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As the Journal of Tourism Futures celebrates its 10th Anniversary, Dr Ian Yeoman (Hotel Management School Leeuwarden) interviews Leslie Vella (Malta Tourism Authority) about the future of tourism in Malta, drawing upon a series of scenarios as a reflective learning tool.

A personal interview.

The interview discusses the future of tourism in Malta raising issues and reflections, through four scenarios that portray the Mediterranean island: Scenario 1: A Regenerative Future – Reposition, Realignment and Refocus (Transformation), Scenario 2: A Sustainable Pathway – Adaption and Innovative Growth (Growth), Scenario 3: Europe’s Second Class – Second Choice Destination (Stagnation) and Scenario 4: No Tourism (Collapse).

Upon critical reflection, scenarios can be seen as a powerful learning device to frame, surface and discuss issues associated with tourism, in this case in Malta.

As the Journal of Tourism Futures celebrates its 10th anniversary, Dr. Albert Postma (NHL Stenden University) interviews Professor Ian Yeoman (NHL Stenden University) as co-editor of the Journal of Tourism Futures and expert on scenario planning in tourism and hospitality.

A personal interview.

Yeoman shares his expertise on the establishment and evolution of the Journal of Tourism Futures, in the context of the growth of futures thinking in tourism within a science and industry context.

The interview provides insights in the evolution of futures thinking in tourism, reflected in the growth and growing reputation of the Journal of Tourism Futures.

Today’s work environment requires a new type of leader development. It is no longer enough for leaders to be qualified and knowledgeable. Leaders must be focused, adaptable, and resilient in order to be effective amid the increasingly distracting and chaotic organizational world. We argue that current methods of leader development need to evolve to encompass leader well-being and focus on intrapersonal competencies in order to adequately prepare leaders for today’s stressful work world. We provide a holistic development framework for leaders which we believe is a better match for the intrapersonal capabilities required by leadership roles. Our approach is two-fold. First, we believe it is important to educate leaders on the potential interaction between the external sources of stress and leaders’ neurophysiological and subjective well-being. Second, we believe leaders need different development experiences, ones that can help renew psychological resources. We review four categories of holistic leadership practices – mindfulness, social connections, positive emotion inductions, and body-based practices – which can help to counter the effects of overload and exhaustion. We also discuss the future of holistic leader development and suggest directions for future research.

Having a child with Autism Spectrum Disorder (ASD) can cause significant professional strain for parents. Compared to parents of typically developing children or children with other types of special needs, parents of children with ASD report being underemployed, having more difficulty accomplishing important work tasks or taking on new work assignments, and being viewed less favorably by supervisors. They also may be more likely to perceive themselves as stigmatized by coworkers, negatively impacting their abilities to develop or maintain meaningful relationships with others at work. All of these factors lead to parents of children with ASD earning less annual income than other types of parents and being more likely to experience loss of workplace motivation or lower overall job satisfaction. The negative career experiences of parents of children with ASD may also impact employers. Employees experiencing lower levels of motivation are less productive and more likely to quit their jobs, resulting in increased turnover expense. Because the number of working parents of children with ASD continues to grow as ASD rates increase, organizations would benefit from supporting parents of children with ASD through adopting flexible work–life balance policies, encouraging leaders to promote values of diversity and inclusiveness, and implementing workplace programs designed to support parents and educate coworkers.

Food fortification with common kitchen ingredients has been suggested to improve nutritional intake. The purpose of this paper was to systematically review the efficacy of food fortification on calorie and protein intake among older adults.

A systematic search was conducted using Boolean search logic and seven research databases to identify interventions using fortified foods to increase calorie and protein intake among older adults. Ten studies published in English since 1996 were eligible for inclusion. Study quality was evaluated using an adapted Modified Jadad Questionnaire.

Food fortification was associated with increased calorie intake in eight studies, increased protein intake in five studies, and increased body weight in three studies. However, studies were limited by lack of rigor in methodology and small sample sizes.

Food fortification may improve calorie and protein intake, but results are limited by study weaknesses. Additionally, it is unclear whether improved intake results in improved clinical outcomes.