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Comments on the importance of communicating with customers and developing a customer bond. Considers the “Segment‐of‐One” marketing strategy which can help track, understand and respond to individual customer behaviour. Illustrates the use of this technique with two examples. Concludes that this style of marketing successfully marries old‐fashioned service values with the benefits of modern technology which together can help build a business customer by customer on an individual, local, regional or national level.

The objective of this chapter is to help unpack the performance-enhancing role of certain capabilities that influence the decision of female immigrant entrepreneurs to rapidly internationalise. It employs a capabilities perspective of the broader resource-based theory and contributes to existing research involving capabilities that facilitate or inhibit rapid internationalisation. One strand of earlier literature highlights a potential ‘double disadvantage’ among particular female immigrant entrepreneurs associated with gender and ethnicity. An alternative strand of prior research identifies certain gender and ethnic resources/capabilities like cultural knowledge that can provide potential advantages. Findings from interviews with 11 female immigrant entrepreneurs that migrated to the UK, and selected secondary data, form an instrumental case study. New insights emerge regarding the potential role of appropriate stakeholders in transforming operational capabilities to those of a threshold or potentially dynamic nature. The findings suggest that generalisation should not occur regarding earlier literature investigating practices in other sectors.

The purpose of this paper is to demonstrate the importance of social networks, and the social capital embedded in them, to secure employment if someone had become unemployed after the age of 50 years and to reveal the process of accessing and mobilising that social capital.

A case study of a Scottish labour market was undertaken which involved an interview-based survey of those who became unemployed in their early 50’s and tried to regain employment. The interview had structured and unstructured parts which allowed both quantitative and qualitative analysis to compare those who were successful in regaining work with those who were not. The uniqueness of the paper is the use of social network components while controlling for other socio-economic and demographic variables in job search of older workers.

Those older people who were unemployed and, returned to employment (reemployed) had a higher proportion of contacts with higher prestige jobs, their job searching methods were mainly interpersonal and the rate of finding their last job via their social networks was higher than those who remained unemployed. Both groups mobilised social capital (MSC), but those reemployed accessed higher “quality” social capital. “Strong ties”, rather than “weak ties”, were found to be important in accessing and mobilising social capital for the older workers who returned to employment.

This work is limited to a local labour market and is based on a small but informative sample. However, it does show that policy is required to allow older people to enhance their social networks by strengthening the social capital embedded in the networks. The results support the use of intermediaries as bridges to help compensate for older people who have weak social networks. Besides the policy implications, the paper also has two distinct research implications. First, the use of social network component to the existing literature of older workers’ job search. Second, exploring the type and relational strength with network members to explain older workers’ reemployment.

The paper illustrates that how accessed and MSC can be measured.

As populations age, this work points to an approach to support older people to re-enter employment and to include them in society.

The paper extends social network and employment literature to fill gaps on how older people require to both access and mobilise social capital. The importance of “strong ties” in the reemployment of older workers contrasts with much of the literature on younger workers where the “strength of weak ties” so far has been regarded as essential for successful job search. Measures are forwarded to reveal the relevance of social capital. The policy value of the work is in suggesting ways to facilitate older people re-enter or remain in work and hence sustain their well-being.

We discuss workforce management, related to those aged 50+ , in the United Kingdom and the Republic of Korea. With international competitiveness becoming increasingly crucial, retaining the ‘right’ mix of employees to achieve strategic organisational goals is likely to determine organisational success. However, we argue that workforce management is not only influenced by organisational-level strategy but also by national institutional and sectoral policies. Decisions on whether and how to retain older workers are therefore (co-)determined by institutional incentives and barriers to doing so.

We find that British and Korean governments have legislated in favour of extended working lives and, hence, the retention of ageing workforces. In the United Kingdom, pension eligibility ages are being increased and in Korea mandatory retirement age has been raised to age 60. While changes to the UK pension systems leave individuals with the (financial) risks associated with extended working lives, the Korean government tries to protect individuals from financial hardship by enabling them to remain longer in their primary career. However, whether and how government regulation plays out depends on how organisations react to it. The Korean discussion, in fact, shows that there might be leeway: organisations might continue to externalise their employees early framed as honourable, or voluntary, early retirement, which might not be in the interest of the individual but very much in the interest of the organisation. It therefore appears as if the retention of ageing staff is not (yet) considered to be of strategic importance by many organisations in these countries.

The research aims to ask whether, in the absence of overarching innovative conditions, a small firm can have an innovative culture and what its scale and scope is.

The study employs four exploratory case studies. This methodological choice is justified in that a case study approach allows the use of the existing literature without inhibiting the detection of any unique characteristics in the Tunisian context. This context of a developing economy is likely to be different from established economies.

The study finds evidence of a learning environment within the firms and a good fit with the concepts of an innovative culture. Internal knowledge sharing is evident for all companies. However, this culture faces inwards, so that the paucity of linkages and weak socialisation combines with institutional thinness to isolate the firms. Local competitive advantages are not amplified but rather are dampened by the relative absence of interaction.

Most research about innovation in the ICT sector is conducted in the context of developed countries. This paper shows the specificities and uniqueness of innovation culture in the context of a developing country.

The findings imply that despite recent improvements, Tunisia lacks many of the regional “institutions” that produce the synergic benefits of an innovative milieu.

The context of a developing country is novel. The value of the findings may, however, be extended to other similar countries. This is important given the role of ICT in “catching up”.

Increased migration to small island developing states poses major challenges on receiving countries' healthcare systems. Due to public health policy on treating migrants in Trinidad and Tobago, Venezuelan migrants are experiencing less than optimal care. This paper examines the retrospective accounts of physicians treating Venezuelan migrants with limited access to healthcare.

Ten in depth, semi-structured interviews were conducted with physicians working in primary healthcare and emergency departments about their clinical decision-making process in providing care for Venezuelan migrants. A narrative approach was used to highlight the personal experiences of participants. Participants were recruited by their response to an online advertisement on social media (i.e. Facebook and Instagram) and via email invitations. Interviews were transcribed verbatim and coded using NVIVO-12 software.

Findings revealed language barriers between Venezuelan migrants and Trinidad and Tobago-based physicians hindered providing optimal care coordination. Physicians indicated the use of a translator app to bridge the service gap but questioned their ethics. Participants noted tensions between junior and senior physicians regarding referrals of Venezuelan migrants to outpatient care. The data suggests physicians' felt constrained providing additional services such as primary care due to the Provision of Public Healthcare Services Policy which forbids primary care services to migrants.

Sparse research on the barriers to accessing healthcare for Venezuelan migrants residing in the small island states.

Examines work beliefs across three nations (The People's Republic of China (PRC), the USA and Venezuela) using Buchholz's work belief scales. Finds strong support for the proposition that work belief systems vary across cultures. Specifically, the work ethic was found to be strongest in the PRC and weaker in the USA and Venezuela. Venezuelans were the strongest in organizational belief system scores. Indicates fundamental differences in motivation to work in the three countries. Discusses specific results and provides conclusions.