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The paper aims to inspire practitioners to look critically at how and in what ways mindfulness can enhance emotional intelligence interventions. The paper also aims to provide practical and evidence-based guidance on what and how to design, implement and evaluate mindfulness-based emotional intelligence (EI) programs.

This paper adopts a critical, practitioner-perspective on mindfulness as it transitions into the workplace. The author draws on her own work in the field of EI practice and research and the experiences of peers who have implemented mindfulness-based interventions to offer insights on how to navigate the “mindfulness phenomenon” to enhance EI interventions.

A series of practical steps on how to implement organizational mindfulness-based interventions (O-MBIs), distilled from case studies, entitled “top ten tips from the field”.

The author argues that whilst organizational scholars debate as to whether mindfulness is a topic worthy of interest, practitioners are already engaged and generating practitioner-led research.

Mindfulness is rapidly capturing development and learning practitioner attention, yet there is little empirical work that is initiated by practitioners and shared with practitioners. This paper goes some way to helping peers navigate what has been described as the “mindfulness phenomenon”.

Many commentators have noted that we operate in a volatile, uncertain, complex and ambiguous (VUCA) world. We are trapped in a “prison of busyness”, and the author argues that the popularity of mindfulness, not only in the workplace but more broadly in society, is indicative of the need to equip people to cope and a desire to create more compassionate and mindful organizations.

The paper summarizes themes captured in what has been described as a seminal book in the practitioner literature on mindfulness in the workplace. It is designed to provoke readers into looking critically at their existing EI programs and examine how and in what ways, a holistic, embodied practice (mindfulness) can hone the skills of attention, focus and presence. With the intention of facilitating kinder and more compassionate individuals and organizations, potentially leading to more mindful and ethical societies.

To understand ageing well, one needs to study not only those who are ageing but also the places within and with which people are ageing. In the past, much ageing‐well research has been focused on ensuring individuals have the “right” resources and are engaged in the “best” types of activities. However, recent theorizing has prompted the study of ageing well as a process of making sense of self amid later‐life changes. Building on Rowles' attachment‐to‐place work, the purpose of this paper is to consider how the “thick concreteness” of place influences later‐life meaning making.

This is a theoretical paper on ageing.

The paper draws on Casey's phenomenological conceptualization of places as imprinting themselves on bodies and selves, much as humans shape the places they inhabit. Data from interviews with older rural women in western Canada illustrates how this conceptualization can enhance understanding of ageing well relative to place as a physical, socio‐cultural and temporal phenomenon. In a place that has been depicted as inhospitable, participants have chosen to stay even as practically invisible kin and community “keepers” on the “frontier”.

This original paper suggests that to age well is to age locally and to make sense not only for self about self and one's own ageing but also for ageing in mutually compatible ways in that place.

The provision of service at the cellar door is now beginning to attract some attention, which is critical given that wine tourism is a very lucrative industry with the ability to generate substantial wealth and growth. This paper develops the application of the SERVQUAL research approach, already used in Margaret River, and applies it to the Barossa Valley. It outlines the results of a survey in the latter region, and draws some comparative conclusions with the Western Australian data. It produces some conclusions about those features deemed important by visitors in their overall satisfaction ratings of the cellar door experience including the impact of that experience on subsequent purchase behaviour, and it also highlights some of the differences between wine tourists in the two states.

The enormous growth in publishing in Victorian England is surveyed from its origins in the eighteenth century to the demise, or survival, of principal publishing houses in the twentieth century. The major publishers ‐ Longman, Murray, Smith Elder, Chapman and Hall, Colburn, Bentley, Heinemann, Methuen and Macmillan ‐ are discussed in relation to their authors and publishing successes and failures. The relation between the full‐length book and the major literary journals is discussed and the capitalist, risk taking nature of publishing as a commercial enterprise is emphasised.

Over one million individuals diagnosed with autism spectrum disorder (ASD) will be entering adulthood and attempting to cultivate fulfilling, meaningful life experiences. These young adults with ASD represent Generation A. The workplace will be a major element in cultivating fulfilling lives for Generation A. Social interaction is an integral component for functioning within most postsecondary and occupational settings. It is necessary to understand the interaction between autistic adults and organizations to understand potential social and behavioral deficits. The workplace is inherently a social place. Understanding both formal and informal social information in the workplace may be critical to successful job performance. Fit, particularly person–organization fit, is used to address this social nature of the workplace. Understanding this interaction helps provide a means for crafting both individual and organizational interventions which support autistic adults in the workplace. This chapter provides an analysis of interventions that support those with ASD in the workplace. It is proposed that these interventions will help create a more supportive work environment for those with ASD. As important, it is proposed that the accommodations for those with ASD are reasonable for any organization seeking to improve both satisfaction and performance for all its employees. By addressing these issues, organizations have the potential to create a more satisfying workplace for all workers, not just those in Generation A.

This paper reports on the findings of qualitative fieldwork aimed at exploring the motives, financial implications and the perceived benefits of achieving the Investors In People Standard. It examines perceptions of IIP at three different organisational levels. The research found differences between the motivation for, and perceptions of, IIP at all three levels as well as differences in the perceived benefits of the Standard. The views of senior management regarding the benefits of IIP were not generally shared at the other levels of the organisation. Indeed front‐line staff felt that IIP made little difference to them personally, the way they performed their jobs, or to the levels of satisfaction of their customers. This presents a major problem for senior management of local authority services if they are to achieve all the benefits attributed to IIP and so get beyond the “plaque on the wall”.