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The work of David John Farmer has been recognized as critical to the Public Policy and Administration canon. Its impact has been far-reaching both geographically because of its international application and theoretically because of the vast array of public administration challenges it can help resolve. This paper uses the concepts of rhizomatic thinking and reflexive interpretation to describe Farmerʼs work. And because a critical piece of Farmerʼs work is a bridging of the gap between theory and practice, it formally introduces Farmerʼs research approach as Farmerʼs Method. This article is intended to serve as a useful tool for students, practitioners, and theorists in understanding the vast contributions of David John Farmer and the practical application of his work.

The questions posed for the national reporters for this International Seminar demonstrate the wide range of issues that can be included as part of an analysis of corporate social responsibility. Even limiting the discussion of corporate social responsibility to employment issues covers a broad scope, represented by the three general questions posed for this Seminar: (1) hiring policy; (2) personnel management policy; and social protection policy. Before entering this discussion of the three questions, though, it may be useful to step back to an even broader question of the meaning of the term, “corporate social responsibility” (CSR). The term, itself, carries an underlying assumption of the legitimacy of a particular economic system and its central actors; that is, corporations are central, legitimate, and functional actors in social relations within a capitalist economic structure. The concept of CSR does not question the existence of corporations and their role in maintaining a system of private ownership and control over capital. The fundamental goal of capitalism and corporations to maximize market control and profits remains intact. Policies favoring CSR, rather, seek to shape the conduct of corporations to increase socially responsible corporate practices, but do not challenge the legitimacy of corporate power. Such social responsibility may range from curbing human rights violations by corporations, such as violence against union organizers, to influencing corporations to provide decent wages to employees, to pressuring corporations to carry out business with out harming the environment. The recent attention to CSR may be understood as an expression of concern over the reduced effectiveness of individual nations to maintain the integrity of social welfare policy within current conditions of global power exercised by transnational corporations (TNC).

Looks at how US organizations can prevent gender discrimination and support women in the workplace. Lists the actions that organizations have been recommended to take to ensure that the women reach their full potential within the workplace. Also looks at the potential of companies providing benefits, such as child care, maternity/family leave and flexible working arrangements to support women employees with children.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

The purpose of this paper is to examine the impact of organizational culture on open government reforms by developing a theoretical framework bridging the theory and practice gap.

An exploratory qualitative study consisting of a document analysis and a case study was conducted.

An open organizational culture is a precursor to effective open government. A network strategy as a facilitator for developing an open culture was used in one US federal agency, breaking across boundaries within the organization, creating greater symmetrical horizontal and vertical openness.

Much of the focus in both theory and practice has been on the use of technology as a vehicle to increase government openness. This study argues that a movement toward openness is beyond the technical. Organizational culture is a key to openness and may need to be changed. A networks strategy may be one way to facilitate a transformation to a more open culture.

Notes that current thinking places an appropriate culture near the top of the list of important ingredients for successfully marketing services. Examines the concept of marketing culture in detail. Provides a method for assessing the marketing culture of a service firm. Outlines the details of the audit together with possible applications.

Discusses the transition between multinational and global business orientation and the implications for the industrial corporation′s marketing information systems. Presents a framework for analyzing a corporation′s pretransition status and designing strategies for the transition. Concludes that effective globally oriented marketing information systems represent various opportunities for creating or enhancing competitive advantage.

In this chapter, we review empirical research evidence regarding coping and work–family conflict. Limitations and gaps associated with the existing literature are discussed. Of special note is the finding that there is little systematic research that examines the process of coping with work–family conflict. Building on the general stress and coping literature, we present a theoretical model that is specifically focused on the process of coping with work–family conflict, and highlight presumed personal and situational antecedents. Finally, the chapter concludes with an agenda for future research.

The role of women in Europe Volume 97, Number 2 of European Business Review includes an article with this title by Marilyn M. Helms and Cynthia J. Guffey. They argue that with major events including the European Economic Community, German unification and the fall of the former Soviet Union, there is an increased reality of a large united Europe. With these societal and political changes comes change in the role of women. As the number of women entering the labour market increased, the effect of job equality must be investigated. Examines the role of women in the European workforce. Discusses areas such as promotion, mentoring, education, compensation and reform recommendations. Shows that four key economic, demographic, and organisational trends are creating positive effects for women in the European labour force.