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The purpose of this paper is to examine the effect of the application of microorganisms of phosphate providers and organic matters for the growth of Arabica coffee seedlings in Bener Meriah Regency.

The experiments were performed inside the screen house using a random design of factorial group with six repetitions. The experimental treatments consisted of two factors. Factor I is the application of microorganisms of phosphate providers. Factor II is the application of organic matters (T. diversifolia and the coffee bean skins). The parameters observed were as follows: enhancement of plant height was observed every 30 days for 270 days, and a number of primary branch and dry weight of roots were observed 270 days after planting (DAP). The data obtained were analyzed by analyzing the variance at 5 per cent level; if the treatment had an effect, then the treatment was continued to Duncan’s multiple range test at 5 per cent.

The application of microorganisms of phosphate provider increases the height improvement, the number of primary branches and the dry weight of roots of Arabica coffee seedlings. The application of Listeria sp. microorganisms of phosphate provider gives the highest yield on the height increase, the number of primary branches and the dry weight of roots of Arabica coffee seedlings. The application of organic matters of coffee beans skin gives higher yield than Tithonia diversifolia in height and dry weight of roots of Arabica coffee seedlings. The interaction between the application of microorganisms of phosphate provider and organic matters increases the dry weight of roots of Arabica coffee seedlings. The interaction of Listeria sp.-skin of coffee beans gives the highest yield on dry weight of roots of Arabica coffee seedlings.

Several other studies have demonstrated that the application of microorganisms of phosphate providers using phosphate solubilizing bacteria (Fitriatin et al., 2014; Sembiring et al., 2017) and mycorrhizal use (Hart and Trevors, 2005; Rouphael et al., 2015) increased the growth and yield plant. No previous study comprehensively studied the application of microorganisms of phosphate providers and organic matters to improve the growth of Arabica coffee seedlings in Andisol in Bener Meriah Regency.

Faced with an increasingly open society, retail concentration and population change, the purpose of this paper is to consider the challenges and potential for small towns to compete for custom from their residents.

Retail challenges and potential are considered through exploring the attitudes and behaviour of residents in a range of towns, where the key factors affecting trade are identified using regression analysis and then explored further using more open‐ended approaches.

The resident surveys illustrate a sizeable leakage of retail expenditure out of the towns, particularly for comparison goods. Regression analysis shows that this leakage is more part of a general trend rather than being associated with high levels of migration into the towns. Residents seem to fit into two different groupings: first, those whose expectations can be met at the small town level; and second, those wanting a different offer and tending to go elsewhere. Encouraging trade from the former provides the most realistic policy objective.

Key issues relate to getting the basics right, providing support to independent/specialist shops, encouraging firms to fill missing key elements of the retail offer and, where population change is occurring, ensuring that the expansion of services does not have detrimental effects for town centres.

This paper illustrates that although there are many retail challenges‐facing small towns, there is potential for them to maintain their viability and vitality.

Explained pay dispersion theory (Shaw, Gupta, & Delery, 2002) contends that the consequences of pay dispersion depend on two critical contingencies: (1) the presence of legitimate or normatively acceptable dispersion-creating practices, and the (2) identifiability of individual contributions. In this chapter, the first 20 years of empirical evidence and theoretical offshoots of this theory are reviewed. Other recent studies on the outcomes of horizontal and vertical pay dispersion are also evaluated. The review concludes with an evaluative summary of the literature and the identification of several potential fruitful areas for future research.

Strategy and organizational culture are indispensable for success within a business. Both behavioral scientists and practitioners have shown keen interest in understanding the association between culture and strategy; however, no strong consensus has been formed about this relationship. This paper aims to shed light on this relationship by answering the following questions: Is organizational culture separable from its strategies? Is there an association between organizational culture and strategy?

Using a sample of 496 service managers, this study empirically examines the relationship between culture and strategy. Due to the nature of the data, cross-tabulation research method was used for analysis and to check the association between organizational culture and strategy.

Results indicate that successful firms with a bureaucratic and innovative culture may demonstrate any of the four examined strategies (command, rational, transactive and generative). The results also suggest that successful firms with a supportive culture will likely use a transactive or generative strategy. Overall, the results found that all four strategies are associated with each of the three corporate cultures, except for the supportive culture-command strategy and supportive culture-rational strategy dyads.

There are diverse views about the organizational culture-strategy relationship; however, no strong consensus has been formed about this relationship. Using managerial data collected from service industry, this study examines the relationship between three organizational cultures, namely, bureaucratic, supportive and innovative, and four different types of strategies, namely, specially command, rational, transactive and generative.

We live in a time of great change. Community leaders around the world face dilemmas in every aspect of human living systems – social, economic, and environmental. We sit at a crossroads: do we try to fix what clearly is not working any longer or do we step up and design something new to achieve our desired outcomes? The leadership of Bibb County Schools (BCS) – faced with this very dilemma – stepped up to redesign their education system in a bold and exciting way. The road ahead was challenging and not at all guaranteed, but the conviction and strong leadership in the County was undaunted. This case study shares how BCS district, Macon, GA, is engaged the whole education system along with community leaders in a generative process to accelerate whole system positive change. Ultimately, their desired outcome was to generate a new educational system that would “ensure that all children receive a high-quality education that will prepare them to be competitive and successful in a global economy” (BCS, 2011). This chapter highlights key intervention strategies, including the important role that an Appreciative Inquiry summit played, in generating whole system change. We highlight the positive strides made to date and the challenges the County faces going forward. We conclude with recommendations leaders can use when considering a community-wide, whole system change effort.

While intended as a bridge between the concepts of learning organization and organizational learning, current conceptualizations of organizational learning capability still predominantly lean toward the learning organization side, specifically directed at profit firms. The purpose of this paper is to propose a four-dimensional model of organization learning capability that leans more toward the organizational learning side, specifically directed at nonprofit and government organizations in general, and army organizations in particular. This model is applied to the British Army in the Second World War.

The paper entails a secondary analysis of historical and military sources and data.

It is found that the British Army possessed only a moderate learning capability, which can be plausibly, but not exclusively, related to differences in battlefield performance between the British and the German Army in the Second World War.

The research scope of the paper is limited to the analysis of one particular army in the Second World War. Implications for theory reside in the importance of organizational learning capability and its dimensions to the effectiveness of “lessons learned” processes inside organizations.

The paper has clear practical implications for armies and organizations that resemble armies in one or more aspects, like prisons, correctional facilities, police forces, hospitals, mental institutions and fire departments.

The paper ranks among the first organizational papers to analyze army operations and functioning from the perspective of organizational learning capability.

This introductory chapter surveys institutional experimentation that has emerged internationally in response to the contraction of the traditional model of employment protection. Various initiatives are discussed according to the particular challenges they are designed to address: the emergence of non-standard employment contracts; increasing sources of labour supply engaging in non-standard work; intensification of exogenous pressures on the employment relationship; the growth of intermediaries that separate the management from the control of labour; and the emergence of entities that subvert the employment relationship entirely. Whereas post-war industrial relations scholars characterised the traditional regulatory model as a ‘web of rules’, we argue that nascent institutional experimentation is indicative of an emergent ‘patchwork of rules’. The identification of such experimentation is instructive for scholars, policymakers, workers’ representatives and employers seeking solutions to the contraction of the traditional regulatory model.

Existing literature clearly documents the importance of new product development to success of a manufacturing firm. Many examples of generic models of the process, including sequential, concurrent, and multiple convergent models, can be found. However, these models are of insufficient detail to provide an adequate foundation for redesigning the apparel product development process. The no‐interval coherently phased product development (NICPPD) model for apparel introduced in this paper documents apparel product development as a six phase process with multiple convergent points and coherently phased divisions. The NICPPD model provides for developing both product lines and individual products, developing seasonal lines and multiple seasons annually, and use of alternative development strategies including original design development, knock‐offs or take‐offs, and modification of existing products. Multiple applications for use of the NICPPD model by both researchers and practitioners in examining and improving the apparel product development process are identified.

As advocates and scholars dedicated to advancing equality for women and girls, we believe that sport can empower all people – and to change the world. Exclusion and restrictions for transgender athletes undermine this cause. Transgender athletes are not and have never been a threat to women's sport. There are, however, serious and well-documented threats to women's sport that warrant attention, including unequal opportunities in participation and leadership, inequitable funding and pay, uneven media coverage, a lack of sponsorship opportunities, sexual harassment and abuse and incomplete implementation of gender equality policies (Bisgaard & Støckel, 2019; Cooky et al., 2021; Hindman & Walker, 2020; Lough & Greenhalgh, 2019; Novkov, 2019; Pape, 2020; Raso, 2019; Schultz, 2018; Staurowsky et al., 2020; Yanus & O'Connor, 2016; Zerunyan, 2017).

A close reading of peer-reviewed, researched-based and credible sources allow us to better understand the experiences of trans athletes, to dispel the dangerous misinformation peddled in recent media accounts and political debates, to outline critical legal and policy discussions about trans athletes, and to highlight why access to sport matters for everyone. There is a clear consensus across multiple disciplines: the future of sport includes transgender women and girls.