and has triumphantly confounded the critics who predicted that the advent of the “talkies” would deal it a death blow.

The purpose of this paper is to look at Grameen Bank (GB) Sixteen Decisions campaigns and its implications to feminism; and to examine the degree to which women borrowers of the Grameen Bank are empowered to participate in familial decision‐making around dowry and teenage marriage and to develop their public spaces in the community. Moreover, the paper critically looks at the GB women borrowers' development through the Sixteen Decisions.

The study uses multiple research methods. It reviews and analyzes GB Sixteen Decision texts and feminist literature, uses survey method to collect data from Grameen Bank micro borrowers in 2011 and uses secondary data.

The survey finds information on the GB members and GB family members elected in the Union Parishad Elections in 1997 and in 2003, a testimony that GB women borrowers' local counsel participation trend is increasing. This study still finds the gender equality issues exist in the GB Sixteen Decisions texts and the Sixteen Decisions campaign strategies for women borrowers' empowerment.

This critical analysis of GB Sixteen Decisions is very important to empower GB women borrowers because the GB Sixteen Decisions texts and the Sixteen Decisions campaigns could be made more effective in addressing women's issues like dowry‐less marriage, teenage marriage and gender equality rights in the family and community space if Grameen Bank could revise the Sixteen Decisions texts and support borrowers in their anti‐dowry and anti‐teen age marriage campaign in Bangladesh.

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