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The purpose of this paper is to study the privatisation process and its impact on organisational change in the electricity industry in the Gambia.

A qualitative methodology was used for the study as qualitative techniques make use of a holistic approach, which allows for the assembling of a comprehensive and complete picture of the process under investigation.

The findings from the research suggest that change processes that are endogenous are more likely to achieve their desired objectives when compared to exogenous changes.

The study suggests that there is a relationship between the locus of change and the level of trust associated with the drivers of change. Future research on privatisation could make a significant contribution if focussed on the social processes of privatisation.

The study shows that privatisation will only occur if all interests become associated with a reformative pattern of value commitment. A normative vision made up of ideas, beliefs, and values that shape prevailing conceptions must be present to support the process.

Research has shown that most changes carried out in less developed countries (LDCs) under the auspices of the WB/IMF, have not achieved the desired outcomes. This study has shown that the initiation and control of reform from outside affects the outcomes of the change programme. It is therefore imperative for funding agencies to concentrate on providing assistance to enable LDCs design control and implement their own changes rather than the funding agencies taking control of this aspect of reform.

The following report was brought up by Dr. P. Brouardel, Dean of the Faculty of Medicine of Paris, President of the Commission, and was submitted for the approval of the Congress:

In the aviation sector adversity faced by female pilots stemming from stereotypes, prejudice, and discrimination are well documented. Such adversity in the workplace can cause occupational stress, which may be greater for female pilots, and this influences individual resiliency, impacting job performance and wellbeing. Resilience may be a mitigating factor for coping with occupational stress and individual resilience can be factored into an organisation’s resilience as a whole. When organisations face challenges, there is a need for resilience in order to survive and adapt during disruption and adversity. Resilience with respect to employee and workplace contexts includes both personal resources among the employees as well as workplace resources that are connected to the workplace and organisational environment. As resilience continues to emerge as part of a human capital management strategy, the need to understand the role of the workplace is magnified. For aviation, understanding resilience can potentially inform organisational interventions to address the known occupational stressors and workplace adversity to increase employee performance and well-being. The role of workplace adversity and perceptions of workplace resource availability including supportive environments are discussed in relation to how they influence employee resilience specifically in the aviation industry. The aim of this chapter is to define resilience specific to employee and workplace contexts, introduce personal and workplace resources to influence employee resilience, and discuss the role of occupational stressors specifically for women in male-dominated career fields such as aviation.

ANYBODY whoses daily work involves the planning and spending of money must at all times be concerned by efforts to ensure that value is being obtained for the money spent. Those of us who, as librarians, are spending the money of fellow tax‐payers, are naturally doubly concerned about this problem. In addition, the very phrase “value for money” to a Yorkshireman is a continual challenge, and a point on which he instinctively feels, rightly or wrongly, that he has some secret inborn knowledge.

The Standing Committee of the House of Commons on Trade, presided over by LORD E. FITZMAURICE, met again on July 16th and proceeded with the Sale of Adulterated Butter Bill.

The management of children′s literature is a search for value and suitability. Effective policies in library and educational work are based firmly on knowledge of materials, and on the bibliographical and critical frame within which the materials appear and might best be selected. Boundaries, like those between quality and popular books, and between children′s and adult materials, present important challenges for selection, and implicit in this process are professional acumen and judgement. Yet also there are attitudes and systems of values, which can powerfully influence selection on grounds of morality and good taste. To guard against undue subjectivity, the knowledge frame should acknowledge the relevance of social and experiential context for all reading materials, how readers think as well as how they read, and what explicit and implicit agendas the authors have. The good professional takes all these factors on board.