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The traditional male model of 9 to 5 working hours, a vertical career structure and a separation of home and work lives has been “feminised” by some women, who seem to have welcomed the “superwoman” role. However, for a vast majority of females such a role is not only unattractive but also impossible. They do not have specialised qualifications or highly marketable skills; they may also lack both the confidence and the motivation to achieve “success” in the superwoman style. What other options might, however, be available to women who wish to work, but who have other demands and constraints in their lives? This short article aims to describe a few of the range of “co‐operative ventures” — using this term in its widest sense — which are currently operating, and which may in themselves act as stimulants and models to other people, particularly women.

Currently there is much public concern about the quality of working life and the degree to which current methods of organising work meet the expectations and aspirations of the labour force. A large sector of the population, particularly school‐leavers, no longer seem to be attracted by the prospect of factory life. During a period of stagnation in the economy, occupations considered to be relatively desirable, such as teaching, may become difficult to enter, no longer offering the promotion opportunities available in the expansion of the 1960s. Rising levels of academic attainment and more “progressive” teaching methods develop expectations from work amongst school‐leavers considerably different from previous generations. The work system designer is required to develop solutions which achieve organisational objectives relating to aspects such as quantity, quality and cost of conversion. In order to achieve long term viability, however, the system must also satisfy the needs and expectations of individual employees.

Lost to sight in the furore of political changes, but slowly emerging once more, is the public debate on the changing role of the employee in society. There appear to be four real questions emerging:

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

There is a need to increase access to HIV testing in the UK in male migrant communities. The purpose of this paper is to assess the uptake and acceptability of a workplace HIV testing intervention aimed at increasing access to testing in non-clinical settings.

A total of 20 health check events were delivered at 11 UK organisations employing male migrant workers. Intervention included HIV testing, cholesterol, BMI, blood glucose, blood pressure; tailored health advice; take-away resources; optional post-event text reminders about HIV and general health. Mixed-methods evaluation included exit questionnaires (n=771), follow-up text messages (n=465) and qualitative interviews (n=35) to assess event acceptability. Qualitative data were analysed thematically.

Attendees were 776 employees from 50 countries (51 per cent male; 30 per cent migrant workers). A total of 52 per cent of attendees undertook an HIV test (75 per cent were first-time testers). In total, 96 per cent considered HIV testing to be an acceptable element of workplace health checks; 79 per cent reported new health-related knowledge; 60 per cent of attendees opted for follow-up text messaging; 26 per cent of text respondents reported independently taking HIV test post-event. High acceptability and uptake of HIV testing was associated with convenience, opportunity taking (through removal of deliberation and intentional test-seeking), and normalisation of HIV testing within a general health check.

This study is the first to demonstrate that opt-in HIV testing can be successfully delivered in the workplace within a multi-component health check. The workplace is an effective means of increasing access to HIV testing in groups at risk for HIV, including male migrant workers.

Presents a critique of the assumptions underlying the Teacher Training Agency (TTA) strategy of defining quality centrally and imposing its view through a power‐coercive change process. An alternative view of effective teacher education is developed, based on the contention that high quality courses result from the thinking and commitment of teacher education professionals, working with their colleagues in schools, in local settings. It is argued that the development of high quality initial teacher training (ITE) results essentially from the engagement of teacher educators with ideas drawn from teacher education practice and research. Centrally‐driven curriculum blue‐prints are unlikely to lead to the same high quality results, rather they will tend to result in mere compliance. The argument is illustrated by an example of teacher education development in one institution leading to a set of propositions about the elements which characterise high quality teacher education more generally.

The paper reports on research into effective leadership interventions. The findings and conclusions are derived from 12 diverse vocational education and training (VET) sites around Australia. Data are from 44 written survey and interview responses and five focus groups yielding a total of 64 respondents. The main finding is a four‐stage cycle of effective leadership interventions and is demonstrated through a case of enabling leadership. The study incorporates context‐dependent profiles of different leaders’ attributes at each of the four stages of the leadership intervention cycle. The research generates new theory and knowledge in an area of leadership research. That is, it is found that the traits and attributes of individual leaders are necessary but not sufficient to explain how to achieve effective and enabling leadership.

This article illustrates the experiences of employee resource group (ERG) members over a two-year period with the aim of understanding the benefits and risks of membership for sexual minority employees.

Qualitative interview data were collected from seven lesbian, gay or bisexual ERG members following an extreme case approach at two points in time separated by two years.

Three themes of outcomes related to ERG membership emerged from the data. Participants reported both benefits and risks associated with the social and career-related consequences of membership. The role that allies play in providing visibility, legitimacy and support to ERG members also emerged and shifted in importance over the two years between interviews, with ally involvement becoming more important to career outcomes over time.

This study illuminates potential consequences of supporting ERGs for minority employees, as well as insight into the role of allies in these groups.

This study contributes to the literature by revealing several individual outcomes of a growing form of diversity management practice: ERGs.

Jenny Wheeler has recently joined PRTM Ltd, an international operations management consultancy company offering implementation orientated support to high technology industry. PRTM Ltd has considerable experience in streamlining the manufacturing, distribution and services process. Jenny has joined to strengthen their rapidly expanding service in the area of Product Development/Time‐to‐Market, where they have currently helped clients achieve reductions in product development cycle times by more than 50%.