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The aim of this paper is to bring attention to the current level of engagement of care service provider organisations with shadow health and wellbeing boards. The paper argues that full engagement of provider organisations will improve the effective working of the future health and wellbeing boards; both in the creation of good commissioning strategies and in their subsequent implementation.

A survey of Voluntary Organisations Disability Group (VODG) members was undertaken, and analysed alongside other reports of progress in implementation.

Currently there is a very low level of engagement of provider organisations. A notable exception is in Coventry which is an exemplar for good engagement: a case study is provided.

This is new knowledge. Also, a connection is made between emerging government policy on market facilitation in social care and its implications for health and wellbeing boards.

Z39.50 is an information retrieval protocol. It has generated much interest but is so far little deployed in UK systems and services. This article gives a functional overview of the protocol itself and the standards background, describes some European initiatives which make use of it, and outlines various issues to do with its future use and acceptance. It is argued that Z39.50 is a crucial building block of future distributed information systems but that it needs to be considered alongside other protocols and services to provide useful applications.

The thesis of this book is that library measurement needs to move on and away from the idea that it is a process of counting and comparing the resources deployed by our libraries. The current emphasis on output measurement is an improvement but not the answer, refreshing as it is to judge a library by the quantity of what comes out instead of by the quantity of what is put in. The author believes that the nature of the library service is that of a “broad aim” social programme, best judged (evaluated) by gathering “politically significant information on the consequences of political acts”. “Political” here implies that the aims and intentions of those funding, organising and using libraries arise from more than one set of social values and from more than one definition of what the library is, and that they differ in priorities even when they do not directly conflict. Information about the library service will be in the form of a spectrum of measures reflecting the inputs, the processes, the outputs and the impact of the library, relating the various values in various ways. The difficulty in measuring library services, it is argued here, arises from the conflicts and lack of clarity about the aims of the service, and from uncertainty about how the process affects the outcomes. The technical problems of measurement are secondary. Chapter One aims to survey the range of measures available, whilst the rest of the book discusses how they might be used.

Theories of outstanding, historically notable, leadership have traditionally emphasized charisma. Recent research, however, suggests that charisma may represent only one pathway to outstanding leadership. Outstanding leadership may also emerge from ideological and pragmatic leadership. In this article, we examine the conditions influencing the emergence and performance of charismatic, ideological, and pragmatic leaders. It is argued that different conditions operating at the environmental, organizational, group, and individual levels influence the emergence and performance of each of these three types of leaders. Implications for understanding the origins and impact of charismatic, ideological, and pragmatic leaders are discussed.

Builds on the work of previous authors to present a cyclical model of the process of consultation. Also argues that when consultation is perceived in this way the process becomes consistent with models of experiential learning and learning styles developed by Kolb and Honey and Mumford. This unification serves as a guide for practice and gives further insight into potential difficulties.

Acting entrepreneurially in nascent industries is a complex endeavor characterized by uncertainty and ambiguity. Nevertheless, entirely new industries do emerge, often as a direct result of entrepreneurial behavior. We extend and apply discovery and creation approaches to study entrepreneurial behavior during industry emergence by means of qualitative analysis of a film about the personal computer (PC) industry℉s formative years. We find that discovery and creation behavior are fundamentally interrelated and share a common element: bricolage. Moreover, ideological activism is a major component of entrepreneurial behavior in a new industry℉s formative years during both creation and discovery processes. Implications for research and practice are discussed.

Posits that every enterprise must institutionalize its workplace learning systems and opportunities in such a way that it radiates what it has already achieved and from this moves on to realize its full potential – in short, the enterprise itself is the key. Examines in successive chapters: the individual manager and questioning insights (Q); the major systems which the enterprise uses to capture and structure its learning; a SWOT analysis of the enterprise′s total learning; action learning, its contribution to the achievement of enterprise growth, and the role of programmed knowledge (P); the Enterprise School of Management (ESM) as a phoenix of enlightenment and effectiveness rising from the ashes of traditional, less effective management training initiatives; and, finally, the practical realization of the action learning dream, as evidenced by emerging examples of successful and profitable implementation worldwide. Concludes with a selection of pertinent abstracts.

One in six people globally are affected by infertility, and many turn to fertility treatment in a bid to have a child(ren). While many countries offer work-related legislative protections and provisions for those who are successful in conceiving a child, in the form of maternity and paternity-related supports and protection again discrimination – the same cannot be said for those struggling to conceive. There are similar inequalities when it comes to workplace policy and support. Drawing on data from our two-year research study on “complex fertility journeys” and employment, this chapter sets out the work-life challenges that arise when individuals find themselves navigating the considerable “reproductive work” of fertility treatment alongside the demands of paid employment, and how affected employees respond. It also touches on the challenges experienced by line managers tasked with offering support. The chapter concludes with implications for practice in terms of making organizations more “fertility friendly,” which should extend beyond support for attending fertility treatment appointments to include awareness raising, manager training, and support for the varied outcomes of treatment cycles, including involuntary childlessness.