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Contextual to the recognition of the complex interplay between health and behavioral aspects, integrated behavioral health (IBH) has emerged. Although this model is becoming popular in the Western world, its presence in the global context is not promising. This paper aims to explore the need for IBH in India and address its barriers to implementation and possible solutions.

We analyzed the case of IBH and its potential implications for India using the current evidence base, authors' reflections and experience of implementing similar programs.

This paper identifies contextual factors, including increased instances of non-communicable diseases and psychosocial and cultural determinants of health, that necessitate the implementation of IBH programs in India. The key features of different IBH models and their applicability are outlined. The current status of IBH and potential challenges in implementation in India in terms of human resources and other factors are delineated. We also discuss the potential models for implementing IBH in India.

Integrating behavioral health in primary care is considered an effective and sustainable model to promote health and well-being across various target populations. Towards this end, this paper is the first to discuss the contextual factors of IBH in India. It is a significant addition to the knowledge base on IBH and its possible implementation barriers and strategies in low- and middle-income countries.

The overall goal of science is to build a valid and reliable body of knowledge about the functioning of the world and how applying that knowledge can change it. As personnel and human resources management researchers, we aim to contribute to the respective bodies of knowledge to provide both employers and employees with a workable foundation to help with those problems they are confronted with. However, what research on research has consistently demonstrated is that the scientific endeavor possesses existential issues including a substantial lack of (a) solid theory, (b) replicability, (c) reproducibility, (d) proper and generalizable samples, (e) sufficient quality control (i.e., peer review), (f) robust and trustworthy statistical results, (g) availability of research, and (h) sufficient practical implications. In this chapter, we first sing a song of sorrow regarding the current state of the social sciences in general and personnel and human resources management specifically. Then, we investigate potential grievances that might have led to it (i.e., questionable research practices, misplaced incentives), only to end with a verse of hope by outlining an avenue for betterment (i.e., open science and policy changes at multiple levels).

Aims to provide a model of technology strategy, which shows how firms can strategically plan for and adopt new information technology. The critical issue in managing technology strategy is to assess the role which it can play in enhancing the firm′s competitive position through improving its value activities, which can provide sustainable competitive advantage to the adopting firm and its business partners. Utilizes the competitive strategy paradigm of technology strategy to explore the strategic impact of electronic data interchange (EDI) technology using the global air express industry as an example. This industry provides an appropriate example for applying the paradigm because firms competing in global markets must successfully address many of those problems which are facing global air express firms. Other industries can learn from the experience of air express firms′ use of technology to improve their competitive performance.

The Analytical Hierarchy Process (AHP), a multicriteria decision support system that has been successfully applied to numerous decision-making situations, has been applied to patient assessment. The AHP was used with Timeslips™, a group storytelling program that encourages creative expression among dementia patients, to determine the optimal scale for pre and post assessment among the nine most common agitation and anxiety scales. The AHP used the six criteria identified by qualitative assessment of the nine scales: (1) validity/reliability, (2) observation period, (3) training required, (4) time to administer, (5) most appropriate administrator, and (6) accessibility/cost. The AHP indicated that the Overt Agitation & Anxiety Scale was optimal for use with Timeslips; the process and results are discussed.

Building on the resource-based view theory, this paper aims to evaluate the role of innovation on competitiveness and competitive efficiency among Costa Rican small and medium-size enterprises (SMEs).

The study uses a sample of 231 Costa Rican small and medium-size firms for 2019. The authors compute a competitiveness index that includes four pillars: innovation, strategy, markets and human capital. To estimate competitive efficiency, the authors use a non-parametric model, namely, data envelopment analysis, with a single constant input.

The results confirm that competitive and efficient SMEs present a more homogenous distribution of resources and capabilities. The innovation pillar is positively correlated with competitive efficiency. A positive correlation exists between market experience (business age) and innovation and between innovation and business size in terms of the number of employees.

The study contributes to the understanding on how SME managers’ decision-making processes affect resource allocation within the business, and on how SMEs can introduce strategic actions based on improvements of those resources that will likely have a greater impact on competitive efficiency.

This study contributes to better grasping how the configuration of resources and capabilities, in which innovation plays a decisive role, and contributes to shape the competitive efficiency of small and medium-sized businesses in a developing economy.

This chapter presents a spiritual or wisdom-based approach to development, its rationale, conceptualization, methods and examples of applications. The politics of being proposes that societies explicitly make the fulfillment (‘being’) of all its members – humans and non-humans – their main goal, which should guide the development and implementation of public policies. It stands in opposition to the current development paradigm focused on economic growth or ‘having’, and rooted in a set of modern western values – individualism, materialism, reductionism, anthropocentrism, etc. By nourishing our relational nature, the politics of being can address the root causes of the meta crisis the world is facing, reconciling human flourishing with sustainability and supporting the cultural evolution that is needed. It proposes a dialogue between wisdom and science, the two main areas of knowledge, to guide its design and implementation. It conceptualizes ‘being’ as the actualization of our truest ‘being’ and our highest ‘being’. This means that societies should provide the right conditions for their human members to express themselves and fulfil their healthy aspirations, as well as to develop human virtues and qualities. Wisdom traditions and spiritual teachings offer relevant insights into the nature of human fulfilment and the process of spiritual evolution that can be applied to societies. They emphasize the cultivation of spiritual values and qualities such as love, peace, happiness, life, mindfulness, mystery and the understanding of interconnectedness. In recent decades, these qualities have become areas of scientific research and been at the core of social change and development initiatives. Together they can serve as the foundations of the politics of being and allow to identify actionable public policy agendas in many sectors mainly based on existing examples.

Equality of opportunity (EOp) for health is defined and advocated as the right conceptualization of equity in the allocation of health care resources. EOp is contrasted with the traditional view that equity consists in “horizontal equity,” a state in which all persons in a society with similar health needs receive similar amounts of medical resources. We argue the horizontal equity is neither sufficient nor necessary for distributive justice in this domain. The EOp view holds individuals partially responsible for the quality of lifestyle that they live, in so far as it affects their health, but compensates individuals for the effect on health of circumstances beyond their control, including the effect of circumstances on their lifestyle. EOp generally recommends a distribution of medical resources that is more egalitarian than the utilitarianism recommends, but less egalitarian than the (Rawlsian) maximin view recommends. An example is computed to illustrate the difference between opportunity equalizing and utilitarian health delivery policies.

The purpose of this paper is to explore the idea that the ideal manager is a social construct that is a product of the context within which it exists. The context chosen to illustrate this idea is that of the first two decades of the Cold War (1945‐1965) in the USA.

The methodology used is an analysis of 17 management textbooks published between 1945 and 1965 in the USA.

The analysis of the textbooks shows a typification of the ideal manager as an educated male who wielded authority effectively and accepted social responsibility. These four characteristics can all be tied to the social and political context of the early Cold War years.

Limited by its focus on management theory in the USA during the early Cold War era, and a selection of textbooks based on available resources. Future research could analyze the ideal manager construct during social and political contexts other than the Cold War, and across other social formations (e.g. the UK, Canada, France, etc.).

Practical implications apply to both organizations and academic institutions. Management educators should be attempting to use textbooks that present management theory in a problematic way and organizations should be aware of the impact of social and political context on the construct of the manager in order to determine the qualities and characteristics that are most needed today.

The paper looks at the ideal manager as a social construct, rather than an ideal that was created void of outside influence and assumed to be ideal for all contexts. It also uses the context of the Cold War period, which has been a neglected context in management research.

I am concerned with insights heterodox economics, and particularly the new institution economics, can offer regarding interactions between health emergencies and the airline industry. Air services not only facilitates the transmissions of diseases among humans, and between animals, but on the positive side, can expedite the movement of medicines and the transfer of those afflicted during pandemics and epidemics. They can serve to limit the outbreak of disease by providing “mercy flights” to regions poorly served by other modes. Significant challenge confronting carriers during a major event, however, often included immediate financial shocks as well as ensuring their operations do not contribute to the spread of disease. These economic challenges for both commercial carriers and public policymakers involve sources of finance for what is, in this context, a semi-public service as well as the extent to which airlines should retain standby capacity extending resilience to the air-service supply chain. Conventional neoclassical economics, while still at the center of analyzing many of these sorts of issues, has increasingly, because of its rigid assumption and poor forecasting record, been supplemented by heterodox economic thinking. This trend has been reinforced by progress in fields such as psychology. What I demonstrate is that heterodox economics, and especially the role of institutions, offers a more complete picture of the interactions between air transportation and the spread of disease.