Anne Marie MacKintosh, Gerard Hastings, Kirsty Hughes, Colin Wheeler, Jonathan Watson and James Inglis
Shows that adolescent drinking varies considerably between the ages of 12 and 17, with 14 and 15‐year‐olds marking a key group whose members are keen to test their limits with…
Abstract
Shows that adolescent drinking varies considerably between the ages of 12 and 17, with 14 and 15‐year‐olds marking a key group whose members are keen to test their limits with alcohol and drink to intoxication but who do not necessarily enjoy the process of drinking. They dislike the taste of alcohol and the amount which needs to be drunk to reach intoxication. Designer drinks have particular characteristics that meet the needs of this group by minimizing the costs and maximizing the effects of drinking. The brand image of designer drinks matches the perceptions and expectations of 14 and 15‐year‐old drinkers, while 16 and 17‐year‐olds view these drinks as “immature”. Furthermore, consumption of these drinks is linked to heavier drinking. Concludes that these results have implications for health promotion at an individual and environmental level, with a need to educate young people about the hazards of designer drinks, address the semiotic implications of designer drinks and lobby against these drinks.
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THIS number of THE LIBRARY WORLD returns to the question of foreign literature in British Libraries. The insistence in recent years upon two foreign languages at least, as a…
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THIS number of THE LIBRARY WORLD returns to the question of foreign literature in British Libraries. The insistence in recent years upon two foreign languages at least, as a qualification for a librarian, has had some good results; but they are Still inadequate in extent. Every librarian must be painfully aware of the handicap we British people suffer in our average inability to converse in any language but our own; no other race is quite so restricted. A Swiss, for example, does not ask if we can speak this or that language, but asks, “In what language shall we speak together?”—a vastly different thing. It is not because of any lack of power to learn; it is merely our unwillingness or lack of opportunity to do so. Such attitudes are anachronisms to‐day; peoples get so much closer every hour, and it must be clear to all who think that one place in a town where a foreigner should be able to ask an intelligent question and receive an answer in his own tongue is the library.
At the seventeenth ordinary meeting of the Royal Society of Arts, on Wednesday, April 17, 1912, DR. RUDOLF MESSEL, President of the Society of Chemical Industry, in the chair, a…
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At the seventeenth ordinary meeting of the Royal Society of Arts, on Wednesday, April 17, 1912, DR. RUDOLF MESSEL, President of the Society of Chemical Industry, in the chair, a paper on “Municipal Chemistry” was read by MR. J. H. COSTE, F.I.C. The following résumé of the points of interest to readers of the BRITISH FOOD JOURNAL is published by kind permission of the author and of the Royal Society of Arts:—
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…
Abstract
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.
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In this extract from the James Clayton lecture given to the Institution of Mechanical Engineers in April, Dr. Inglis outlines the historical development of high‐temperature…
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In this extract from the James Clayton lecture given to the Institution of Mechanical Engineers in April, Dr. Inglis outlines the historical development of high‐temperature corrosion‐resistant metals and alloys now used widely in industry, giving particular mention to titanium. He also describes briefly the development of those two new tools of the metallurgist, the vacuum electrode melting furnace and the electron‐beam melting furnace, both of which are employed in the preparation of the newer metals.
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…
Abstract
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.
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Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence…
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Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.
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Yaw A. Debrah and Ian G. Smith
Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on…
Abstract
Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.
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A religious revival is occurring in the United States today as the traditional wall preventing faith from entering the work place is crumbling. With workers increasingly…
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A religious revival is occurring in the United States today as the traditional wall preventing faith from entering the work place is crumbling. With workers increasingly practicing their religion at work, employers face a growing cavalcade of dilemmas, including those where employees discuss religious tenets, wear religious symbols, object to employer edits on the basis of faith, and proselytize. The faith/work challenge is made even more complex because of the greater number of religions practiced today (both traditional religions based on Judeo‐Christian principles and the so‐called “immigrant religions” that have blossomed during recent decades) coupled with the growing popularity of a host of “spirituality” movements. As the mixing of faith and work becomes common place, employers and employees naturally look to the law to establish concomitant rights and duties.
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James D. Grant and Danielle Mercer
The authors sought to examine how hegemonic masculinity and sexism functioned in a storied, historic corporation, a test of MAnne's (2017) claim that misogyny is a structural…
Abstract
Purpose
The authors sought to examine how hegemonic masculinity and sexism functioned in a storied, historic corporation, a test of MAnne's (2017) claim that misogyny is a structural phenomenon rather than being about anger and hatred of individual men.
Design/methodology/approach
This study was an archaeological excavation of discourse in a well-documented employment relationship. The researchers were informed by feminist poststructuralism and drew on critical discourse analysis of labour arbitration and media from the case of a woman, twice wrongfully dismissed.
Findings
The authors concluded that the employer was the site of hegemonic masculinity, which led to a train conductor being repeatedly targeted and demeaned in a bad faith and discriminatory manner for disrupting the conductor’s employer's patriarchal strictures. The authors found that misogyny shaped the conductors’s experience as a repeated pattern of abuse, a gendered feature of a patriarchal organisation, and a coercive matter of maintaining the conductor’s subordination. The authors also found that the male arbitrator in the conductor’s second dismissal arbitration became complicit in misogyny by penalising the conductor for acts of resistance, giving the employer what the employer wanted, to purge the conductor for violating the patriarchal norms.
Originality/value
The authors traced how a historic corporation demonstrated vulnerability to the resistance of a lone female worker, who faced discriminatory, disturbing and bad faith managerial behaviour in the creation of the conductor’s own meaning and resistant identity. The authors concluded that evidence of the regulation of employee relations, such as the decisions of arbitrators, can reveal the processes and outcomes of work under hegemonic masculinity, sexism and misogyny.