The European Psychiatric Association (EPA), the main association in the field of mental health in Europe, has long been supporting the development of early career psychiatrists. The EPA Early Career Psychiatrists Committee (ECPC) and its core task forces promote research activities among young psychiatrists, contribute to their professional development through organising courses and other educational events, prepare online educational materials and publications, and actively collaborate with other organisations. The EPA ECPC is always open to fostering cooperation on new professional, educational or research initiatives with early career psychiatrists from different countries.

This paper identifies two paradigms of vicarious liability. One is an established paradigm of ‘liberal agency’ found in cases where owner-managers ‘act through’ workers, with whom they have personal relations, in undertaking work tasks. The second paradigm is found in cases concerning bureaucratic organisations, which are characterised by chains of command and variegated decision-making procedures. Courts have grounded organisational responsibility in features such as structure, hierarchy, and control, which this paper uses to construct a model of the ‘deterrable organisation’. The deterrable organisation has important capacities to effect change in behaviour that courts rely on in order to prevent worker wrongdoing. The paper tests the viability of the model against the empirical literature and argues that courts could improve outcomes by a more targeted use of powers to award remedies.

This article posits that institutionalized mythologies can create comparative production advantages. Myths shape collective identity, mobilize actors, and fundamentally reshape production dynamics. Myths are institutionalized in market rules, regulations and structures, leading to the reification of the myth. The myth functions as if it is true, not because it is true, but because it shapes the rules of production. Yet without the initial myth, specific production incentives—and even their institutional comparative advantages—would not exist. My theory integrates approaches from modernist historians (“imagined communities”) and economic sociologists (“imagined futures”) to explain how myths (“imagined histories”) shape contemporary market outcomes, using the example of the French wine market. This argument contributes to the historical institutionalist approach, which focuses on the historical power dynamics between competing groups and the present-day social and market consequence of their institutionalized solutions.

To cope with an increased proportion of older workers, organisations develop old-age adaptation policies. Two strategies underlie these policies: phasing out and activating. Although the existence of these strategies is widely recognised, the reasons for their presence have rarely been explored. We identify three arguments that explain the extent to which these strategies are present: profit, principles and pressures. We hypothesise that the intensity of the phasing out strategy is higher when it is profitable and easy to replace older workers, when employer's age norms support the principle of treating older workers differently, and when external pressures are high. We also hypothesise that the intensity of the activating strategy is higher when it is profitable but hard to replace older workers, when the employer's age norms reject the principle of treating older workers differently, and when external pressures are high. We use pooled regression analysis to study imputed managerial data from 5,410 organisations in seven European countries. Results confirm the importance of external pressures for the adaptation of both strategies, and of principles for activating. Although policy feasibility is important for the adaption of both strategies, the other profit variables showed mixed results. Net benefits of older workers to the organisation are only important for phasing out, and substitutability only for activating. This paper discusses the wider implications of the study.

In France, public policies in the field of disability was transformed by the law in 11 February 2005 on ‘Equal Rights and Opportunities, Participation, and Citizenship of People with Disabilities’. The law was framed as the introduction in France of the international ‘social model of disability’, in order to combat discrimination. Yet international references in parliamentary debates leading to the adoption of this law were all but absent. How do we explain this paradox? This article aims to answer this question by showing how the newly introduced measures reflected the needs of different stakeholders involved in this public policy to maintain their positions and reform their mutual agreements. This transfer was not characterised by a thorough rethinking of the public policy subsystem, but rather resulted in layering of new rights on top of old frameworks. How then did the organisations promoting these measures manage to implement public policies despite clear contradictions between old and new goals? This article suggests that the organisational regulation of political conflict (conflict avoidance and circumvention of obstacles) and the safeguarding of embedded interests (by limiting possibilities for compromise and administrative obstruction of legal disputes) played a decisive role in this process.

Western countries currently face pressing demands to transform the labour market participation of older workers, in order to address the pressing economic and social challenges of an ageing population. However, in this article we argue that our understanding of older workers is limited by a dominant discourse that emphasises individuals rather than organisations; and valorises youth as the performative aspiration for all workers, regardless of age. To see things differently, and to see different things, we offer a novel analytical synthesis that combines insights from post-foundational feminist theory, the 2007 film No Country for Old Men and an empirical study of older nurses working in the Norwegian public health-care system. Our aim is to provide the foundations for alternative interventions in the world of work that might underpin a more sustainable future for older workers.

This paper proposes an Artful Learning Framework as an organisational development initiative. The framework is designed to assist people in organisations seeking higher levels of engagement in their strategic and operational endeavours, such as navigating change. The Artful Learning Framework offers three strategies as potential artful learning events designed to help people in organisations engage with each other creatively to achieve their organisational and professional goals. The Artful Learning Wave Trajectory model (Kerr 2006) forms a conceptual antecedent for the Artful Learning Framework. The Framework's strategies align with the relevant literature on organisational learning and, in particular, a proposition of Kerr (2006) who identifies a suite of skills, capacities and capabilities that are important in organisations. The notion of the wave, with the effect of ‘pausing and gathering’ to consider amidst the inevitable ambiguity and turbulence offor-ward movement, is invoked as a metaphor for the elements of the Framework which support its strategies. The paper will be of interest to individuals and groups that are committed to profound learning and capability building for the benefit of themselves, their teams and the organisations in which they work.

In his recent works, Jean-Guy Belley, based on his research on legal pluralism, puts forward a disenchanted diagnosis of late modernity as characterized by the prominence of organizational phenomena and by a new kind of “break between collective and individual consciousness.” This diagnosis merits comparison with other global interpretations of social reality, in particular Niklas Luhmann's systems theory. Such a comparison suggests a possible development of the model that can be derived from Belley's work. It is worth taking into account the differences between organizations, on the one hand, and, on the other hand, functionally differentiated systems such as economy, law, or science. This could enable us to revisit ongoing evolutions with respect to human individuality. The hypothesis is that individuals today act more and more as agents of organizations, and less and less as professionals carrying out functionally differentiated activities, and that they are invited to experience themselves less as individual subjects, than as organization-individuals.

To facilitate livestock improvement in developing countries, records on animal populations and their various productivity levels are important. However, in these countries, livestock recording presents a huge challenge. This paper presents an outline of the historical developments and the current scenario in dairy and beef recording in Kenya, where a recording scheme has been in place since 1963, yet the productive potential of most animals in the country remains unknown. The paper brings into context the state of recording in relation to the potential for future developments in dairy and beef production within the country. Despite the enormous existing potential, low numbers of livestock records are captured due to multiple challenges, which include limited funding, lack of incentives to record, limited feedback on records, a fragmented organizational structure, poor infrastructure, limited numbers of skilled personnel and lack of supporting policies. Strategies to overcome the challenges and achieve more sustainable utilization of the existing livestock populations are discussed. Linking recording to key service providers within the livestock production sector could enhance data collection, processing and feedback to livestock producers. The quality of extension services provided must be improved in order to holistically support livestock production. Recent international regulations on the traceability of livestock products sold within different countries mean that unless Kenya implements a robust animal recording programme, the country will be locked out of markets for its livestock products.

This article reports the findings of research into the functioning of companies' and organisations' internal labour markets. Four case studies of Australian and United Kingdom public and private sector organisations have been undertaken with two principal aims: to elucidate the challenges and barriers to the employment of older workers, and to demonstrate the benefits to business and to older workers of age-aware human resource management policies. In each of the case-study organisations, age-related assumptions affected the management of knowledge and skills and the ways in which older and younger workers were employed. Managing age relations in organisations requires an understanding of the ways in which workers of different ages are perceived and how these associate with sub-optimal deployment. The article concludes by suggesting that policies directed at older workers alone will ignore the age and age-group dynamics that pervade workplaces. To promote the better deployment of younger and older individuals in rapidly transforming organisations, there is a need for policy makers, employers and employees to be attentive to the age-group relationships that currently inform workplace practices. Organisations cannot ignore these age dynamics, but should adopt ‘age aware’ rather than ‘age free’ practices. The recommended human-resources approach would attend to individuals' capabilities and not stereotype them by age.