Search results

To optimise protection from fire afforded to the head, an investigation into layering of firefighters' hoods was undertaken. Hoods made from 1 to 4 layers of Kermel/FR Viscose (50 per cent blend) were flame challenged for up to 10 seconds (53 kW m⁻² to 85 kW m⁻²) on a manikin head. Protection was increased with more layers. After four seconds of flame it was predicted that 74 per cent of the head suffered 2° or 3° burns with a 1‐ply hood. This fell to 59 per cent and 45 per cent respectively, when a breathing apparatus mask and helmet were also worn. For a 4‐ply hood corresponding predicted burns fell to 13 per cent, 8 per cent and & 8 per cent. Between 50 per cent to 67 per cent of these reductions occurred using a 2‐ply hood, and 80 per cent with 3‐ply. In conclusion, the most appropriate benefit was gained by adopting a 2‐ply hood. Three or more layers interfered with helmet fitting and communications, and offered little increased benefit.

Royal Navy (RN) fire fighters have recently been provided with a new two‐ply hood made from 20 per cent polybenzimidizole/80 per cent permanent flame retardant Rayon (fibre made from regenerated cellulose). After 15‐20 days of use during live‐fire training (and regular washing) the new type hood appeared to be suffering from excessive wear and there was concern that the level of protection might have decreased. To examine this, 25 new and 25 used hoods (worn and washed approximately 15‐20 times) were exposed to flame, five each at 2, 4, 6, 8 and 10 s using a flame manikin head to ascertain the predicted burn injuries. The new hood was shown to provide excellent protection against the most severe flame engulfment to which RN personnel might accidentally be exposed. There was no evidence that the protection afforded by the hoods was reduced by prolonged use and washing and therefore it was safe for the “new‐type” hood to remain in‐service.

During conflict, Royal Navy personnel wear a two‐ply flame‐retardant (FR) “action coverall” (AC) and “anti‐flash” (AF) hood and gloves, made from Proban (Albright & Wilson's registered trademark) treated cotton. It is a widely held belief that extended wear, and repeated washing damages the Proban^® FR finish making the garments more susceptible to ignition if exposed to flame. To examine this, new and used AC and AF were exposed up to 10 s on a flame manikin. The examples of used AC and AF had been worn for approximately 56 days and washed 20 times over a 12 week period at sea. For flame challenges up to 10 s, much greater than expected in a fuel explosion, the protection afforded by the used clothing was as good as for the new clothing, with some evidence that protection had improved. It is concluded that the Proban^® FR treatment was not damaged by wear or washing.

THE old trouble caused by local authorities levying rates on Public Libraries has been coming to the fore in several places lately. There is usually a great deal of discussion, but little is done to clear the ground. It has been decided that Public Libraries are liable to be assessed for local rates, and no amount of talking will alter that position at present. But something can be done to try to induce the local authorities to abandon their present endeavour to “bring everything into line” (as some of them have it) by making Public Libraries pay full rates. While it is perfectly legal to make Public Libraries pay these rates, yet it does not seem to be understood clearly that the local assessment committees have full discretion in the application of this legal power. They have the power to assess fully, nominally, or not at all. We put this emphatically because some of the statements we have seen indicate that there is a belief in certain districts that the rates must be levied. Now the payment of full or any large proportion of local rates is a serious item in the limited expenditure of a Public Library; and at the same time it is a negligible addition to the general income of a locality. In other words, this sum of money is a mere drop in the bucket to the locality as a whole, while it may mean all the difference between efficiency and stagnation to the Public Library. From a purely business point of view it seems somewhat futile to levy a certain limited amount of money for the maintenance of a Public Library, and then to cripple that institution by diverting a portion of that money in the direction of sewers, roads, or any of the other departments of municipal activity, none of which is similarly limited in its expenditure. What has to be done therefore, is to emphasize the permissive nature of powers of the local assessment committees, and to try and obtain either exemption from rates, or at most a nominal assessment.

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

Appearance is part of a person's non-verbal communication, and looks are often associated with the perceived ‘attractiveness’ of individuals for hiring practices in the workplace. As such, physical attractiveness can be a ‘prized possession’ when it comes to leaving a positive impression on managers who are interviewing candidates. In the twenty-first century environment, our society seems to be more obsessed with physical appearance than ever before because society has conditioned us to associate beauty with other favourable characteristics. Of course, such appearance norms, regarding attractiveness, ‘good looks’ and beauty are linked to years of socialisation in culture, cultural norms and materialistic personality standards.

In a business context, managers and employers often make hiring decisions based on the appearance and attractiveness of the job applicants since outward appearance seems to play a significant role in which candidates eventually might get the job. Physically attractive job applicants and candidates tend to benefit from the unearned privilege, which often comes at a cost to others who are equally qualified. Preferring employees who are deemed to be attractive, and consequently discriminating against those who are perceived as unattractive, can present legal and ethical challenges for employers and managers. In this chapter, we provide a discussion and reflection of appearance-based hiring practices in the United States with relevant legal, ethical and practical implications for employers, human resources professionals and managers. We focus on ‘lookism’ or appearance discrimination, which is discrimination in favour of people who are physically attractive. As such, we examine federal, state and local laws regarding appearance discrimination in the American workplace. We also offer sustainable policy recommendations for employers, HR professionals and managers on how they can be fair to all candidates in order to hire, promote and retain the most qualified professionals in their departments and organisations.

HIS holidays over, before the individual and strenuous winter work of his library begins, the wise librarian concentrates for a few weeks on the Annual Meeting of the Library Association. This year the event is of unusual character and of great interest. Fifty years of public service on the part of devoted workers are to be commemorated, and there could be no more fitting place for the commemoration than Edinburgh. It is a special meeting, too, in that for the first time for many years the Library Association gathering will take a really international complexion. If some too exacting critics are forward to say that we have invited a very large number of foreign guests to come to hear themselves talk, we may reply that we want to hear them. There is a higher significance in the occasion than may appear on the surface—for an effort is to be made in the direction of international co‐operation. In spite of the excellent work of the various international schools, we are still insular. Now that the seas are open and a trip to America costs little more than one to (say) Italy, we hope that the way grows clearer to an almost universal co‐working amongst libraries. It is overdue. May our overseas guests find a real atmosphere of welcome, hospitality and friendship amongst us this memorable September!

This paper aims to describe innovations at the Games + Learning + Society Center to explore the future of education.

This paper is an overview of several published studies and design interventions.

Commercial partnerships, particularly generating copyrightable materials can maximize impact and diversify research funding, but they also run counter to the culture and purpose of many research universities.

Researchers interested in forging new partnerships to maximize impact might explore relationships with commercial entities but be aware that they are running counter to the grain of most institutions and goals. Other universities of different sizes, ages and orientations may have different results.

Building private partnerships requires different staffing and skill sets than traditional research. Guidance for staffing key roles and projects are provided.

This paper is a reflection on unique research initiative that generated revenue and helped shape a subfield of education.

The purpose of the study was to explore in literature what different leadership styles and behaviors of head nurses have a positive influence on the outcomes of patient safety or quality of care.

We reviewed the literature from January 2000 until September 2011. We searched Pubmed, Embase, Cinahl, Psychlit, and Econlit.

We found 10 studies addressing the relationship between head nurse leadership and safety and quality. A wide array of styles and practices were associated with different patient outcomes. Transformational leadership was the most used concept in the studies. A trend can be observed over these studies suggesting that a trustful relationship between the head nurse and subordinates is an important driving force for the achievement of positive patient outcomes. Furthermore, the effects of these trustful relationships seem to be amplified by supporting mechanisms, often objective conditions like clinical pathways and, especially, staffing level.

This study offers an up-to-date review of the limited number of studies on the relationship between nurse leadership and patient outcomes. Although mostly transformational leadership was found to be responsible for positive associations with outcomes, also contingent reward had positive influence on outcomes. We formulated some comments on the predominance of the transformational leadership concept and suggested the application of complexity theory and political leadership for the current context of care. We formulated some implications for practice and further research, mainly the need for more systematic empirical and cross cultural studies and the urgent need for the development of a validated set of nurse-sensitive patient outcome indicators.