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The distance learning course for women moving into management which Rosemary Smith has just piloted for the Open Business School, and about which she writes here for the first time, held some surprises for her. She expected it to be taken up by unemployed women lacking qualifications, but instead found it has generated a lot of active interest from employers in both public and private sectors, and that the majority of women who applied held both graduate or higher qualifications and a job. Women into Management will be available from the Open Business School from November this year. Rosemary Smith, a graduate of the Open University and now Lecturer in Management at the Open Business School and Course Team Chair of the Women into Management course, discusses how it came into being and what it covers.

Ask a manager what she/he does. She/he will probably tell you about functions or processes such as planning, organising, budgeting, and controlling (Fayol 1949).

The longer‐term psychological impact of childhood wartime experiences is an under‐researched area. Davies' (2001) work has been seminal in drawing attention to the challenges that older people face in coming to terms with their early childhood experiences during the Second World War. This project used qualitative research methods to investigate the lived experience of older people who were evacuated during the war or remained in Liverpool, UK and experienced ‘the Blitz’ firsthand. It also investigated older people's understanding of these experiences, the meaning they attributed to them, and how they felt these experiences had affected them across the lifespan. The data collection phase of this project included an initial focus group and four free association narrative (FAN) interviews. Interpretative phenomenological analysis (IPA) was the method used to draw out main themes for each of the participants. Analysis revealed specific psychological issues for each of the participants, along with specific coping strategies. Analysis also suggested that some older people continued to find it challenging to make sense of their early experiences and to assimilate these unusual events into their life narratives. This project has contributed to the limited literature base relating to the longer‐term consequences of early wartime experiences, which may be of use to psychologists working with a range of individuals with past or more recent experiences of war or ‘war‐like’ experiences.

In 1979, Rosemary Pledger became the first female President of the Academy of Management (AOM). AOM, through scholarship and teaching about management and organizations, is well known for its contributions to the development of modern management theory. The purpose of this paper is to understand and analyze the human and social influencers which enabled Pledger’s career success. She climbed to the top of her profession and became a role model for other professional women, especially in the academic field; she successfully cracked the glass ceiling.

The authors used a qualitative methodology as most appropriate to examine the research question of how Pledger used human and social skills to overcome barriers to career success. In addition to her biographical data, the authors analyzed 1,593 pages of documents from the AOM Archives at the Khell Center, Martin P. Catherwood Library, Cornell University, Ithaca, New York.

Pledger succeeded because she developed strong human and social capital critical for career success and career mobility. Becoming part of the top management team in three organizations – the AOM, the Southwestern AOM and the University of Houston – Clear Lake City is evidence of her skill in using her capital to crack the glass ceiling.

The limitation of author interpretation of secondary data is recognized.

This work illustrates the appropriateness of qualitative research, specifically, in placing important management figures in context, and it makes clear how human and social capital factors are critical to career success for women.

AOM’s contribution to the development of modern management theory is widely recognized; however, there is a lack of studies related to the career successes of AOM’s female leaders. This paper chronicles the career life of Rosemary Pledger who became the first female president of the AOM and a successful Dean and examines the factors that contributed to her career success despite the presence of a glass ceiling.

The purpose of this paper is to use Stewart’s model of role as a lense from which to explore chairperson and CEO role dynamics in addressing strategic paradox and tension.

The paper draws on 29 semi-structured, in-depth interviews with chairpersons and CEOs of UK-listed companies. Interview data are subjected to role analysis using Stewart’s (1982) Demands-Constraints-Choice (DCC) model of role.

Findings indicate that relationship levels of trust, communication and chairperson time enable strategic tensions to be raised and confronted in the relationship reducing defensiveness. Two distinct approaches to handle strategic tensions are found. The CEO-led approach predominates and rests on less flexible role boundaries, requiring the chairperson to proactively identify strategic tensions and perform an advisory/mentoring role. The shared leadership approach, less prevalent, rests on highly flexible role boundaries where the skills and experience of each incumbent become more relevant, enabling the separation of efforts and integration of strategic tensions in the relationship in a “dynamic complementarity of function”.

The paper only applies to the UK context and is limited to contexts where CEO and chairperson roles are separate. The paper draws on individual perceptions of chairperson and CEOs (i.e. not pairs).

The paper provides insights to practicing CEOs and chairperson on two distinct ways of working through strategic paradox and tensions.

The paper adds to the scarce literature at chairperson and CEO roles and strategic paradox and tension.

Recommendations for increased resource sharing between libraries have been emerging from a range of sources in recent years. However, the majority of local library management systems currently in use do not inter‐operate, so resources are fragmented and there is no unified access. The situation is complicated by organisational and business issues. This was the basis for the fifth MODELS (Moving to Distributed Environment for Library Services) workshop, which explored more effective management of access and resource sharing, and the development of a supporting systems framework. The focus was on public library developments and cross‐sectoral cooperation. The paper develops some of the key issues, together with discussion of the emerging MODELS Information Architecture.

The goal of this study was to understand which employee-focused workplace practices and priorities – more formally known as human resource (HR) practices and priorities – employees with mental health and/or addiction challenges (MHAC) valued and how they perceived the day-to-day implementation of those practices and priorities in the workplace integration social enterprises (WISEs) that employed them.

Twenty-two WISE workers who self-identified as having serious MHAC participated in semi-structured interviews. Interviews were transcribed and coded to identify ways that employees did or did not feel supported in their WISEs.

Participants identified three HR practices and two HR priorities as important to establishing an inclusive workplace that accommodated their MHAC. The extent to which individual participants felt included and accommodated, however, was shaped by interactions with their supervisors and coworkers.

By evaluating the salience of WISEs’ employee-focused workplace practices and priorities through the lens of the employees themselves, our study articulates the critical role that interactions with coworkers and supervisors have in determining whether HR practices and priorities have the intended effect on worker experience.

The purpose of this study is to develop chicken powder (CP) incorporated fried chicken vermicelli and to evaluate the collective effect of rosemary and betel leaf extracts (RE+BE) in developed products, on the performance of storage study parameters.

Two different groups were made from developed products: the first control group without RE+BE incorporated and the second group treated with RE+BE (1:1). Various chemical, microbiological and sensory parameters of both groups were evaluated at intervals of 15 days up to 60 days of storage.

RE+BE incorporation had significantly improved (p < 0.01) the thiobarbituric acid reactive substances (TBARs), free fatty acid (FFA) and tyrosine value as compared to control. TBARs value of RE+BE treated product remained lower (0.23 ± 0.08 to 0.65 ± 0.07) than the control (0.25 ± 0.06 to 0.83 ± 0.05). Similarly, RE+BE treated product had significantly (p < 0.04) lower total plate count (TPC), Staphylococcus count (SC) and significantly (p < 0.01) lower yeast and mold count than control. Likewise RE+BE incorporation significantly (p < 0.01) improves sensory score (texture, flavor and overall acceptability except for appearance) of the product. RE+BE treated sample at the 60th day had a higher overall acceptability score (6.3 ± 0.8) than the score of control at the 45th day (6.1 ± 0.9).

A shelf-stable meat product can be made by chicken powder incorporation in the gram flour and a combination of rosemary and betel leaf extracts may be used to improve the shelf-life of meat products.

A shelf-stable meat product can be made by chicken powder incorporation in the gram flour and a combination of rosemary and betel leaf extracts may be used to improve the shelf-life of meat products.

RE+BE incorporation into chicken vermicelli improved chemical (TBARs, FFA content and Tyrosine value), microbiological (TPC, Staphylococcus count and yeast and mold count) and sensory (flavor, texture and overall acceptability) parameters of chicken vermicelli during 60-day storage.