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Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

The complexities of environmental issues require that when developing new green products marketers have to seek‐out, involve and learn from stakeholders with environmental expertise. These stakeholders have information that lies outside the organisation’s main area of expertise and can assist the firm in developing less environmentally harmful products. This article examines US and Australian markets’ perceptions of stake‐holders’ potential to influence the green new product development (NPD) process and what strategies can be used to involve stakeholders in this process. The findings suggest that marketers believe some stakeholders with “high” influencing abilities should be involved in the green NPD process, although it appears that in practice, firms use very basic methods to include these stakeholders. It also appears that there is limited formal interaction between the firm and its stakeholders and that respondents are not engaging and learning from others with green product expertise.

Presents the results of a survey of consumer lifestyles in New Zealand, undertaken in 1995‐96, and compares the findings with those of a previous study undertaken in 1989. Describes the research methodology – questionnaire construction, data collection (3773 questionnaires analysed), sample representation, and data analysis (k‐means non‐hierarchical clustering techniques on SPSS for Windows). Identifies seven segments of the population and their relative sizes. Categorizes these segments as: active family values people; conservative quiet lifers; educated liberals; accepting mid‐lifers; success‐driven extroverts; pragmatic strugglers; and social strivers. Records changes that have been observed since 1989, specifically in attitudes towards the self, opinions about the family, social standards, and New Zealand as a country in which to live. Points out that groups have had to be renamed as their emphasis has shifted and that numbers have swelled some groups while shrinking others – particularly noticeable is the disappearance of active family values people (and their replacement with pragmatic strugglers) and the emerging accepting mid‐lifers group. Provides an insight into New Zealand’s consumer lifestyles and indicates how change affects values and lifestyles.

The manifesto of the Jam Section of the Food Manufacturers' Federation which was issued to the trade and to the public in October is a document which has been subjected to much unfavourable criticism by various persons for various reasons. In our opinion it fully deserves the censure it has received. It need hardly be pointed out that jam of some kind is eaten by everybody. The annual production in this country is enormous. As a combined food and stimulant for young children jam is probably unrivalled; indeed, we cannot imagine a substitute for it. “Jam is a ready means of providing carbohydrates, and children require much carbohydrate in proportion to their size.” All this, however, assumes that jam is really what it claims to be, namely, a preparation of the fresh fruit that gives the name to the jam and sugar only. This, we take it, is the view of the ordinary man. If we turn to dictionaries we find this definition or something very like it in all the dictionaries that have been published during the last one hundred and seventy‐five years. The dictionaries of the 17th century seem not to define the word; its meaning, however, was well understood. Johnson, 1755, defines the word jam as “a conserve of fruit boiled with sugar and water”—by sugar of course meaning cane sugar. All the modern standard dictionaries speak to the same effect. Murray's Dictionary has “A conserve of fruit prepared by boiling it with sugar to a pulp.” The Encyclopædic Dictionary and Wright's Universal Pronouncing Dictionary have the same. The Century Dictionary says jam is “A conserve of fruit prepared by boiling them to a pulp in water with sugar.” Webster that it is “A thick preserve made of fruit boiled with sugar and water.” Funk and Wagnall's New Standard Dictionary, “A conserve of fruit prepared by thorough cooking and stewing with sugar, reducing it to a pulp.” It is unnecessary to give further quotations; they are all to the same effect and show what the purchaser has in his mind when he asks for a pot of jam at a shop.

Wireless communication, comprising telecommunication industry products and services which move voice, video, data, and graphics at the speed of the electron, is the back bone of the Internet. We have today a wireless world which two Chief ‘Ntrepreneur Officers (CNOs)‐American Sam Ginn (AirTouch) and Britisher Chris Gent (Vodafone)‐created by their Memory Management during the 16 years between Olympics in Los Angeles (1984) and Olympics in Sydney (2000).

–The purpose of this paper is to revisit the debate on the contribution of higher education (HE) to the economy which has been dominated by human capital theory and signalling theory. Human capital theory contends that HE contributes by adding to the potential productivity of graduate employees. Signalling theory, asserts that HE contributes by enabling employers to differentiate potentially productive graduate employees.

The paper uses recent advances in our understanding of the graduate employability to reassess the two theories. Most graduate job vacancies are open to graduates of any subject and the key to employment in such jobs appears to be the graduate propensity to learn in employment.

HE both increases students’ propensity to learn in employment and signals to employers that graduates are people with a high propensity to learn in employment.

The conclusion is that for the four key stakeholder groups, the economic value of a university education can best be explained with the concept of “graduate propensity to learn”.

Employers, government, existing students and potential students and universities benefit from the propensity to learn, which is the most important economic outcome of a university education.

The paper resolves the choice between human capital and signalling theories as a false dichotomy as HE both develops students’ powers.

Residential care for older people in the UK includes care homes with and without 24-hour Registered Nurse (RN) care. Reduced autonomy and personal wealth can result when people assessed as having minimal care needs, enter and reside in care homes with RN care. The purpose of this paper is to explore the experiences of older people with minimal care needs admission to care homes with RN care.

A qualitative study using a grounded theory method was undertaken. In total, 12 care home with RN care residents assessed as not requiring nursing care were interviewed. Initial sampling was purposive and progressed to theoretical. Interviews were analysed using the grounded theory analysis method of constant comparison and theory development.

Two main categories emerged: “choosing the path”, which concerned the decision to enter the home, and “settling in”, which related to adaptation to the environment. Findings suggested participants who perceived they had greater control over the decision-making process found it easier to settle in the care home. The two categories linked to form an emerging framework of “crossing the bridge” from independent living to care home resident.

The findings contribute to the understanding of factors influencing admission of older people with minimal care needs to care homes with RN care and highlight the importance of informed decision making.

Health and social care professionals must give informed support and advice to older people seeking care options to ensure their needs are best met.

This study enabled older people with minimal care needs admission to care homes with RN care to voice their experiences.

Banter has been defined in the Oxford Dictionary as “the playful and friendly exchange of playful remarks” [www.merriam-webster.com/dictionary/banter]. This suggests that it is a form of dialogue or conversation that is welcome, non-threatening and appreciated by the recipient. However, this is often not the case, and the purpose of this paper is to consider the legal rules dealing with banter where it is threatening, unwanted or oppressive to the recipient. Where there is a discriminatory aspect to the banter, the protection provided under equality law will be considered. Banter can be directed at workers with different characteristics (e.g. disability, age, religion, sex, race or sexual orientation), and this paper will consider discriminatory banter whatever the basis. The different types of dialogues falling under the term banter will be analysed and the extent to which legal protection is in place to deal with it will be considered. The statutory legal rules dealing with harassment and bullying in the UK are the most relevant to controlling workplace banter and accordingly will be given primary consideration. Finally, recommendations will be made for improving both management practice and the law in this area.

The methodology used is a thorough review of secondary sources in the UK including relevant statutes and legal cases and research undertaken in this area.

There is a need for legislative change to protect victims of unwanted workplace banter.

Legal and managerial solutions to a complex problem.

Very few sources of primary research.

Highly original.

Accessibility and inclusion are at the very core of what libraries are all about and libraries and librarians have an essential, catalytic role to play in facilitating the full participation of people with disabilities in society. Inclusive librarians ensure that their library’s facilities, services, programs, collections, and technology are designed in ways in which all people, regardless of their ability, have an opportunity to participate in and use them. The purpose of this chapter is to raise librarian awareness to the importance of providing effective, well-designed, inclusive programs and services to patrons with disabilities and ensuring that all libraries are physically and virtually accessible to everyone.

The chapter provides a brief review of the history and current state of accessible and inclusive libraries, including the laws and policies governing it and identifies some of the major barriers to successful accessibility and inclusion (including insufficient time and money, externally controlled decision-making, unawareness of existing services, and inadequate training).

The chapter offers a variety of practical strategies for overcoming those barriers, with potential or actual examples of how librarians have/can put them into action.

The chapter concludes with descriptions of special national, regional, and state initiatives, including Syracuse University’s Project ENABLE (Expanding Non-discriminatory Access By Librarians Everywhere), Florida State University’s Project PALS (Panhandle Autism Library Services), and the Illinois State Library’s Targeting Autism projects, all designed to help librarians ensure that their library’ facilities, programs, and services are accessible and inclusive.