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To increase the share of women in the top management of companies, legal gender quotas are increasingly being introduced worldwide. Their effect, however, especially on perceived diversity and employer attractiveness, remains unknown. The purpose of this study is to investigate how a gender quota for a company’s executive board affects potential employees’ evaluation of that company as an employer. Drawing on signaling theory and the rationale of diversity attraction, the authors assumed that both the gender composition of a company’s board and the presence of a quota send signals regarding specific factors associated with diversity (i.e. perceived diversity climate, perceived internal motive for gender diversification and perceived competencies of board members). The authors postulated that these signals are perceived by job applicants and used to evaluate the attractiveness of the company as an employer.

In a scenario study, the authors manipulated the composition of the management board. That is, participants were presented an executive board that was either homogeneously male (Group 1) or had a female representation of 30% (Groups 2 and 3) or 50% (Group 4). The executive board in Groups 3 and 4 was subject to a statutory gender quota of 30%.

The results showed that a company with a gender-diverse board was perceived as more attractive by potential applicants than an all-male board. Also, a gender quota did not reduce a company’s employer attractiveness. The results suggest that potential applicants attach importance to board diversity but place less value on the causes that led to it.

Against the backdrop of the war for talent, this study contributes to a better understanding of the impact of gender quotas and factors influencing employer attractiveness. The study showed that when a gender quota is in place, applicants assume to a lesser extent that a company staffs its gender-diverse board of directors out of an inner conviction. Nonetheless, the presence of a gender quota does not significantly reduce the perceived diversity climate, nor does a quota have a negative impact on the employer attractiveness. Thus, using a quota as a means to increase gender diversity does not harm the ends.

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Companies are facing growing demands for an increase in the number of females in executive positions. Meeting this expectation through either internal motives or by fulfilling obligations to comply with gender quota requirements can make the firm appeal more to potential job applicants than if an all-male board is in place.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This study aims to advance both theory and praxis for event portfolio management in cities and destinations. An experiment has been conducted with professional event practitioners in a city to determine their opinions and strategies for balancing value and risk within their event portfolio. The first objective is to rank 14 of the city's recurring events in terms of both value and risk. Second, the events are plotted in a two-dimensional chart of value versus risk with the objective to differentiate between the 14 events. The third objective is to describe the event characteristics that event professionals associate with value and risk.

Results derive from an experiment involving the forced Q-sort procedure and professional event managers from a city renowned as an “event capital”. Empirical evidence is analysed by the constant comparative method of how events are being evaluated by ten professionals working for a DMO.

Economic impact and image effects are characteristics of high-value events as is an opportunity to create relations with event owners for future collaboration. Local community involvement is important for all events. The issue of portfolio fit was a common argument for weak-value events.

Results are based on the opinions of ten DMO employees in one large city. Conclusions help build event portfolio theory.

The results and methods are useful for event strategists and evaluators. In particular, the management of event portfolios and policies covering events in cities and destinations can benefit from the documented method for explicitly balancing risks with perceived value.

A portfolio perspective is also suggested as an approach to analyse the total tourist attractions portfolio of a destination.

Opinions regarding public value and risk by civil servants who work with events have not been studied before. The constant comparative method produces results that can be applied to policies governing events. In terms of theory development, concepts from financial portfolio management, product portfolio management and risk management are used to develop event portfolio design and management, and insights are gained on trade-offs in the process. The plot of the events in a two-dimensional chart of value versus risk clearly differentiated the 14 events and is an original contribution.

IT is seldom that I can bring myself to write anything for publication, and as I had a longish article on “The education of librarians in Great Britain” printed as recently as 1964 in the Lucknow Librarian (which is edited by my friend Mr. R. P. Hingorani) I had not contemplated any further effort for some time to come. But as THE LIBRARY WORLD evidently wishes to cover all the British schools of librarianship it would be a pity for Brighton to be left out, even though, coming as it does towards the end of a gruelling series, I can see little prospect of this contribution being read. Perhaps, therefore, I need not apologise for the fact that, as my own life and fortunes have been (and still are) inextricably bound up with those of the Brighton school, any account which I write of the school is bound to be a very personal one.

The study consists of a literature study and a case study. The need for a method via which to handle instruction complexity was identified in both studies. The proposed method was developed based on methods from the literature and experience from the case company.

The purpose of the study presented in this paper is to investigate how linking different maintenance domains in a modular maintenance instruction architecture can help reduce the complexity of maintenance instructions.

The proposed method combines knowledge from the operational and physical domains to reduce the number of instruction task variants. In a case study, the number of instruction task modules was reduced from 224 to 20, covering 83% of the maintenance performed on emergency shutdown valves.

The study showed that the other methods proposed within the body of maintenance literature mainly focus on the development of modular instructions, without the reduction of complexity and non-value-adding variation observed in the product architecture literature.

The question of whether an adoption of total quality management (TQM) improves the financial performance has been discussed for several years. Various studies have been conducted to examine the impact of TQM on financial performance, but there is still disagreement concerning the effectiveness of TQM. This paper presents a study of Swedish quality award recipients, which are compared to branch indices and to identified competitors. The comparison concerns the development of different financial performance indicators. The study indicates that the award recipients as a group outperform the branch index and their identified competitors on most of the studied indicators.