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This paper aims to look at the culture of federal workers and some reasons why workers may or may not want to share knowledge among their peers. To overcome the resistance to knowledge sharing, the paper seeks to explore the benefits of having a knowledge management facilitator with experience in the social professions guiding an agency toward becoming a team learning organization. The objective is to show how cultural changes among the federal workers can enable them to participate in team learning and achieve their fullest potential in their careers and their personal lives. Through employee enrichment, federal organizations can enable their workers to achieve new goals, which in turn can promote improved efficiency, innovation, and effectiveness within the organization.

Some federal agencies have a strong KM program in place that applies the concepts involving people, processes, learning and technology as part of their culture. Others have focused on the technology aspect of KM, while resisting incorporation of the remaining elements that are necessary to sustain a knowledge‐sharing culture. Although more investigation is needed to determine each federal agency's position on knowledge management, one thing is certain – encouraging individuals to reach their fullest potential will have a beneficial impact among federal agencies and encourage knowledge sharing among the workforce.

The paper illustrates that addressing the people aspect of KM is an important step that can provide a foundation for establishing a sound knowledge management program throughout the federal government. Focusing on the individual workers, it is necessary to keep in mind the systems approach to KM and incorporate appropriate elements of the system, as individuals are encouraged to participate in the knowledge management process. The paper provides certainty that implementing a sound KM program will benefit today's federal knowledge worker and further the growth of the future knowledge worker in the 2020 decade.

The paper improves the efficiency of the federal workforce.

The paper acknowledges the federal worker's value, which instils a commitment of the federal knowledge worker and stimulates employee creativity.

The paper provides insight into the culture of federal workers and changes that can be made to improve the innovation, efficiency and effectiveness of the federal work force.

Investigates the doctrine of Relative Purchasing Power Parity. Mixed evidence is found supporting the concept when using a method analogous to that used by Lucas in testing the quantity theory of money. Relative Purchasing Power Parity is not consistently rejected in the long run between Canada and the United States and between Japan and the United States using quarterly data covering two separate periods: 1957 QI‐1973 QII, and 1973 QIII‐1989 QIV. Given the inconclusive results associated with relying on the methodology of Lucas, considers two alternatives: first, where the requisite smoothed time series are obtained via appropriate autoregressive integrated moving average filters and, second, where cointegration techniques are employed. In these instances, the results are unequivocal. Relative Purchasing Power Parity does not hold.

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.

Few issues in recent times have so provoked debate and dissention within the library field as has the concept of fees for user services. The issue has aroused the passions of our profession precisely because its roots and implications extend far beyond the confines of just one service discipline. Its reflection is mirrored in national debates about the proper spheres of the public and private sectors—in matters of information generation and distribution, certainly, but in a host of other social ramifications as well, amounting virtually to a debate about the most basic values which we have long assumed to constitute the very framework of our democratic and humanistic society.

The rapid advances in computer networking technology in the late 1980s have led to a corresponding increase in locations wishing to participate in computer networks. As more sites adopt a common communication protocol and connect to local networks that may themselves be connected into a national network, opportunities abound for information sharing and collaborative research. A major roadblock to experiencing the benefits of this connectivity, however, is the difficulty of knowing what information is available on computers throughout the network. Several approaches are being explored to provide access to this “virtual library.” A combination of library and computer networking skills will be necessary to design appropriate tools that will allow all users to participate in the developing networked information environment.

A rationale for including operational auditing as a major component in the primary auditing course, as well as in subsequent courses, in the auditing curriculum is developed. Reports and statements from professional groups and commissions, together with accounting education literature, provide a primary resource. Problems in the auditing curriculum are identified, learning style theory and the education of accountants is explored and the objectives to provide support to achieve the educational goals identified by the various constituencies are presented.

What started as a pilot project in 1985 has become a successful online tool for resource sharing today. The IRVING Network gives libraries with incompatible computers the ability to access each other's current catalog, determine circulation status, and process interlibrary loan transactions, while maintaining the integrity of their own systems. Although communication standards are evolving through the efforts of the Linked Systems Project, cooperative vendor programs in AVIAC, and Standards Committee D of NISO, it may be years before the majority of vendors can implement the standards and offer network packages to libraries across the country. In the meantime, the IRVING Library Network presents a practical, working solution to the problem of linking heterogenous library systems.