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The paper explores the potential problems which UK business support organizations may encounter when introducing the Business Excellence Model (BEM). Many of these problems result from the negative attitudes engendered by experience of past programs of change. A business support organization which was about to introduce the BEM was the site used to collect empirical data by means of participant‐observation and interview methods on the issue of implementing quality standards procedures. Conclusions are drawn as to the difficulties which business support organization managers are likely to encounter when introducing the BEM.

As policy makers seek to develop a more preventative and rehabilitative approach to older people's services, new policies and integrated initiatives have made a positive contribution. However, rebalancing the nature of the system as a whole remains elusive.

The following classified, annotated list of titles is intended to provide reference librarians with a current checklist of new reference books, and is designed to supplement the RSR review column, “Recent Reference Books,” by Frances Neel Cheney. “Reference Books in Print” includes all additional books received prior to the inclusion deadline established for this issue. Appearance in this column does not preclude a later review in RSR. Publishers are urged to send a copy of all new reference books directly to RSR as soon as published, for immediate listing in “Reference Books in Print.” Reference books with imprints older than two years will not be included (with the exception of current reprints or older books newly acquired for distribution by another publisher). The column shall also occasionally include library science or other library related publications of other than a reference character.

Access to the Literature of the Social Sciences and Humanities. Proceedings of the Conference on Access to Knowledge and Information in the Social Sciences and Humanities.

On 13 July 1974, President Nixon signed a proclamation declaring the week of 20 July National Space Week, in honor of man's landing on the moon on 20 July 1969. Although the lunar landing was certainly the emotional high point for the American space program, interest in space remains quite high, as evidenced by the tremendous popularity of films and books on the subject. The intention of this article is to provide readers with a guide to materials that serve to focus attention on space exploration, not only during Space Week, but throughout the year.

This paper aims to identify, assess and classify the most significant mentee outcomes of formal mentoring processes aimed at managerial development.

After conducting an extensive literature review to identify the most significant mentee outcomes in the management field, a survey was conducted with a sample of 80 experienced mentees. An exploratory factor analysis (EFA) has been performed to simplify and contribute to operationalizing these results. Finally, focus group and nominal group techniques were conducted with practitioners to better understand the findings.

A total of 27 mentee outcomes have been identified in the literature. EFA analysis has allowed us to downsize the 27 outcomes into four factors encompassing the most relevant mentee outcomes. The authors then provide an interpretation and discussion of the results.

This work compiles, reviews and systematizes existing studies on mentee outcomes in the field of management, classifying the results in a novel manner.

This paper examines actors and discourses shaping new Canadian legislation designed to advance diversity in corporate governance.

This paper performs a stakeholder and discourse analysis drawing on texts of parliamentary debates.

The paper illuminates tensions regarding definitions of diversity, its importance for boards of directors and the mechanisms favoured for implementation. Official discourses examined show that, unlike for other political issues, opposition was largely muted, and most stakeholders engaged in the process supported legislation advancing diversity. Nonetheless areas of debate and positioning by actors and suggest important differences, with outcomes linked to non-traditional power bases.

This study provides insights into the discursive environments of organizations and processes relating to promoting diversity and equality in the political decision-making domain, a critical venue for understanding advancement of equity, often neglected in organizational studies.

By understanding the complex and competing discourses surrounding diversity and inclusion at the macro level this paper provides a context for understanding organizational (meso) and individual (micro) beliefs and behaviours.

This study shows how advocacy shapes how policy and legislation are framed and the ways mainstream organizations, including women's groups, may advance gender equality without regard to other dimensions of diversity or intersectionality.

This study maps the political discourse around recent Canadian legislation designed to improve diversity on boards that must, in the Canadian context, address more than gender.

The purpose of this paper is to explore the essential mentor characteristics for effective inter-organizational mentoring. This kind of HR development technique, where mentor and mentee belong to different organizations, is becoming increasingly popular and so far has been scarcely studied.

First, a rigorous literature analysis to identify primary mentor characteristics for managers and professionals has been performed; second, a Delphi analysis has determined their relevance according to the opinion of 125 experienced mentors, mentees and program coordinators that have carried out inter-organizational mentoring processes in Spain; and third, an exploratory factor analysis has reclassified the mentor characteristics into a smaller number of factors.

In total, 29 relevant mentor characteristics have been identified and valued. The foregoing characteristics are related to seven underlying dimensions or factors that serve to characterize an effective mentor for inter-organizational mentoring programs.

The research extends the existing literature regarding mentor characteristics of those mentors who are engaged in inter-organizational mentoring. In addition, this work offers a valuable contribution to inter-organizational mentoring research based in a Delphi method that includes both academic and practitioner perspectives in a cultural context that may have not received previous attention. The findings can be valuable for both academics who investigate this topic of growing interest, and for practitioners who must face the selection and training of mentors.