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Designing and implementing effective strategies for managing heritage resources throughout the world has become critically important as the impacts of climate change and human-caused destruction are increasingly felt. Of particular importance is the ability to identify and track fast- and slow-moving processes associated with weathering, erosion and the movement or removal of heritage objects by natural and human agents. In this paper, the authors demonstrate how 3D laser scanning can be used to detect and monitor changes to the Okotoks Erratic “Big Rock” Provincial Historic Resource in Alberta, Canada, over a period of 7 years.

Terrestrial laser scanning surveys of the Okotoks Erratic “Big Rock” Provincial Historic Resource were undertaken in 2013, 2016 and 2020. Registration was used to place the three epochs of point clouds into a unique datum for comparison using the cloud-to-cloud distance function in Cloud Compare.

The movement/repositioning of rocks around the base of the erratic, the emergence of “unofficial” paths and changes to interpretive trails and fencing were all identified at the site over the time period of the study.

Current conservation at the Okotoks Big Rock focus primarily on the rock art panels that are scattered over the erratic. The results of this study indicate they should be broadened so that the geological integrity of the site, which is intrinsically linked to its cultural value, can also be maintained.

This is the first study the authors are aware of that utilizes terrestrial laser scanning + change detection analysis to identify and track changes to a heritage site over a period as long as 7 years.

This paper aims to shed light on how offshore wind park business networks can orchestrate dynamic capabilities to enable innovation for the competitive advantage of renewable offshore wind energy.

The research is based on a qualitative multiple-case study of operation and maintenance activities in offshore wind parks, starting in June 2014 with a pilot qualitative case study and the main qualitative multiple-case research conducted via in-depth interviews with 20 enterprises. The preliminary findings were presented for the qualitative triangulation of comments in a seminar in May 2015.

The findings explain the need for collaboration across the business network through the use of an open innovation platform for orchestrating dynamic signature capabilities in combination with ordinary capabilities. Both locally distributed leadership and central leadership in knowledge creation are necessary ingredients. The model developed from the research findings shows the need to change the competitive advantage criteria within business networks to VRIS (valuable, rare, imitable, substitutable) in contrast to the traditional criteria for individual enterprises of VRIN (valuable, rare, imperfectly imitable, non-substitutable).

The research is focused on offshore wind park business networks, and therefore, the generalizability of this qualitative case study to other contexts can be limited. Further research is thus needed to verify the findings.

A three-fold contribution is made to the understanding of the integrated combination of orchestrating dynamic capabilities in the offshore wind energy sector. Business networks, academia and policy bodies are given a model for enacting the competitive advantage of renewable offshore wind energy for the benefit of society.

Man has been seeking an ideal existence for a very long time. In this existence, justice, love, and peace are no longer words, but actual experiences. How ever, with the American preemptive invasion and occupation of Afghanistan and Iraq and the subsequent prisoner abuse, such an existence seems to be farther and farther away from reality. The purpose of this work is to stop this dangerous trend by promoting justice, love, and peace through a change of the paradigm that is inconsistent with justice, love, and peace. The strong paradigm that created the strong nation like the U.S. and the strong man like George W. Bush have been the culprit, rather than the contributor, of the above three universal ideals. Thus, rather than justice, love, and peace, the strong paradigm resulted in in justice, hatred, and violence. In order to remove these three and related evils, what the world needs in the beginning of the third millenium is the weak paradigm. Through the acceptance of the latter paradigm, the golden mean or middle paradigm can be formulated, which is a synergy of the weak and the strong paradigm. In order to understand properly the meaning of these paradigms, however, some digression appears necessary.

In the two years following the bursting of the high‐technology and telecommunications stock “bubble”, various legal proceedings and regulatory actions have brought Wall Street to the brink of creating a “independent” stock research arm that purportedly would create a separation between the research and investment banking functions of major Wall Street firms. This new research scenario is largely a result of the confluence of the legal and regulatory proceedings and a dramatic loss in confidence by public investors in the quality and objectivity in research provided by their brokerage firms. This article examines the legal, legislative, and regulatory proceedings that have led to this dramatic change in the way Wall Street will conduct stock research in the future.

The purpose of this paper is to focus on top women managers who act as change agents in the machista culture of Mexico. Specifically, the authors centre the attention not only on the strategies performed by these change agents to reduce inequality, but also on understanding the way in which they discursively reproduce or challenge essentialist notions of gender with respect to the cultural and organizational context.

Semi-structured interviews were conducted with 12 top women managers in Mexico who are actively involved as change agents. A feminist poststructuralist methodological framework using critical discourse analysis was used to uncover competing notions of gender and related strategies developed to promote gender equality.

The analysis reveals that the 12 change agents perform strategies for inclusion, and only half of them engage in strategies for re-evaluation. The authors were unable to recognize whether these change agents are engaged in strategies of transformation. These change agents also reproduce and challenge “essentialist” notions of gender. In some instances – based on their own career experiences and gendered identities – they (un)consciously have adopted essentialism to fit into the cultural context of machista society. They also challenge the gender binary to eradicate essentialist notions of gender that created gender inequalities in the first place.

The experience of these 12 top women managers may not represent the voice of other women and their careers. Ultimately, intersections with class, organizational level, nationality, race, ethnicity, and sexual orientation must be taken into account so to represent other women’s particular interests with respect to equality.

For those researchers-consultants who may be involved in an intervention strategy, it is important to focus on helping the change agents in reviewing and reflecting on their own “vision of gender equity”. During the strategic activities of mentoring and training, these change agents could potentially “leak” a particular “vision of gender” to other women and men. Thus, part of the intervention strategy should target the change agent’s self-reflection to influence her capacity to act as change agents.

The authors contribute to the literature on change agents and interventions for gender equality. Intervention strategies usually centre on essentialist notions of gender. The study offers potential explanations for this approach by paying attention to the process of how change agents, in their efforts to promote gender equality, may be unconsciously projecting their own identities onto others and/or consciously engaging in strategic essentialism to fit into the machista context of Mexico.

Our review shows that M&A research fails to discuss questions of gender. In this chapter, we aim to understand this lack of sensitivity to gender in analyzing how M&A processes unfold. We discuss strategic and people-oriented M&A research, seek to explain why gender and gender relations are not debated therein, and offer some ideas on how they could be incorporated in the analyses. We also consider the contemporary system of academic publishing for understanding the marginal position of gender research in general. Overall, the chapter paves the way for arguing why the gender perspective would benefit M&A research so that it would become better equipped to address the focal phenomenon as constituted in its social, cultural, and economic context.

European television is on the brink of being transformed by a new breed of commercial stations which garner revenues from advertisements — not merely taxes, governmental subsidies, and/or legislation which requires viewers to underwrite the programmes they watch. European commercial television, now in its infancy and usually only available to those with cable TV, exhibits all the signs of being an emerging “enfant terrible”. “Annual double‐digit gains in … (TV) advertising in Europe” will continue for the next 20 years, predicts John Eger, a major international media consultant and former senior Vice President of CBS Worldwide Enterprises.

The aim of this paper is to explore the nature and power of the academic boys club. In many organisations, the political significance of the boys club goes largely unremarked and unacknowledged. Yet, the way that male colleagues intimately relate to each other, sometimes called homosocial desire, is crucial to their success at gaining and retaining power at work.

Feminist, poststructuralist, ethnographic, qualitative, and longitudinal data were collected over a five-year period from male and female academics in a British university.

The boys club is still a powerful feature of British universities. Their apparent invisibility shrouds the manner in which they can and do promote and maintain male interests in a myriad of ways, including selection and promotion. These findings have resonances for all organisations.

Researching the intimacies between male colleagues requires time-intensive field work and insider access to men interacting with each other.

Meaningful gender equality will not be achieved unless and until the more sophisticated forms of female exclusion are revealed and deconstructed.

This research makes an unusual and crucial contribution to the study of gender, men and masculinities by providing longitudinal, rich, detailed data, observing men at the closest of quarters and then analysed by a feminist and poststructuralist gaze.

While Dalton and Radtke (2013) examine the effects of Machiavellianism and an organization's ethical environment within a low moral intensity setting, I examine the effects of Machiavellianism and an organization's ethical environment across both low and high moral intensity settings. Using a sample of 192 MTurk workers (i.e., online labor pool participants from Amazon's Mechanical Turk) and 127 undergraduate accounting students, the results using the full-sample of participants indicate the following: (1) Machiavellianism is negatively associated with whistle-blowing intentions across both low and high moral intensity scenarios; (2) an organization's ethical environment is positively associated with whistle-blowing intentions across both low and high moral intensity scenarios; and (3) in the low moral intensity scenario (but not the high moral intensity scenario), I find an interaction between Machiavellianism and the strength of the ethical environment. Implications for research and practice are discussed.