Since the first Volume of this Bibliography there has been an explosion of literature in all the main areas of business. The researcher and librarian have to be able to uncover…
Abstract
Since the first Volume of this Bibliography there has been an explosion of literature in all the main areas of business. The researcher and librarian have to be able to uncover specific articles devoted to certain topics. This Bibliography is designed to help. Volume III, in addition to the annotated list of articles as the two previous volumes, contains further features to help the reader. Each entry within has been indexed according to the Fifth Edition of the SCIMP/SCAMP Thesaurus and thus provides a full subject index to facilitate rapid information retrieval. Each article has its own unique number and this is used in both the subject and author index. The first Volume of the Bibliography covered seven journals published by MCB University Press. This Volume now indexes 25 journals, indicating the greater depth, coverage and expansion of the subject areas concerned.
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Philip R. Harris and Dorothy L. Harris
Introduction to the Metaindustrial Work Culture, Are human professionals in the forefront of the profound global transition now underway from the industrial to the Information…
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Introduction to the Metaindustrial Work Culture, Are human professionals in the forefront of the profound global transition now underway from the industrial to the Information Society? Are they cognisant of the driving forces of new technologies, especially microelectronics and genetic engineering? Are they exercising leadership in the creation of the work environments characterised by information processing and performed by knowledge workers? For these questions to be answered in the positive, the respondent must be aware of the emerging metaindustrial work culture. The term “metaindustrial” comes from an AT and T report on the New Industrial Revolution. It describes the ongoing social or second industrial shift away from the traditional manufacturing industries, organisational models and roles and managerial styles. That industrial way of life not only produced its unique approaches to training, development and education, it was a way of life that enacted social legislation and systems of support. It is rapidly disappearing, and the evidence is present in economic downturns, huge unemployment and bankruptcies. It is evident in the occupational trends toward information/ knowledge/education enterprises — 50 per cent of the US work force is already in the information industries, and this is projected to rise to 66 per cent by the year 2000.
With the emergence of the European Community, a new type oftranscultural and transformation leadership is required on theContinent. Examines the why and the what of preparing…
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With the emergence of the European Community, a new type of transcultural and transformation leadership is required on the Continent. Examines the why and the what of preparing executives and managers for the new work culture now in the process of creation. For both the global marketplace and cultural renewal among the nations from the Atlantic to the Urals, provides insight into the leadership qualities to cultivate, in terms of technical competence, people skills, conceptual skills, judgement and character, as well as the characteristics for meta‐industrial leading. These include providing more open communication/information, creating more autonomy/participation, promoting the intrapreneurial/ entrepreneurial spirit, enhancing the quality of work life, generating innovative/high performing norms and standards, utilizing informal, synergistic organizational relations, advancing technology venturing and research/development. Considers innovative strategies of human resource management and development.
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Jobs in the future will be more demanding and tomorrow′s workerswill have to learn new techniques to maintain their marketability. It isargued that what organisation development…
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Jobs in the future will be more demanding and tomorrow′s workers will have to learn new techniques to maintain their marketability. It is argued that what organisation development as a strategy does for the renewal of institutions, professional or human resource development does for the renewal of individuals. Because a learning manager exercises leadership in both processes, some of the enabling skills required are described, particularly human skills that can be learnt.
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Angela Hall, Stacy Hickox, Jennifer Kuan and Connie Sung
Barriers to employment are a significant issue in the United States and abroad. As civil rights legislation continues to be enforced and as employers seek to diversify their…
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Barriers to employment are a significant issue in the United States and abroad. As civil rights legislation continues to be enforced and as employers seek to diversify their workplaces, it is incumbent upon the management field to offer insights that address obstacles to work. Although barriers to employment have been addressed in various fields such as psychology and economics, management scholars have addressed this issue in a piecemeal fashion. As such, our review will offer a comprehensive, integrative model of barriers to employment that addresses both individual and organizational perspectives. We will also address societal-level concerns involving these barriers. An integrative perspective is necessary for research to progress in this area because many individuals with barriers to employment face multiple challenges that prevent them from obtaining and maintaining full employment. While the additive, or possibly multiplicative, effect of employment barriers have been acknowledged in related fields like rehabilitation counseling and vocational psychology, the Human Resource Management (HRM) literature has virtually ignored this issue. We discuss suggestions for the reduction or elimination of barriers to employment. We also provide an integrative model of employment barriers that addresses the mutable (amenable to change) nature of some barriers, while acknowledging the less mutable nature of others.
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Local Government Board, Whitehall, S.W., 9th February, 1917. PUBLIC HEALTH (REGULATIONS AS TO FOOD) ACT, 1907. Amending Regulations with respect to Cream. SIR, I am directed by…
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Local Government Board, Whitehall, S.W., 9th February, 1917. PUBLIC HEALTH (REGULATIONS AS TO FOOD) ACT, 1907. Amending Regulations with respect to Cream. SIR, I am directed by the President of the Local Government Board to transmit to you the enclosed copies of an Order which has been made amending the Public Health (Milk and Cream) Regulations, 1912.
This critical review considers the limitations and advantages of the clinical, actuarial and structured clinical judgement approaches as they are applied to the assessment of risk…
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This critical review considers the limitations and advantages of the clinical, actuarial and structured clinical judgement approaches as they are applied to the assessment of risk in general and sex‐offenders in particular. It concludes by endorsing an inclusive approach, acknowledging that a central ethic of clinical practice is that it should be based on a current knowledge of the research literature (Singer, cited in Douglas et al. 1999).
George Okechukwu Onatu, Wellington Didibhuku Thwala and Clinton Ohis Aigbavboa
Philip R. Harris and Dorothy L. Harris
Successful management not only actively promotes team spirit, butinstalls the mechanisms and the means to develop team skills and toenhance team roles. Today′s managers are…
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Successful management not only actively promotes team spirit, but installs the mechanisms and the means to develop team skills and to enhance team roles. Today′s managers are challenged to make a transition from the traditional way of operating or doing business, to experimenting with new styles of organising and managing.