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ON MAY 1ST, 1766, diligent newspaper readers, perusing the front pages of their favourite journals over breakfast, noticed a brief announcement amongst the plethora of advertisements for miracle cures and infallible nostrums. It read: ‘This day is published: elegantly printed on fine medium writing‐paper, in quarto, price five shilings, The New Bath Guide: or Memoirs of the B—n—r—d family. In a series of poetical epistles … Sold by J. Dodsley in Pall Mall’.

Reports on an attempt to launch an unprecedented management buyout, which was seen to have important repercussions for the whole of the £12 billion British buyout industry, and to represent a “test case” regarding the viability and suitability of American‐style leverage deals in Britain. Describes the problems that arose as Magnet plc′s debt increased and its ability to service its interest obligations was undermined.

In order to address the gender divide in technology entrepreneurship, we explore how different national contexts impact policies and policy implementation. We investigate how transnational concerns (macro level) about women’s low participation in (technology) entrepreneurship are translated and implemented amongst actors at the meso level (technology incubators) and understood at the micro level (women tech entrepreneurs).

We adopt gender institutionalism as a theoretical lens to understand what happens in the implementation of gender equality goals in technology entrepreneurship policy. We apply Gains and Lowndes’ (2014) conceptual framework to investigate the gendered character and effects of institutional formation. Four countries represent different levels of gender equality: high (Norway and Sweden), medium (Ireland) and low (Israel). An initial policy document analysis provides the macro level understanding (Heilbrunn et al., 2020). At the meso level, managers of technology business incubators (n = 3–5) in each country were interviewed. At the micro level, 10 female technology entrepreneurs in each country were interviewed. We use an inductive research approach, combined with thematic analysis.

Policies differ across the four countries, ranging from women-centred approaches to gender mainstreaming. Macro level policies are interpreted and implemented in different ways amongst actors at the meso level, who tend to act in line with given national policies. Actors at the micro level often understand gender equality in ways that reflect their national policies. However, women in all four countries share similar struggles with work-life balance and gendered expectations in relation to family responsibilities.

The contribution of our paper is to (1) entrepreneurship theory by applying gendered institutionalism theory to (tech) entrepreneurship, and (2) our findings clearly show that the gendered context matters for policy implementation.

These two cases give accounts of technological innovation in a particular industry, ie bulk cargo handling and containerisation in the port industry. The geographical setting is the Pacific Coast of Northern California, more precisely at Sacramento and at San Francisco. The subject of technological innovation is a vast one, the extent of the port industry along the full length of the Pacific Coast is equally massive, and the complexity of relationships between ports as employers, stevedoring companies, shipping companies, employers' associations, the international union (ILWU) and its various Locals, and other unions, is phenomenal. Thus these two cases are merely tiny snap shots within that huge scenario. The information has been collected from the sources of visits to the locations, technical and specialist literature, and interviews with four individual people representing management and organised labour.

The hoary old problem of fiction standards is still with us, it seems, and the question of whether or not to provide what is alternatively called “the ephemeral” and “the meretricious” continues to be mooted extensively at professional meetings. Meanwhile, most of us willingly supply at least a quota of romances, thrillers and westerns for those hordes of voracious readers who are so fiercely addicted to them. We adopt a policy of appeasement, and, within certain limitations, all is well. Romances, we may tell ourselves, are not all elongated versions of stories in pulp magazines. Thrillers have a high‐brow pedigree: even people with the intellectual attainments of Bertrand Russell revel in them. And westerns—

INTRODUCTION EPoS 90 took place in September in the Victorian splendour of Alexandra Palace against a background which, it might be argued, was hardly propitious. Quite apart from the Gulf crisis, the economic situation was uncertain to say the least. The past year had seen some of the major high street names of the 1980s running into difficulties — Lowndes Queensway, Sock Shop, Next, Laura Ashley — and the final figures for retail sales in August showed a 2 per cent fall in the volume of business during the month, and a 1 per cent fall over the quarter.

In a previous monograph a discussion took place on stages one and part of stage two of the three stage process in an unfair dismissal action, namely the employee having to show that he has been dismissed (stage one), and some of the reasons for dismissal which fall within the statutory categories, namely the employee's capability and qualifications; misconduct and redundancy (part of stage two). In this monograph an analysis is proposed on the two remaining reasons, these being the contravention of a duty imposed by an enactment and some other substantial reason. There will then follow a discussion on the test of fairness as constituting the third of the three stage process and on the remedies available when the tribunal finds that the employee has been unfairly dismissed.

The Howard Shuttering Contractors case throws considerable light on the importance which the tribunals attach to warnings before dismissing an employee. In this case the tribunal took great pains to interpret the intention of the parties to the different site agreements, and it came to the conclusion that the agreed procedure was not followed. One other matter, which must be particularly noted by employers, is that where a final warning is required, this final warning must be “a warning”, and not the actual dismissal. So that where, for example, three warnings are to be given, the third must be a “warning”. It is after the employee has misconducted himself thereafter that the employer may dismiss.

The overriding impression left from observing a limited and small sample of activity in Danish industry in the area of management education and training, is that that activity is being undertaken for definite functional purposes.

The notes reproduced here were taken by Glenn Johnson in Lloyd Mints’ course on Money and Banking at the University of Chicago in the fall of 1946. Several additional sets of course notes taken by Glenn Johnson have been published in the archival volumes of Research in the History of Economic Thought and Methodology. These included notes from Frank Knight's course on economic theory (Volume 24C) and Albert L. Meyer's course entitled elements of modern economics (appearing in this volume). A brief biography of Glenn Johnson is provided in Volume 24C, along with notes from his course on Agricultural Economics Methodology taught at Michigan State University.