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Discusses the implications of the Local Government Finance Act 1988 as amended by the Local Government and Housing Act 1989. Explains the rules regarding occupation, empty property, valuation, challenging a rating, phasing of rates increases/reductions, composite hereditaments and community charge. Comments on new problem areas. Observes that the new rating system has made a complicated subject even more complicated. Concludes that the property manager has the opportunity to use the new system to best advantage.

Examines the new system for rate valuation and procedure for challenging rateable values, including a resume of aspects that remain unchanged. Considers the particular differences of practical concern to be: the rateable values themselves, the phasing in of changes, the procedure for challenging ratings, and the borderline cases between domestic and non‐domestic property. Surmises that practical action should involve obtaining procedural information before the new system takes effect, to avoid the rush on surveyor′s services.

This monograph contains abstracts from the 2005 Employment Research Unit Annual Conference Cardiff Business School, Cardiff University, 6‐7th September 2005

This paper aims to examine the relationship between empowering leadership and the holistic well-being construct, i.e. flourishing-at-work.

On the basis of an extensive review of literature and using conservation of resource (COR) theory and self-determination theory (SDT), this study proposes a conceptual framework with employee work passion (EWP) as a link connecting empowering leadership and flourishing-at-work.

Empowering leadership has the ability to enhance EWP and thereby increase the overall well-being of employees (flourishing). Moreover, the study demonstrates that EWP serves as a potential mechanism connecting empowering leadership and flourishing-at-work.

Being a conceptual paper, the proposed framework lacks empirical validation.

Organizations should focus on leaders with empowering behaviours and strive towards increasing EWP.

To the best of the authors’ knowledge, this is the first study to propose the role of EWP as a possible conceptual link between empowering leadership and employee flourishing-at-work. This paper emphasizes the importance of flourishing-at-work in the current climate of rising mental tensions among employees, which leads to adverse organizational outcomes.