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To better understand the relationship between the headquarters and subsidiaries of multinational corporations, we introduce and test a theoretical framework that builds on and extends the positive agency theoretic corporate governance literature. Results indicate that there are three types of subsidiary bundles of corporate governance mechanisms that are used by multinational corporations. In addition, the following factors can help predict what type of subsidiary bundle a multinational corporation will use to align the interests of its headquarters with a particular subsidiary: the multinational corporation’s international strategy, its subsidiary’s importance, environmental uncertainty faced by its subsidiary, and its subsidiary’s age.

No one acquainted with the facts that gave rise to the packing‐house scandals of the year 1906 believed that the belated promises of reform then made by certain American meat packers were to be relied upon. Many of these people were threatened with a serious loss of trade, and it was evidently their best policy at the time not too strongly to oppose legislation that was apparently devised to permanently better the conditions in the slaughtering establishments and packing‐houses.

The question facing sociology is whether it is a field or a discipline. If it is a field, then there is no need for theorizing. However, if sociology is a discipline, then problem-solving cannot be disentangled from theorizing without a loss of intelligibility – the inability to explain the social as the concept of the discipline. Through the quasi-realism of problem-solving as a course of activity, this chapter presents cognitive sociology as a paradigm appropriate to the concept of the social understood as an ongoing course of activity. In doing so, it is shown how bounded rationality and expertise play a crucial role in how communication interacts with the division of cognitive labor, especially through the idea of representational representationality. Representational representationality is an idea that reveals how the degree of clarity among language, meaning, and thought is relative to the issues of audience and ignorance. Representational representationality is significant because it demonstrates how the relationship among meaning, language, and thought is subject to communicative errors – errors arising from a predicament of intelligibility and not merely arising from issues of computational skill, as described by Herbert Simon's model of bounded rationality and expertise in human problem-solving. The argument that follows from this shows how the means for adapting to ambiguity amounts to the difference between Simon's model and a quasi-real model in terms of its principle of rationality, principle of efficiency, and its cognitive style of problem-solving for deliberate practice. These dimensions are shown to effect what “examples” are good for in the problem-solving process, thereby revealing the politics of expertise. The politics of expertise demonstrates how the conflicts in sociological explanations of strategy are not merely conflicts that can be set aside as a pluralism of values. Rather, the conflicting explanations of theory and theorizing can only be resolved when the situational rationality of sociology as a discipline realizes the quasi-realism of problem-solving as a course of activity.

This paper presents the theoretical rationale for further development of a model for the assessment and management of intraorganizational conflict. The purpose of such a model would be to assist employees, managers, human resources practitioners, and external service providers in selecting the most appropriate conflict management strategy for a given conflict. The framework presented builds on the previous work of Sheppard (1984) and Elangovan (1995, 1998) in suggesting that a contingency‐based model of strategy selection must include attention to characteristics of the conflict, desired outcomes of the participants, and awareness of available conflict management strategies. By expanding the range of conflicts and conflict management strategies typically included within a single model, the framework presented here forms the basis of a comprehensive model for dealing with intraorganizational conflict.

This chapter discusses the Learning Theater, a flexible library space that permits substantial patron involvement in designing dynamic environments to meet diverse learning goals.

We use a case study method to describe and discuss the Learning Theater.

We found that many challenges associated with designing and building a radically different library space to support patron learning goals can be resolved by eliciting patron input in all phases of the process.

We offer three lessons for other libraries intent on developing dramatically new kinds of library spaces: engage the community of users early and throughout, new spaces require robust communications to convey the possible set of uses to the community, and a flexible infrastructure and a responsive staff are key to meeting demands for unanticipated uses.

Our experience in developing the Learning Theater as part of the library education program suggests that libraries can share greater control of new flexible facilities and partner in the creation of intellectual properties to make best use of those facilities in more powerful ways than has typically been done in the past.

We investigate how Salesforce’s key people used analogies and metaphors during the deployment of their (then) radical business model innovation. Our analysis shows how Salesforce’s entrepreneurial team skillfully used a mix of analogies and metaphors to communicate its innovations and differentiate the company from its competitors. We also show how business model innovators can weave together analogies and metaphors to create distinct meta-narratives that elicited strong emotions and helped construct a memorable organizational identity that galvanized stakeholders around the firm’s ecosystem appeal. We conclude by discussing the implications of our findings for business model and cognition research.

The paper provides a Canadian perspective on the use of psychotropic medication in the management of problem behaviours in adults with intellectual disabilities in Canada. Psychotropic medication and intellectual disabilities were explored in the context of Canadian health and social services, clinical practices, medical training and factors that have shaped these over the past few decades. Informal physician intellectual disabilities networks and the newly formed Canadian Network of the National Coalition on Dual Diagnosis provided the opportunity to survey the use of psychotropic medication for problem behaviours across the country. Geographic, political, cultural and other influences on the development of health and social services are described, as well as training requirements for physicians. Survey responses were received from all provinces and represented clinicians in mental health multidisciplinary teams, health and social services ministry representatives, agency staff (up to executive director level) and family members of individuals with intellectual disabilities. Psychiatry and family medicine perspectives of the authors from working in Canada and the UK with people with intellectual disabilities presenting with problem behaviours are described. In Canada there are no national, provincial or territorial policies or guidelines on use of psychotropic medication for the management of such behaviours. There are no requirements for physicians prescribing these medications to have training in the care of people with intellectual disabilities. Services for people with intellectual disabilities and behaviour problems in Canada appear to be more crisis‐reactive than those in the UK.

Patient satisfaction surveys are increasingly used to assess the quality of health care delivery. Unfortunately, survey non‐response may compromise generalizability (and inferential value). Although prior studies demonstrate an association between patient socio‐demographic variables and response rate, relatively little information is available linking personality factors to non‐response. This paper's purpose is to define outpatient satisfaction survey non‐responder personality characteristics.

Minnesota Multiphasic Personality Inventory profiles of patients who completed an outpatient satisfaction survey were compared with non‐responder profiles. Multivariate analysis was used to adjust for demographic and personality covariates. The study sample included 1,862 medical outpatients who were sent a satisfaction survey and Minnesota Multiphasic Personality Inventory results on record at this institution. Of these, 1,255 were survey responders and 607 were non‐responders.

Scores on three Minnesota Multiphasic Personality Inventory scales were significantly correlated with non‐response: higher scores on scales 4 – Psychopathic deviate (Pd) and 8 – Schizophrenia (Sc) predicted an increased likelihood of non‐response (odds ratio [OR], 1.02; p≤0.05 for both), and higher scores on 7 – Psychasthenia (Pt) were associated with a decreased likelihood of non‐response (OR, 0.98; p≤0.01).

Prior investigations demonstrate an association between patient socio‐demographic factors and survey non‐response. This paper uniquely highlights patient personality characteristics' contribution to non‐response. This information is an important consideration for patient satisfaction survey design, administration and interpretation.