Over the last four decades, many Japanese companies have opened branch offices or subsidiaries in the Netherlands. The same is true of Dutch companies in Japan. In these organisations, nationals with different cultural backgrounds worked together intensively and decisions of varying importance are made continuously. Effective co-operation and decision-making in such intercultural business settings require insight into each other’s ways of thinking. In this book, experienced authors from business and academia discuss Japanese-Dutch economic relationships against this background of similarities, differences and adaptations.

Cities are conspicuous among settlements because of their bulk and pace: Venice, Paris, or New York. Each is distinctive, but all share a social structure that mixes systems (families, businesses, and schools), their members, and a public regulator. Cities alter this structure in ways specific to themselves: orchestras play music too elaborate for a quartet; city densities promote collaborations unachievable in simpler towns. Cities, Real and Ideal avers with von Bertalanffy, Parsons, Simmel, and Wirth that a theory of social structure is empirically testable and confirmed. It proposes a version of social justice appropriate to this structure, thereby updating Marx’s claim that justice is realizable without the intervention of factors additional to society’s material conditions.

This contributed volume discusses diverse topics to demystify the rapidly emerging and evolving blockchain technology, the emergence of integrated platforms and hosted third-party tools, and the development of decentralized applications for various business domains. It presents various applications that are helpful for research scholars and scientists who are working toward identifying and pinpointing the potential of as well as the hindrances to this technology.

The contributions in this book shed light on the transitional path of the Japanese system amid rapid globalization. They cover a broad range of areas from macro- and micro-economic structures to political and social relations.

The importance of creating a favourable impression is hard to overstate in all walks of life - in business it's vital to achieve strategic goals. Customers, journalists, bloggers, investors, governments and other groups are all important stakeholders in an organizations performance and in persuasively communicating a company's ethical and socially responsible behaviour, these groups can be kept onside. Supported throughout by lively examples, this book contains guidance for implementing strategies that engage stakeholders - highlighting those organizations which employ communication professionals as key performers. Van Riel reveals how a dominant logic develops among executives, which influences styles and techniques of trust-building communication. The practical insights demonstrated via cases including Google, Unilever and Barclays make this book useful reading for MBA and other graduate classes across areas such as public relations and reputation management as well as thinking managers across the globe.

A testament to the vitality of the Masterson Approach to the study and treatment of the disorders of the self, this incisive volume documents the evolution of Masterson's theoretical and clinical work during the past five years. It is comprised of writings by a second generation of clinicians who both carry on and expand the horizons of the Masterson Approach. Disorders of the Self addresses four new areas of great clinical importance from the perspective of developmental, self, and object relations theory. First, Ralph Klein, Clinical Director of the Masterson Institute), has combined the work of Fairburn and Guntrip with the Masterson Approach to develop and updated, broader, original and clinically useful concept of the Schizoid Disorders of the Self. The force of his approach is illustrated by the focus on the schizoid dilemma and the schizoid compromise, vividly depicted with detailed clinical applications. Candace Orcutt, Senior Faculty Member in the Masterson Institute, along with a colleague, then apply the Masterson Approach to the controversial topic of early abuse - physical and/or sexual - to the developing self. Diagnosis and treatment of narcissistic pathology is the focus of section three. Chapters further refine and expand how the disorders of the self triad - self activation leads to anxiety and depression which lead to defenses - operate in both the patient's life and in the therapeutic relationship. The authors identify and illustrate critical points in treatment, detail the technical approach to the closet narcissistic personality disorder, and address the therapeutic management of devaluation and disappointment reactions along with the countertransference reactions they evoke. The volume concludes by delving into arenas beyond individual psychotherapy for disorders of the self. An innovative approach to group therapy combines the Masterson Approach with that of W. Bion, and authors examine the complexities of drug therapy and comorbidity and their interaction with psychodynamic forces. Disorders of the Self will be a vital addition to the armamentarium of any clinician who works with personality disorders. It demonstrates the continued expansion and evolution of a profound theoretical and clinical paradigm - the Masterson Approach - aimed at penetrating and healing the disorders of the self.

This title was first published in 2001. Management of the employment relationship changed markedly in the last two decades of the 21st century, and a major part of this has been the extension of employee involvement and participation in the workplace. Modern management theorists and researchers have commonly emphasized the importance of two-way communication and co-operation between management and labour in determining the success of human resource management (HRM) strategy and in maximizing workplace efficiency. Some researchers argue employee participation and empowerment are progressive management practices which have universal benefits to performance enhancement, as opposed to most other HRM practices whose success is contingent upon the organizational context. This title explores these themes through an international collection of case studies, which are the outcome of a comparative project of the Workers' Participation Study Group of the International Industrial Relations Association (IIRA).