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We conducted the Universal Accreditation Board (UAB) practice analysis to examine perceptions of US public relations practitioners and educators regarding the essential competencies for entry-level and mid-career professionals. This is a trend analysis survey that is conducted every five years to assess changes in required competencies.

The survey was distributed via email to organizations affiliated with the UAB. Two variations of the survey were available to differentiate between practitioners and educators. The study was conducted from February through March of 2024.

We found practitioners’ expectations for others exceeded their own actual performance levels. This may be attributed to social comparison bias. We have provided recommendations for updating the Accreditation in Public Relations (APR) and certificate exams based on our findings. For example, we recommend senior professionals adopt a nurturing leadership style when mentoring young professionals. The study also revealed that educators overestimated generative artificial intelligence (AI) use in the workplace, as practitioners exhibited a slower rate of adoption of AI. The literature and theories that guided the paper were AI use, the history of accreditation in public relations and the diffusion of innovation theory.

This research paper provides insights related to the diffusion of AI competencies in the workplace. Additionally, this research adds to public relations literature by revealing the gap in expectations of senior professionals for beginning and mid-career professionals and their own job performance.

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.

Approaches to state provision of childcare have typically focused on the relative weight of state or market provision. In this article we follow a new institutional approach to the relationship between states and markets to examine the au pair industry, emphasising the role of states in the creation of markets for childcare. Research on the market provision of childcare has focused on the ambiguity in defining caring as work, which has led to the low value of care work. In this article we propose that those ambiguities also exist at the state level and impact the creation of the market for foreign childcare. Examining the development of au pair policies in the US, UK, and Australia, we find three strategies that involve defining au pairs not as employees, but rather as foreign visitors, exchange students, or family members. These strategies allow for by passing restrictions on immigration, increasing the supply of care providers, and circumventing compliance with labour regulations, thereby reducing the cost to families.

In a liberal‐democracy, the legislature serves as the democratic arm of the state while the courts serve as the principal protectors of liberal values. There is the potential for conflict between the will of the majority and the rights of individuals and minorities. Legislatures may adopt a detached role, intervening on occasion to give voice to public dissatisfaction with judicial decisions designed to protect human rights, or instead decide to engage in the process of discuss ing and protecting human rights. This paper provides the results of an empirical study of legislatures in European states that are signatories to the European Convention on Human Rights. It employs a simple dichotomous variable of whether or not a legislature has a human rights committee. Though approximately half the legislatures studied have human rights committees, the proportion is greater among the legislatures in southern, central and eastern Europe. The paper concludes by considering the case for greater engagement by legislatures in other countries.

Looks at the distinctive Australian background and the features of the national communication culture that may impact on business life as well as those of the traditional executive culture. Brings out the specifics of the Australian management style from a foreign viewpoint, looking at what differences exist compared to New Zealand, the United States and Asian countries. Concludes that Australians need to develop understanding of the global market whilst retaining their easy regard in which they are held.

This article compares consumer decision‐making styles between Singaporeans and Australians. Utilising Hofstede’s framework, the paper argues that cultural dimensions influence consumer decision making styles. It is essential that managers understand cross‐cultural consumer decision‐making styles to make strategic decisions or effectively handle members of these nationalities. Marked differences were found between the two populations for: brand consciousness, innovativeness and overchoice confusion. The results suggest that some consumer decision‐making styles differ due to consumers’ cultural values. Managerial implications and future research directions are discussed.

Discusses the difficulties women experience in speaking and writing as women. Outlines feminine problems of using the word “I”. Looks at the writing of Marguerite Duras and charts her attempts at producing a feminine “I”. Profiles excerpts from her books in some details, looking at specific examples of her work and advocating further use of her style.

In the planning and design processes, the urban territories frequently face problems related to the lack of cohesion, not only regarding the morphological fragmentation but also fragilities of social and economic dynamics. The proposed concept of urban cohesion involves these two dimensions – the physical form of the city and the city's socio-economic and socio-cultural dynamics. In introducing this concept our aim is to focus on the idea that public spaces play a fundamental role in those processes, understanding that they are organised in a systematic way. This means that public space is structured in a cohesive system on different territorial scales within the city, forming a "network of networks". Intending to contribute to the strengthening of urban cohesion, the study proposes a method capable of assessing public space networks in terms of their cohesion, not only within the urban structure of the neighbourhood, but also their links to the surrounding networks. This method assumes that the city is formed by diverse territories due to several reasons. Firstly, due to their specific history and genesis, secondly, due to their morphologic characteristics, and thirdly, because of their socio-economic and socio-cultural features. This leads to the key principle that the city is the place of diversity par excellence, and that it is this diversity that gives the city its own character and distinguishes it from other territories. Two cases in the city of Barcelona are analysed. The neighbourhood of Barceloneta, a historic quarter outside the city walls that is now part of its consolidated urban fabric, and the Baró de Viver neighbourhood, an area that can still be considered peripheral to the city.

AS far as we are concerned at present in England, there are only six types of German aeroplanes which are of any interest. These are:—

This paper reviews experience with credit union demutualisation to date in the light of increasing discussion about whether demutualisation is a likely (or inevitable) future stage in the evolutionary process. It is argued that the credit union industry faces an inherent demutualisation bias which emerges as the sector develops maturity. Contributing factors include the emergence of professional management pursuing personal objectives, together with the economic realities of technological change, financial liberalisation, increased competition, and prudential regulation based on minimum capital requirements. Demutualisation incentives may partially reflect the unsuitability of the mutual form of governance in larger, more sophisticated financial institutions, but there is also a significant risk of demutualisation based on wealth expropriation motives. Alternative policies and strategies which might avoid this demutualisation bias are examined.