This edited volume presents complex issues surrounding economic and cultural injustices in the global South and the social imaginaries articulated by vulnerable communities in these extractive zones. These organizations of struggle by disenfranchised members in the global South bring forth a collective of knowledge to decolonize organizational theory and think of organizing a more just world. The essays in this volume critique and connect meanings of “organizations” in relation to neoliberalism, coloniality, and social justice. More specifically, scholars engage with ideas of resistance such as invisible histories in management theory, hybrid collective action, self-determination and indigenous sovereignty, and decolonizing institutions. The chapters also cover a wide range of locations including feminist movements in Latin America, the struggles of Palestinians in self-exile to connect with their homeland, and reproductive labor in Sri Lanka to the decolonial potential of Black Lives Matter in the US and insights into organizing resistance in parts of Asia and Africa. For scholars and policymakers, this book presents emancipatory essays that interrogate the cultural, social, political, and historical issues pertaining to organizations in the context of the neoliberal economy.

This book brings together a team of renowned social scientists to ask not why climate change is happening, but how we might learn from its human dimensions to raise public and political will to fight against the climate crisis. Despite efforts for mitigation, global emission levels continue to increase annually and the world’s wealthiest nations, including all of the G20 countries, have failed to meet their Paris Climate Goals. In the absence of political will, many have called for individuals to act on climate change by mitigating their own carbon footprint through having fewer children, driving less, using LED lightbulbs, or by becoming vegetarians. While compelling, individual lifestyle changes on this scale are unlikely to prevent climate disaster. Resolving the Climate Crisis presents informed solutions for social change that center human behavior and emotions, political systems, and societal structures. Across a series of concise and accessible chapters, authors explore potential solutions to climate change, addressing topics including Indigenous ecologies, LGBTQ+ community engagement, renewable energy technologies, and climate justice. Their expert engagement with the social and behavioural sciences makes this book not only an essential handbook of climate change solutions but also an innovative model for public-facing social science scholarship. Resolving the Climate Crisis will be an essential resource for students and researchers of climate change, as well as policy makers working to develop meaningful strategies for combatting the climate crisis.

Organization development practitioners have, for over half a century, engaged with organizations to help them grow and thrive. The artful application of Organization Development (OD) has helped business leaders articulate vision, rethink business processes, create more fluid organization structures and better utilize people's talents. While business leaders and OD practitioners intuitively believe that OD provides valuable results, rigorous measurement of the value delivered has long eluded many OD practitioners. 'Bottom-Line Organization Development' provides powerful tools to capture and measure the financial return on investment (ROI) of OD projects to the business. Given the increasing competition for budget and resources within organizations and the requirements of demonstrating tangible results, the need for such OD measurement tools is very high. But in addition to proving the value of OD projects, integrating evaluation into the change management process itself can actually increase the value of the change initiative because it opens up new ways of capturing and increasing the value of change initiatives. In other words, there is an ROI to ROI. Merrill Anderson calls this new way of approaching OD "strategic change valuation." The book explains the five steps in the OD value process - diagnosis, design, deployment, evaluation and reflection. In addition, three case studies take readers through the process of applying bottom-line OD to three types of popular strategic change initiatives: executive coaching, organization capability, and knowledge management. Readers will gain a holistic perspective of how to make the seemingly intangible benefits of these initiatives tangible.

2) How has organization theory developed over time, and what structure has the field taken? What assumptions does knowledge produced in organization theory incorporate, and what forms do its knowledge claims take as they are put forward for public adoption? 3) How have certain well-known controversies in organization theory, such as for example, the structure/agency dilemma, the study of organizational culture, the different modes of explanation, the micro/macro controversy, and the differnet explanations produced by organizational economists and sociologists, been dealt with? 4) How, and in what ways, is knowledge generated in organization theory related to action? What features must organization theory knowledge have in order to be actionable, and of relevance to the world 'out there'? How have ethical concerns been taken into account in organization theory? 5) What is the future of organization theory? What direction should the field take? What must change in the way research is conducted and key theoretical terms are conceptualized so that organization theory enhances its capacity to generate valid and relevant knowledge?

The WTO Secretariat reports that during the period from 1995 to June 30, 2007 WTO members initiated 3097 anti-dumping investigations. Of these, 474 were put forward by India, which made it the largest user of this measure among WTO Members. The traditional argument of developing countries was that loopholes or absence of clear definitions in the anti-dumping rules have increased the possibility of abuses and discretionary practices against them. Now, many developing countries like India have become frequent users of this measure. For a better understanding of the various provisions of the WTO's Anti-dumping Agreement (ADA) a critical investigation of the resulting jurisprudence is a necessity. To that end, this timely work has a fivefold aim: and• To explore the jurisprudence that has emerged around the anti-dumping regime and how it affected developing countries; and• To assess how effectively and to what extent the WTO's Dispute Settlement Body (DSB) is able to analyze the violations of ADA provisions; and• To examine domestic compliance with DSB decisions; and• To study the Indian cases which come before the nation's Customs, Excise andamp; Sales Tax Appellate Tribunal, various High Courts and the Supreme Court of India; and and• To offer recommendations for the improvement of the anti-dumping regime from a developing country perspective.

Special edition of the Federal Register, containing a codification of documents of general applicability and future effect ... with ancillaries.

Organizations are not human, but they are made up of people. Examining the organization, functioning, growing and developing and moving together as one unit, the well-being and success of that organization depends on the well-being of people that make it up. Love, in its various forms, is the energy that motivates and fuels creativity, care, innovation, progress and well-being. Traditionally, organizational structures have been set up to support compliance and command and control, which often discourages love and creates policies against love at the workplace. The result has been reduced growth, productivity and retention of businesses as well as reduced well-being for employees. This reduced connectivity between individuals has also, at a higher level, adversely affected society. Without love, people are working and performing with reduced energy, and at reduced capacity. While prior research has been focused on love at the workplace from the viewpoint of psychologists, this book explores the impact of love within organizational contexts from various viewpoints including management, psychology, and philosophy. It explores love in the organizational context by looking at how it affects meaning, purpose, well-being, motivation, faith, care, spiritual development and how the identity and well-being of each person in the organization positively affects retention and the growth and success of that organization. It will be of interest to researchers, academics, and advanced students in the fields of organizational studies, leadership, and management.