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The purpose of this paper is to address four interrelated questions: what is the prevalence of ageism amongst employers? What are the factors conditioning employers’ age stereotypes? To what extent are ageist attitudes among employers translated into discriminatory recruitment, retention and firing practices? And what factors can moderate the stereotype–discrimination interaction?

The paper draws on a survey conducted among Danish employers; 2,525 completed the survey questionnaires; response rate 25 per cent.

The major finding is that ageist stereotypes among employers do not translate into discriminatory personnel management practices.

The findings may be specific to Denmark. Denmark is renowned to be a non-hierarchical, egalitarian society, which may have implications for personnel management practices.

Contrary to this study, most studies analysing ageist stereotypes do not assess the extent to which stereotypes are translated into discriminatory personnel management practices in the workplace.

The so‐called individual action plan (IAP) has become a major policy instrument in providing active welfare for social benefit claimants, and as such it has attracted quite a research interest. The purpose of this paper is to maintain that research hitherto has been founded in a too narrow notion of the IAP, arguing instead that IAP represents a new societal rationality, in relation to which the scope of research questions should be broadened.

The paper explores the basic dynamics and internal features of the IAP dialogue theoretically and ideal typically. It is furthermore argued that IAP‐like arrangements have extended far beyond the domain of social policy; IAP‐like dialogues are practiced in all corners of society in the form of HRM conversations, supervision, coaching etc. Relating to Foucault it is therefore argued that IAP represents a new dispositif.

The paper states that the emerging dispositif demands that the individual constitutes herself as a creative and self‐expressive subject in dynamic dialogue. Accordingly the microphysics of the interaction change for the clientele as well as for the case worker. Purpose and procedures turn singular, which undermines collective endeavours and general criteria for success in social policy.

The paper employs a theoretical and sociological perspective on the IAP as a new technology in the organisation of social policy, and its contribution lies in its displacement of the perspective on IAP and its consequences on research questions.

Re-abling care of frail older people is highly on the agenda in several countries. The purpose of this paper is to have a closer look at the argumentation used for its establishment by local policy actors in the field and the kind of expectations towards the behaviour of frail older people it entails.

The empirical material consists of qualitative interviews with 17 local policy actors in two Danish municipalities. The interviews have been analysed with the help of argumentative discourse analysis.

The most important argument for re-abling care appears to be grounded in economic reasons. However, a second, moral argument was found revolving around the older peoples’ activity, which contributes to the establishment of moral expectations towards frail older people to be active.

As the goal of the study was to analyse understandings and values of key local actors, the implementation of re-ablement programmes and the users’ perspective were not studied.

The paper contributes to the investigation of the shift from universal entitlement as a right to towards market rationalities in Danish elder care.

Identifies three approaches to controlling the agent‐principal conflict for CEOs (market discipline, compensation structure and monitoring mechanisms) and reviews previous relevant research. Develops a mathematical model of the relationship between pay‐for‐performance sensitivity and external monitoring; and tests it on 1971‐1993 US data. Presents the results, which suggest that the sensitivity is significantly affected by monitors, growth opportunities and CEO share ownership. Considers consistency with other research and the implications of the findings.

This study examines the relationship between board composition and firm value, and the extent to which this relationship may be affected by a company’s investment opportunity set. There is little research that examines this issue, particularly for the New Zealand market. Of the research that exists, and generally for the research that examines how board composition affects firm performance, the findings have been mixed. Using a randomly chosen sample, which improves the external validity of results from prior studies, we find that board composition of high growth option firms is positively related to firm value, and this relationship is maintained when more refined measures that proxy the characteristics of outside directors (such as tenure of outside directors, the level of outside director equity ownership, the number of other board positions held by outside directors, and the total proportion of non‐executive directors, including grey directors) are recognised.

The monograph argues that American racism has two colours (white and black), not one; and that each racism dresses itself not in one clothing, but in four: (1) “Minimal” negative, when one race considers another race inferior to itself in degree, but not in nature; (2) “Maximal” negative, when one race regards another as inherently inferior; (3) “Minimal” positive, when one race elevates another race to a superior status in degree, but not in nature; and (4) “Maximal” positive, when one race believes that the other race is genetically superior. The monograph maintains that the needs of capitalism created black slavery; that black slavery produced white racism as a justification for black slavery; and that black racism is a backlash of white racism. The monograph concludes that the abolition of black slavery and the civil rights movement destroyed the social and political ground for white and black racism, while the modern development of capitalism is demolishing their economic and intellectual ground.

This paper explains the concepts of underhedging and overhedging in interest rate swaps and demonstrates how overhedged and underhedged swaps might be accounted for under Statement of Financial Accounting Standards No. 133 (FAS 133) and international Accounting Standard No. 39. To illustrate, we use an interest rate swap with receive‐fixed, pay‐fixed swap leg foreign currency to explain the un derlying differences between overhedging and underhedging on foreign exchange risk. We further clarify that when both legs of an interest rate swap are specified with the same currency as in the situation of FAS 133 ‐ Example 5 beginning in Paragraph 131, accounting for overhedging or underhedging will be no different because there is no foreign exchange overhedging or underhedging risk that impacts swap valuation.