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The purpose of this paper is to conduct a systematic review of the research on the quality and value of AACSB International accreditation.

Data were abstracted from published journal articles between 2003 and 2017 in which the words “AACSB” and “quality” or “value” (or both quality and value) were used in the title or the article text.

In total, 91 studies were identified that have been published on the value and/or quality of AACSB accreditation. These studies focused primarily on students and faculty and were conducted using survey research methods. Results indicate that accreditation does have some effects on stakeholder value and quality.

While there is evidence to support the importance of accreditation to enhance the quality and value of business schools, additional research is needed to empirically support the quality and value propositions.

In order to effectively communicate to stakeholders how AACSB accreditation enhances the business school, the current study’s findings indicate that identification of indicators and factors that affect quality and value would be productive.

This study contributes insight on what is currently known about the quality and value of AACSB accreditation to both internal and external stakeholders from research conducted over an extended period of time.

The growth of telecommuting is occurring at an ever‐expanding rate and bringing with it the challenge to organizations to enhance development opportunities for both telecommuters and their managers. Reports a survey of the use of telecommuting by a sample of 91 companies among the top 1,000 firms in Canada. Found that telecommuting is typically introduced for reasons of economic efficiency, and little thought is given to the development needs of telecommuting employees despite a clear need for telecommuting expertise. Concludes that telecommuting will bring significant changes in management‐employee relationships and the need for new designs in human resource development programmes.

Evaluation of any given student's responsiveness to intervention depends not only on how effective the intervention is, but also whether the intervention was delivered as intended as well as in the appropriate format and according to the most useful schedule. These latter elements are referred to as treatment integrity and treatment intensity, respectively. The purpose of this chapter is to define and describe how treatment integrity and intensity can be incorporated in the evaluation of outcomes associated with individualized intervention delivery.

The purpose of this paper is to present a unique version of the balanced scorecard developed and applied by the faculty of a university division.

The paper uses a case study approach and uses the experiences of the faculty of a business school to describe the process and benefits of developing a custom balanced scorecard.

The unique version of the scorecard revitalized the faculty and resulted in a process model of organizational change based on the balanced scorecard that can be used in many academic divisions.

This unique version of the scorecard helped to establish a program of continuous improvement and facilitated the formulation of strategic initiatives. The documentation provided in the scorecard supports requests for increased budgets and grant applications.

University and faculty administrators can use the model developed in this paper as a basis of a change program that can help design improvement programs, facilitate strategy development, and support funding requests.

The chapter details the creation of a Peace Fellows program for students at a New York university, supported by community and university institutions, as well as activist professors, to nurture young people to learn about and take action on peace and social justice issues. The program resulted in an Institute for Peace Studies, a Minor in Peace and Conflict Studies, a Peace Action Matters club, and alumni who hold positions as peace organizers.

At a time when governmental corruption seems rife and administrations grow ever more secretive, the whistleblower is a crucial resource in journalism’s attempts to make accountable those who wield power. Yet despite legislation that is meant to protect employees and officials who expose wrongdoing, a governmental “war on whistleblowers” has made the hazards faced by many whistleblowers increasingly grim. This chapter explores the role of the journalist/whistleblower collaboration in disclosing important, but sensitive, information involving national security. In discussing case studies of those who have braved the government’s anger, we examine not only the circumstances of these breaches, but also their political and legal repercussions.

Corporate downsizing has destroyed millions of well‐paying jobs just in the USA. The psychological, medical, and social costs are staggering. Families are fragmented, communities impoverished, democracies weakened by oligopolistic, plutocratic corporarchies, and Third World nations recolonized and their subsistence economies decimated. Most of the employee survivors of this economic and class warfare are working longer and harder and are suffering various stress, burnout, and psychiatric symptoms. In addition to intense global competition, cheap foreign labour, and superefficient technologies, there are psychocultural factors contributing to the “jobless economy”: executive ambition, greed, power‐lust, and winner‐take‐all ideologies. Solutions include changes in tax and other federal policies, restrictive corporate charters, shorter workweeks, community development programmes, and co‐operative, employee‐owned enterprises. The learning organization and fourth‐wave business suggest an evolutionary paradigm for the twenty‐first century based on global responsibility, economic justice, a new bottom line, and a restoration of meaningful, sustainable work.

The “war on terror” has nothing to do with protecting the U.S. and world's people from “terrorists”, and everything to do with securing the American empire abroad and muzzling democracy and human rights at home. The 9-11 attacks were the pretext which sold the myth of evil Muslim terrorists imminently threatening Americans. That tale allowed the Cheney-led members of the Project for the New American Century (PNAC) to implement their 1990 DPG plan for world control. The “war on terror” is modelled on Islamophobic stereotypes, policies, and political structures developed by the Israeli Likkud and Bush Sr. in 1979. It is designed to inspire popular support for U.S. wars of world conquest. To defeat this plan, we must overcome our Islamophobic fear of “terrorists” and stand in solidarity with Muslims.

An exploratory study examines the relationships between particular managerial practices and qualities of soft intelligence information provided by the sales forces of firms responding to a mail survey. The hypotheses explored were formulated from a review of the literature and anecdotal data. Among the findings are positive associations between managerial practices designed to improve the information provided by the salesforce ‐ such as training, involvement in decision making, recognition and performance evaluation ‐ and various dimensions of the information gleaned from the salesforce. This paper recommends the use of the salesforce as a source of marketing information, and identifies key managerial practices which may be used to improve the flow of information from the salesforce to the organisation's information system.