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SPINNING ROOM LUBRICATION. The detrimental effect of using incorrect oil, particularly for the lubrication of spindles and other high‐speed parts, far outweighs any consideration of the price of oil, since every slight inferiority in lubricating value is multiplied many thousand times in the multiplicity of lubricated bearings. Correct lubrication, therefore, is more important in this department than anywhere else in the mill, especially in so far as power consumption is concerned.

A DSIR Sponsored Research Programme on the Development and Application of the Matrix Force Method and the Digital Computer. The present issue gives a summary of the basic theory of the matrix force method together with some necessary extensions for the fuselage problem. The equilibrium conditions for the idealized structure are then examined in detail and the relevant equations of equilibrium established in matrix form.

This paper looks at recent developments in the book trade in China, particularly since 1992 when China acceded to international copyright conventions. It offers details of the operation of the book trade, including such issues as book and journal distribution, book prices, markets for imports, the printing industry. Copyright and piracy of books and journals are discussed at length, including treatment of such topics as joint ventures, rights and the place of Hong Kong and Taiwan in the publishing economy.

THE problem involved in obtaining satisfactory surface contours for assemblies such as are required in modern aircraft development demands for its successful solution the co‐ordinated, concentrated efforts of all those concerned with both the design and manufacturing processes. Even the casual observer can see that, if optimum performance is to be realized, the external skin or covering, whether made of thin sheet stock or precision machined from heavier plate stock, must be continuously smooth.

Prisons can utilize effective business process, operations management and continuous improvement techniques to provide an opportunity to support the rehabilitation of inmates. The purpose of this paper is to analyze the Iowa Prison Industries (IPI) work training program offered for incarcerated individuals under the supervision of the Iowa Department of Corrections (IDOC).

The IPI developed an Operational Excellence (OpEx) apprenticeship program that has worked with approximately 800 incarcerated “associates” to help them acquire skills necessary to obtain gainful employment upon release. This includes skills and belt level assessment in Lean Six Sigma as well as 6S/5S events and training. These techniques have been deployed by 22 teams at seven locations across the state of Iowa (USA). These sites have established objectives and goals and provided significant security-related benefits in the correctional industries environment.

Findings and success outcomes have been encouraging as those who completed the IPI apprenticeship program had lower recidivism, higher wages and more employability compared to the general prison population.

The rehabilitation of incarcerated individuals is critical to society. This novel and unique case study reviews one approach to providing work and life skills (such as esteem-building professional and personal skill sets) to support this process within the prison system.

This OpEx program has provided numerous benefits to both IPI and the incarcerated individuals. We feel that these findings could be beneficial to other correctional institutions and better prepare more inmates for a successful return to the workforce and to society.

In the previous monograph, a discussion took place on what constitutes dismissal and when the termination of the contract of employment takes effect. These two aspects treat the first of the statutory qualifications necessary to enable the employee to exercise his right not to be unfairly dismissed, namely that he must first be dismissed.

This chapter reviews previous research on allyship: non-minority individuals who choose to support minorities while working to end discrimination and prejudice. In particular, the focus of this chapter is on how allyship applies to the workplace. We argue that allyship can be a diversity management tool to help reduce workplace discrimination.

To explore this topic, we conducted a literature review on allyship in the workplace and synthesized previous research together. We examined research from both organizational and non-organizational settings.

Our review of previous literature is divided into three sections. First, we discuss what all entails allyship, including knowledge, communication, and, in particular, action. Next, we discuss the many outcomes previous research suggests comes from allyship (including benefits to other individuals, benefits to the overall culture, and benefits to the ally him or herself). Finally, we conclude with a discussion of who is likely to become an ally as well as the journey a person goes through to become a true ally.

This chapter can be useful for practitioners who wish to promote allyship within his or her workplace. Organizations that want to strengthen their diversity and inclusion climate can consider developing ally training programs and promoting ally culture. Additionally, this chapter can be useful for researchers who wish to study the topic. Currently, there is a dearth of research on allyship specifically within the workplace; this chapter can help future researchers identify areas for empirical exploration.

Drawing on research findings from an ethnography conducted with young children, exploring notions of difference, identity and peer interactions, this study uncovers how four- and five-year-olds initiated and maintained peer interactions within a linguistically diverse Early Years setting in the North of England.

This study adopted an applied ethnographic approach to gain the emic perspectives of children in the reception class at Sunnyside over a full academic year. Over the course of this school year I spent a day a week with the class undertaking non-participant and participant observations alongside unstructured informal conversations and focused on visual research activities.

Language and identity were closely intertwined in children’s patterns of interaction at Sunnyside. For some children language had a functional value while for others it was a symbolic marker of identity. Similarly, for some children their minority language held valuable linguistic capital while for others their first or home language was viewed as being something to shun. For all the children language was only one factor that played a role in initiating and maintaining their peer interactions at school. These implications will be discussed in this chapter.

Situated in a particular local context, this study provides an in-depth insight into the experiences of a linguistically diverse group of children from North and Sub-Saharan African countries who have come together in a single school setting where Somali and Arabic are the two key languages that are spoken by children in the class. This chapter discusses how these children viewed languages within the classroom context and how other identity markers associated with ethnicity, religion and nationality intersected with language within the context of ‘being friends’ at Sunnyside.

Relying on Social Identity Theory (SIT), Relative Deprivation Theory (RDT) and System Justification Theory (SJT), this study aims at examining identity enhancement strategies of blue-collar workers who might be described as members of low-status groups having negative social identity. In the scope of this study, individual and collective strategies for identity enhancement of blue-collar workers have been proposed with the support of above mentioned theories. First of all, factors determining identity enhancement strategies have been described. Then, individual mobility conditions were explained and informal workplace learning was suggested as an individual mobility strategy for blue-collar workers to enhance social identity. In addition, it was argued that high self-monitoring blue collars are more likely than low self-monitoring blue collars to use individual mobility strategy. It was also emphasized that through union membership, high identifier blue collars will adopt a collective identity enhancement strategy. Finally, acceptance of low-status strategy was proposed for blue-collar workers in case they perceive their group’s low status as stable and legitimate.