With the development over recent years of Preparation for Retirement (PFR) courses, it has become a matter of concern to evaluate the relevance of their content and method to…
Abstract
With the development over recent years of Preparation for Retirement (PFR) courses, it has become a matter of concern to evaluate the relevance of their content and method to those who participate. Beveridge and Rives and Siegel suggest that programmes have tended to concentrate too much on information giving, largely on environmental issues like health, finance and housing, to the neglect of problems of psychological adjustment. Gilmore has pointed out that there is no evidence that teaching styles and methodologies appropriate to older people have been given sufficient consideration by course planners.
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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There is a noticeable increase in the number of work organisations which are engaging in attempts to help their employees approaching retirement to prepare themselves for this new…
Abstract
There is a noticeable increase in the number of work organisations which are engaging in attempts to help their employees approaching retirement to prepare themselves for this new phase of life. Some firms organise their own courses, some use courses arranged for them by Colleges of Further Education or Technical Colleges, and others send their employees to join with employees from other companies in courses run off the premises by outside educational organisations.
Appraisal plays a critical part in the development of management resources in any organisation. From the standpoint of the boss‐subordinate relationship, the performance areas…
Abstract
Appraisal plays a critical part in the development of management resources in any organisation. From the standpoint of the boss‐subordinate relationship, the performance areas examined, the quality of any feedback and the way in which information is used—all these factors can directly affect the current and future performance of the individual manager who is being appraised. From the view of the overall management development role, attitudes to appraisal and the quality of information generated are key constraints upon the possible contribution of management development to organisational effectiveness. During 1973 and 1974, a research team from Durham University Business School surveyed management development and training practices in 30 British organisations, of various sizes and in a wide range of industries. As a part of this project, which involved interviewing senior line and specialist managers in these organisations, appraisal practices were examined—particularly in terms of their contribution to management development in these organisations. This article presents some of the findings and the authors' comments on these.
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…
Abstract
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.
Derek P. Torrington and Cary L. Cooper
The extent to which stress at work produces a degree of psychological impairment has become a central issue in the current debate on the quality of working life. Various analyses…
Abstract
The extent to which stress at work produces a degree of psychological impairment has become a central issue in the current debate on the quality of working life. Various analyses of alienation as a result of paced assembly lines and other forms of mass production have spawned a range of possible initiatives to mitigate that condition: job enrichment, autonomous work groups and versions of industrial democracy being some of the best known.
From the organisation's point of view, feedback assists effective learning. From the individual's viewpoint it can satisfy any personal need for information on progress and…
Abstract
From the organisation's point of view, feedback assists effective learning. From the individual's viewpoint it can satisfy any personal need for information on progress and facilitate social comparison with others. Whether criticism achieves any beneficial effects is dependent on the amount of critical feedback; a balanced review of performance, covering strengths and weaknesses; clear, relevant feedback content emphasising the performance of the individual; the availability of other sources of feedback; the extent of subordinate participation in the interview; and the relationship between the manager and the subordinate. Self‐appraisal may be a more robust approach and may overcome many of the problems normally encountered in discussing performance. There is ample evidence for its effectiveness.
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Diane Bailey and Tony Parkinson
In the previous two articles, we explained the background, the steps in design and testing, and discussed in detail the components of the Staff Appraisal Training package and how…
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In the previous two articles, we explained the background, the steps in design and testing, and discussed in detail the components of the Staff Appraisal Training package and how it is being used in the Civil Service. In this, the last article, we go on to describe the lessons we learned during the life of this fascinating project and to make suggestions about how the material can be used by organisations outside the Civil Service.
Rex M. Edwards and Brian H. Kleiner
Cites that rapid changes in legislation have put special importance on the careful and effective performance of reference checking. Gives some brief statistics from a survey into…
Abstract
Cites that rapid changes in legislation have put special importance on the careful and effective performance of reference checking. Gives some brief statistics from a survey into this subject. Discusses negligent hiring lawsuits and the requirements for such a valid claim. Provides a list of documents which would help employers defend such a claim. Covers the background check and the type of investigation which may be undertaken before looking at the reference check including how to make contact, what to ask for in references, the documentation of such checks, and alternatives to inhouse checking.
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The purpose of this paper is to examine two (accidental and inevitable) reasons why W.H. Beveridge, who in 1936/1937 had rejected all of the elements of Keynes’s General Theory…
Abstract
Purpose
The purpose of this paper is to examine two (accidental and inevitable) reasons why W.H. Beveridge, who in 1936/1937 had rejected all of the elements of Keynes’s General Theory, came to accept it enthusiastically in the 1940s.
Design/methodology/approach
The paper answers this question in three steps. First, it distinguishes apparently changeable factors in Beveridge’s views, from consistent ones. Second, it looks for factors of the latter type in his three goals for economics. Third, it compares his goals with those of Keynes.
Findings
Beveridge’s three goals overlapped with Keynes’s ideals for economics and economists, and this is not historically accidental: economics should be useful as a basis for verification by fresh observations (as an exact science); economic knowledge should be useful in business and policy-making processes (for new kinds of educated professions); and economic studies requires a wide range of related subjects (a liberal education).
Research limitations/implications
This paper attempts to clarify the cognitive assumptions of the two economists. This clarification can contribute to understanding the process and reasons behind Beveridge’s acceptance of Keynesian economic theory and policies on a theoretical level.
Originality/value
This paper examines previously ignored reasons for Beveridge’s acceptance of Keynesian economics. Moreover, it suggests certain pre-analytic assumptions concerning the co-existence of social insurance and full employment policies. This perspective will be useful for historians of economics and the welfare state.