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The purpose of this paper is to provide a case study of the development and implementation of a diversity strategy to recruit, retain and promote more women to partnership positions at PricewaterhouseCoopers LLP, a global network of professional services firms. At PricewaterhouseCoopers gender diversity is a business issue, not a gender issue. The business case for gender diversity is undeniable and numerous studies underline the impact of women on the profitability of the organization. With women now representing half the workforce, the strategy now focuses on providing an environment that allows women to progress and to be successful in positions of leadership. This paper looks at the context and approach undertaken by the firm in addressing this issue, and the future implications in the context of both the firm's existing approach and the wider labor market and business environment.

This paper examines the global context and drivers for the firm's gender policy development, the stakeholders/sponsors, primary initiatives, approach to measurement and evaluation and progress to date. It specifically examines a number of examples of activities undertaken in this particular UK firm.

This case study examines the issue of gender equality at director and partnership level in a limited liability partnership environment.

The paper outlines practical lessons learned, and shares PwC's global research into how organizations can address the leaking pipeline of future female leadership.

PricewaterhouseCoopers' strategic approach to developing and advancing women in its firm has been frequently recognized in the UK by Opportunity Now, a membership organization for employers who are committed to creating an inclusive workplace for women, and Aurora – Where Women Want to Work, a service for women to research and compare organizations. It has also been recognized in the USA by the Catalyst research and advisory organization, which aims to build inclusive environments and expand opportunities for women, for its innovative, engaging and results driven approach. This paper provides practical insights and examples on the development and implementation of activities to address and advance gender diversity issues.

Gender-diverse people experience unique cultural and interpersonal stigma in mainstream society and sometimes within their own communities; they face allegations of inauthenticity based on their nonconformity to either cisnormative or transnormative gender regimes. Based on 21 in-depth life history interviews, we unveil the intricate interactional process of negotiating identity and authenticity in the biographical work of gender-diverse individuals. In this study, gender-diverse people engaged in a “gender audit” with their gender-diverse interviewer. Gender audits yield verbal performances of gender with oneself and others. Ambiguity was “accounted for” or “embraced and created” in their biographical work to organize their life stories and undermine binary essentialism – a discourse that was “discursively constraining.” Gender audits took place in participants' day-to-day lives, either through self-audits, questioning from others, or both. In the final analysis, we assert that we all engage in gender auditing. Gender audits are intersubjective sites of domination, subordination, resistance, and social change. Gender diversity, then, can be viewed as a product of gender in flux.

The purpose of this paper is to extend the emergent consumer tribe literature to facilitate a more complete understanding of the antecedents and roles implicit within consumer tribal membership. Principally a conceptual paper, this study focuses upon how a more complete understanding of consumer roles can be leveraged to create sustainable loyalty.

This study comprised an examination of the tribe's social behaviour, membership roles and influence on individual consumption. The research was approached interpretively with a case study design investigating a tribe of vinyl record collectors in a New Zealand context.

Key findings include the confirmation of Kozinets' antecedents of tribal membership and the four roles of tribal members previously conceptualised by Cova and Cova. The tribe was found to have a core set of values that moderated any individual differences. A hierarchy, managed through the distribution of “cultural capital”, was found to exist amongst the group. In an extension of Cova's modelling a fifth role of “Chief” was identified, whereby the Chief was found to act as an opinion leader and organiser amongst the group.

Owing to constraints of both time and research funding, only one tribe was examined in this case study, hence the results are very specific to the group studied. Future research should apply the managerial implications from this study to other case contexts to test and expand understanding of consumer tribe dynamics and the creation of consumer loyalty.

This paper creates a link between extant consumer behaviour, loyalty and consumer culture theory. The presented results have implications for the marketing manager through advancement towards creation of a model of tools a firm can use to connect with and build sustainable loyalty with consumer tribes.

This case is based on primary and secondary sources of information. These sources include interviews with senior executives as well as documents provided by Mondragon and Eroski. The interviews were conducted on-site. In addition, the authors researched the literature on both organizations.

Eroski is the largest of Mondragon Corporation’s coops. Since its founding, Eroski has faced numerous challenges. It has responded to each challenge with out-of-the-box thinking. In response to the pandemic, Eroski become an e-commerce supermarket as well as selectively continuing bricks and mortar stores. As the pandemic is winding down, Eroski is considering how to respond to the “new normal,” which is largely undefined. The question posited at the end of the case is, “Will Eroski be able to hold to its social principles, maintain its unusual governance model and other unusual practices, and survive this latest challenge?”

Eroski of Mondragon is a complex and unusual organization. To appreciate the challenges and how they were overcome by its unique business model, a student must have a minimum background in management, corporate finance and marketing. Thus, this case would fit well into a senior or graduate class on strategic human resource management. It is also recommended for the strategy capstone course usually offered during the last year of a business bachelor’s degree (senior level) to ensure that students are introduced to what Paul Adler refers to as an alternative business model. It can also be targeted for an advanced management course or a strategy course at the MBA and executive levels.

This study aims to explore a range of institutional, environmental and policy conditions that influence the creation of “bossless” or “flat” companies, i.e. firms with little or no formal hierarchy.

The author builds on the theory and evidence presented by Foss and Klein (2022) in their study of the costs and benefits of organizing without hierarchy. The author also draws on a variety of related theoretical insights and empirical evidence. The paper is exploratory and anecdotal though and is intended to motivate further research rather than provide a definitive account of bossless organizing.

The paper develops nine propositions. It suggests that high levels of economic freedom create maximum scope for entrepreneurs to experiment with different organizational forms (1). Likewise, a lack of economic freedom increases the scope for the government to experiment (2). Markets characterized by technological innovation and uncertainty are likely to discourage bossless organizing (3 and 4), while stagnating industries with major capital requirements are likely to encourage it (5). Labor market interventions that increase the cost of employment contracts sometimes encourage firms to flatten (6), but more generally, these interventions encourage expanding management layers (7). In environments with strong intellectual property (IP) laws, companies with more modular and knowledge-based work are more likely to flatten (8). The creation of low-hierarchy firms such as cooperatives is encouraged by public subsidies, access to cheap credit and preferential tax treatment (9).

Studies of bossless or flat firms focus almost exclusively on describing their internal organization and evaluating their performance; little attention is paid to the conditions that encourage or discourage the emergence of these firms. This paper focuses on the latter, with a view to encouraging more scholarly interest in this field.

The purpose of this article is to analyse the weaknesses of governance institutions in constraining grand corruption arising from the government procurement of large foreign-funded infrastructure projects in the Philippines. The weaknesses are revealed in the description and analysis of two major scandals, namely, the construction of the Bataan Nuclear Power Plant during the Marcos era and the National Broadband Network project of the Arroyo presidency.

This research employs a historical and comparative case approach to explore patterns of grand corruption and their resolution. Primary and secondary data sources including court decisions, congressional records, journal articles and newspaper reports are used to construct the narratives for each case.

Top-level executive agreements that do not require competitive public bidding provide an opportunity for grand corruption. Such agreements encourage the formation of corrupt rent-seeking relationships involving the selling firm, brokers, politicians and top-level government executives. Closure of cases of grand corruption is a serious problem that involves an incoherent and politically vulnerable prosecutorial and justice system.

This paper aims to contribute to research on grand corruption involving the executive branch in the Philippines, particularly in the procurement of large, foreign-funded government projects. It examines allegations of improprieties in government project contracting and the politics of resolving corruption scandals through the justice system.

Existing scholarship indicates that more research is needed to explore beneficial spillovers from public entrepreneurship. The purpose of this paper is to fill the gap in that literature by examining a case of public entrepreneurship by a corporation. While political engagement by private firms frequently reduces to rent-seeking, this paper explores an instance in which public entrepreneurship by a private firm lead to beneficial spillovers – specifically, positive externalities resulting from the engagement of Cummins Engine Company with city government in Columbus, Indiana. In the case study, these spillovers consist of improved infrastructure, altered norms, and the reintroduction of economic calculation.

This case study uses publications in popular outlets, newspapers, and historical documents to understand the relationship between Cummins Engine Company and its local government.

Contrary to the presumption that public engagement by private firms necessarily reduces to rent-seeking, the activities of the Cummins Engine Company lead to beneficial public spillovers by way of improved infrastructure and norms, as well as by restoring a degree of economic calculation to the production of public buildings in Columbus, Indiana.

The authors illustrate the precise mechanisms that generate the potential spillovers from public entrepreneurship that Klein et al. (2010) explore theoretically.