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Prior to 2020, University of California, Los Angeles (UCLA) Library's research services spanned multiple service points. Multiple locations were staffed by Library Student Research Assistants (LSRAs) and each location was supervised independently. While efforts to increase collaboration had been underway, much of the work and services remained siloed and often duplicated training and service hours.

With the onset of coronavirus disease 2019 (COVID-19), UCLA Library rapidly transitioned from entirely in-person to entirely online services. With multiple service points pivoting, UCLA was redundant to have multiple online desks providing Zoom appointments and that quickly became apparent. Moreover, transitioning in-person student work to remote work was paramount to providing both normal services to users and allowing LSRAs to keep jobs during a time of uncertainty and insecurity.

While the authors' original consolidation of services and implementation of shared supervision was a result of the pandemic and primarily involved online services, the authors have maintained this shared approach and collaborative vision in returning to in-person services. For the past year, the authors have offered shared in-person (at two library locations) and online services. As subject-specific library locations begin to reopen their desks, the authors continue to identify ways to leverage shared supervision and a robust referral model for those on-site services while negotiating student staffing and the need for both general and subject-specific services.

The authors present a novel approach to peer-to-peer teaching and learning and research services and shared student worker supervision with services coordinated across multiple locations and disciplines within a large academic library serving a large student population.

Demanding or accepting rent under the wrong circumstances can give rise to numerous problems. It may amount to the creation of a new tenancy, an affirmation that an old tenancy is being extended, or a waiver of a right of forfeiture due to breaches of covenant. It may also involve rent reviews and lease renewals.

In this chapter the author subjects some aspects of Roosevelt’s “New Deal” to critical analysis, demonstrating the limits to reform given the power of “vested interests” as articulated by Thorstein Veblen. While progressive economists and others are generally favorably disposed toward the New Deal, a critical perspective casts doubt on the progressive nature of the various programs instituted during the Roosevelt administrations. The New Deal was shaped by the institutional forces then dominant in the U.S., including the segregationist system of the South. In the end, “vested interests” dictated what transpired, but what did transpire required a modification of the understanding of the standard ideological perspective of capitalism, “liberalism.”

This paper explores the role of accounting and accountability techniques in contributing to Australia’s border industrial complex.

We use the political thought of Behrouz Boochani to explore the role that accounting techniques play at the micro and macro level of his dialectic of alienation and freedom. Firstly, we explore the accounting and accountability techniques detailed in Boochani’s No Friend but the Mountain, which gives an account of his life in Manus Prison, and the accounting techniques he experienced. Secondly, we explore the discourse of alienation created within the annual reporting of the Australian Federal Government regarding the border industrial complex.

We argue that the border industrial complex requires the alienation of asylum seekers from their own humanity for capital accumulation, and that accounting and accountability techniques facilitate this form of alienation. These techniques include inventorying, logging and queuing at the micro level within Manus Prison. This alienates those trapped in the system from one another and themselves. Techniques also include annual reporting at a macro level which alienates those trapped in the system from the (White) “Australian Community”. However, these techniques are resisted at every point by assertions of freedom.

We illustrate the role of accounting in accumulation by alienation, where the unfreedom of incarcerated asylum seekers is a site of profit for vested interests. But also that this alienation is resisted at every point by refusals of alienation as assertions of freedom. Thus, this study contributes to the accounting literature by drawing from theories of alienation, and putting forward the dialectic of alienation and freedom articulated by Boochani and collaborators.

The purpose of this paper is to highlight issues concerning the linking of research to teaching.

The paper engages with two assumptions which appear to be taken for granted: there should be an overt and strong link between one's own research and one's teaching; and one's active involvement in the research process should, at the very least, underpin, the quality of one's teaching, and at best, improve it.

There is a link between research and teaching (though the strength of the link is problematic). The link is not only a matter of intellectual or disciplinary import, but is complicated by political and vested interests. The two extremes of research and teaching can be bridged by scholarship or learning, or both together. It is unnecessary and counter‐productive to demand of academics that they should be simultaneously good researchers and good teachers, although this requirement is unlikely to be realised in practice. There is no obligation whatever for academics to overtly link their own personal research to their teaching in order to be considered good teachers.

The paper queries both these assumptions which appear to be influencing how policy concerning research and teaching is dealt with in higher education institutions, and investigates the implications of feeling obliged to teach students using personal research.

Although the data concerning the causes, and more importantly, the magnitude, of the gender‐wage gap arerelatively clear from empirical research in economics and business, significant misconceptions still exist. It is a general belief that a woman will earn significantly less for doing the same work as a man, 75 cents as compared to a man’s dollar. Following a review of the empirical literature describing the causes and magnitude of the gender‐wage gap, an exploration of the portrayal of the gender‐wage gap in management texts seeks to understand how this issue is explained to a student audience. Finally, the managerial implications concerning compensation management in organisations are discussed.

Sir Alec is no doubt referring to experiments in the West Riding and elsewhere which, in the words of the Schools Council, “show that provided that the teachers in a group of schools share certain characteristics (viz discrimination and like‐mindedness), there is good reason to think that they can combine effectively to run a system of examining under which each school sets and marks its own examination or assesses its own course or craft work”. The purpose of this article, which is based on experimental work by the Yorkshire Council for Further Education over many years and particularly since 1963, is to show that a devolution of responsibility for the assessment of student performance is at least as necessary in further education as it is in secondary schools. Nothing less than a major operation by central and local government and teachers will be satisfactory, and this operation will not be mounted if the present centralized, costly, and confusing state of affairs is allowed to continue, otherwise, the vested interests referred to by Sir Alec will see to it that there is endless delay and frustration until the momentum for reform has ground to a halt.

Those parties who do become caught up in the sanctions and are blacklisted face a daunting situation. Their property and accounts are often blocked, and dealings with US parties, and frequently their overseas affiliates as well, are essentially cut off with little or no warning by virtue of decisions made by a relatively small and obscure office within the Treasury Department. US as well as foreign parties can be blacklisted, and these restrictions can even extend to a firm's employees. The practical consequence of being touched by one of the Office of Foreign Assets Controls (OFAC) economic sanctions programmes may be the economic equivalent of capital punishment. By virtue of the restrictions, the blacklisted business may cease to exist as a viable entity.

Addresses variables in the implementation of software applications for aspects of customer relationship management (CRM) systems in medium‐sized organisations. The objective is to identify those variables that present the greatest risks to effective and successful implementation in the light of the operating relationships between the main “actors” in multi‐channel CRM implementation projects. Bases theoretical development on two central themes. The first theme is that any implementation has risks that need to be managed and the second is that the dynamics of the relationships of the main actors are more complex where a system is acquired from external developers than with an internally developed system. Explores these assumptions using qualitative linear case studies, where success or failure has not been established at the start. Derives a model which represents a typical relationship dynamic for a CRM implementation. By establishing the nature of the risks involved within the context of a monitored relationship dynamic offers a framework for guidance in the implementation process.

Patriotism is often described as the “love of country” that individuals display in the acclamation of their national community. Despite the prominence of this sentiment in various societies around the world, organizational research on patriotism is largely absent. This omission is surprising because entrepreneurs, human resource (HR) divisions, and firms frequently embrace both patriotism and patriotic organizational practices. These procedures include (among other interventions) national symbol embracing, HR practices targeted toward military members and first responders, the adulation of patriots and celebration of patriotic events, and patriotic-oriented corporate social responsibility (CSR). Here, the authors argue that research on HR management and organization studies will likely be further enhanced with a deeper understanding of the national obligation that can spur employee productivity and loyalty. In an attempt to jumpstart the collective understanding of this phenomenon, the authors explore the antecedents of patriotic organizational practices, namely, the effects of founder orientation, employee dispersion, and firm strategy. It is suggested that HR practices such as these lead to a patriotic organizational image, which in turn impacts investor, customer, and employee responses. Notably, the effect of a patriotic organizational image on firm-related outcomes is largely contingent on how it fits with the patriotic views of other stakeholders, such as investors, customers, and employees. After outlining this model, the authors then present a thought experiment of how this model may appear in action. The authors then discuss ways the field can move forward in studying patriotism in HR management and organizational contexts by outlining several future directions that span multiple levels (i.e., micro and macro). Taken together, in this chapter, the authors introduce a conversation of something quite prevalent and largely unheeded – the patriotic organization.