John L. Cotton, Dean B. McFarlin and Paul D. Sweeney
Three manufacturing facilities of an international consumerproducts company were studied to determine cross‐cultural differences inhow managers address employee participation…
Abstract
Three manufacturing facilities of an international consumer products company were studied to determine cross‐cultural differences in how managers address employee participation. Despite nearly identical products, a common company culture, and other similarities, European managers demonstrated a very different perspective on employee participation than American managers. Implications for American managers are developed from these contrasts.
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WHAT WAS DESCRIBED as a “new‐look” Library Association Council, the first constituted under the scheme of reorganisation, met last month at Chaucer House. There were many new…
Abstract
WHAT WAS DESCRIBED as a “new‐look” Library Association Council, the first constituted under the scheme of reorganisation, met last month at Chaucer House. There were many new faces, especially from the ranks of the university and special libraries, and it was a happy thought on somebody's part to have a roll‐call, so that old and new members could be introduced to one another. The reorganisation of the Association was still not signed and sealed by the Privy Council, but members were informed that approval was imminent, subject to a minor alteration in the audit arrangements. This alteration was speedily accepted by Council and the Privy Council's final approval has now been given.
Douglas J. Ernest, Joan Beam and Jennifer Monath
Telephone directories have been an integral part of most public and academic libraries for nearly a century. Telephone directories represent an anomaly among library collections;…
Abstract
Telephone directories have been an integral part of most public and academic libraries for nearly a century. Telephone directories represent an anomaly among library collections; known to virtually all users, they nevertheless often go unrecognized when librarians discuss reference sources. The purpose of this study is twofold: first, to examine the history of telephone directory collections; second, to describe and analyze a survey of telephone directory collection use.
The American Telephone and Telegraph (AT&T) divestiture and the resulting changes in telephone company regulation in the United States have allowed telephone companies to…
Abstract
The American Telephone and Telegraph (AT&T) divestiture and the resulting changes in telephone company regulation in the United States have allowed telephone companies to diversify into non‐regulated businesses including the online information services industry. How and when US telephone companies enter potential information markets is determined in large part by the changes in regulation that have occurred and will occur over the next few years.
John L. Cotton, Bonnie S. O’Neill and Andrea E.C. Griffin
– The purpose of this paper is to examine the hypothesis that Whiteness is used as a normative standard when comparing a variety of first names.
Abstract
Purpose
The purpose of this paper is to examine the hypothesis that Whiteness is used as a normative standard when comparing a variety of first names.
Design/methodology/approach
Respondents (full- and part-time business students) evaluated names that sounded common, African-American, Russian, and unusual.
Findings
Results from two studies suggest that “common” or “neutral” names are perceived to be white, and to be more American than African-American, Russian or unusual-sounding names. Results also demonstrate that the common names have more positive attributes, including socio-economic class.
Research limitations/implications
The study found that the basic comparison of American respondents will be to a white person. Second, the authors applied Critical Race Theory (CRT) to the research on names. Finally, the authors demonstrate that unless they are totally anonymous, virtual teams will still have the type of social categorization and stereotyping of team members found in ordinary teams.
Practical implications
Organizations and managers need to recognize that a “colorblind” approach simply reinforces the expectation that any differences in American organizations will be compared against the Whiteness standard. This can be a problem in any organizational setting, especially given the proliferation of virtual teams. This may be addressed with attempts to increase common in-group identity and strategies for identifying bias.
Originality/value
In this research the authors integrate concepts and theory from Virtual Teams, CRT and the Psychology of Names, providing both theoretical and practical implications.
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John L. Cotton, Bonnie S. O'Neill and Andrea Griffin
The paper seeks to examine how the uniqueness and ethnicity of first names influence affective reactions to those names and their potential for hire.
Abstract
Purpose
The paper seeks to examine how the uniqueness and ethnicity of first names influence affective reactions to those names and their potential for hire.
Design/methodology/approach
In study 1, respondents evaluated 48 names in terms of uniqueness and likeability, allowing us to select names viewed consistently as Common, Russian, African‐American, and Unusual. In Study 2 respondents assessed the uniqueness and likeability of the names, and whether they would hire someone with the name.
Findings
Results indicated that Common names were seen as least unique, best liked, and most likely to be hired. Unusual names were seen as most unique, least liked, and least likely to be hired. Russian and African‐American names were intermediate in terms of uniqueness, likeability and being hired, significantly different from Common and Unique names, but not significantly different from each other.
Research limitations/implications
The name an individual carries has a significant impact on how he or she is viewed, and conceivably, whether or not the individual is hired for a job.
Practical implications
Human resource professionals need to be aware that there seems to be a clear bias in how people perceive names. When resumés are screened for hiring, names should be left off. Our findings also suggest that when selecting, parents may want to reconsider choosing something distinctive.
Originality/value
This study offers original findings in regards to names, combining diverse research from social psychology and labor economics, and offering practical implications.
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Discusses the results of a study designed to investigate how salesmanagers experience job stress. Considers the particular extra jobresponsibilities of managers compared with…
Abstract
Discusses the results of a study designed to investigate how sales managers experience job stress. Considers the particular extra job responsibilities of managers compared with salespeople as stress factors. Concludes that over‐involvement and general dissatisfaction with life are more important job stress factors for sales managers than are personal characteristics.
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Discrimination matters Volume 22 Number 2 of Health Manpower Management contains an article with this title by Catherine M. Prest, which outlines the changes in legal restrictions…
Abstract
Discrimination matters Volume 22 Number 2 of Health Manpower Management contains an article with this title by Catherine M. Prest, which outlines the changes in legal restrictions on the eligibility of dismissed employees to pursue unfair dismissal claims. Includes a discussion of recent decisions in this area and assesses the impact of these decisions on personnel practice and disciplinary procedures.
Examines the tenth published year of the ITCRR. Runs the whole gamut of textile innovation, research and testing, some of which investigates hitherto untouched aspects. Subjects…
Abstract
Examines the tenth published year of the ITCRR. Runs the whole gamut of textile innovation, research and testing, some of which investigates hitherto untouched aspects. Subjects discussed include cotton fabric processing, asbestos substitutes, textile adjuncts to cardiovascular surgery, wet textile processes, hand evaluation, nanotechnology, thermoplastic composites, robotic ironing, protective clothing (agricultural and industrial), ecological aspects of fibre properties – to name but a few! There would appear to be no limit to the future potential for textile applications.