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The extracts describe candidates’ reactions to their selection interviews.

This book is to be published in January 1974 by Business Books, price £5.25. These extracts are from the chapter describing recruitment and selection methods currently in use. Next month we shall feature extracts from the chapter on candidates, reactions to their selection interviews.

Employment Relations have launched two major new training packages: Collective Bargaining — designed to help negotiators improve their bargaining effectiveness — and Grievance Handling which gives supervisors and managers a systematic approach to handling the complaints of employees. Employment Relations, previously known as the Industrial Relations Training Resource Centre, was formed in 1977. The NEDO report which recommended its establishment highlighted “the identification of industrial relations training needs, and the development of programmes to meet them”, as one of the organisation's prime responsibilities.

AT this time of the year it is customary to look back over past achievements. We are in no mood to do this. 1976 is no year to remember with any kind of nostalgia. In many industries it had a history of almost never‐ending strife. No sooner was one dispute ended than another began. So often, too, a small handful of men have rendered a whole workforce — or a proportion of it far larger than their own numbers would seem possible — out of action.

This study illuminates the assumption that internships facilitate labor market entry and answers the question of why internships have a positive effect on students' self-perceived employability. It is assumed that internships enable more positive employability perceptions by reducing career-entry worries – the worries of not finding a suitable job or not being able to obtain a satisfactory career.

A two-wave study among graduate students currently in an internship investigated these relationships. Data on career-entry worries, perceived employability and an evaluation of the internship were collected from 80 students (mean age: 24.6 years, 68% female) from various fields of study aiming at both bachelor's and master's degrees.

The results showed that positively evaluated internships contributed to graduates' self-perceived employability by means of reduced career-entry worries over an eight-week period.

By considering graduates' career-entry worries – the perceived uncertainty about finding an “appropriate” career in the future – the authors introduce a new concept to the career literature and show that these worries are significant in terms of self-assessed employability.

The competitive model has changed. In this context, society entered into an era in which intangible assets are the greatest assets of a company. However, some gaps and uncertainties are presented in the literature as to understand the value of a company based on knowledge intensive activities. The purpose of this paper is to analyze the methods of evaluation of intangible assets in the context of business, economic and strategic management.

This is a qualitative research. This research is characterized as descriptive, bibliographic, inductive.

The main results of this research can highlight the existence of valuation methods of intangible assets intended for specific industries, as public and/or private, that can be better aligned to the context of business; economic and/or strategic management.

It was found that intangible assets are a current topic and increasingly addressed in the literature.

This article uses a social constructionist approach based on ethnography and narrative analysis to understand emotions in leadership. The empirical context of the study is leadership of a theater ensemble's rehearsal process. The study shows that a creative process, such as in a theatrical setting, involves emotional paradoxes. Specifically, the study points out how shame can be used as a leadership tool to increase organizational performance and professional development, rather than for purposes of manipulation as may be typically assumed.

This paper aims to report the process and results of strategic level renewal of an organization from two perspectives: a senior leader from within and an independent process consultant engaged to facilitate the organization's process. The organization is an active, not monastic, international congregation of Roman Catholic religious sisters.

The congregation has carried out a review of direction approximately every six years of its 164 year history. The 2010 review took a whole systems approach to increase active involvement of every single member and to address external and internal organizational challenges including diminishing resources in two provinces and growing and complex needs.

The paper concludes that the process met most of the needs of the organization in addressing global issues of change and gained commitment from its members to make major changes in its strategic and operational decision making. One part of the paper describes and reflects in depth on the experience and meaning of the series of events and interventions in the organization's systems.

It is suggested that leaders can learn much from case studies arising from well outside their normal fields. This is because creativity and innovation is stimulated when encountering difference and leaders' and organizations' values can be strengthened through questioning and refinement.

This is an original analysis combining practical spirituality in an historical context, and complexity theory and development practice as applied to an organization to meet precise needs at a specific time.

The central thesis developed during this study is the idea that human dignity must be understood as the right to be recognised as a participant in the institutional practice of human and fundamental rights. This form of association between human dignity and human rights is a response to the various barbarities of the twentieth century, whether by fascist, Nazi, and socialist regimes in Europe, either by South African apartheid or by military dictatorships in Latin America. Human dignity after Auschwitz is the foundation for the construction of a post-metaphysical institutional morality, independent of an idealised concept of rational subjective personality and closer to the historical and material conditions to guarantee the political personality of every human being. In order to defend this thesis, the study is conducted in two steps. First, two conceptions of dignity will be discussed, namely dignity of man and human dignity. Second, it is intended to discuss how the modern conception was incorporated into the practice of human rights after Auschwitz as a way of responding to a crisis in the modern model of the practice of rights.

Man has been seeking an ideal existence for a very long time. In this existence, justice, love, and peace are no longer words, but actual experiences. How ever, with the American preemptive invasion and occupation of Afghanistan and Iraq and the subsequent prisoner abuse, such an existence seems to be farther and farther away from reality. The purpose of this work is to stop this dangerous trend by promoting justice, love, and peace through a change of the paradigm that is inconsistent with justice, love, and peace. The strong paradigm that created the strong nation like the U.S. and the strong man like George W. Bush have been the culprit, rather than the contributor, of the above three universal ideals. Thus, rather than justice, love, and peace, the strong paradigm resulted in in justice, hatred, and violence. In order to remove these three and related evils, what the world needs in the beginning of the third millenium is the weak paradigm. Through the acceptance of the latter paradigm, the golden mean or middle paradigm can be formulated, which is a synergy of the weak and the strong paradigm. In order to understand properly the meaning of these paradigms, however, some digression appears necessary.