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The police service has been encouraged to become a “self-reforming sector”, yet there is an acknowledgement of a “blame culture” within the policing. The purpose of this paper is to explore the barriers to “self-reform”, as identified by chief officers, and propose a series of strategies to help inform the future of police leadership.

The research is primarily underpinned by a series of semi-structured interviews with chief constables and a series of four workshops.

The paper argues that contemporary police cultures, and approaches to failure, are not conducive to the realisation of a “self-reforming” sector. It is proposed that strategic future leaders should consider establishing a common process for organisational learning whilst simultaneously encouraging cultural change that de-stigmatises failure and supports the development of adaptive and networked learning organisations.

The research is limited by exclusively drawing on the perspective of chief officers and does not engage a representative cross section of the police service. The absence of detailed analysis of Her Majesty’s Inspectorate of Constabulary findings to complement the review of IPCC recommendations is a limitation that weakens subsequent conclusions. Finally, this research would benefit considerations of potential structural and organisational changes that would support the realisation of a “self-reforming sector”.

This research supports work by the National Police Chiefs’ Council to deliver police reform.

The paper is informed by new and original qualitative research explicitly focused on the perspective of senior police leaders.

CoHousing provides a new approach in the UK to older people’s housing, and meets a clear demand for similarly minded groups of individuals who would like to grow old together. The purpose of this paper is to explore how a Collaborative Design Process (CDP) can work, as applied to a soon-to-be realised project in North London.

Report by the architects with comment from an end user on a CDP including end users, architect, developer and housing association management.

A group of individuals that has invested in building decision-making capacity can participate meaningfully in the design of their future homes.

This research was focused on one development, so work on a wider range of projects would help test its validity.

Older Women’s CoHousing (OWCH), and similar projects, demonstrate an appetite for: mutually supportive, intentional communities; planned downsizing and contemporary, sociable design for the third age of life.

The CDP developed for OWCH was comprehensively documented. It has already been adapted for further cohousing developments, and is intended to continue to evolve with the demands made on it.

The purpose of this paper is to analyze whether and how employees’ proactive personality is related to work engagement. Drawing on job demands-resources theory, the study proposes that this relationship is moderated by a three-way interaction between proactive personality × transformational leadership × growth mindset.

The study is based on survey data from 259 employees of an internationally operating high-tech organization in the Netherlands.

In line with prior studies, support is found for positive significant relationships of proactive personality and transformational leadership with engagement. Additionally, transformational leadership is found to moderate the relationship between proactive personality and work engagement, but only when employees have a growth mindset.

The study advances the literature that investigates the proactive personality-engagement relationship. Specifically, this study is the first to examine a possible three-way interaction that may deepen the insights for how proactive personality, transformational leadership and growth mindset interact in their contribution to work engagement.

Doctors are seen as key to embedding health improvement and patient safety initiatives and there has been much international debate over how best to engage doctors in healthcare leadership and management. This paper explores the current focus on leadership development programmes for doctors through taking a comparative approach to initiatives in New Zealand and the UK. It also considers the challenges to embedding leadership development programmes at all levels of training, education and continuing professional development and highlights some of the implications arising from the two approaches.

This paper provides a review of an innovative new leadership programme aimed at senior leaders in the police service and other public sector services. It considers the context and approaches to leadership that underpin the ethos of the programme. It provides a discussion on the learning approach of the programme and how it offers participants opportunities for critical reflection and for learning in collaboration with peers. It then discusses the use of strategic questions to provide practice for the participants in conducting and understanding an evidence‐based project. Through evaluation research it then considers how effective the approach is in terms of leadership development and in particular the application of this learning to the real world.

This chapter considers how social capital is evolving in the era of globalization today especially under COVID-19 pandemic conditions globally. Definitions of social capital have varied: some broad others narrow. The Organisation for Economic Co-operation and Development (OECD), for example, currently has a broad research project on social capital. These researchers have defined social capital as comprising four key areas. These areas are:

• Personal relationships, referring to the structure of people’s social networks.

• Depth and breadth of social network support available to each person in their networks.

• Civic engagement activities such as volunteering and community action.

• Beliefs, attitudes, and action frames of reference such as trust and cooperative norms, of reciprocity.

Personal relationships, referring to the structure of people’s social networks.

Depth and breadth of social network support available to each person in their networks.

Civic engagement activities such as volunteering and community action.

Beliefs, attitudes, and action frames of reference such as trust and cooperative norms, of reciprocity.

Thus, there are tacit as well as explicit aspects of social capital though some of these may seldom if ever be articulated and delineated for others.

As Claridge (2020) indicates, there are distinct, but dynamically interrelated, levels of social capital. These levels range between the micro- or individual level. That is personal “habitus” – which Bourdieu (1977) describes as a person’s “taken-for-granted” – ways of being, thinking, and reacting to events and to other people. Then, the next level above the individual is the meso-level, which is “how things are done here amongst us,” that is, the level of a group’s social capital (such as a team, or an organizational or local community level). Lastly, and wider still, the top level is the macro- or cultural-societal structural level of the nation.

The social capital systems in any location encompasses sets of acceptable or culturally legitimated behavioral norms and rules of engagement between community members which include types of greetings, forms of cooperation, communications, and signaling between diverse members. Thus, social capital may be present in the tacit, or unspoken/taken-for-granted assumptions as much as in explicit or formalized codes of behavior. The forms of social interactions at each of the levels may have norms for specific types communication and address in particular sets of circumstances such as social gatherings at home or in public or when attending communal gatherings or ceremonial occasions, or between people of different social status. Social capital generates trust and social cohesion and some level of cultural and attitudinal consensus and interest, which in turn delivers a stable environment for the local community or larger society, business, or the economy.

• (1)

  Social capital is the development of relationships that help contribute to a more efficient production of goods and services as there is embedded trust, embodied in practice, that is, in behaviors regarded as trustworthy and socially helpful.

• (2)

  There are three types of social capital at each level of interaction – bonding, bridging, and linking. Bridging and linking are similar though they operate in different directions socially. Bonding social capital describes the connections between people in similar social levels or groups of people who share the same characteristic norms and beliefs, whereas linking social capital facilitates connects between different groups.

• (3)

  Social capital can therefore make or break businesses, especially small businesses or start-ups as those with the right kind and amount of social capital, such as good connections and contacts in the trade or profession, can usually thrive as they are able to get work done more quickly, effectively, and efficiently. Conversely, a lack of social capital denoting some distrust between groups can undermine social stability.

Social capital is the development of relationships that help contribute to a more efficient production of goods and services as there is embedded trust, embodied in practice, that is, in behaviors regarded as trustworthy and socially helpful.

There are three types of social capital at each level of interaction – bonding, bridging, and linking. Bridging and linking are similar though they operate in different directions socially. Bonding social capital describes the connections between people in similar social levels or groups of people who share the same characteristic norms and beliefs, whereas linking social capital facilitates connects between different groups.

Social capital can therefore make or break businesses, especially small businesses or start-ups as those with the right kind and amount of social capital, such as good connections and contacts in the trade or profession, can usually thrive as they are able to get work done more quickly, effectively, and efficiently. Conversely, a lack of social capital denoting some distrust between groups can undermine social stability.

The meso- or macro-levels of bridging type social capital ensures acceptance of established social roles locally and linking forms of social capital boost levels of acceptance of other roles such as those of leaders and followers.

All three forms of social capital and the three levels are not mutually exclusive but instead are mutually inclusive and interrelated. That is, they co-evolve, each impacting the other while dynamically interacting with the social capital anchored as it is emerging from the complex and interwoven fields of tacit and explicit norms of social interaction underpinning each of the levels of interaction over time.

The aim of this paper is to outline an innovative multilevel conceptual model capable of explaining “karoshi” (death from overwork) and its relationship to molecular-, micro-, meso- and macro-competitive productivity (CP).

A theoretical model, grounded in the evolutionary biological, psychological, organizational and sociological literatures, is provided.

Karoshi is a function of molecular (genetic), micro (individual), meso (organizational) and macro (cultural) evolutionary forces. It is also demonstrated to be a function of time, geography, agri-climate and cultural and ethnic homogeneity.

The analysis is purely theoretical and its theoretically informed hypotheses are not tested empirically. As such, further data-driven research is indicated. Additional analyses are also needed to further unpack the recursive nature of the relationship between karoshi and CP and the subtle differences between genetic evolution and cultural and organizational evolution.

Karoshi-related deaths are a public health epidemic and increasingly a major obstacle to sustainable CP. As such, organizations can leverage these analyses to help them implement interventions aimed at reducing incidents of work-related deaths, not only in Japan, but across the world.

This multilevel conceptual framework makes a unique contribution to the cross-cultural and strategic management literatures. More specifically, it constitutes a new and innovative contribution to one’s current understanding of CP by uniquely integrating biology, psychology, organization studies and cultural studies into one overarching model.

For the past several decades women have been moving into the United States workforce in greater numbers and they have been gaining access to the types of jobs that were, traditionally, performed exclusively by men. Despite this progress, they are still having difficulty penetrating the so‐called “glass ceiling” into upper management positions (Alimo‐Metcalfe 1993; Tavakolian 1993). Many reasons have been advanced, but the most compelling of these concerns the “glass walls” that support the “glass ceiling”. The “glass walls” refer to those invisible barriers that limit the ability of women and minorities to gain access to the type of job that would place them in a position to break through the “glass ceiling” (Townsend 1996). If women are to gain parity with men in the workforce, they need to succeed in the positions that lie inside the “glass walls” that will enable them to rise through the “glass ceiling” to upper management.