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In previous experiments where negotiators' fairness judgments have been found to be egocentrically biased, it is possible that the observed bias was caused largely by selective encoding of the background information given to negotiators. The extent to which egocentric fairness judgments were caused by selective encoding, however, cannot be determined from those experiments. In the present study, we tested for the effects of selective encoding by varying the point in time that negotiators learned their role in a simulated wage dispute. Results indicated that, while judgments of a fair settlement point were the most egocentric under conditions that allowed for selective encoding, these conditions were not necessary for the bias to occur; there was a significant degree of egocentric bias even when there was no possibility of selective encoding. Implications of these results for both research and practice are discussed.

The purpose of this paper is to discuss the professional benefits of being in good health and construct a development plan to help business leaders learn how to get and stay healthy.

Data were collected from a sample of 159 “high performance” managers who were identified by their organization as excellent performers over a period of at least five years. The managers were asked for their views on the relationship between health and performance at work. In addition, they were asked what the specific work‐related benefits of being healthy are.

High performance managers believe that there is a strong link between their health and their effectiveness as leaders. The main work‐related benefits of being healthy were: increased energy and drive; greater physical stamina and endurance; lower levels of stress; increased cognitive and thinking abilities; improved overall productivity and performance; improved confidence and self‐esteem; easier to maintain a positive attitude and personality; setting a good example for others in the organization; strengthened ability to make tough business decisions, and improved quality of personal life.

Given these benefits of maintaining a healthy lifestyle, recommendations are given to managers to help foster the appropriate culture or environment in.

Part I of this research study identified the top five leadership deficiencies that confront managers in periods of rapid organizational change and transformation. This article aims to discuss the remainder of the top 10 leadership deficiencies and to provide a call to action for both individual leaders and professionals responsible for leadership training.

The leadership deficiencies were identified using a multisource feedback (MSF) methodology that was employed as a needs assessment tool which was a component of a formal leadership development program.

The leadership deficiencies include ineffective coaching/feedback and employee development practices, and ineffective problem‐solving and decision‐making practices.

This article provides a call to action for both individual leaders and professionals responsible for training and development of leaders needed for driving organizational change and improvement.

This article aims to report the results of a study concerning the key performance deficiencies found in leaders in rapidly changing organizations.

A sample of 153 middle and front‐line managers from a cross‐section of US manufacturing and service organizations were asked to assemble a multisource feedback (MSF) team consisting of five people who responded to the following question: “What specific things should this individual be working on to become more effective as a leader in their rapidly changing work situation?” In turn, 765 raters rated 153 middle and front‐line managers on their leadership performance deficiencies.

Data analysis indicated the top ten leadership performance deficiencies were: ineffective communication practices, poor time and priority management skills, failing to clarify direction and performance expectations, ineffective interpersonal/teaming skills, inability in handling stress/pressure and staying poised, ineffective coaching/feedback and employee development practices, poor planning skills, ineffective problem‐solving and decision‐making activities, ego issues and disorganization.

Based on these data, a series of leadership lessons for individual business leaders, organizations they serve and those responsible for the training and development of leaders are provided.

The purpose of this paper is to investigate the critical relationship between emotional intelligence (EI) abilities and conflict management styles in the workplace.

Totally, 126 participants completed a measure of EI and an assessment of conflict management styles. Regression analyses were then performed.

Results of regression analyses indicate several significant relationships between EI abilities and participants’ conflict management styles. The EI abilities of problem solving, social responsibility, and impulse control were the most directly related to how participants managed conflict at the workplace.

Future research should attempt to replicate these findings in other samples. In addition, researchers should investigate other significant variables that explain people’s choices in conflict management styles.

Implications of these findings suggest that for management development purposes, people should attempt to improve on the EI abilities of problem solving, social responsibility, and impulse control in order to manage workplace conflict effectively.

This investigation contributes to the literature by identifying specific EI abilities, rather than a macro measure of EI, that are associated with different styles of conflict management.

Attempted and completed self-enucleation, or removal of one's own eyes, is a rare but devastating form of self-mutilation behavior. It is often associated with psychiatric disorders, particularly schizophrenia, substance induced psychosis, and bipolar disorder. We report a case of a patient with a history of bipolar disorder who gouged his eyes bilaterally as an attempt to self-enucleate himself. On presentation, the patient was manic with both psychotic features of hyperreligous delusions and command auditory hallucinations of God telling him to take his eyes out. On presentation, the patient had no light perception vision in both eyes and his exam displayed severe proptosis, extensive conjunctival lacerations, and visibly avulsed extraocular muscles on the right side. An emergency computed tomography scan of the orbits revealed small and irregular globes, air within the orbits, and intraocular hemorrhage. He was taken to the operating room for surgical repair of his injuries. Attempted and completed self-enucleation is most commonly associated with schizophrenia and substance induced psychosis, but can also present in patients with bipolar disorder. Other less commonly associated disorders include obsessive-compulsive disorder, depression, mental retardation, neurosyphilis, Lesch-Nyhan syndrome, and structural brain lesions.

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Term. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.

Access to the Literature of the Social Sciences and Humanities. Proceedings of the Conference on Access to Knowledge and Information in the Social Sciences and Humanities.

Current issues of Publishers' Weekly are reporting serious shortages of paper, binders board, cloth, and other essential book manufacturing materials. Let us assure you these shortages are very real and quite severe.

The purpose of this paper is to provide a selected bibliography of recent resources on library instruction and information literacy.

Introduces and annotates English-language periodical articles, monographs and other materials on library instruction and information literacy published in 2013.

Provides information about each source, discusses the characteristics of current scholarship and describes sources that contain unique scholarly contributions and quality reproductions.

The information may be used by librarians and interested parties as a quick reference to literature on library instruction and information literacy.