bluuebunny/crossref_metadata_2025 huggingface dataset:
Matching MPs’ information needs and information services in the House of Commons
Authors: Comma Serema Batlang
Published: July 2002

Reports on a study of information needs of MPs in the House of Commons (UK Parliament). Members’ requests for information continues on its upward trend and shows no sign of reaching a plateau. This may in part be driven by the general demands of the “information age” and reflected in the ever larger amounts of constituency mail reported by Members. Other factors may include an increasing proportion of younger politicians and more research assistants as a result of increases in the Office Cost Allowance. The Library was considered a key, and indeed indispensable, source of information by MPs. It was valued particularly for speed of response, accuracy, and helpfulness. An exceptionally high rating was given to the quality of Library services as a whole by information users (MPs), information providers (Library staff and Parliamentary Labour Party Resource Centre staff), and the co‐ordinating group (Information Committee). Concludes that user surveys are very central in ensuring a quality information service for Members of Parliament, and the study indicated that on the whole the House of Commons Library Information services match the information needs of UK MPs.
Managing a library automation project: the Moi University experience
Authors: Ondari‐Okemwa Ezra
Published: July 2002

Examines the major problems associated with managing a library automation project in a developing country. The Moi University experience is representative of the type of problems that a library project manager in a developing country is likely to face. Poor infrastructure, a shortage of local technical expertise, lack of information technology and a shortage of qualified managers are some of the managerial hurdles that they should be able to cope with. Training local personnel and equipping the training institutions may partly solve some of the problems. Management and information technology skills should be emphasised in whatever training programmes may be initiated in a bid to overcome the shortages.
The LOGOPLUS project: a seamless transition?
Authors: Parker Sandra , Banwell Linda , Ray Kathryn
Published: July 2002

Presents the findings of the LOGOPLUS project. The aim of this project was to ascertain to what extent the move to unitary authorities during the 1995‐1998 re‐organisation of local government was seamless for public library users and staff. Case studies were undertaken in nine local authorities. Representatives formed the Steering Group which identified the following significant areas of change to be investigated: politics, finance, integration, co‐operation, staff, communication and users. Research findings have indicated a number of success factors which contributed to seamlessness: councillors and managers who were committed to the provision of excellent services; transitional finance sufficient to cover the process of the change; effective leadership; clear definition of mission and goals; multi‐skilling where appropriate and supportive users. However, some libraries have suffered because councillors or managers did not have a clear vision; there was insufficient finance; managers were not good communicators and there was little or no training for staff.
Leveraging the corporate library through Web user training
Authors: Detlor Brian
Published: July 2002

Recently, increasing reliance on Web technology by end‐users in organisations has encouraged corporate libraries to provide Web user training. To understand the effects of this new service, a case study was conducted on 17 participants at a large Canadian utility company. After an initial questionnaire, participant usage of the Web was unobtrusively monitored for two tracking periods through use of a custom‐developed software application before and after the provision of an advanced Web training course. After both monitoring periods, one‐on‐one interviews were held with individual participants. Analysis of the results showed several key findings: improved Web use in terms of more substantial and efficient searches, increased comfort with Web technology, and greater appreciation for the services and resources offered by the corporate library. Results suggest the provision of Web user training may be a proactive way for corporate libraries to raise the profile of their departments within the firm.
Managing the accreditation process: a survey of academic business librarians
Authors: White Gary W.
Published: July 2002

Reports a survey of business librarians in the USA which investigates the role that they have played in the process of the accreditation of their business schools by the American Assembly of Collegiate Schools of Business. Two important findings are the reported lack of documentation available to the business librarians, and the perceived low levels of their involvement in the accreditation process. Argues that the involvement of the librarians will assist in the overall quality of business education and increase the visibility and usefulness of academic librarians to university administrators and teaching faculty.
University education in Italy
Authors: Checchi Daniele
Published: July 2002

Notwithstanding the low level of tuition fees and absence of other access barriers, Italy is characterised by low educational achievement at university level. Possible reasons for this phenomenon are examined and a formal model is proposed predicting that families will invest more in their children the higher a child’s unobservable “ability”. Since family income provides an incentive for better student performance, richer parents internalise this effect by investing more resources in the education of their children. This study’s empirical analysis does not contradict this theoretical model. Using the Bank of Italy’s representative sample of the Italian population (1995), we observe that family income does not prevent enrolment at the university, whereas unobservable “ability” is more relevant, especially as it shapes the secondary education choices. Using administrative data on students enrolled in some faculties of the State University of Milan in 1995‐1996, we show that students’ performance is positively correlated with unobservable “ability” and with family income. We take this last evidence as supporting the idea of family networking – students from richer families tend to go quicker because they have better prospects when they leave university.
Worker reallocation during Estonia’s transition to market
Authors: Vodopivec Milan
Published: July 2002

Based on consecutive labor force surveys, this study examines labor market dynamics during the first decade of the Estonian transition to market. The results show that, similar to other transition economies: Estonia’s employment and labor force was reduced; patterns of mobility profoundly changed – labor market flows intensified and previously nonexistent transitions emerged; and some groups of workers were disproportionally affected, chief among them the less educated and ethnic minorities. But Estonian fundamental free market reforms also produced labor market outcomes that differ significantly from those in other transition economies – above all, the intensity of worker and job flows in Estonia’s transition have surpassed those in most other transition economies. This was achieved by deliberate policies aimed at stimulating job creation and employment, above all by low employment protection and other policies geared toward increasing employability and strengthening the incentives of workers. Moreover, under the dynamic Estonian labor market adjustment, marginal groups have fared better than those in more protective labor markets of other transition economies.
HRM consequences of going public
Authors: van der Zwaan A.H. , von Eije J.H. , de Witte M.C.
Published: July 2002

In a sample of 28 Dutch IPOs we looked for the organizational and human resource changes that accompany the transformation from a private into a public firm. We observed a growing efficiency climate and accountability drives, as well as a relationship between financial participation and performance, as recent literature seems to imply. This suggests that HR and IPO are related to each other, under the transparency and accountability imperatives that accompany IPOs. In contrast to most other IPO studies, the average Dutch case featured over‐ instead of under‐performance during the first few years after quotation.
Flexible Retirement and the Third Age
Authors: Mallier Tony , Shafto T.A.C.
Published: July 2002

Explores the issue of retirement and the rise in proportion of
population who are still active after ceasing full‐time employment
– in their “third age”. Outlines the present environment which shows that
this growth presents significant economic and social problems. Suggests
different strategies to combat these and make more use of third age
people. Concludes that it is hoped that the European Commission will
play a part in overcoming national barriers to change in this field.
Productivity growth in Australian manufacturing: a vintage capital
model
Authors: Bloch Harry , Madden Gary
Published: July 2002

Uses a model of technical change embodied in capital equipment to
analyse average labour productivity growth. Determinants of productivity
growth identified in this analysis are: (1) the rate of labour‐saving
technical change; (2) the differential in the rates of change of wages
and the rental price of capital; and (3) the rate of growth of industry
productive capacity. Finds evidence that each of the identified factors
has a positive and statistically significant relationship to average
labour productivity growth in a cross‐section of Australian
manufacturing industries.
Is HRM catching on?
Authors: Storey John
Published: July 2002

There has been, and continues to be, a heated debate about the
take‐up and significance of human resource management (HRM) across the
economy. Much of that debate has proceeded at the conceptual and
normative levels with very little recourse to empirical data. Reports on
findings from two extensive pieces of fieldwork conducted over two
different time periods (1987‐89 and 1992‐94), which show considerable
experimentation with many elements of the HRM model. Discusses the
factors inhibiting a fuller embrace of HRM.
Discrimination issues affecting the selection of salespeople in the
United States
Authors: Shepherd C. David
Published: July 2002

Traditionally, European firms have opted for hiring Americans to
sell their products in the USA. However, the recent enactment of the
Americans with Disabilities Act (ADA) highlights the growing complexity
of discrimination regulation in the USA. Even before enactment of this
landmark legislation the number of federal suits alleging workplace
discrimination in the USA was staggering. Claims that in this litigious
environment, European companies that choose to hire Americans to sell
their products in the USA must be aware of the legal implications of all
selection practices. Aims to provide the sales manager with the basic
information needed for a comprehensive orientation to non‐discriminatory
selection practices in the USA.
Subcontracting flexibility? Recruitment, training and new
production relations
Authors: Rutherford Tod , Imri Rob , Morris Jonathan
Published: July 2002

Explores the changing nature of the relationship between buyers and
suppliers in the UK automotive industry, using research evidence from
two major companies in this sector, Nissan and Lucas Industries, and
incorporates these changes into wider debates on the social relations of
production and changing work practices. Illustrates these changes in
work practices through transformations in recruitment and training
practices in large automotive companies.
The relative impacts of the level and change in wages on quits
Authors: Campbell Carl M.
Published: July 2002

Investigates the effects on quits of the current level of wages and
the change in wages in order to test the proposition that the change in
wages has a negative impact on quits, even controlling for the current
level of wages. Finds that the percentage deviation in a worker′s wage
change from its predicted level has an effect on quits that is three to
six times stronger than the effect of the percentage deviation in a
worker′s current wage from its predicted level. Claims this result may
have implications for the behaviour of firms in setting wages and in the
behaviour of wages over the business cycle.
Some recent advances in the economic analysis of discrimination
Authors: Johnes Geraint , Sapsford David
Published: July 2002

Presents a brief overview of some recent analytical developments in the economic analysis of discrimination. Discusses a range of theoretical issues and reviews recent empirical evidence.
The perceived impact of team‐based management systems on organizational effectiveness
Authors: Elmuti Dean
Published: July 2002

Investigates the relationships between team‐based management systems and organizational effectiveness across a variety of settings throughout the USA. Uses a validated instrument on organizational effectiveness to gather data. Presents survey results to support the claims of team‐based management proponents that the technique improves participants’ productivity, quality, satisfaction, performance, and appears to be effective. However, less than half of the surveyed respondents who implemented team‐based systems indicated that their self‐managed team programmes had failed to achieve their stated objectives of influencing and enhancing organizational effectiveness. A major implication of this study is that the introduction of team‐based programmes into an organization further requires the introduction of multifaceted changes in person‐job relationships and the whole organizational hierarchy.
US managerial strategies and applications for retaining personnel in Mexico
Authors: Polo Tello Marco , Greene Walter E.
Published: July 2002

Among the problems of the in‐bond (maquiladora) assembly plants in Mexico, voluntary turnover is a complex phenomenon, difficult to assess and solve. Although caused by several factors, previous research has demonstrated that social, labour, organizational and cultural variables are closely linked to the turnover problem. To study the strategies that managers use to retain workers in their companies in the USA and how they apply those strategies to subsidiaries in Mexico, selects 13 multinationals with headquarters in north east Ohio and plant operations in Mexico and interviews were conducted with human resources top executives. Finds that each one of the companies has adapted and implemented similar policies consistent with the factors previously identified. On balance, it appears that US multinationals are beginning to address this voluntary turnover problem effectively.
New challenges to vocational training authorities: Lessons from the Latin American experience
Authors: Angélica Ducci María
Published: July 2002

Long‐standing vocational training institutions in Latin America countries are undergoing significant transformation to improve their relevance, efficiency and effectiveness in responding to the challenges of increased competitiveness, economic restructuring, technological change and evolving social demands. Based on an extensive survey conducted in 1990, reviews and analyses the recent changes and innovations taking place in such organizations, focusing on their institutional policies, strategies, programmes and services delivered. Trends show that training authorities are evolving towards: (1) emphasizing in‐service training; (2) up‐grading the level of training; (3) organizing training by economic sectors; (4) transferring training delivery to enterprises; (5) focusing on direct support to small‐scale enterprises; and (6) taking on new roles in technology transfer. national training authorities have thus managed to strengthen their linkages and legitimacy with enterprises against a background of reduced public funding and mounting pressure from enterprises to satisfy their increasing and more diverse demands.
Enterprise training
Authors: Greig Frederick W.
Published: July 2002

Based on a background paper on the same subject, written on invitation by the World Bank, as a contribution to a general policy review on vocational and technical education and training. Draws primarily on the practical experience of the author and several of his colleagues in the International Training Service during the period 1961‐87 and on his personal consultancy activities since 1987 in a wide range of developing countries in addition to the UK. Pursues the following main themes: practical guidelines for developing enterprise training strategies and policies; the role and training of the enterprise trainer and the industry level training adviser; criteria for determining the location of training and the resources needed for it inside and outside the enterprise; financing training and measuring its results; and the special problems of training in the small enterprise. Focuses throughout on case examples and practical experience rather than on other people’s theories.
Attributes of an outstanding manufacturing manager
Authors: Ritter Mark , Sohal Amrik S. , D’Netto Brian
Published: July 2002

Past research on manufacturing has not generally included research on the attributes of outstanding manufacturing managers. This information is important as the success of the manufacturing function depends to an extent on the quality of the manager. This study sought then to identify the attributes of an outstanding manufacturing manager. The methodology adopted included reviewing relevant literature, analysing job advertisements and surveying senior manufacturing managers. The profile of the outstanding manufacturing manager that emerged contained 12 specific attributes. These were classified into three groups i.e. attributes related to the position; attributes related to people management; and attributes related to the individual manager. The profile identified in this study is quite different from the traditional profile of an old‐fashioned autocrat who has risen from the ranks. Today’s manufacturing manager requires a strong academic background to understand and implement leading manufacturing and management techniques, good interpersonal skills and high levels of energy and drive.
On the solidarity of the union membership decision in Poland
Authors: Ingham Mike , Ingham Hilary
Published: July 2002

It is frequently held that the old “official” unions have largely been discredited, while numerous studies point to employee dissatis‐faction with the performance of unions new and old in the era of transformation in Central and Eastern Europe. Nevertheless, membership has not collapsed, although the unions themselves exaggerate its total. It is somewhat surprising therefore that little work has been undertaken on the determinants of the individual union‐joining decision in the new environment. This paper undertakes such a study for the case of Poland. Notwithstanding reputation effects, two further forces have accompanied the collapse of the communist regime and are likely to have reduced the attractiveness of union membership to workers. The first is the widespread loss of the distributive role with regard to important private goods which the unions previously possessed, while the second is the challenge to the strength of the social custom of union membership which systemic change has occasioned. While the transition economies are often held to have a distinct industrial relations system, in Poland at least, the determinants of the individual union‐joining decision appear very similar to those which have been uncovered in western contexts.
Ethical obligation and diverse values assumptions in HRM
Authors: Payne Stephen L. , Wayland Robert F.
Published: July 2002

Ethical duties or obligations of HRM practitioners are questioned and explored. Differing conceptions of HRM ethical duties seem to have arisen from differing values assumptions and social constructions of the employment relationship. HRM education and development programs must do a better job of exposing students to these contrasting values assumptions as well as helping students develop the ethical change skills necessary to act more successfully upon their moral values and perceived ethical duties.
Constraints and innovation in reforming national training systems – Cross‐country comparisons
Authors: Gill Indermit S. , Dar Amit , Fluitman Fred
Published: July 2002

This article traces the experience of countries reforming their vocational education and training policies and summarizes the lessons learned. It is based on a recent joint World Bank‐ILO study focussing on the obstacles to implementing change in vocational education and training systems in response to changing labor markets and innovative approaches to overcoming these constraints in 19 countries worldwide. It tracks the demand‐side pressures and supply‐side responses and highlights some critical issues, constraints and innovations in the reform of these systems. The main messages from this study are: matching instrument to target group is as important as picking the best delivery mode; the government’s role in facilitating the provision of information about vocational education and training has been relatively neglected; a vigorous private response has refuted claims of the reluctance of private providers to enter the field; and political will, not institutional capacity, is the main obstacle to comprehensive reform.
Integrated career systems for the 2000s
Authors: Baruch Yehuda
Published: July 2002

This article outlines a comprehensive portfolio of HRM practices which can be conducted by organizations to plan and manage employees’ careers. The reader is provided with a systematic presentation and critical examination , rooted in both theory and practice, of a range of career management techniques, activities, and programmes. Each career practice is referred to, relating to the way it may be used by organizations in the coming 2000s. It also takes a further step to integrate these practices as a comprehensive organizational framework. Thus the article can serve as a basis for developing a strategic organizational career management system within HRM.
Manpower factors and plant closures in multiplant firms
Authors: Kirkham Janet , Richbell Suzanne , Watts Doug
Published: July 2002

The runaway shop (a plant closure to avoid labour problems) has been seen as a feature of industrial change in the USA. Evidence of the runaway shop has also been noted in the UK. This paper analyses two data sets from the UK. The first, drawn from data relating primarily to the early 1980s, demonstrates that manpower difficulties can affect the closure of plants in multiplant manufacturing firms in particular local labour markets. A second data set, relating to the latter half of the 1980s, presents a contrasting result in that manpower problems had little effect on the closure of plants by British multiplant manufacturing firms. It is suggested these contrasting results may reflect the reduced power of organised labour in the more recent past.
A framework for transformational change in organisations
Authors: Chapman Judith Ann
Published: July 2002

This article presents a framework for planned change processes that are transformational in nature. The framework provides a clear alternative to traditional approaches in organisation development (OD) which are generally suited to situations where smaller scale or incremental adjustments are required. It is structured around three core issues in organisational change management: the nature of organisations and what constitutes an improvement to them, appropriate strategies for levering change, and change agent roles. In the framework, special emphasis is placed on attitudes, beliefs and values as the key change levers in an organisational transformation. The usefulness and power of the framework are illustrated by a case analysis of a successful intervention involving over 50 consultants and a large number of organisations. The article concludes with a discussion of processes supportive of successful transformational change.
A review of servant leadership attributes: developing a practical model
Authors: Russell Robert F. , Gregory Stone A.
Published: July 2002

Servant leadership is an increasingly popular concept in the repertoire of leadership styles. While an intuitively attractive concept, it is systematically undefined and not yet supported by empirical research. Reviews the servant leadership literature with the intent to develop a preliminary theoretical framework. Builds a foundation for categorizing and appraising the functional and accompanying attributes of servant leaders. Once categorized, a formative, rational servant leadership attribute model is constructed. The authors call for further development of the model and empirical research to support it.
Leadership and Learning
Authors: Lloyd Bruce
Published: July 2002

Leadership needs to be seen within the organizational context of
managing change (i.e. transformational leadership). The most useful
approach is through the use of the vision‐commitment‐management model.
Discusses both how leaders emerge in society, and how they can flourish
within a learning organization and the educational system, the critical
success factors over the longer term being the development and
manifestation of a sense of responsibility and integrity. Britain has
some particular challenges in changing deeply established historical
attitudes and patterns of behaviour, particularly associated with its
culture, political structures and the concept of professionalism; these
need to be more thoroughly understood if they are to be effectively
challenged in order to establish more international/multi‐cultural
leadership styles relevant to the needs of the decades ahead.
The “Heart, Head and Hands” of Transforming Leadership
Authors: Nicholls John
Published: July 2002

Leadership is a Humpty Dumpty word which people use in widely different
ways. Argues that, on examination, there appear to be three main ways in
which managers may exercise leadership. Two of them are specific to the
manager′s nominal position. Strategic leadership, of the head, is
concerned with path‐finding and culture‐building to create an effective
organization. Supervisory leadership, of the hands, is concerned with
adapting one′s style to the given situation in order to achieve
efficient performance. The third type of leadership is more general.
Inspiring leadership, of the heart, engages with people, giving them an
energizing vision. All managers must exercise strategic and supervisory
leadership of the head and hands – otherwise they are mere
administrators. Good managers go further and inspire people with the
heart – rendering their leadership transforming.
Evaluating transactional analysis as a change strategy for
organizations
Authors: Neath Mark
Published: July 2002

Transactional analysis (TA) as a strategy for change in
organizations appears to be enjoying a period of renewed interest. The
extent of its use is sufficient for a substantial evaluation. Attempts
at evaluating TA training appear rarely in the organizational/management
literature. Reports the findings which have appeared so far; these
findings are generally supportive, though studies are frequently based
on small sample sizes. Significant findings have been produced in the
areas of departmental efficiency, improvements in group processes and
increases in empathetic discrimination and internality of control.
Examining the organizational culture and organizational performance
link
Authors: Lim Bernard
Published: July 2002

Examines organizational culture and organizational performance via
a discussion of the models of culture and the empirical research
conducted to investigate the causal relationship between them. Despite
claims of a causal relationship, the culture‐performance link remains
unclear. There is a need to improve on the application of the concepts
involved. Methodological issues as well as the influence of moderator
variables are suggested for consideration in future research.
Downsizing the multinational firm
Authors: Darling John , Nurmi Raimo
Published: July 2002

Major downsizing efforts are now taking place in multinational
business firms in virtually every corner of the world, despite the
economic recovery that seems to be occurring in many countries. Those
multinational firms that have been turned around most effectively
through downsizing activities have based their decision making on a
foundation of creative excellence and strategic leadership. The keys to
organizational excellence in the downsized workplace centres on four
variables – care of customers, constant innovation, committed
people, and management leadership. A research study conducted by the
authors has focused on leadership strategies followed by managers
directing successful downsizing efforts in multinational firms. These
strategies are: attention through vision, meaning through communication;
trust through positioning; and confidence through respect. Each of these
downsizing leadership strategies is discussed with some depth of
analysis.
Conflict resolution and mediation
Authors: Gahr Richard , Mosca Joseph B. , Sarsar Saliba
Published: July 2002

Analyses a conflict resolution and mediation programme at Monmouth
University, the main objective of which was to facilitate a campus‐wide
climate of collaborative learning and develop a new cultural ethic.
Suggests that the programme has been a success, with it being used in
several campus divisions such as residential life and student services.
Outlines barriers to be overcome and lessons to be learned.
Top management perception of strategic information processing in a turbulent environment
Authors: Wang Pien , Chan Peng S.
Published: July 2002

Extant strategic management literature provides only partial answers to the important question: what variables affect top managers′ ability to process complicated, novel, ambiguous, or dynamic strategic information in a turbulent environment? Drawing on cognitive psychology, personality theory, management theory, organizational theory, and management information systems literature, proposes that nine personal attributes and four contextual attributes affect top managers′ information‐processing capability. The nine personal attributes are: cognitive complexity, knowledge, mental model of success, openmindedness, time orientation, personal values, tolerance for ambiguity,locusof control, and time devoted to environmental scanning. The four contextual attributes are: rewards and incentives, culture, structure of strategic planning process, and executive support systems. Thirteen propositions are postulated regarding the types of attributes that are conducive for top managers′ ability in processing complicated, novel, ambiguous, or dynamic information.
A unified theory of leadership
Authors: Harung Harald S. , Heato Dennis P. , Alexander Charles N.
Published: July 2002

Suggests that development of consciousness is a fundamental causal
variable underlying the complexity of behaviours and psychological
qualities associated with leadership. This unified model is supported by
evidence which indicates that world‐class leaders experience a silent,
expanded, restfully alert, and non‐attached state of consciousness,
which forms the basis of higher states of consciousness, more frequently
than comparison groups. Discusses transcendental meditation, a mental
technique which systematically cultivates development of consciousness,
as a technology to lay the foundations for more widespread development
of leadership.
The faces model of high performing team development
Authors: Kur Ed
Published: July 2002

Presents the faces model, a new model of team development which describes teams using five common patterns, called “faces”. The model assumes that teams wear one face, then move to wearing another in a somewhat random order, unless members proactively drive their teams to wear a face or engage in a pattern which they believe is more desirable than the others. Describes the “performance” face in detail, since it is the most desirable pattern for most teams in organizations. Also describes approaches for moving typical teams from each of the other faces to the performance face. Takes issue with many popular development models which describe most groups as moving through a specific sequence of patterns.
Performance evaluation and counselling in a professional services firm
Authors: Burke Ronald J.
Published: July 2002

Examines aspects of career development functions, one component of mentoring relationships, as they relate to employee development. Describes the experiences of over 1,200 professional and managerial women and men with their firm’s performance appraisal and counselling procedures. Data were collected in a single large professional services firm using anonymously completed questionnaires. The performance appraisal and counselling practices of this firm produced mixed results. Although three‐quarters of these employees reported discussions of written performance evaluations, several concerns about procedures were indicated. Offers suggestions for improving organization practice in these areas to develop talent more effectively.
A three‐track process for executive leadership development
Authors: Kur Ed , Bunning Richard
Published: July 2002

Describes a three‐track process for executive leadership development (TTL) intended to develop a cadre of strategic business leaders for the next decade. TTL consists of three simultaneous tracks of activity requiring as much as 18 months, during which participants also perform their regular jobs. It has three objectives, corresponding to the tracks of activity: the business track ‐ solves real‐life business problems thereby supporting the business while providing each individual participant with increased expertise in an area previously unknown to him or her; the leadership track ‐ enables participants to lead individuals, groups and organizations more effectively; and the personal track ‐ helps participants appreciate and more effectively utilize their innate personal skills, values, predispositions and traits. Examines results to date and shows that this leadership development process has already provided substantial returns to many individuals and organizations.
Spiritual leadership: fulfilling whole‐self needs at work
Authors: Fairholm Gilbert W.
Published: July 2002

The work community is becoming the most significant community for many people. We are coming to expect our work ‐ where we spend most of our time ‐ to satisfy our deeply held needs for wholeness and to help provide spiritual support for our values and our aspirations for personal as well as economic growth. Reports on original research which supports a growing literature attesting to the centrality of work in meeting both economic and spiritual needs. Spirit refers to the vital, energizing force or principle in the person, the core of self. Respondent managers understand spirit in its secular connotation as defining self meaning and motivation for action. Begins a definition of a model of leadership based on this kind of spiritual relationship, one founded on morality, stewardship and community. Also lists some critical issues that this emerging leadership model faces.
On elephants and blind researchers: methods for accessing culture in organizations
Authors: Locatelli Veronica , West Michael A.
Published: July 2002

Compares two pre‐existing methodologies for accessing culture ‐ repertory grids and focused group discussions ‐ with a modified version of the twenty statements test (TST), a method originally developed to measure self‐concept. Makes the comparison on the basis of three criteria: the levels and elements of culture accessed by the different methods; the amount and usefulness of the information gathered; and the ease of use of the methods. Bases the comparison of the methods on information gathered from 158 participants in a major UK company. Concludes that the modified TST has most potential as a method for accessing culture in organizations. Concludes also that the conceptualization of aspects of culture needs to be clearer and more focused if progress in understanding about the content and consequences of culture is to be made.
Views from the top: foundation CEOs look at leadership succession
Authors: Santora Joseph C. , Clemens Rosemary A. , Sarros James C.
Published: July 2002

Investigates the issue of succession planning and implementation for chief executive officers (CEOs) at philanthropic organizations. Provides a description, definition and classification for philanthropic organizations: family, operating, community, and company‐sponsored. Selects four foundation CEOs representing some of the four types noted in the typology for research. Gives them the same case study to review, read, and respond to five questions targeted to the case study and to their foundation’s philosophy of succession planning. Discusses unique features and uncovers similar features and analyses reactions. Suggests that no foundation CEO interviewees had experience with succession planning or felt the choices in the study appropriate. Also identifies the need to study the process of grant awarding to uncover additional aspects related to understanding power, leadership, and influence in foundations’ policies for choosing leadership and transferring authority in a planned way.
The strategic planner as prophet and leader: a case study concerning a leading seminary illustrates the new planning skills required
Authors: Beerel Annabel
Published: July 2002

Presents a real life case study of the prophetic and leadership challenges of a leading theology school which conjoins many future leadership and planning issues. Illustrates how future strategic planning skills lie in prophetic leadership, whereby the many facets of reality are seen and dealt with in a manner that reflects the complex dynamics of human behaviour.
Ethics for the new millennium
Authors: Lloyd Bruce , Kidder Rushworth M.
Published: July 2002

Presents a discussion with Rushworth M. Kidder, President of the Institute for Global Ethics. Kidder considers the central ethical issue of our time to be the continuity of the human race, because of the way that technology today enables us to leverage individual decisions. His concern is that we are raising an entire generation of people without their own built‐in sense of ethics. The major global priority is to understand and reinstate the concept of community and what it means to live within a community. Argues that there are five core values that people keep coming back to as we raise this question. People talk about love or compassion, kindness or caring; they talk about honesty, integrity, truth telling; they speak of fairness, equity, justice; they talk about responsibility and accountability for one’s actions; and they talk about a sense of respect, tolerance of diversity, and a willingness to appreciate other people. These are all critical and we should be optimistic about making progress into the next millennium.
Androgynous leadership style: an integration rather than a polarization
Authors: Park Daewoo
Published: July 2002

Previous leadership studies indicate that stereotypically masculine behaviours characterize task‐oriented leadership style and that stereotypically feminine behaviours (relations‐oriented leadership style) are devalued. However, it has been frequently observed in the past that organizational goals could not be exclusively achieved by either masculine or feminine characteristics of leaders. Suggests that an integration rather than a polarization becomes necessary for leaders and organizations. That is, an androgynous leadership style can be the most appropriate for achieving high performance in many organizations.
Management development and a mismatch of objectives: the culture change process in the NHS
Authors: Currie Graeme
Published: July 2002

Analyses the contribution of management development to culture change in the health service. Is concerned with the public sector managerialism promoted in the health service by government reforms since the Griffiths Report. In the hospital trust which is the focus of the study there is resistance to such an agenda because the expectations of the various stakeholders are not matched. The lesson for strategists is that management development programmes need to recognize where participants are starting from if they are to promote culture change.
Leadership as an exercise in virtual reality
Authors: Fairholm Gilbert W.
Published: July 2002

Understanding the essential truth about what leadership is, is not easy. The problem is that each person sees leadership through the lens of his or her unique virtual reality. We each interpret the world and major ideas like leadership from a mind‐set that seems real and logical to us, but ignores or discounts other equally (maybe even more) logical perspectives. This paper explores alternative leadership realities. It concludes that most of us must progress through each of five leadership virtual environments before we can sense the full meaning of leadership.
Culture, innovation and successful development of new medicines ‐ an exploratory study of the pharmaceutical industry
Authors: Dorabjee S. , Lumley C.E. , Cartwright S.
Published: July 2002

Reports on a pilot study carried out to investigate methods for determining corporate culture in the pharmaceutical industry and its effect on innovation and development of new medicines. The results showed that it is possible to use a questionnaire‐based approach for this type of investigation to demonstrate cultural differences between companies and between departments. Furthermore, the results could be related to factors most suited to fast development and to innovation.
Do process consultants need different skills when working with nonprofits?
Authors: Chapman Judith
Published: July 2002

The current challenges facing nonprofit organizations in developed countries are clarification of mission and values, strengthening the structure and improving systems of accountability. Increasingly, senior executives are engaging external process consultants to assist with the process of change in these areas. The paper reports on research into the activities and skills of consultants to determine whether or not the requirements of nonprofit organizations differ from those of business sector organizations. Over 50 experienced consultants participating in a process‐oriented change program were surveyed for their views. Of the 29 who responded, most agreed that there were differences between the sectors. They nominated 57 activities they were “more likely to be involved in” and 72 skills they were “more likely to draw on” in nonprofit organizations. The possible reasons for intersectoral differences are discussed. The paper concludes with implications for consultancy practice and for nonprofit organizations employing process consultants.
From Soviet giants to Russian survivors
Authors: Hill Malcolm R.
Published: July 2002

This paper draws on research recently completed by the author on the Russian power engineering industry and its capability to assimilate relevant Western technology. A case study description is provided of a large and well established company within the power engineering industry, using material gathered during visits to Russia by the author from 1994 to 1997. This information is then followed by a discussion of demand‐related factors in the business environment, and the company’s product and manufacturing strategies, including the assimilation of advanced Western technologies. This discussion is then used to define those characteristics which should support the survival of large Russian enterprises, albeit at reduced levels of capacity, focusing on issues of specific markets, products and processes rather than the debates on privatisation, liberalisation, and corporate governance which have dominated much of the Western literature.
Managerial perceptions of change at a national laboratory
Authors: Ringer Richard C. , Strong Kelly C.
Published: July 2002

As a result of fundamental change in the environment, Los Alamos National Laboratory (LANL) is in the process of major organizational change. This paper reports the perspectives of four senior managers at the laboratory regarding the change effort and a major restructuring that took place at LANL. Describing the challenges the organization faces and the lessons they have learned, these managers provide a unique viewpoint of change at the laboratory, and organizational change in general. Several key lessons can be learned from the experience of LANL: (1) a well‐understood vision/mission is essential to organizations undergoing major change; (2) major organizational change may take longer than expected; (3) top manager commitment and open communication are critical to the change effort; and (4) changes in structure must be supported by changes in other areas (e.g. compensation and training).
Uniform change: an ethnography on organizational symbolism, volunteer motivation and dysfunctional change in a paramilitary organization
Authors: Cheng Cliff
Published: July 2002

The United States Air Force’s (USAF) unpaid civilian auxiliary, the Civil Air Patrol (CAP) wears USAF uniforms and performs search and rescue missions looking for downed aircraft. After CAP members miswore the USAF uniform (Cheng, 1996), the USAF instituted a top‐down uniform change making the CAP uniform more distinct from the USAF uniform. CAP members, who affirmed that they were to be motivated solely by a desire to perform CAP’s mission, and not motivated by wearing USAF uniforms, quit and withdrew commitment. This participant observation ethnography studies how USAF’s misunderstanding of volunteer motivation and the symbolism of organizational uniforms led to dysfunctional organizational change. An alternative solution that makes positive symbolic change is proposed.
Automation without robots: two case studies in the drug discovery sector
Authors: Blenkinsop Philip , Edwards Tom
Published: July 2002

Two new items of dedicated automation have recently been developed by TTP LabTech Ltd to serve needs in the pharmaceutical industry that have previously been addressed by general purpose robotics. For both products the approach adopted has been to start with the fundamental requirements of the payload and to work backwards to a simple method for the transport and manipulation of the sample. In one case this has led to a compact storage cassette and air transport mechanism that eliminates the need for robot arms and end‐effectors. In the other, it has led to a miniature, positive displacement syringe that is inexpensive enough to be disposable.
Six axis robots help plastics moulders meet intense competition
Authors: Petit Tom
Published: July 2002

Recent trends in the plastic moulding industry that now mean it can be beneficial to apply six axis robots to tasks previously undertaken by simpler beam or Cartesian robots are described. The six axis robots are also able to undertake many additional assembly and finishing tasks that could not be attempted by simpler robots. Also described are “Soft Float” and collision detection features now available on six axis robots.
The state of HTS automation: comparing integrated robotics and workstations
Authors: Biros Michael L.
Published: July 2002

Compares the various features and advantages of using integrated robotic systems or dedicated workstations for drug discovery. Also describes hybrid systems. Provides guidance on the criteria for system selection.