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This paper aims to test a nudge, or intervention, designed through behavioral insights at a university campus to discover cost-effective means for increasing recycling participation and methods for estimating waste removal cost savings.

A series of studies were conducted demonstrating the effectiveness of behaviorally based recycling interventions. Study locations included an academic building, a performing arts/studio arts building, a sports complex and a campus library. All locations already had robust and visible recycling programs in operation. Following an observation period, modifications were made to the locations of waste and recycling containers. Waste auditing procedures were used to quantify existing waste diversion rates, and changes to those rates following changes in choice architecture.

Waste diversion rates improved and significant reductions in the proportion of recyclable materials in the trash were observed at all four study locations. Results indicate that the nudge of changing choice architecture can enhance recycling programs that are already recognized as successful. This paper also explains methods for estimating waste removal, which are important as it enables calculations of cost savings from such interventions. Finally, targeting plastic bottles to increase return on investment is recommended.

Other colleges and universities can apply these methods to improve existing recycling programs and realize cost savings.

This is the first study to investigate the use of a nudge on waste management issues on a university campus. An easy-to-replicate method, which allows measuring realized cost savings, is explained.

This issue is a selected bibliography covering the subject of leadership.

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 purpose of this paper is to further simplify the use of NURBS in industrial environnements. Although isogeometric analysis (IGA) has been the object of intensive studies over the past decade, its massive deployment in industrial analysis still appears quite marginal. This is partly due to its implementation, which is not straightforward with respect to the elementary structure of finite element (FE) codes. This often discourages industrial engineers from adopting isogeometric capabilities in their well-established simulation environment.

Based on the concept of Bézier and Lagrange extractions, a novel method is proposed to implement IGA from an existing industrial FE code with the aim of bringing human implementation effort to the minimal possible level (only using standard input-output of finite element analysis (FEA) codes, avoid code-dependent subroutines implementation). An approximate global link to go from Lagrange polynomials to non-uniform-rational-B-splines functions is formulated, which enables the whole FE routines to be untouched during the implementation.

As a result, only the linear system resolution step is bypassed: the resolution is performed in an external script after projecting the FE system onto the reduced, more regular and isogeometric basis. The novel procedure is successfully validated through different numerical experiments involving linear and nonlinear isogeometric analyses using the standard input/output of the industrial FE software Code_Aster.

A non-invasive implementation of IGA into FEA software is proposed. The whole FE routines are untouched during the novel implementation procedure; a focus is made on the IGA solution of nonlinear problems from existing FEA software; technical details on the approach are provided by means of illustrative examples and step-by-step implementation; the methodology is evaluated on a range of two- and three-dimensional elasticity and elastoplasticity benchmarks solved using the commercial software Code_Aster.

Persistent change has placed considerable pressure on organizations to keep up or fade into obscurity. Firms that remain viable, or even thrive, are staffed with decision-makers who capably steer organizations toward opportunities and away from threats. Accordingly, leadership development has never been more critical. In this chapter, the authors propose that leader development is an inherently dyadic process initiated to communicate formal and informal expectations. The authors focus on the informal component, in the form of organizational politics, as an element of leadership that is critical to employee and company success. The authors advocate that superiors represent the most salient information source for leader development, especially as it relates to political dynamics embedded in work systems. The authors discuss research associated with our conceptualization of dyadic political leader development (DPLD). Specifically, the authors develop DPLD by exploring its conceptual underpinnings as they relate to sensemaking, identity, and social learning theories. Once established, the authors provide a refined discussion of the construct, illustrating its scholarly mechanisms that better explain leader development processes and outcomes. The authors then expand research in the areas of political skill, political will, political knowledge, and political phronesis by embedding our conceptualization of DPLD into a political leadership model. The authors conclude by discussing methodological issues and avenues of future research stemming from the development of DPLD.

The purpose of this paper is to investigate the moderating effect of organizational policy on the relationship between online social networking (OSN) and job performance of IT professionals engaged full‐time in offshore outsourced IT firms in Sri Lanka.

Survey methodology was used and a random sample of 215 respondents who fulfilled the selection criteria set for the study, responded. To examine the hypothesized relationships, factor analysis and multiple regression were used.

It was found that individuals engaged in online social networking while at work enjoy several benefits such as solving work‐related problems collaboratively. However, individuals also suffer from several drawbacks, which could be mainly categorized into two in terms of interference to job tasks and interference to workplace. Further, it was found that online social networking has significant effects on individual job performance; organizational policy moderates the relationship between online social networking and job performance.

Although online social networking has attracted a substantial amount of media attention over the last few years empirical research attempts have not taken off worldwide. Therefore, the influence of online social networking on employee job performance would be of interest to academics and practitioners worldwide. It is expected that the findings of this study will provide insight into benefits, challenges and issues associated with OSN to allow individuals, organizational leaders, and IT decision‐makers to better understand and utilize online social structures for success. Further, it is expected that the findings of this study will be a source of general guidance in stimulating future research in this area.

Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.