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Provides a review and analysis of the ambulatory patient groups classification system. Discusses a review of the history, development and implementation process. Concludes that in the ongoing efforts to move towards full‐managed care in the not‐so‐distant future, ambulatory patients groups are another potential cost‐cutting remedy for current health care providers and that future research into this issue is a must for public policy makers.

The rapid changes taking place in the health care sector have prompted health care organizations to pay more attention to the satisfaction of their patients. Many healthcare providers are therefore looking for ways to improve their performance as perceived by patients. This article points out the growing importance of the concept of patient satisfaction, and suggests that one of the ways to improve patient satisfaction rating is to put more emphasis on the use of appropriate information technology in the delivery of healthcare. A framework through which improvement can happen is designed to help managers conceptualize the process.

Most of the research on fostering ethical climates by making ethical decision choices in organisations has taken place in the last 20 years. Research has moved from specific studies evaluating either individual or situational variables as factors in ethical decision behaviour to more complex models that encompass the interaction of individual and situational factors. This study revisits the influence of the individual variable of gender on ethical decision making. Using a laboratory format and decision exercises that attempted to create realistic business conflict situations through decision scenarios, the influence of demographic factors, specifically gender, and the moral intensity of the conflict situation on ethical decision making are examined in the light of workplace values.

Introduction A report by the US Equal Employment Opportunity Commission (EEOC) in 1980 indicates that 31.1% of banks' officials and managers were women. This nearly doubled the proportion of women officials and managers in banking from 1970 to 1978. (ABA Banking Journal, October 1980). “People of Colour made smaller advances in the period. Blacks Hispanics, Asians, Native Americans made up 15.9% of the officials and managers at the largest 50 banks, up from 12.3% in 1978, Blacks alone accounted for 6.9% of the officials and managers, up from 5.4% a decade ago.” (American Banker, August 29, 1989). This 27.78% increase in the number of black officials and managers looks impressive, but blacks only represent 6.9% of total managers.

Introduction Critics have levelled charges of bias, claiming that admission policies have been aimed specifically at slowing down the influx of Asian Americans into medical schools and have therefore discriminated against them. They point to Asian American admission rates (the number of Asian Americans offered admission divided by the number of Asian American applicants) that have been lower than those of Caucasians, despite Asian American performances as measured by standardised test scores and college grade point averages that appears to be equal to and at times superior to that of Caucasians. A downward turn in Asian American admission rates at some institutions has raised the additional concern that admission officers have put informal numerical limits on the number of Asian Americans they admit. However, most admissions officers deny such.

Creativity is beginning to receive attention from management who are implementing creativity training programmes to counteract the lack of innovative ideas and decreasing productivity. A survey was implemented to see if educating students to think creatively prepares them better for their careers. Sixty‐seven introductory management students were divided into two groups: 44 were used as a control group and 23 formed a creativity group. Both groups received a pre‐test and post‐test measuring both creativity and basic management knowledge over six weeks. The control group was taught using traditional techniques. The experimental group received the same techniques as well as an explanation of creativity and exercises in basic problem sensitivity, fluency, flexibility, elaboration and originality. Learning potential was concluded to be equal for both groups. Creative ability may have increased for the experimental group, but this was probably due to the positive predisposition of the students towards creativity.

This paper sets out to promote individual enterprise responsibility and provide recommendations that will strengthen the relationship between large firms and small businesses involved in minority supplier development programs in the USA.

The groundwork for the empirical study comprised a literature review of existing perspectives on the assisted growth and development of businesses owned by minorities.

Support is found for programs that help disadvantaged groups to succeed but opposition to preferential treatment is also evident. Several firms that have noteworthy minority supplier development programs are identified. Recommendations are provided to further develop the relationship between large suppliers and small businesses owned by minorities.

Future research should use organizational case studies to provide a more detailed analysis of outcomes and the role of minority supplier development programs.

It is not the intention in this work to present recommendations that will increase procurement contracts for ethnic business enterprises.

This paper offers several starting‐points, which are critical to building successful relationships between suppliers and small businesses owned by minorities.

A study of the auto industry, with particular reference to America, indicates that the role of the multinational company must be viewed in the perspective of labour situations existing in most countries and at home. The diversity of multinational corporations necessitates an emphasis on co‐ordination of union policies, research and communication. The majority of bargaining in the future will be national and thus it is essential that a system of transmitting knowledge from country to country be established. Equally, such co‐ordination will be necessary if unions hope to achieve a system for more equalised bargaining in the face of existing constraints; otherwise, it is likely that the mechanisms of protective legislation, individual bargaining and multinational bargaining will fail to alter present status in negotiating with employees.

The assessment centre method has received considerable historical attention as an effective tool for management selection and development. The method, originally developed by German psychologists, was used extensively during World War II by the Office of Strategic Services. Refinement of the method occurred at the American Telephone and Telegraph Company during the mid‐1950s in the Management Progress Study under the leadership of Dr Douglas W. Bray. The method found increased acceptance due, in part, to court decisions finding it in compliance with EEOC guidelines. The process used proposes to evaluate the relative strength within an individual of up to ten personality traits using exercises simulating job conditions and events. Studies performed years after assessment show impressive figures regarding the method′s ability to predict management success. Continuing research has shown a use for this method at all levels within an organisation.

Primarily analyses, on the basis of data available, the extent to which working women in Japan are discriminated against in the business world. Discusses sexual discrimination against Japanese women in job opportunity, job assignment, opportunity for promotion, wages, on‐the‐job training, and retirement age. Also includes a summary on the recent Equal Employment Opportunity Law and illustrates the attempt of the Japanese Government to eliminate discrimination in the workplace.