This book examines the connections evident between the simultaneous emergence of British modernism and middlebrow literary culture from 1880 to the 1930s. The essays illustrate the mutual influences of modernist and middlebrow authors, critics, publishers and magazines.

Who was the early twentieth-century masculine middlebrow reader? How did his reading choices respond to his environment? This book looks at British middlebrow writing and reading from the late Victorian period to the 1950s and examines the masculine reader and author, and how they challenged feminine middlebrow and literary modernism.

The Politics of Global Supply Chains analyses the changing politics of power and distribution within contemporary global supply chains. Drawing on over 300 interviews with farmers, workers, activists, businesses and government officials in garment and coffee sector supply chains, the book shows how the increased involvement of non-state actors in supply chain governance is re-shaping established patterns of global political power, responsibility and accountability. These emerging supply chain governance systems are shown to be multi-layered and politically contested, as transnational governance schemes interact with traditional state governance arrangements in both complementary and conflicting ways. The book s analysis of changes to the relationship between state and non-state actors within transnational governance processes will be of particular interest to scholars and students of globalisation, global governance and regulation. The Politics of Global Supply Chains also suggests some practical ways by which the effectiveness and accountability of supply chain governance could be strengthened, which will interest both scholars and practitioners in fields of global business regulation and corporate social responsibility. Conclusions are relevant to the business and civil society actors who participate directly in non-state governance schemes, and to state regulators whose distinctive governance capacities could play a much greater role than at present in supporting transnational, non-state governance processes.

The Politics of Global Supply Chains analyses the changing politics of power and distribution within contemporary global supply chains. Drawing on over 300 interviews with farmers, workers, activists, businesses and government officials in garment and coffee sector supply chains, the book shows how the increased involvement of non-state actors in supply chain governance is re-shaping established patterns of global political power, responsibility and accountability. These emerging supply chain governance systems are shown to be multi-layered and politically contested, as transnational governance schemes interact with traditional state governance arrangements in both complementary and conflicting ways. The book s analysis of changes to the relationship between state and non-state actors within transnational governance processes will be of particular interest to scholars and students of globalisation, global governance and regulation. The Politics of Global Supply Chains also suggests some practical ways by which the effectiveness and accountability of supply chain governance could be strengthened, which will interest both scholars and practitioners in fields of global business regulation and corporate social responsibility. Conclusions are relevant to the business and civil society actors who participate directly in non-state governance schemes, and to state regulators whose distinctive governance capacities could play a much greater role than at present in supporting transnational, non-state governance processes.

From Paris to San Bernardino, Barcelona to Manchester, home-grown terrorism is among the most urgent challenges confronting Western nations. Attempts to understand jihadism have typically treated it as a form of political violence or religious conflict. However, the closer we get to the actual people involved in radicalization, the more problematic these explanations become. In this fascinating book, Kevin McDonald shows that the term radicalization unifies what are in fact very different experiences. These new violent actors, whether they travelled to Syria or killed at home, range from former drug dealers and gang members to students and professionals, mothers with young children and schoolgirls. This innovative book sets out to explore radicalization not as something done to people but as something produced by active participants, attempting to make sense of themselves and their world. In doing so, McDonald offers powerful portraits of the immersive worlds of social media so fundamental to present-day radicalization. Radicalization offers a bold new way of understanding the contemporary allure of jihad and, in the process, important directions in responding to it.

It's time the business world got the actionable, impactful, no-cost strategies needed to increase diversity and inclusion in the workplace Many white leaders want to create change but don't know how to do so appropriately and effectively. How do you know where the blind spots are that can create obstacles for people of color? Your intentions may be sincere and heartfelt, but intentions aren't enough. In It's Time to Talk about Race at Work, acclaimed speaker and bestselling author Kelly McDonald delivers a much-needed roadmap for business people. This book will help you successfully create a fair and equitable workplace that recognizes diverse talent and fosters productive and constructive conversations in your organization. It's Time to Talk about Race at Work does not approach diversity from the standpoint of social activism or an HR perspective. Instead, this book shows you exactly what to do and how to do it so that you can make real progress on diversity and inclusion, regardless of the size of your organization. The author's clear, "real talk" style makes it easy to learn: The costs and risks you're incurring if your organization lacks diversity How people who don't consider themselves to be racist may still have diversity blind spots How to start the hard conversations you may not know how to approach The STARTING Method--an eight-step framework that shows you how to ensure your diversity and inclusion efforts are effective How to recognize the excuses people use to avoid taking action on diversity and inclusion How to address the issues and comments that come up when employees feel nervous, resentful, or uncomfortable as you make headway on diversity in your organization Perfect for executives, managers, and leaders in organizations of all types and sizes, It's Time to Talk about Race at Work is also for employees who want to improve their organization by leading by example.

The failure of any welded joint is at best inconvenient and at worst can lead to catastrophic accidents. Fracture and fatigue of welded joints and structures analyses the processes and causes of fracture and fatigue, focusing on how the failure of welded joints and structures can be predicted and minimised in the design process. Part one concentrates on analysing fracture of welded joints and structures, with chapters on constraint-based fracture mechanics for predicting joint failure, fracture assessment methods and the use of fracture mechanics in the fatigue analysis of welded joints. In part two, the emphasis shifts to fatigue, and chapters focus on a variety of aspects of fatigue analysis including assessment of local stresses in welded joints, fatigue design rules for welded structures, k-nodes for offshore structures and modelling residual stresses in predicting the service life of structures. With its distinguished editor and international team of contributors, Fracture and fatigue of welded joints and structures is an essential reference for mechanical, structural and welding engineers, as well as those in the academic sector with a research interest in the field.

This book examines the connections evident between the simultaneous emergence of British modernism and middlebrow literary culture from 1880 to the 1930s. The essays illustrate the mutual influences of modernist and middlebrow authors, critics, publishers and magazines.

Over the past decade, we have witnessed the extraordinary rise of new global movements that throw into question the way we think about culture, power and action in a globalizing world. This book examines three of the most significant global social movements of the last decade: anti-globalization, new Islamic movements, and the Falun Gong in China. It also explores key dimensions of these movements, the tensions they confront, and the crises that created them. The book demonstrates how these global movements require a rethinking of the very idea of social movements.

From Paris to San Bernardino, Barcelona to Manchester, home-grown terrorism is among the most urgent challenges confronting Western nations. Attempts to understand jihadism have typically treated it as a form of political violence or religious conflict. However, the closer we get to the actual people involved in radicalization, the more problematic these explanations become. In this fascinating book, Kevin McDonald shows that the term radicalization unifies what are in fact very different experiences. These new violent actors, whether they travelled to Syria or killed at home, range from former drug dealers and gang members to students and professionals, mothers with young children and schoolgirls. This innovative book sets out to explore radicalization not as something done to people but as something produced by active participants, attempting to make sense of themselves and their world. In doing so, McDonald offers powerful portraits of the immersive worlds of social media so fundamental to present-day radicalization. Radicalization offers a bold new way of understanding the contemporary allure of jihad and, in the process, important directions in responding to it.

If you're in a diverse team, you know employee differences can cause miscommunication, lower trust, and hurt productivity...It doesn't have to be this way! The people you work with may be from a different generation, different culture, different race, different gender, or just a different philosophy toward work and life in general, but you need to work together toward a common goal. How to Work With and Lead People Not Like You explains how to dial down the differences, smooth out the friction, and play upon each other's strengths to become more effective, more productive, and less stressed. The keys are to find the common ground and identify hidden conflicts that are hurting productivity. Many people shudder at the prospect of working with diverse groups of people, but they can't voice their fear or anxiety. At work, it's not OK or politically correct to say, 'I'm uncomfortable with this person.' In fact, if you do say something along those lines, your job may be at risk. Your company may terminate you for not being on the 'diversity bandwagon.' So you keep quiet and you keep your thoughts to yourself. But deep down, you are uncomfortable. If you feel like this, it doesn't mean you're racist, sexist, ageist, homophobic, or any other negative label. It means you're struggling. You're struggling to understand people, cultures, or values that are unfamiliar to you. You're struggling to do your job with teammates and coworkers who may have very different viewpoints or different approaches to communication than you have. You're struggling to overcome differences and pull together to achieve high performance at work. Whether you're leading a diverse team, working in a challenging cross-cultural environment, or simply working with people who are 'not like you,' you need to be able to get along with everyone as a team, to get the work done. This book explains the skills you need to communicate, motivate, and inspire people to collaborate even if they have very different values, lifestyles, or priorities. * Learn key steps that bring cohesion to diversity * How to have a constructive conversation about working alongside people who are different * The four magic words that make this easier and smooth over friction * What not to say and why * Learn to set aside differences and get things done * Learn how to handle a racist, sexist, homophobic or offensive remark in a professional way * Retain your sanity when colleagues drive you crazy The changing demographics of today's workforce bring conflicting viewpoints, perspectives, approaches, skills, habits, and personalities together in one place; whether that leads to synergy or catastrophe is up to you. How to Work With and Lead People Not Like You helps you turn a hurdle into an advantage so you or your team can do more, achieve more, and enjoy the ride.

In Twilight of the Titans, Paul K. MacDonald and Joseph M. Parent examine great power transitions since 1870 to determine how declining powers choose to behave, identifying the strong incentives to moderate their behavior when the hierarchy of great powers is shifting. Challenging the conventional wisdom that such transitions push declining great powers to extreme measures, this book argues that intimidation, provocation, and preventive war are not the only alternatives to the loss of relative power and prestige. Using numerous case studies, MacDonald and Parent show how declining states tend to behave, the policy options they have, how rising states respond to those in decline, and what conditions reward particular strategic choices.

Who was the early twentieth-century masculine middlebrow reader? How did his reading choices respond to his environment? This book looks at British middlebrow writing and reading from the late Victorian period to the 1950s and examines the masculine reader and author, and how they challenged feminine middlebrow and literary modernism.

Mom's Bathroom Reader is all about Naughty and Nice. Compiled by the UniMom for all who have ever passed over her cervical cusp, this little tome reviews Mom's Rules, Regulations, "You Betters," and Musts. This is a power book written by Mom - who knows sometimes you lose control. So, Mom's back now to remind you about stuff she already told you about. Think you're all grown up and on your own now? Think she doesn't control you anymore? Well, think again. Yes, think about the shock and awe of her pelvic thrust. So, WASH YOUR HANDS, FIND A QUIET SPOT and START READING your mother's book.

The Air Force is currently undertaking one of the largest manpower transformations since its creation in 1947 through a program entitled Force Shaping. By separating 40,000 active duty members, to include 8,000 Company Grade Officers (CGOs), the Air Force intends to balance the skills of its personnel to meet the requirements of the Global War on Terror. Given these increasing operational commitments, issues impacting personnel retention decisions within a leaner force should command our attention. As personnel resources decrease and operational requirements increase, the likelihood of military members experiencing conflicts between work and home life may also increase. As such, this research examined the impact of work and family influences on CGOs' decisions to stay or depart the service. Data to investigate this impact was collected via web-based surveys of CGOs from three CONUS-based Air Force units. Specifically, a construct entitled work-home conflict, which describes the conflicts resulting from competing role demands of family and work, was used to predict retention decisions of military officers--a population that has been largely unrepresented in the management literature. Results indicated that work-related variables, such as work overload, stress, and advancement expectations, appeared to have no significant impact on CGOs' turnover intentions; a finding contrary to previous work-family literature which suggests work-related experiences are more likely to predict turnover intentions than family-related issues. Perceived family satisfaction with military life did significantly impact retention decisions, suggesting members considered their families' satisfaction with military life above their own work-related attitudes when making retention decisions. Finally, results indicated that as family members' general satisfaction with military life improved, a corresponding positive impact on the members' willingness to remain in the service resulted.