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THE topics of the Library Association Conference and the election of the Council of the Association naturally absorb a great deal of attention this month. To deal with the second first: there were few novelties in the nominations, and most of the suggested new Councillors are good people; so that a fairly good Council should result. The unique thing, as we imagine, about the Library Association is the number of vice‐presidents, all of whom have Council privileges. These are not elected by the members but by the Council, and by the retiring Council; they occupy a position analagous to aldermen in town councils, and are not amenable to the choice or desires of the members at large. There are enough of them, too, if they care to be active, to dominate the Council. Fortunately, good men are usually elected, but recently there has been a tendency to elect comparatively young men to what are virtually perpetual seats on the Council, simply, if one may judge from the names, because these men occupy certain library positions. It, therefore; is all the more necessary that the electors see that men who really represent the profession get the seats that remain.

A strange phenomenon among women writers of the late eighteenth century, both conservative and liberal minded, was the predominance of female villains in their novels. While this can be seen as an after-effect of masculine patriarchal discourse, particularly for those women writers who possessed a more religious-based ideology, why was it prevalent among feminist writers of the time who should have been aware of misogynistic stereotypes? Two such writers who emulated this strange paradox were Mary Robinson and Charlotte Smith. Both these women had been vilified by the Anti-Jacobin British 18th press as notorious and corrupt ‘female philosophers’ who followed in the footsteps of Mary Wollstonecraft. This chapter will conduct a historical feminist close comparative reading of Robinson's novel, Walsingham, and Smith's novel, The Young Philosopher, based on feminist scholarship on eighteenth-century female writers. It will examine how the female villains in the novels overpowered even the male antagonists and were often the cause behind the misfortunes, directly or indirectly, of the heroines/heroes. While these villains did serve as warnings against inappropriate behaviour, they illustrated the disaster for women when there is a lack of female community. Specifically, in the case of Robinson, her Sadean villains illustrated that no one is spared from the corruption of power and that the saintly female figure is nothing but an illusion of the male imagination. They were fallen Lucifers, rebels who relished in their freedom and power despite their damnation and punishment. The patriarchal system was temporarily demolished by them.

This paper explores the “proto-Keynesian” ideas of progressive members of the scientific management community with regard to micro- and macroeconomic planning/management.

Based on a systematic exegetical analysis of articles published in a largely unexplored primary/archival source, the Bulletin of the Taylor Society between 1915 and 1934.

This paper surfaces a latent “proto-Keynesian” bedrock among progressive segments of the US management community that provides a more cogent explanation for the wholehearted reception, as well as the decisive impact, of Keynes’ ideas on US macroeconomic policy than do extant explanations in the history of economic thought. Further, it reveals that most of these progressive managers with views as to both cause of and solution for the 1930’s Depression were members of the Taylor Society, an epistemic community devoted to the ideas of Frederick Winslow Taylor, the father of scientific management.

The paper adds to the small but growing corpus of revisionist management history that seeks to problematize the received wisdom about scientific management or Taylorism. Few, if any, management historians appreciate that F. W. Taylor provided the basic planning tools which if developed, could enhance humanity’s control over anarchic market forces and aid the construction of a society based on democratic and effective planning.

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/01437729910279144. When citing the article, please cite: Sue Shaw, Mary Taylor, Irene Harris, (1999), “Jobs for the girls: A study of the careers of professional women returners following participation in a European funded updating programme”, International Journal of Manpower, Vol. 20 Iss: 3/4, pp. 179 - 18.

This essay explores a possible anti-essentialist strategy for public administration. The argument presented is twofold. First, the concepts of objective, socially constructed, and experienced reality are explored, concluding that experienced reality is the most practical for public administration. Second, the use of cognitive dissonance to create discourse is proposed as a strategic approach. The essay also suggests that experienced reality and cognitive dissonance offer a way to finesse the control/domination problematic. The work of Michel Foucault provides the central organization of the essay, and the theories of Taylor and Follett are used as historical examples. The essay concludes with a proposed application of the strategic use of cognitive dissonance

It will flame out, like shining from shook foil.Gerard Manley Hopkins, “God's Grandeur”As Emerson asserts, seeing people as benevolent and virtuous is, in fact, the most accurate way to see them.Mary Rice

This paper aims to highlight the historical roots of employee engagement and empirically examine the influence of self-efficacy on the three dimensions of employee engagement (vigor, dedication and absorption).

A sample of 426 male and female respondents in the service industry from Lebanon was surveyed using a multi-scale measure composed of 25 items. Regression analysis was used to test the data for the hypothesized relationships between the variables.

History of management continues to be the backbone of the so-called modern concepts. Although the term employee engagement was not used in scientific management or in the human relations movement, the characteristics were incorporated in these early schools. The three factors of employee engagement explained 78 per cent of the total variance of employee engagement construct and were significantly influenced by self-efficacy.

The first limitation of this study is the self-reported data, and the second limitation is the source from one industry (service), although different organizations were incorporated. Caution is advised against generalizations of the findings.

The results of this study provide insights for both researchers and managers to better understand the relationship between three dimensions of employee engagement and self-efficacy from a non-Western context. The belief in one’s own capabilities helps promote employee engagement.

Lebanon offers an interesting context; it is considered as the only Arab country that provides an interaction between the Western and Middle Eastern countries.

This study aimed to trace the historical roots of employee engagement to the early management schools. Moreover, studies similar to the present investigation exist; however, this is the first time that a non-Western Arab sample was used to examine the influence of self-efficacy on the three dimensions of employee engagement.

Web-based courses are a practical way to engage in meaningful discussions with learners from a diverse set of communities. By gathering online to learn about a topic, learners can form communities that transcend geographic and political boundaries. This paper aims to investigate a partnership between the University of Wisconsin-Madison (UW-Madison) and Wisconsin Library Services, which brought open access online learning to thousands of lifelong learners around the state of Wisconsin. “Changing Weather and Climate in the Great Lakes Region”, a massive open online course the UW-Madison launched in 2015, paired a regional focus with face-to-face discussions at 21 public libraries to deepen learners’ personal connections to the subject matter. Through strategic partnership, targeted course development and marketing of events, intimate local discussion sessions and statewide events provided fora in which Wisconsin residents would explore changing weather and climate with university faculty, staff and students.

This paper uses a case study approach and firsthand interview feedback from librarians, library staff and university faculty and staff who were leading the effort.

This paper explores the lessons learned and practical implications from the project and offers insight into libraries and universities looking to engage specific communities in non-credit online learning projects into the future.

This effort was a first of its kind partnership for the University and the State of Wisconsin.

In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.