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Defines intellectual property rights and infringement. Looks at the current relevant legislation; assesses the extent to which right owners can seek redress, and prevent adaptation of a work, making of transient or incidental copies and the storing of works in any medium by electronic means. Discusses how the inherent territoriality of law and remedy relates to the online world.

This article explores two related facets in the history of international teacher union organisations. First, a basic overview is provided of the history of a number of these networks, beginning in Europe well before 1900. Secondly, this exploration will then focus on one particular group ‐ the WCOTP (the World Confederation of Organisations of the Teacher Profession), and specifically its activities during the 1950s and 1960s. This organisation, like its counterparts, was actively involved over its entire history in discussing and promoting a wide variety of issues and activities relating to public education. However, it was also involved in more partisan political activities, in the context of its Cold War engagement with national teacher organisations globally. Drawing on the work of Claus Offe, Maria Elena Cook and Kim Scipes, the article explores these intra‐ and inter‐union affairs, relations with state apparatus, and raises questions about the overarching nature of teachers’ work.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

Six Sigma within small and medium‐sized enterprises (SMEs) is rapidly emerging as the new wave of change in Six Sigma. The purpose of this paper is to review the implications of applying Six Sigma methodology over the SMEs, taking a specific case of a bicycle chain manufacturing unit. The study could be a paradigm initiative towards high quality products and services at low cost for every SME.

Based on the literature, this paper proposes a process flow chart to present a one‐shot picture of the Six Sigma application in a bicycle chain manufacturing unit which falls in an SME environment. The methodology adopted is DMAIC methodology of Six Sigma, which had been mostly successful so far in large‐scale industries. The methodology has been applied to reduce the bush rejection rate (bush is an important component of a cycle chain) by reducing defects inherent in the processes. The statistical techniques such as two sample t‐test and process capability analysis have been used to establish the process capability before and after the Six Sigma application.

This paper is an attempt to justify the highly useful role of quality management techniques like Six Sigma for SMEs which are normally presumed to be in the domain of large industries. In this paper, Six Sigma methodology has been applied to a small unit manufacturing bicycles chains with dwindling productivity levels. After applying Six Sigma it was found that the chain manufacturing firm can increase its profit by controlling high rejection rate of cycle chain bush. Application of Six Sigma project recommendation brought up the process sigma level to 5.46 from 1.40 by reduction in bush diameter variation in the process of bicycle chain bush manufacturing. This increase in sigma level is equivalent to monetary saving of Rs 0.288 million per annum, which is a noteworthy figure for an industry of such level. The success of this study paves the way to further extend the Six Sigma application to more such industries working in the SME environment.

This paper provides documented evidence of Six Sigma implementation in a bicycle chain manufacturing unit which has been taken as representative of a small and medium‐size industry. The study will yield a great value to academics, consultants, researchers and practitioners of Six Sigma.

While physical reactions and experiences are pervasive in the experiences of leaders and followers, most writing and theorising about leadership fails to register physicality’s significance. Consequently, this chapter relies primarily on a creative narrative, ‘The Interview’, to make visible the physicality in leadership. ‘The Interview’ records the experiences of three leaders in ConstructCo as they prepare for and reflect on the interview for a new CEO. Though fictional, the narrative interweaves real experiences from the lives of leaders with whom I have worked. The narrative form and allowing characters to speak give licence to the physical to appear and take its proper place as a crucial dimension of the leadership experience. The second half of the chapter explores the implications of the physical in leadership, beginning by mapping some of the dimensions of physicality experienced by the three characters in the narrative. The following discussion argues that those of us who research, teach and work with leaders should be open to seeing the way conventional norms mask the physical. I explore what new means and approaches are needed in research and writing to bring physicality into development work with leaders. This chapter, including the narrative and subsequent discussion, argues that being aware of physical selves, with the humanness, vulnerability and connection with others that physicality brings, offers new possibilities to our ways of being in leadership.

THE Report of the Committee on Libraries, which was issued by the University Grants Committee in the summer of 1967, had for long been called the Parry Report after its Chairman, Dr. Thomas Parry, formerly Librarian of the National Library of Wales and at the time the Principal of University College of Wales in Aberystwyth. When it was first set up in June 1963 the terms of reference were as follows:

In this paper I utilize ethnographic data from the construction industry to demonstrate that occupational safety must be interpreted as having two different forms: the official policies and the actual operating procedures. This distinction is significant because it highlights the difference between rules that are stated – and may even be formally trained – and the rules that actually govern the workplace. It is this latter set of rules, a complex set of decision-making practices balancing the speed of work against acceptable loss, that actually shapes the worker’s individual decision-making. By illuminating the distinctions between these two forms of training, and the structures in which they occur, I challenge a common assumption of much safety-related research in construction, that worker behaviors and worker cultures are the most common causes of policy violations (e.g. Dedobbeleer & German, 1987; Hoyos, 1995; Hsiao & Simeonov, 2001; Lewis, 1999; Lingard, 2002; Personick, 1990; Ringen, Seegal & Englund, 1995; Rivara & Thompson, 2000; Smith, 1993). I argue here that what is often construed as “worker culture” is actually a structurally determined response to the unwritten rules of the construction industry. This is meaningful because the assumption that workers “choose” to forgo occupational safety protections as a cultural choice (generally construed as an enactment of working-class masculinity) is then used to assume or prove workers’ consent to the larger capitalist exchange of wages for work (e.g. Burawoy, 1979; Marx, 1867, 1977). By drawing on the media coverage of the workplace fatality, I highlight the costs and legal ramifications of such a dual system.

This paper sets out to identify HR‐relevant recommendations for workforce localization in the context of emerging Gulf economies. While previous research has focused on topics such as commitment or the influence of stereotypes, this paper aims to suggest concrete steps to help organizations in addressing the full scale of localization from recruitment to retention.

Data were collected predominantly through in‐depth, semi‐structured interviews with HR managers from both the public and private sector.

With a multitude of definitions and approaches to Emiratization, best practices are yet to be established. The paper provides a potential stepping‐stone towards these by identifying some of the adaptations needed to key HR processes to foster localization.

There are difficulties in generalizing the data due to the limited sample size and there were significant difficulties in accessing relevant personnel, with another limitation being the tendency towards socially acceptable responses.

The paper puts forward several recommendations, the realization of which could positively influence the chances for successful localization – as opposed to widespread tokenism practices. This might support meaningful localization aiding both the employer and the employee by providing locals with meaningful and suitable work, while at the same time increasing the returns on human capital investment.

There has been no previous research which provides recommendations across key HR practices.