bluuebunny/crossref_metadata_2025 huggingface dataset:
COMPETENCES – ARE THEY USEFUL TO TRAINERS?
Authors: Stewart Jim , Page Chris
Published: September 2004

Describes one area of the Custom & Excise organization and its
introduction of a competency‐based approach for its staff. Looks at the
problems involved in trying to use competences where the highly‐trained
staff show an adverse reaction to it. Ultimately, because of this, it
was adandoned for a more flexible personal development plan (PDP). This
is now running successfully and the staff voluntarily involve themselves
in the scheme as it would appear more relevant to them than the
competence model. Trainers must conclude that flexibility is the key
when using training methods for staff.
IS YOUR FEEDBACK ACHIEVING CHANGE?
Authors: Cleeton David
Published: September 2004

Honest criticism is hard to take, particularly from a relative, a
friend, an acquaintance, or a stranger. This idea came about because of
the author′s involvement in a major training programme, to develop
improved communications and sales skills for new employees, in a major
UK group operating in the financial sector. Whilst working with this
company, he became aware that the mechanisms for giving feedback paid
little attention to the needs of programme recipients, or to the context
in which the feedback was provided. To address these deficiencies, he
started to read more of the material available in this area, and this
led him to the conclusion that few of the training programmes he had
worked on, in his formative years as a trainer and developer, provided
effective feedback. Suggests a model which makes a clear distinction
between positive and negative feedback, and between receiving feedback
information directly (direct or intrinsic feedback) and indirectly
(indirect or extrinsic feedback). Hopes to stimulate debate amongst
fellow developers working in this area.
STRATEGIC CONSISTENCY IN TRAINING AND DEVELOPMENT
Authors: Peters John
Published: September 2004

Looks at Total Quality and what it means for organizations. Uses a
hypothetical scenario involving various companies (Innovation Ltd,
Action Ltd, Control Ltd and Harmony Ltd) to justify moot points.
Explains and details exactly what is required for a success to be made
of a company′s plans.
CRAFT INTEGRATION AND FLEXIBLE WORK PRACTICES: TRAINING
IMPLICATIONS
Authors: Gunnigle Patrick , Daly Alan
Published: September 2004

Evaluates an attempt to increase numerical and (particularly)
functional flexibility in a large chemical processing plant in the
Republic of Ireland. Additionally, focuses on the training implications
of managerial initiatives to introduce flexible working arrangements.
The case evidence is based on interviews and documentation from senior
and line management, employees and trade union representatives. Reviews
the nature of craft integration and the various problems encountered in
negotiations between the various parties. Explores the training agenda
associated with craft integration and suggests various issues for
consideration by companies seeking to achieve craft integration and
improvements in flexibility.
TQM: IMPLICATIONS FOR TRAINING
Authors: Brown Alan
Published: September 2004

Focuses on the major issues for training and development in an
organization: developing an organization culture; the need for focused
training; training content; TQM for the training section; training
providers; the timing of training and induction programmes. Draws on
case study experience from Western Australian companies who have
introduced TQM.
TRAINING NEEDS AND SOLE PRACTITIONER SOLICITORS
Authors: Drummond Helga , Chell Elizabeth
Published: September 2004

Sole practitioner solicitors′ firms provide a unique and relatively
cost‐effective service. Such firms are believed to be at risk because of
a trend within the legal profession towards larger practices offering a
wider and more sophisticated range of services. Research reported here,
however, suggests that sole practitioner practices are still potentially
viable. Their vulnerability stems not from competition from larger
practices, per se, but from solicitors′ lack of business
education. Identifies the salient training needs.
GREAT WAYS OF KILLING YOUR COMPANY′S FUTURE...KILL
CREATIVITY
Authors: Wright Allan
Published: September 2004

Takes a practical look at bringing creativity back into problem
solving. Even teams with exceptional individuals can flounder without
new ideas. New research shows that a common “type” of
individual found frequently in organizations may be stifling ideas.
Links made between the Myers‐Briggs Type Indicator and Belbin Team Roles
to focus on potential difficulties. Choose between three options to help
overcome the pitfalls and bring back future profits through...current
creativity!
A MARKET‐LED TRAINING NEEDS ANALYSIS: IS THE TRAINING NEEDS
ANALYSIS OUTMODED?
Authors: Berger Mel
Published: September 2004

Posits that the traditional methods for analysing training needs
are obsolete for companies in “high change” environments.
Argues that traditional methods focus on the role requirements of the
current job, which assumes a relatively stable organization and
environment. Presents a new approach which assesses employee training
needs in relation to the skills needed to cope with their changing
environment. Illustrates this by a case study which demonstrates the
process. Concludes by providing examples of the type of skills needed to
cope with change which can be identified from the method, including:
self‐management – negotiating one′s role and priorities; interface
management – identifying and dealing with bottlenecks;
interdepartmental awareness and co‐ordination; contracting time, costs
and quality standards.
WHY DO WE NEED TO CHANGE THE WAY IN WHICH WE MANAGE PEOPLE?
PART I
Authors: Whitaker Vivien
Published: September 2004

Presents new models for managing people. Part one explores
underlying assumptions which can transform the way in which we approach
the management of people. Part two introduces a customer‐oriented
framework for managing others. A wide range of organizations have
successfully adopted this radically different way of managing people.
MANAGING A SKILLS DEVELOPMENT PROCESS
Authors: Carmichael J.L. , Routledge C.W.
Published: September 2004

Describes the philosophy and process underpinning a skills
development programme which is an integral part of the Professional
Management Foundation Programme for part‐time students of the Institute
of Personnel Management. Reviews current thinking about the nature of
managerial skills and their development, describing a process used in
skills development. This process applies and develops current theory.
Identifies resources and evaluates the process against criteria relevant
for effective learning. Discusses applications and describes
recommendations for future development.
IMPROVING OUR ABILITY TO MANAGE CHANGE
Authors: Guptara Prabhu S.
Published: September 2004

Based on considerable experience, looks at the relationship between
change and power, the role of change structures, and examines the
importance of change signals, symbols and culture including
“culture generators”; suggests that there are only four
basic questions which need to be examined, and suggests tools for
embedding change.
MARKETING TRAINING NEEDS: ARE TECs MAKING THE CONNECTION?
Authors: Richardson Bill , Montanheiro Luiz , Nwankwo Sonny , Ashcroft Joanne
Published: September 2004

The introduction of Training and Enterprise Councils (TECs)
represents a unique opportunity to promote the “skills
revolution” initiative of the CBI (in partnership with the
Government) and the broader service framework for small business
organizations. Describes some preliminary research which seeks to
provide an indication of the cumulative effect of national and local TEC
marketing initiatives on small business firms in the Sheffield area.
Takes an early look at the issue around the question of TECs′ success.
Findings indicate that, although general awareness about TECs is low
among small business organizations, those who have used a TEC service
have experienced satisfactory and quality service encounters. However,
TEC marketing campaigns have been less than totally effective, to date,
and more attention needs to be paid to the issues of target
market‐related needs, attitudes, and promotional strategies.
INTRODUCING END‐USER COMPUTING: THE IMPLICATIONS FOR
TRAINING AND DEVELOPMENT – PART 2
Authors: Garavan Thomas N. , McCracken Clare
Published: September 2004

Part 1 described the growth in end‐user computing and the problems
which it presents for training and general computer literacy,
highlighting a number of elements necessary to achieve a basic level of
computer literacy, i.e. awareness, skill and knowledge. Part 2 explores
a number of other important issues. Specifically, focuses on learning
style and end‐user training and proposes a general training model.
Outlines a case‐study of end‐user computing in an academic environment.
BIG EARS AND A SKATEBOARD: USING IMAGE AND SYMBOLS IN
TRAINER DEVELOPMENT
Authors: Holden Richard
Published: September 2004

Within a context of trainer training, examines a powerful exercise
to encourage trainers to reflect on their role and effectiveness within
their organizations. Describes how participants are asked to draw a
“picture” of the “ideal trainer”. Symbols,
images and metaphors can be very illuminating in helping us deal with
complexity and to communicate our thoughts and ideas. Illustrates three
versions of the “ideal trainer” and explores how the images
and symbols used can facilitate highly pertinent discussions on trainer
development. Links can be more readily made to current models of trainer
role and to the ongoing debate about “competences” and
attention focused on how best to equip trainers to intervene effectively
within their organizations. Using images and symbols to depict the ideal
trainer, trainers and trainee trainers are better placed to see where
they are and how they could develop.
THE DIMENSIONS AND DILEMMA OF CHANGE
Authors: Eales‐White Rupert
Published: September 2004

Examines the key variables which need to be understood and managed
to achieve optimum growth out of change. Specifically, considers how to
alter the dimension of each variable. Variables considered are the
environment, continuity, size, phasing, frequency, duration, the
initiator, the development level, perceptions, expectation, and the
causal variable – impact. Also examines the dilemma of change.
Considers the organizational responses to uncertainty produced by change
and contrasts them with responses to the unpredictability of the
outcomes of change. Examines the conflict between approaches which
produce inflexible means to a defined end, removing discomfort and
providing control, and those producing flexible means to an unclear end,
recognizing that the future cannot be predicted. Summarizes the key
points.
NEW DEVELOPMENTS IN IMPROVING LEARNING IN ORGANIZATIONS
Authors: Wilkinson Byron , Kleiner Brian H.
Published: September 2004

Individual Behaviour, Learning Job Satisfaction Organizations The
goal of improving individual learning in organizations is to meet the
needs of both the individual and the organization at the same time.
Examines some of the practices currently being used to accomplish this
goal. Discusses various methods and cites examples from business and
Government. These methods include: matching training to the learner′s
need; the use of feedback; and recognition of different learning styles.
Also considers the type of organization which would promote a learning
environment for the individual. Examines the resulting benefits of these
methods to both the individual and the organization. The methods
presented can help to develop the individual′s ability and increase job
satisfaction, while contributing to the overall growth of the
organization.
IMPLEMENTING TRAINING AND DEVELOPMENT STANDARDS: THE
BACKGROUND
Authors: Scholefield Maureen
Published: September 2004

Explains the background to the establishment of the Training and
Development Lead Body standards and introduces two organizations which
are adopting the TDLB standards. The organizations concerned are the
Man‐made Fibres Industry Training Advisory Board and the London and
South East Region Advisory Council for Education and Training.
Assessment of useful life of lubricants using artificial neural network
Authors: Sinha A.N. , Mukherjee P.S. , De A.
Published: September 2004

Most catastrophic failures of machines result from improper lubrication. The cost of lubricants can be up to 10‐12 percent of the production cost an essential part of maintenance management, therefore it is essential that the optimization of lubricants is at the optimum. This paper decribes and considers present practice in lubricant condition monitoring.
Automotive lubricants for the next millennium
Authors: Korcek S. , Sorab J. , Johnson  , Jensen R.K.
Published: September 2004

During the first decades of the next millennium, automobile manufacturers will strive to achieve, in the USA, another twofold increase in energy efficiency and tenfold reduction in emission levels. On the way to achieving these goals, automobile manufacturers will be improving efficiency and emissions of internal combustion engines, while minimizing customer servicing requirements, as well as introducing new unconventional engine technologies and gradually changing energy sourcing from oil to gas, and possibly to hydrogen. Numerous supporting technologies, such as electronics, computers, sensors, fuels, catalysts, lubricants, etc., will be involved in contributing to engine system improvements. This paper describes expected improvements and changes in lubricant technology and points out the need for development of “breakthrough” technologies which could satisfy the near‐term requirements and eventually in the long term, in combination with novel surface technologies and engine design changes, lead to fill‐for‐life engine lubrication.
Handbook for grease applications
Authors: Lundberg Jan , Berg Sven
Published: September 2004

The process of finding the ultimate grease is described in this report using an example from railway applications. This example includes steps such as a requirement list, field tests, laboratory tests and an evaluation method. The example deals with the problems discovered in a field test performed to determine the best grease for tapered roller bearings in railway wagon wheels and to increase the knowledge of grease lubrication. Seven different fully formulated commercial greases were examined in the wheel bearings of one ore wagon, used for transporting ore commercially by railway from the Kiruna Mine in northern Sweden to Narvik in northern Norway for shipping to foreign markets. The steps performed in this study are recommended in all problems associated with finding the optimal grease for different types of applications.
Investigation of the effects of carbonate contaminants on the rheological properties of drilling mud
Authors: Onyekpe B.
Published: September 2004

Laboratory investigation of the effect of carbonate contaminant on the rheological properties of drilling mud based on Bingham plastic flow model was carried out. The rheological properties investigated were yield point, plastic viscosity, initial gel strength and ten‐minute gel strength. Eight samples of the same mud were used in the investigation. Equipment used in studying the rheological properties was a direct‐indicating viscometer. The result of the investigation showed that carbonate contaminant in drilling mud adversely increases the yield point and gel strength. Marginal increase in the plastic viscosity of the mud was also observed. The mud flocculated as the amount of carbonate increased.
Tensile and fatigue testing of Inconel 617 alloy after heat treatment and electrochemical tests
Authors: Kewther M.A. , Yilbas B.S. , Hashmi M.S.J.
Published: September 2004

Inconel 617 alloy is widely used in industry due to its superior high temperature properties. After long periods of operation, the alloy microstructure changes. One of the methods to regain the alloy microstructure is heat treatment at elevated temperatures. In the present study, electrochemical and mechanical responses of Inconel 617 alloy over 30,000 hours of operation as a transition‐piece in agas turbine engine are examined. The heat treatment process at two different temperature levels is applied when refurbishing the alloy microstructure. The electrochemical tests are conducted to investigate the corrosion response of the alloy before and after the heat treatment process. Fatigue and tensile tests are carried out for the workpieces subjected to the electrochemical tests. SEM is introduced to examine the fractured surfaces.
Gear industry progress
Authors: Wilson Bill
Published: September 2004

Reports in improvements in the gear industry since 1993, and provides details of six projects carried out by the British Gear Association and the Gear Research Foundation. Briefly discusses the Navy and Vickers Gear Research Association research and the work of the Technical Committee. Finally discusses marketing strategy for Germany and Italy.
The influence of MoS2 on the mechanism of piston‐ring wear during the running‐in process
Authors: Braithwaite E.R. , Greene A.B. , Train B.M.
Published: September 2004

This report presents the results of a comparative test in which two similar new engines were run‐in under identical conditions except that in one case a molybdenum disulphide suspension in oil was used as a crank case lubricant. The special testing rig is described and the results are presented in terms of comparative wear rates, determination of final ring profiles and SEM analyses of final ring surfaces. From this investigation it is concluded that the molybdenum disulphide additive is effective in modifying the mechanism of wear during running‐in so that metal‐to‐metal contact is reduced and the change in surface topography is achieved mainly by plastic deformation rather than by an adhesive or abrasive wear process which mainly occurs when using conventional break‐in oils.
Human resource management in Australia ‐ Prospects for the twenty‐first century
Authors: Patrickson Margaret , Hartmann Linley
Published: September 2004

In Australia, globalization, together with economic and political developments internal to the country, has resulted in deregulation of the former institution‐based system of industrial relations. The labor force is now more qualified, casualised and diverse than at any previous point in history. Human resource (HR) practitioners have responded by placing greater emphasis on aligning HR strategy with corporate strategy, devoting greater effort to performance management and exploring new forms of flexible work arrangements, increasing their reliance on legal expertise, and increasing their adoption of computerized HR management systems.
The transformation in human resource management in Israel
Authors: Sagie Abraham , Weisberg Jacob
Published: September 2004

The transition from a Socialist approach to a free market approach and the rise of a new high‐tech sector are two remarkable shifts that have occurred in the last two decades in Israel. In the face of these changes, human resource (HR) practitioners are currently expected to assume new roles, adopt different work values, and apply appropriate strategies. HR managers in the low‐tech industry still adhere to traditional values and strategies, including a reliance on trade unions and an emphasis on job security and the employees’ years of work experience and seniority as key criteria for promotion. In the emerging high‐tech sector, HR managers have adopted new values and developed new strategies, including human resource management programs, employee empowerment, higher salaries and better benefits, while placing an emphasis on employees’ talents and qualifications.
Trends and emerging values in human resource management ‐ The UK scene
Authors: Richbell Suzanne
Published: September 2004

Trends in UK human resource management (HRM) are shaped by its cost‐driven and competitiveness‐enhancing nature. The drive for leaner organisations has led to increased use of labour flexibility, downsizing and outsourcing, whilst rewards have become more performance related and benchmarking is seen as a tool for HRM practitioners. Such trends have received strong government support. Since 1997, and the new Labour government, there have been signs of more protective values towards employees. However, it is the influence of EU membership that has become a greater source of initiatives aimed at employee welfare and involvement. This scene must be placed in context, with an ageing population and an uneven distribution of employment, to gain some understanding of the challenges facing HRM in the UK.
Redundancy, Unemployment, and Self‐employment
Authors: Leece David
Published: September 2004

The article assesses the direct and indirect impact
of a major redundancy on local unemployment.
The extent of these effects depends on the way
in which the local labour market adjusts. Two
hypotheses are considered. (1) that the redundant
workers displaced other labour market participants
from work; and (2) that self‐employment
assisted the process of labour market adjustment
and, therefore, reduced both the direct and
indirect effects of the redundancy on
unemployment. The data for the research are
taken from a survey of workers made redundant,
in May 1985, from the Michelin tyre company
based in Stoke‐on‐Trent, England. The results
suggest that displacement took place in the
manufacturing sector of the local economy, but
that self‐employment was important in easing the
“dynamic” adjustment of the post‐redundancy
labour market. Policy makers should recognise
that a part of the adjustment process is the use
of self‐employment as a temporary employment
state.
Modelling Age and Retirement in Manpower Planning
Authors: Mohapatra Pratap K.J. , Mandal Purnendu , Saha Barun K.
Published: September 2004

Modelling for age and retirement becomes
essential in many situations where promotion is
age‐based and retirement is on attaining a particular
age. A step by step approach to modelling
retirement and average age of population through
system dynamics is presented. The deterministic
situation, with fixed residence time, is presented
first and, then, the system equations are modified
to accommodate probabilistic age of individuals by
normal distribution. The proposed model has been
tested and a few policy alternatives are suggested.
Wage Subsidies for the Disabled: A Discussion of their Impact in Australia
Authors: Mangan John
Published: September 2004

Governments in a number of countries have
introduced policies to increase the labour force
participation of persons with disabilities. Many of
these policies have displayed a legislative or
compulsory element as in the case of workforce
quotas. In 1981 the Australian Government
introduced a price strategy in which employers
were induced to increase their job offers to the
disabled through a system of wage subsidy and
workplace modification schemes. The performance
of these schemes became an interesting
test of the general policy of using market variables
to influence what many regard as essentially a
social problem. The results achieved in this article
indicate that the wage subsidy programme has not
been effective nor, given current employer
attitudes, is it likely to be in the future.
Management Development in Hong Kong: Current Neglect and Prospects for the 1990s
Authors: Kirkbride Paul S. , Tang Sara F.Y.
Published: September 2004

This article attempts to outline the current
economic and cultural environment in which
management development operates in Hong Kong
and to demonstrate the potential barriers which
exist to the expansion of management
development provisions and the acceptance of
process. We review and evaluate management
training and development provision in the territory
using data from a recent survey. An attempt is
made to identify the ways in which the barriers
to management development in Hong Kong might
be overcome and thus how Hong Kong′s managers
might be better prepared for the potentially
different world which may emerge post‐1997 after
the take‐over by the People′s Republic of China.
Skill Shortages: The City′s Choices in the 1990s
Authors: Rajan Amin
Published: September 2004

The City of London has a number of leading‐edge
features. The demand for its services is forecast
to continue growing, albeit at a somewhat slower
pace. Its product mix has moved away from
standardised to customised products, involving
increasing use of new technologies, a trend which,
if anything, is expected to accelerate after 1992.
Historically, it has relied heavily on the external
recruitment of permanent staff, failing to train
anywhere near adequate numbers for its own
needs. However, the City does not seem to have
fully recognised that it will become increasingly
difficult to poach the skills it requires from the
rest of the economy. While there is some evidence
that the City is moving towards strategic, longer‐term
solutions to its skill shortages problems,
there is little indication that they are focusing on
human resource or cultural development. The
likely product and technology changes require a
massive investment in human resource development.
Where Did the Passion Go?
Authors: Rosenberg DeAnne
Published: September 2004

Means are considered whereby maturing firms can
maintain the initial surge of enthusiasm and
productivity of their technical creative staff. The
drive and motivation of such staff often characterise
the birth of new firms, but without careful
management the energy of these key personnel
is too often lost.
Small Firms Policy and its Regional Implications in Britain
Authors: Stanworth John , Stanworth Celia
Published: September 2004

Under the Thatcher Government′s “Enterprise
Culture”, the size of the small business sector has
frequently been taken as a key indicator of
economic success in Britain. Measurement of
achievement in such terms does indeed indicate
a high degree of economic buoyancy. However, a
deeper examination of available data indicates that
much of this success may be illusory and dependent
for its survival on substantial levels of state
intervention. At the same time, an examination of
regional patterns of small business success reveals
a picture somewhat similar to that pertaining to
the economy as a whole. Far from raining down
success selectively on economically deprived areas,
as had been hoped in some circles, it appears that
it is the most prosperous areas which tend to
support the highest levels of enterprise.
Skill Shortages: An Overview
Authors: Bosworth Derek L. , Dutton Patricia A.
Published: September 2004

This brief article pulls together a number of
general themes. In particular, it looks at a number
of influences on the extent and nature of skill
shortages, including: the growth of the economy;
technological change; organisational change;
international competition; changes in industrial
structure; increased demands for a more formally
qualified workforce; training; demographic
changes; labour market flexibility; wastage rates,
retention and recruitment; movement to a Single
European Market. Finally it provides a number
of more general comments which, in essence,
serve to highlight the central role played by
training.
Quality Circles and Quality of Work Life
Authors: Elizur Dov
Published: September 2004

Quality circles have recently been suggested as a
technique for enhancing employees′ quality of work
life and satisfaction with their work. This study
attempts to analyse the relationships between
employees′ participation in quality circles, their
sense of quality of work life, perceived job
reinforcement capacity and job satisfaction.
One hundred and forty‐three employees of a large
industrial corporation in Israel, half of them
regularly participating in quality circles and half
not participating, were surveyed.
The results support the hypotheses of the study.
A positive relationship was found between
participation in quality circles and various aspects
of quality of work life, perceived job reinforcement
capacity and job satisfaction. Results are discussed
in the context of the arguments concerning the
effects of participation in quality circles.
Assessment of Training Needs within the Context of Administrative Reform in Jordan
Authors: Bari Durra Abdel
Published: September 2004

Since the 1960s Jordan has witnessed efforts of administrative reform to increase the efficiency and effectiveness of its administrative system. Management training is considered a very viable approach to such reform. Assessing training needs is a very critical process in management development. This article discusses assessment of training needs as a process within the context of administrative training and reform. Fifty‐seven officers of Administrative Development and Training Units (ADTUS) in Jordan were interviewed and the findings of the study indicated that assessment of training needs is done in an impressionistic way. The article ends by recommending better selection of ADTUS officers and effective development programmes for them, including formal and on‐the‐job training. Assessment of training needs should be emphasised in the development programmes. It is recommended also that other areas of management training, such as designing training programmes and evaluating them, ought to be empirically researched by other students of management.
1992 and the Free Movement of Workers
Authors: Teague Paul
Published: September 2004

This article investigates the movement of labour
within the EC. In evaluating the implications of
the Single European Market for free movement
of labour, the author reviews several recent
studies of labour migration and considers barriers
to mobility, such as non‐recognition of training
qualifications. The article reviews some of the
reformulation of existing legislation to protect
workers from discrimination and asks, “will the
Community′s compensating policies be enough
to redress the adverse conditions”?
The Social Charter and After
Authors: Lea David
Published: September 2004

Properly implemented, the social charter′s
principles will provide for both social justice and
enhanced competition in the new European
market. The principle of “subsidiarity” states that
the EC should involve itself only in matters most
appropriate for its intervention. The article
discusses the debate over implementation from
the trade unions′ point of view and of the balance
between rights and competitiveness.
Effects in the UK of EC Wage Proposals in the Social Charter
Authors: Minford Patrick , Ashton Paul
Published: September 2004

This article considers the impact of minimum
wage legislation on wages, employment and gross
domestic product. Using the Liverpool quarterly
model of the UK to calculate the total effects in
the economy, the authors suggest that
unemployment would increase along with the real
wages of low paid workers.
Is There a Coherent Human Resource Management System in India?
Authors: Jain Hem C.
Published: September 2004

Attempts are made to probe into the gaps between
the human resource management policies as laid
down in company publications and the actual
practices, followed by companies in public and
private sector and by multinationals in India. The
human resources practices of eight firms – two
large organisations in the public sector, two
medium‐sized firms in the private sector and four
multinationals – are examined. The objective was
to delineate the similarities and differences among
the above eight firms with regard to the actual
practices followed by these companies in the
Indian environment. An in‐depth case study of
these eight firms was conducted. It was found that
in India there is no coherent unified management
study which can be called Indian management.
Inconsistencies are apparent and real
contradictions abound. There is a pressure on
managers in all organisations in India to get things
moving and to keep firms economically viable on
a sustained basis. The management techniques
and practices were selected which were likely to
be congruent with the expectations of people
being managed and were in tune with the
management styles and value orientation of key
managers.
Self‐regulating Work Groups – An Aspect of Organisational Change
Authors: Grayson David
Published: September 2004

The concept of the self‐regulating work group is
not new. Whilst much has been written about it
there are no reliable statistical data about its
incidence, perhaps because of the difficulty of
adequately describing this form of work
organisation. Its use, however, would not appear
to be widespread. Nevertheless, it remains one
of a variety of work forms for companies to
consider in searches for enhanced productivity,
flexibility, employee involvement and work
satisfaction. It is with this in mind that some of
the basic ideas underpinning the self‐regulating
work group and conditions surrounding its
introduction are considered.
Practitioner′s Corner
Authors: Forth Eric
Published: September 2004

The article discusses fundamental changes in the
UK labour market; opportunities the Government
is helping to create for individuals to play a greater
part in their own development (Training and
Education Councils, Training Credits, Career
Development Loans, National Vocational Qualifications);
the role of employers in training; and the
steps Government is taking to raise training higher
on the business agenda (National Training Awards,
the “Investors in People” standard).
Work Centrality and Individualism: A Cross‐national Perspective
Authors: Ali Abbas J. , Al‐Shakhis Mohammed , Nataraj Somanathan
Published: September 2004

Saudi and Indian managers are compared on
attitudes towards work and work‐related variables.
Cultural differences were found to play the most
important role in determining managerial
orientation. Demographic and organisational
variables were less important. Managers from
both nations were found to be highly committed
to work. However, Indian managers showed
greater commitment to work obligation and
entitlement, and were more individualistic, than
Saudi managers.
British Rail′s Internal Labour Market
Authors: Dearden Stephen
Published: September 2004

This article is principally a case study establishing the existence of an internal labour market in British Rail, and its significance for the long‐term wage structure. Drawing on the work of Doeringer and Piore it outlines the advantages that internal labour markets would be expected to offer both employers and employees, and the implications which these have for the process of wage determination. It briefly reviews previous case studies supporting the importance of the role of comparisons, both internal and external, in wage bargaining; and then turns to the study of British Rail. Finding the characteristics expected of an internal labour market, it then establishes that the wage structure of the industry has demonstrated a considerable degree of stability over the period 1950‐85, despite considerable changes in relative productivities. This degree of consistency is regarded as being difficult to reconcile with the dominance of market forces in wage determination.
Public and Private Sector Wage Differentials in Greece
Authors: Kioulafas K. , Donatos G. , Michailidis G.
Published: September 2004

This article examines the determination of wage
differentials in the public and private sectors of
Greece. Also, it considers the effects of income
policies on the existing wage differentials for the
period 1975‐85. The empirical analysis is based
on the hypothesis that wages depend on labour
productivity which is a function of certain
measurable personal characteristics, such as
education, experience and skill. The main findings
are that the public sector pays higher wages than
the private sector. The public sector also offers
higher returns with respect to education and
experience, while the private sector compensates
more skilled workers. Finally, it is shown that there
is a narrowing of existing wage differentials during
the examined period especially on determinants
expressing productivity‐related characteristics such
as education, experience and skill.
Skill Shortages in Britain and Germany
Authors: Hart Peter E. , Shipman Alan
Published: September 2004

British firms attach more weight to “hands on”
experience than to formal qualifications. They
manage to cope with lower proportions of skilled
labour than those required by corresponding
German firms, without lowering quality of output,
mainly by optimising the allocation of their limited
stocks of skill between various tasks. They
concentrate on retraining labour which is already
skilled, whereas German employers offer more
apprentice training and wider retraining
opportunities. In response to falling numbers of
school‐leavers, British employers use skilled
females, whereas German firms are recruiting
extra skilled manual labour from East Germany and
Romania. As a result of greater certification,
German firms have to deal with trade union
pressure for linkages between pay and qualifications,
even when these are not really required for the job.
They also face stronger opposition from trade
unions to shift‐work, and enjoy fewer Government
training subsidies than British firms. Younger British
workers are beginning to acquire qualifications, but
it will be many years before Britain′s stock of
examined skills approaches that of Germany.
Training Policy and Employment Generation
Authors: Hodgson David
Published: September 2004

This article aims to review UK policy to industrial
training over the post‐war period and its
relationships with employment generation is
reviewed. The focus is on evaluating current
training schemes, which have evolved throughout
the 1980s via a series of significant Government
White Papers on this subject. The economic theory
debate over whether a monetarist supply‐side
approach to tackling the unemployment problem
is preferable to a traditional Keynesian demand‐side
approach is addressed.
A Comparison of Multiple Discriminant Analysis and
Multinomial Logit in Assessing the Relative Occupational Attainment of
Minority Workers
Authors: Gabriel Paul E. , Stanton Timothy J. , Schmitz Susanne
Published: September 2004

Uses qualitative response models of occupational choice to
investigate differences in the occupational structures of minority
workers relative to white men. Compares the accuracy of multinomial
logit and multiple discriminant analyses in predicting occupational
distributions. Further, investigates whether these models yield
consistent estimates of the level of occupational segregation of
minority workers. The results suggest that logit and discriminant
analysis are equally accurate and stable methods for comparing
occupational structures across groups of workers.
Job Insecurity: Correlates, Moderators and Measurement
Authors: Borg Ingwer , Elizur Dov
Published: September 2004

Examines the relations between feelings of job insecurity (JI) and
various attitudes and opinions of employees towards their work and the
organization. Analyses survey data from 11 European high‐tech
organizations with a total of 8,483 respondents. Shows that JI is
associated with more negative evaluations of all aspects of the company
and the job, including more objective variables such as the quality of
products and services. Particularly high correlations are observed
between JI and negative judgements on management and the company in
general. Further presents the development of a questionnaire to assess
JI. The questionnaire is then used to study differential effects of JI
on persons with internal and external locus of control, and with high
and low social support.
Graduate Skills Are Trainable!
Authors: Biddle Derek , Hamill Anne
Published: September 2004

Examines the differences between graduates and non‐graduates from
the viewpoint of managerial potential and in the light of the question,
“Can graduate calibre people be equipped with the same skills by a
limited period of training, without university experience?”
Reviews the case of a professional self‐management programme, common to
graduates and non‐graduates, which concentrates on the graduate skills
of debating, thinking, analysis, research and resource investigation
skills, and confidence. Concludes that each group is a mirror image of
the other and each can learn greatly from the other.
New Strategies to Combat Unemployment: Especially Long‐term
Unemployment in Denmark
Authors: Nielsen Søren P.
Published: September 2004

Describes Denmark′s new strategies, designed to cope with and
overcome long‐term unemployment. Since the long‐term unemployed (LTU)
lack formal education and training, a retraining and temporary job
creation scheme has been in operation for the last two years. Reports on
research and development in education and training of adult LTUs.
Concludes that wider vocational and educational courses, catering for
the specific needs of the target group, must be established.
Value Systems as Predictors of Managerial Decision Styles
of Arab Executives
Authors: Ali Abbas J. , Schaupp Dietrich L.
Published: September 2004

Investigates managerial values as predictors of managerial decision
styles. A multiple regression analysis indicated that existential values
related positively to a consultative decision‐making style while
tribalistic values related significantly to a pseudo‐consultative
decision‐making style. Furthermore, identifies value dimensions
attributed to each decision‐making style.
Demythologizing Rewards Structures
Authors: Wilson Brian
Published: September 2004

Discusses how, ideally, senior managers should approach the
installation of a staff rewards structure sequentially: process and
openness, job descriptions, evaluation of jobs, salary policy curve,
grades, anomalies, cost of living increases, maintaining the rewards
structure, market rate problems, perks, relationship with consultants,
and rewarding individuals. Stresses the need for differentiating between
job and job holder, and between poor and good performers and highlights
the substantial investment involved.
The Extent and Intensity of Skill Shortages, 1990
Authors: Bosworth Derek L.
Published: September 2004

Skill shortages have been a recurring problem and are likely to
re‐emerge as the UK economy recovers from recession. Presents evidence
from the Skill Needs survey 1990, close to the peak of the last
cycle. It shows that different measures of shortage can give different
results with quite different policy implications. In particular, it
demonstrates that occupations associated with the most intensive skill
shortages within establishments are generally quite different from
occupations where the shortages are the most widespread across industry.
Political Economy of Demographic Change
Authors: Alam Choudhury Masudul , MacPhee Joseph
Published: September 2004

Undertakes a critical study of population theory and demographic
change in the history of economic thought and then presents an
alternative theory of social change within which demographic change can
be taken up. This latter kind of theoretical construct is shown to be an
endogenous theory of population change and demographic transition
wherein policy variables are taken up as ethical parameters endogenously
affecting social issues and interactive decisions. Examples here are
shown to be fertility decisions of families, migration policies and
others. On the contrary, shows that in the history of economic thought
it has been an exogenous approach towards explaining optimal population
(Malthus theory), dynamic version (Canan) or a policy‐exogenous but
fertility‐endogenous theory of household preferences to children as
consumer or capital good that has been presented by the neoclassical and
classical schools. A brief critique of Marxist view on population change
is also covered. In conclusion, tries to establish the logical validity
of an endogenous theory of population and points to its empirical
possibility.
New Strategies to Combat Long‐term Unemployment in the UK
Authors: Darling Jill
Published: September 2004

Based on work done within a project sponsored by CEDEFOP (the
European Centre for Vocational Education and Training) based in Berlin
to produce a transnational documentary dossier on “New Strategies
to Combat Long‐term Unemployment in Belgium, Denmark and the UK”.
The aim of the project was to describe programmes and strategies in the
three countries since 1988 in order to provide policy makers and
practitioners with comparative information on different approaches.
Includes a summary of current government initiatives targeted at the
long‐term unemployed, how they are delivered, their funding, who is
involved and outcomes where possible. Also raises some questions for
debate. Belgium and Denmark are the subject of separate articles.
Labour Force Participation and Earnings of Women University
Graduates in Greece: a Two‐step Analysis
Authors: Petraki Kottis A. , Dimelis S.
Published: September 2004

Labour force participation and earnings functions of married and
single women graduates of economics and business administration in
Greece were fitted using probit and OLS analysis respectively. The
probability to participate in the labour force for married women was
found to be affected positively by the magnitude of their work
experience and training and negatively by age, husband′s earnings,
number of children and their own non‐wage income. In the case of single
women, the factors that were found to exercise a significant impact on
their participation were their work experience and non‐wage income.
Regarding the earnings function, the main factors that were significant
for both single and married women were the amount of training, the work
experience and the years of residence in the same town. On the basis of
the results of the study certain conclusions are drawn regarding policy
issues.
Employment‐at‐Will Statements: Perceptions of Job
Applicants
Authors: Wayland Robert F. , Clay Joan Marie , Payne Stephen L.
Published: September 2004

Employers in the USA often use employment‐at‐will statements in the
employment application process to minimize their vulnerability in
post‐discharge litigation. Reports survey results of job seekers′
attitudes towards such statements. The findings suggest that applicants
would prefer to join organizations that do not include
employment‐at‐will statements in the application process and that
job‐seekers′ perceptions of the greater risk involved, greater
expectations of employees, and a lack of company concern regarding its
employees would significantly influence their views of an
employment‐at‐will organization.
Methodology for Determining the ″Promotion Lines″ and
″Ports of Entry″ of an Industrial Internal Labour Market
Authors: Diaz‐Perez Flora Maria
Published: September 2004

Reports a study of a Canary Island “internal labour
market” (a transnational cigarette manufacturer) analysing its
promotion ladders and ports of entry. Results reflect the importance an
employee attaches to years of service in a firm and describes the
general characteristics of the internal components of the internal
labour market.
Key Issues in the Economics of Training
Authors: McNabb Robert , Whitfield Keith
Published: September 2004

Examines the main issues currently confronting economists analysing
training. Contrasts the human capital and institutional approaches and
indicates that both have advantages and disadvantages. Outlines the
major methodological issues in the area and concludes that the
eradication of bias in evaluations of training is the key problem issue.
Training, Productivity and Underemployment in Institutional Labour Markets
Authors: Brown Clair
Published: September 2004

Analyses the role of training in forming under‐employment, which is a basic characteristic of an institutional labour market. Compares the basic assumptions of an institutional labour market to those of a neoclassical labour market. Discusses in detail the institutional framework for on‐the‐job training. Finally, considers policy issues relating to job training.
Evaluating Training at the Company Level
Authors: de Koning Jaap
Published: September 2004

Outlines the need for evaluating training at the company level.
Notes that there has been little research in this area. Uses data from
surveys undertaken in The Netherlands to illustrate the advantages and
problems of carrying out such research. Indicates that the companies
themselves know little about the costs and benefits of their training
schemes.