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The importance of role models in inspiring and influencing the career paths of young people cannot be overstated, particularly in the fields where certain population segments are under-represented. However, when there are no role models, a few exceptional people become pioneers; these are people who carve out their own paths. Most research in early history of women in engineering focuses on the Western world, with relatively little information from the other parts of the globe. This paper presents the stories of a few Asian women who went against the odds, against social norms and expectations, without role models, and ventured into the field of engineering.

The reasons why supervisory/line management relationships are one of the most frequently cited causes of workplace negative emotions are poorly understood. Existing research on emotions at work provides some clues but largely omits the role of relational context. Drawing on attachment theory, the present research develops a model suggesting that employees hold differing relational models of their supervisory relationship in conjunction with global relational models that they bring with them to the workplace. Together, these relational models are associated with different interpretations of supervisor behaviour, which in turn are associated with differences in emotional reactions. The model was tested with a survey of 174 nurses employed in a UK NHS Trust. Some support was found for the propositions. The research highlights that in order to understand why negative emotions occur in supervisory relationships it is important to examine affective events within the historical relational context in which they occur.

There seems to be a broad consensus in Europe that there is a European Social Model (ESM), which needs to be defended and developed. But this concept is ambiguous: is it a simple description of the current state of European companies? Is it a normative concept? Is it compatible with contemporary globalisation? Is it a political project? The ESM is embodied in different ways in each EU country. The article discusses the classification of Esping-Andersen, which distinguishes four models: liberal, continental, Scandinavian and Mediterranean. The best economic performance is achieved by the liberal and Scandinavian countries; the latter also have the best social performance. The economic performance of the continental model countries is poor. Do they have to resign to the liberal model or can they move towards the Scandinavian model? The ESM faces new economic (expenditure growth, globalisation) and social (individualism) challenges. Three views on its future are faced. The first stressed the importance of ensuring social cohesion. The second proposes to restore incentives to work. The third proposes to increase the role of social protection as a factor of production. Should Social Europe be taken forward? This is an ambiguous project that can aim at modernising social protection, i.e. reducing it or gradually introducing high social standards common to all Member States. What should be the sharing of roles between national and European institutions in the evolution of the ESM (s)? The current strategy (that of the Open Method of Coordination) is unsatisfactory, weak democratic and impactful. Can it be improved? ; Un large consensus semble exister en Europe pour estimer qu'il existe un Modèle social européen (MSE), qui doit être défendu et développé. Mais cette notion est ambiguë : est-ce une simple description de l'état actuel des sociétés européennes ? Est-ce une notion normative ? Reste-t-elle compatible avec la mondialisation contemporaine ? Est-ce un projet politique ? Le MSE est incarné de façon différente ...

Article is dedicated to examination and analysis of the construction of the
information model «social explosion», which corresponds to the newest «colored»
revolutions. The analysis of model makes it possible to see effective approaches to the
initiation of this explosion and by the use of contemporary information
communications as honeycomb connection and the mobile Internet.

The industrial relations models among the EU/EES countries vary widely. The Nordic model of self-regulation contrasts sharply to French state extension of collective agreements and minimum wage set by the state. While social dialogue often refers to tripartite negotiations, bipartite collective bargaining is characteristic of self-regulation. Swedish self-regulation is the most far-reaching among the Nordic countries, as state intervention is less common than in Denmark, Finland and Norway. In most EU/EES countries, in particular the new Central and Eastern European member states and Greece, union power is undermined by declining union density and shrinking coverage of collective agreements. In many cases, international organisations pushed through "structural reforms" weakening trade unions. The result is decreased bargaining capacity at industry level and difficulties in avoiding downwards derogations at company level. Even in some core eurozone countries governments have carried through "internal devaluation" to restore competitiveness. High union density (Finland) or high union mobilisation capacity (France) could not prevent this development. The economic performance of a country and degree of globalisation, including the absence of a national currency, appear more important. Swedish union density is still among the highest in the world but has declined considerably in the last twenty years. As a strongly export-dependent country dominated by large transnational groups, is Sweden very exposed to globalisation. This has shifted the balance of power to the advantage of transnational companies, and by that circumscribed the unions' efforts to achieve developing jobs and improved working environment.