Abstract
In this article the stage is set for storytelling, ethnographic narratives, and a look at the literature on innovators and anti-innovators. Envy is seen to be a central element in the discussion. Political skills, on the other hand, may diminish the negative effects which may have ensued, implemented by insecure leaders in view of subordinates with leadership potential. Hence, leadership, and national culture, as well as organizational culture play an essential role in the innovativeness of organizations. Extremely creative individuals - essential in the global marketplace - may be ostracized by co-workers who feel that they lack in abilities, by direct comparison. Being clever (or having a high intelligence quotient - IQ - being able to reason and solve diverse types of problems) in itself has no effect on political ability. Knowledge of oneself (capabilities and personality) is essential in combatting anti-innovators (note that one may change and improve, by learning, over time). Emotional intelligence (ability to self-manage oneself, emotionally, including how one communicates and empathizes with others), not surprisingly, is very important. Finally, showing and feeling anxious is bad in the fight against anti-innovators.

Abstract
Spotify is a world class platform for music streaming, and it offers various kinds of services. As with many digital platforms, Spotify uses artificial intelligence to personalize the user experience, also known as a recommender system. This study investigates what role Spotify’s recommender system plays in the use of Spotify and if there are any differences in satisfaction between different ages and gender. Therefore, we conducted a survey about how customers are using Spotify, which was shared in different forums. In total we received 159 answers with respondents from 21 different countries. One of the main findings was that the three services “Make your own playlist”, “Playlist made by Spotify” and “Recommended songs” are the most popular. Also, a correlation was made to investigate the relationship between the satisfaction of “Recommended songs” and if customers add them to their own playlists. The Spearman’s Rank Correlation Coefficient was 0.43 (significant at the 0.01 level), which is a moderate value. This means that almost half of the time the Spotify users place the recommended songs in their playlist. Further, two conclusions were arrived at. Firstly, the recommender system plays a major part in how customers use Spotify. Secondly, we cannot see that age and gender would significantly affect the satisfaction of the recommended songs that Spotify suggest. © 2022, The Author(s), under exclusive license to Springer Nature Switzerland AG.

Abstract

Abstract
This research is a part of the Erasmus+ internationally funded InDo research project, involving a consortium led by an Italian higher education institution. An objective of the project is to include desk and field research on the topics of Understanding by Design and Differentiated Instruction, which led to this article having been produced, for knowledge transfer purposes. To carry out this research study, the Boolean operators "Understanding by design"; "Differentiated instruction"; "Higher education" and, "Cross-disciplinary material" applied to the title, abstract, and keywords in the Scopus database were used. Using all operators simultaneously returned no results. Only the Boolean operators "Differentiated instruction" AND "Higher education" and the operator "Cross-disciplinary material" alone brought results. 24 articles were found on Differentiated instruction and Higher education. This group of articles was previously analyzed in a Bibliometric way, using the "Bibliometrix" package from the free software R Studio. Regarding the searches for the term "Cross-disciplinary material", the Scopus database returned only 1 result, which was combined with the 24 articles previously identified, totaling a total of 25 articles related to the two themes. Given the difficulty of access - articles, books, and book chapters with restricted access - 6 investigations were excluded, leaving 19 potentially relevant articles, which were read in their entirety. From the analysis of the 19 articles selected for full reading, 1 investigation was excluded for not fitting the parameters of this research, resulting in a total of 18 articles that were analyzed using a meta-synthesis. After the analysis performed, it can be seen that the main theory used has been differentiated instruction coupled with issues such as standardized assessments for the identification of learning styles, personalized feedback instruments, online applications, the perception of self-efficacy, as well as concern for the development of analytical models for differentiated instruction. Less expressively, other theories that emerge from the analysis performed, are the flipped classroom, Universal Learning Design, a diagnostic assessment and interdisciplinary education.

Abstract
Purpose The present investigation aimed to evaluate the influence of envy on the predisposition to innovative behavior, starting from a conceptual model that considers not only the direct influence of envy but its indirect influence through ostracism and alignment with the negative behaviors of superiors. Design/methodology/approach Using a survey applied to 168 individuals, a conceptual model was developed based on the relationship ignored in the literature between envy and innovative behavior. The model was validated using the multivariate statistical technique of structural equation modeling with partial least squares estimation (Partial least squares structural equation modeling [PLS-SEM]). Findings The results of the study suggest that envy not only has a direct positive influence on alignment with negative boss behaviors and ostracism, but also an indirect influence on ostracism mediated by alignment with negative boss behaviors. Another important result of the present investigation refers to the negative effect of envy on the predisposition to innovative behavior. The results suggest that the greater the envy, the lower the innovative behavior. Practical implications This research provides evidence that envy can act as a barrier to innovation by triggering counterproductive behaviors such as ostracism and a decrease in predisposition to innovative behaviors, either due to innovative individuals prematurely exiting the organization or due to them lessening/dampening their innovativeness to avoid the negative consequences. Given this scenario, it becomes necessary to increase managerial awareness on the subject to manage negative emotions to promote the conditions for organizational innovation. Originality/value The present research contributes in both practical and theoretical ways to understanding the effects of envy on the predisposition to innovative behavior. Adding to this, this research represents a conceptual advance by linking envy to innovative behavior, providing a promising avenue for extending the psychological relevance of the envy construct to organizational and management studies, which are generally positive, normative and outcome-oriented.

Abstract
Doing internships is increasingly common in Portugal, often being regarded as a prerequisite for entering the labour market. This trend reinforces the need to understand the interns' perception of the ideal characteristics for this type of experience, in order to stop (or at least slow down) the brain drain that is currently felt. This exploratory research aims at reflecting on how organisations can contribute to successful internships. Themes such as the leadership and organisational culture of the host entity are addressed, areas which have been debated less often in the current literature. Our quantitative research was based on a survey, which obtained 143 responses from individuals with internship experience. Data were analysed using descriptive, reliability, inferential, and multiple linear regression analysis. The results from this study showcased a tendency toward servant leadership (in detriment to paternalistic or autocratic leadership) as being the most appropriate leadership style for an internship. It was also possible to emphasise some important points in an internship experience, including remuneration (desired by the interns) and the tasks performed (the interns want to be given responsibilities and meaningful work during their internship). Some of the results obtained are according to the state-of-the-art, however, others diverge.