This study examines Indigenous Fijian and Papua New Guinean enterprises on customary land. It explores the duality of merging Indigenous and Western principles of entrepreneurship and the ability to balance business and socio‐cultural imperatives. A qualitative, ethnographic‐case study approach is deployed, with talanoa/tok stori used to collect empirical materials. Two interrelated themes emerged from the study: The need for Indigenous enterprise models to contribute to a more holistic conception of well‐being, and as a result, the requirement to rethink how surplus is distributed beyond mainstream shareholder ownership models. This study reveals a more nuanced approach to distributing surplus based on Indigenous conceptions of kinship. The specific theoretical contribution of this study is an Indigenous conception of surplus distribution that offers a challenge to traditional shareholder models.
There are strong moral and economic imperatives for employers to address the effects of gender-based violence (GBV) on their employees and business operations. Over the last two decades, an increasing number of organizations, predominantly in Western countries, have promoted workplace strategies that address the ways in which gendered violence or distinct subsets of GBV-including domestic violence (DV), sexual violence (SV), intimate partner violence (IPV), violence against women (VAW), and family and sexual violence (FSV)-can influence the performance and productivity of employees in their workplace. Different approaches to employee disclosures of gendered violence may include various combinations of a range of organizational responses, including, but not limited to, developing specific changes to employment, occupational health and safety, and antidiscrimination legislation; workplace entitlements secured through collective bargaining; the unilateral adoption and application of policies and procedures by employers; and workplace-based awareness raising programs (Hameed, 2014a). Specific workplace strategies may be developed and tailored to support individual employees who are victims of gendered violence within the workplace such as safety planning; referral to medical, psychosocial, legal, and protective services; (paid) time off work to access those services; financial support; and provisions to ensure nondiscrimination and employees' privacy. Potentially, workplace strategies may also be implemented to manage employees who are perpetrators of violence. However, to date, little work has been undertaken in this area. Together, these various workplace strategies, their distinct approaches, and various components benchmark current and evolving workplace 657142S GOXXX10.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.