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Outlines the use of the “value from resources” approach to build bridges between clinicians and managers. The simple but powerful use of graphical interactive presentations has resulted in increased staff awareness of how quality improvement and resource utilization are inextricably linked.

The purpose of this study was to investigate the relationship between the elements of psychotherapists’ informal education and features of concept maps reflecting the properties of thinking structure.

To study the structure of professional thinking, a complex diagnostic task (computer-aided conceptual mapping task) was used. The diagnostic task consisted of categorising the client’s statements, presenting relations between the categories and concept maps accounting for problems reported by the client and contributing factors and links between them.

The obtained results showed that self-education, through participation in scientific conferences and attending training courses, was significantly associated with the number of perceived causal relationships between categories and the number of perceived reciprocal links between conceptual categories.

This research show factors which may contribute to more reliable case conceptualisation in psychotherapy. The method used to measure integrative complexity was original.

Youth unemployment is one of the most serious problems of the early 1980s. In 1981 one in six youngsters under 18 years old were looking for jobs. As the problem has worsened the emphasis of public programmes has shifted from attempts to reduce the level of unemployment to the provision of training alternatives to employment, such as the Youth Opportunities Programme (YOP) and the Youth Training Scheme (YTS). At present, the Government is committed to employer‐based, on‐the‐job training for school leavers.

Occupational structure has changed significantly over time and further important changes are forecast by the year 1995. A substantial part of the change in occupational structure between 1971 and 1981 can be attributed to the shift in industrial structure. Despite the rising level of civilian employment in recent years, some, mainly blue‐collar occupations, continued to fall over the period 1981 to 1987. Others, however, showed significant growth (including professional, associate professional and managerial occupations), caused by both the changing occupational structure within industries and the changing industry mix. Such changes are likely to persist, bolstered by the continued expansion of the economy. The article reviews the possible extent of skill shortages in the nine main occupational groups. Shortages seem likely amongst managers and administrators, professional occupations and associate professional and technical occupations. They also appear to be persisting amongst craft and skilled manual workers despite declining levels of employment in this group. However, skill shortages seem much less likely amongst clerical and secretarial, personal and protective services, sales occupations, plant and machine operatives and other occupations.

A distinction must be drawn between a dismissal on the one hand, and on the other a repudiation of a contract of employment as a result of a breach of a fundamental term of that contract. When such a repudiation has been accepted by the innocent party then a termination of employment takes place. Such termination does not constitute dismissal (see London v. James Laidlaw & Sons Ltd (1974) IRLR 136 and Gannon v. J. C. Firth (1976) IRLR 415 EAT).

This study examines and describes the experiences and perceptions of women and men associate professors from various academic disciplines as they chart and navigate their academic career trajectories.

Using a case study approach, we interviewed 11 purposively selected mid-career faculty members and five department heads.

Through the Social Cognitive Career Theory (SCCT), we identified issues of clarity, climate, self-efficacy, and gender disparity as major concerns for mid-career faculty.

This research is limited to a research-intensive university in the southeastern United States. The small study population and unique context limit the generalizability of the study.

Findings of the study provide a lens for university and college administrators, human resources professionals, and other institutional leaders to view professional development programs for mid-career faculty members at their own institutions. The findings also suggest a need for improvements to current family-friendly policies to reduce gender bias and retain women faculty members.

This paper offers practical recommendations to higher education administrators and human resources professionals on how to positively cultivate a better work climate and culture for mid-career faculty members. It also offers suggestions on how to be sensitive to and improve gender equity among mid-career faculty in higher education.

At the upper end of the authorty's formal education structure, the higher education branch encompasses the middle tier technical colleges, the aided colleges, teacher training, and the proposed polytechnics. Assistant education officer E. Walker has at his disposal 18 technical colleges and schools of art, nine commercial colleges, 11 aided colleges and nine colleges of education. Excluding the colleges of education, the other colleges have a combined student load of over 154 000. Among the maintained colleges are the London College of Printing (unique in England), the art schools of Chelsea, Camberwell, Central, Hammersmith and St Martin's, and the monotechnic colleges for building (Brixton), distribution, fashion, furniture and clothing.

The seventh annual report of the Motor Industry Research Association, covering the year ended 30th June, 1952, has recently been published. It is very satisfactory to note that the Association is increasing its number of members which now stands at 934, made up of 817 who subscribe through the S.M.M. & T. and 117 directly.

The purpose of this paper is to outline a unique six‐step process for the inclusion of climate change adaption goals and strategies in a University Climate Change Plan.

A mixed‐method approach was used to gather data on campus climate change vulnerabilities and adaption strategies. A literature review highlighted common themes in adaption research. Meetings, surveys, and a specialized workshop with climate scenarios were created to elicit campus and community input.

The majority of the peer‐reviewed and grey literature surrounding climate change adaptation planning is aimed at larger levels of organization than a University campus (e.g. nations, populations, regions, and cities). An original planning process was created to identify vulnerabilities, risks and strategies. Key vulnerabilities fell into three main areas of concern: energy, transportation, and built environment. Adaptation goals, objectives and strategies were outlined for the Dalhousie University Climate Change Plan, based on risk levels associated with vulnerabilities.

The adaption survey and workshop was created for this research. Small improvements were suggested for future use. The six weather scenarios presented at the workshop emphasized extreme events. Some participants felt that scenarios should be developed that feature smaller climate changes over a longer period of time. The prioritization activity used to establish risk needed to clarify the definition of risk being used. Future scenarios could include more consideration of socio‐economic factors.

Specific planning frameworks to create campus‐level climate adaptation strategies are sparse. A unique planning framework and workshop was developed to identify key climate change adaption strategies for universities.