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The purpose of this paper is to present a localisation system for an indoor rotary‐wing micro aerial vehicle (MAV) that uses three onboard LEDs and base station mounted active vision unit.

A pair of blade mounted cyan LEDs and a tail mounted red LED are used as on‐board landmarks. A base station tracks the landmarks and estimates the pose of the MAV in real time by analysing images taken using an active vision unit. In each image, the ellipse formed by the cyan LEDs is used for 5 degree of freedom (DoF) pose estimation with yaw estimation from the red LED providing the 6th DoF.

About 1‐3.5 per cent localisation error of the MAV at various ranges, rolls and angular speeds less than 45°/s relative to the base station at known location indicates that the MAV can be accurately localised at 9‐12 Hz in an indoor environment.

Line‐of‐sight between the base station and MAV is necessary while limited accuracy is evident in yaw estimation at long distances. Additional yaw sensors and dynamic zoom are among future work.

Provided an unmanned ground vehicle (UGV) as the base station equipped with its own localisation sensor, the developed system encourages the use of autonomous indoor rotary‐wing MAVs in various robotics applications, such as urban search and rescue.

The most significant contribution of this paper is the innovative LED configuration allowing full 6 DoF pose estimation using three LEDs, one camera and no fixed infrastructure. The active vision unit enables a wide range of observable flight as the ellipse generated by the cyan LEDs is recognisable from almost any direction.

Gives an in depth view of the strategies pursued by the world’s leading chief executive officers in an attempt to provide guidance to new chief executives of today. Considers the marketing strategies employed, together with the organizational structures used and looks at the universal concepts that can be applied to any product. Uses anecdotal evidence to formulate a number of theories which can be used to compare your company with the best in the world. Presents initial survival strategies and then looks at ways companies can broaden their boundaries through manipulation and choice. Covers a huge variety of case studies and examples together with a substantial question and answer section.

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.

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.

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.

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.

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.

Negotiation is crucial to business alliances, but this process can become more complicated if there are language barriers and differences in cultural values, customs, and lifestyles, such as Western businesses negotiating in the People’s Republic of China (PRC). Previous studies have presented models of the Chinese negotiating process but these are primarily from the US. This study examines the negotiating experiences of selected New Zealand investors who have had experiences negotiating either Foreign Direct Investment (FDI) or short‐term sales agreements in the PRC to create two conceptual models. The results provide some interesting insights for doing business in China.

An individual’s ethical ideology has been identified as one of the key components in fluencing ethical decision making in organisations. The Ethics Position Questionnaire is designed to measure ethical ideology in relation to two dimensions, namely Idealism and Relativism. This study investigates the factor structure of this measure in a sample of Chinese managers, and compares the dimensions found to those found in the original study. In addition, a regional comparison is under taken and the results show that there are significant differences in ethical ideology across different regions in China. These results are discussed and suggestions for future research are made.

This study aims to investigate Feng Shui elements that can influence housing selection and property pricing in the Malaysian housing market.

A structured questionnaire encompassing 26 Feng Shui elements, which were shortlisted based on relevant previous studies, was distributed to prospective homebuyers in the Klang Valley region. The elements were inferred and ranked according to frequency, significance and importance scores. Kruskal–Wallis ANOVA tests were used to assess the ratings provided by the different respondent groups, while Spearman's rank correlation tests were utilised to measure the degree of agreement or disagreement among each pair of the ethnic group.

The results obtained indicate the following as the five most influential elements: orientation, main entrance, street location, house number and living room. Despite a multiethnic and multicultural society in Malaysia, Spearman's rank correlation tests showed that there are no differences in the prioritisation of Feng Shui elements between three distinct ethnic groups (Malay, Chinese and Indian). However, the distribution scores are statistically different between the groups. Comparing income level with Feng Shui inclinations, the three most frequently considered elements across the three income groups consistently include orientation, main entrance and street location.

The findings of this study are expected to provide guidance to property stakeholders (developers, real estate agencies, architects, local authorities) in their future development projects. For homebuyers, this study serves as a property Feng Shui checklist for home selection and investment.

This study explored the association of Feng Shui principles to housing selection and property pricing based on cultural and income factors. These findings provide useful insights for designing and positioning of residential properties in both primary and secondary housing markets in Malaysia and beyond.