Dr. Sapolosky's current research focuses on issues of stress and neuron degeneration, as well as on the possibilities of gene therapy strategies and gene transfer techniques for help in protecting susceptible neurons from disease. In the interview he identifies the stressors that cause disease and poor productivity within baboon and other animal communities. He currently teaches a class called "Human Behavioral Biology" at Stanford University. The class is one of the most popular classes on campus. He is the author of several books, including Why Zebras Don’t Get Ulcers and A Primate's Memoir. He is sometimes praised as one of the finest scientific writers of our time. He also has written for magazines and is a popular speaker.
He also travels to Kenya yearly to study baboons as they are primates that are closely related to us in their stress inducing environment. They are further similar to humans in that they have almost no natural predators and hence the majority of the their stress derives from their social functioning. More specifically, Sapolsky studies the cortisol levels between the Alpha male and female and the subordinates to determine stress level.

This case study shows, in detail, the step-by-step approach taken by BPI thought leader W. Warner Burke and BPI Senior Executive Board Member Lou Manzi in successfully merging two large corporate cultures.
SmithKline Beecham was formed through the merger of SmithKline Beckman Corporation, located in Philadelphia, PA, and The Beecham Group in London. Beecham had comparatively few programs in the way of human resources development, while SmithKline Beckman had a process but no consistency in how it was implemented across the corporation.
Within a few years, after the company had resolved the most urgent post-merger problems, it had become apparent that SmithKline Beecham needed a consistent, reliable, and standardized leadership planning process. It was believed that such a process would help meld the two companies with their disparate cultures—that it would help change SmithKline Beecham from a multidomestic “we versus them” culture to a global “us.” It was also hoped that a company-wide approach would enhance worker loyalty that had been diminished by the merger. Moreover, SmithKline Beecham was experiencing the same pressures felt by the industry worldwide to downsize and reduce its hierarchy, thereby limiting opportunities for advancement.
In early 1993, the human resources team was asked by senior management to develop three leadership planning initiatives that could be applied company- wide. The initiatives were a succession planning process, an executive development process, and a leadership competency model. Three separate teams were formed to attack these three separate targets. It did not take long, however, to recognize that the targets were all connected. They all led to the single goal of leadership planning. They agreed to work together on one team, with human resources people from all line operations—pharmaceuticals business, over-the-counter products business (Consumer Healthcare), corporate, Europe, International. There was also an advisory board of line managers.

This interview is useful for any organization or individual looking to recruit or become recruited by a large organization. Learn the secrets of a successful executive and organization's talent management program.

With annual revenues of $18 billion, FedEx Corp. is the premier global provider of transportation, logistics, e- commerce and supply chain management services. The company offers integrated business solutions through a network of subsidiaries operating independently, including FedEx Express, the world’s largest express transportation company, and FedEx Ground, North America’s second-largest provider of small-package ground delivery service. More than 2.5 million customers are connected electronically through the FedEx information network and approximately two-thirds of its U.S. domestic transactions are now handled on-line.

In this exclusive interview with Dr. Todd Lepine, a board certified doctor in internal medicine, we learn about his unique approach to helping his patients, the body’s response to stress and stressors, and different approaches to handle and deal with stress on a day to day basis. Dr. Lepine practices Integrative Medicine and is also a staff physician at Canyon Ranch Health Spa in Lenox, Massachusetts. This interview is useful for any organization or individual looking to reduce the amount of stress their body’s endure on a day to day basis and learn different solutions to being an overstressed executive.