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To attempt, or aim, to control money laundering by regulating those sectors which facilitate and therefore (wittingly or not) encourage and sustain its practice is rather to miss the point. The concentration on curing or solving the phenomenon of money laundering through regulation is, for two key reasons, ultimately self‐defeating.

Amidst the clamber to join the high‐tech world of e‐commerce, companies have neglected to apply common sense to their endeavours. It is arguably the lack of common sense rather than the lack of sophistication of e‐commerce security which potentially will scupper e‐trade development.

This paper seeks to advance and explore the notion that corporate codes of ethics are merely a form of ‘camouflage’ allowing corporate wrongdoing to flourish undetected and unpunished. It argues that the nature of corporations, the nature of law and the nature of corporate codes lead to a negative rather than a positive correlation between the possession of an ethical code and ethical behaviour.

Using visual metaphors with physical artefacts can improve collaboration planning processes in strategic meetings. The study presented here aims to examine these processes.

In this study, the participants used the LEGO® Serious Play® method in strategic planning meetings. The meetings were video recorded, and a thematic analysis method was applied to produce coded themes and narratives of collaboration planning based on the visual metaphors used in the meetings.

The study participants built LEGO artefacts representing three primary visual metaphors of collaboration focussing on landscapes, interaction processes and shared goals. The participants began with building landscapes by stacking and connecting LEGO base pieces as surfaces to build on, and to represent separate physical locations and more abstract business concepts. Alternatively, landscapes were built to centre activities around key business stakeholders. In terms of interaction processes, the participants lined up LEGO character pieces to explore communications between product developers, salespersons, customers and external partners. As for shared goals, tower-like high structures were created to represent open discussions, data sharing, prototyping and threats that should be avoided.

This study shows that using visual metaphors with physical artefacts provides an effective method for planning strategic collaboration areas, communications and future goals. Creating and communicating visual metaphors using physical artefacts enhances the creativity and participation of the meeting participants. Our future work will focus on studying the use of physical artefacts other than LEGO pieces in different group meetings contexts to better understand the role of visual metaphors.

Corporate codes of conduct originated around 1900 in the USA gaining further momentum in the 1950s in relation to anti‐trust legislation. Subsequently, the adoption of codes of ethics has spread throughout the world and they now feature extensively in many organisations. The literature relating to codes of ethics, therefore, spans many decades and is undoubtedly comprehensive. The purpose of the paper is to provide an appropriate anthology of codes of ethics.

A descriptive, historical, anthological approach has been taken.

This paper examines the motivations for the adoption of codes of ethics, which naturally also includes international codes, their frequency of use and content. Codes are also not without critique and it is appropriate to highlight the criticisms of codes, to provide an assessment of their potential effectiveness, the issues surrounding implementation and enforcement and the relationship to organisational culture and leadership.

As noted, the literature on codes of conduct is extensive and while effort has been made to capture the key themes the review is not necessarily exhaustive.

The literature is characterised by the means of institutionalising ethics in organisations and the paper concludes with a summative reflection on the key dimensions that appear to be paramount for improving the efficacy of codes of conduct.

Describes how HIV and AIDS are carried and spread, particularly for high‐risk groups, but adds that it is not only behavioural but also those behaviours in conjunction with others. Employs figures and tables for added explanation and emphasis. Chronicles some individual case studies showing different “risk” behaviours and types of “unsafe” practices. Makes clear that the use of varied types of education are of major importance in the fight against ignorance and nonchalance in the battle against AIDS.

In this investigation, the authors aim to ask whether engineers, as a profession, share distinct characteristics in their attitudes and behaviors relating to negotiations. Based on a review of the literature, the authors answer in the affirmative. Generally speaking, the existing studies on individual differences of engineers conclude that they are more conscientious, more goal-driven, more competitive and less people-oriented than non-engineers. The authors suggest that these differences have significant consequences on how engineers engage in negotiations. In particular, the authors propose that engineers’ approach to negotiation includes differences related to distributive versus integrative negotiation, emotional intelligence, perspective-taking and preferred persuasion techniques.

This paper involves an integrated literature review, combining research in management, psychology and engineering to investigate whether engineers approach negotiations differently from non-engineers.

The authors suggest that individual differences between engineers and non-engineers have significant consequences for how engineers engage in negotiations. In particular, the authors propose that engineers’ approach to negotiation includes differences related to distributive versus integrative negotiation, emotional intelligence, perspective-taking and preferred persuasion techniques.

The authors offer 11 research propositions in areas relating to how engineers engage in distributive versus integrative negotiations, emotional intelligence, perspective-taking and their preferred persuasive techniques.

There are important implications for how engineers and their supervisors should be aware of these differences between how engineers and non-engineers view negotiations and how these differences may affect them and their employing organizations. There are also cultural implications, particularly for organizations for which engineers comprise a majority or a minority of the workforce composition.

There are important implications for diversity in the engineering profession, especially as it relates to the hiring of women in engineering (as they now comprise a small minority of the profession).

To the best of the authors’ knowledge, this is the first study that investigates how engineers negotiate. Because engineering is a hugely important contributor to society, the results of this have important implications for the society.

Law enforcement is a stressful career, especially to US-based officers. Officers are typically psychologically screened and declared fit for duty prior to completing training. Current personality research has demonstrated the potential for traits to increase or decrease due to a variety of factors, including time and stress levels. The purpose of this paper is to investigate how officers’ personality traits may differ based upon their levels of stress and lengths of service. This quantitative non-experimental research design recruited potential participants from several online-based, law enforcement officer-centric channels. Participants then completed a five-factor model (FFM) personality measure, the Law Enforcement Officer Stress Scale, and an accompanying demographic questionnaire. The participants’ FFM personality trait levels (dependent variable) were measured and compared to other participants’ trait levels based upon the independent variables of lengths of service and stress levels. The authors found the current sample had a higher mean stress level than any previously reported law enforcement officer sample. The personality trait agreeableness was significantly correlated with extraversion, and extraversion was significantly correlated with openness to new experiences. The authors found significant differences in several FFM traits for both career-related stress and length of service. The findings support previous research, contribute to the job demand-control model, and suggest the continued stress of the job may psychologically impact an officer. It is recommended law enforcement administrators be more aware of this potential and consider findings strategies to mitigate these trait differences.

This quantitative non-experimental research design recruited potential participants from several online-based, law enforcement officer-centric channels. Participants then completed a five-factor personality measure, the Law Enforcement Officer Stress Scale, and an accompanying demographic questionnaire. The participants’ FFM personality trait levels (dependent variable) were measured and compared to other participants’ trait levels based upon the independent variables of lengths of service and stress levels.

The authors found the current sample had a higher mean stress level than any previously report law enforcement officer sample. The personality trait agreeableness was significantly correlated with extraversion, r(159)=0.36, p<0.000; and, extraversion was significantly correlated with openness to new experiences, r(159)=0.28, p<0.000. The authors found significant differences in several FFM traits for both career-related stress and length of service.

These findings support previous research, contribute to the job demand-control model, and suggest the continued stress of the job may psychologically impact an officer.

It is recommended law enforcement administrators be more aware of this potential and consider findings strategies to mitigate these trait differences.

This is the first study to examine how personality may differ in law enforcement officers (LEOs) with both high stress and long careers. Logical follow-ups to this study would be longitudinal studies on LEOs.