bluuebunny/crossref_metadata_2025 huggingface dataset:
Youth Pay in Catering and Retailing
Authors: Lucas Rosemary E.
Published: May 2006

Reports a pilot study of part‐time youth employment among
sixth‐formers in Greater Manchester and Cheshire which found that the
vast majority of students worked in catering and retailing. Even though
youth wages are no longer regulated by wages councils, and the recession
could be expected to exert a downward pressure on pay, the pay levels
found were significantly higher than the junior wages council minima
that could have been expected to be in force in 1993. An overwhelming
majority of the students were satisfied with their pay. For employers,
the young constitute a relatively cheap and flexible labour source.
Increasing numbers of students in sixth forms and higher education
throughout the decade will apparently need to work, thus providing an
interesting scenario for further research into youth pay and employment
in the 1990s.
A Positive Policy? Corporate Perspectives on Redundancy and Outplacement
Authors: Doherty Noeleen , Tyson Shaun , Viney Claire
Published: May 2006

The management of the job‐loss situation is becoming of central
importance to top management and human resource executives in the
current climate of redundancy. The current nature of severance packages
and the provision of outplacement may be interpreted as a move towards
normative practices within the policy making of many UK organizations.
Reports on the results of a recent survey of over 600 UK organizations.
The survey covered organizational perspectives on redundancies and the
use of outplacement in the event of redundancy. The results indicated a
change in corporate values in the 1990s. There appeared to be a move
towards normative practices in the management of redundancy and in
particular in the use of outplacement as a moderator of the potentially
detrimental impact of the redundancy situation.
The Person Specification – A Problem Masquerading as a Solution?
Authors: van Zwanenberg Nigel , Wilkinson Larry J.
Published: May 2006

The use of the Person Specification in recruitment and selection
has masked a number of fundamental problems. Reviews existing Person
Specification systems and identifies these problems identified. Proposes
a model of the Specification process which brings together person,
context and selection. Presents an outline of an expert system which
assists the specification process.
Rescuing the Useful Concept of Managerial Competence: From Outcomes Back to Process
Authors: Holmes Len , Joyce Paul
Published: May 2006

A critical response to the present stage in the development of
management education is presented. The concept of competence is
evaluated and its utility assessed. In particular, the use of the term
by the Management Charter Initiative (MCI) is thrown into critical focus
and found to be pragmatically and conceptually flawed. Emphasizes the
importance of addressing the approach actually adopted by the MCI and
other agencies in the “reform” of vocational qualifications
and argues that the MCI has been incorrectly criticized for attempting
to impose a simplistic model of management. Considers the implications
and argues that management educators and developers are faced with a
dominant concept of “competence” which they find difficult
to realize in their educational practice. Subjects the concept of
competence to conceptual analysis in order to bring into focus the key
analytical elements implicit in the term, assesses the MCI approach and
offers alternative approaches which place the emphasis on those issues
which are critical for achieving consensually desired enhancements in
management education and development.
Achieving Strategic Coherence in HRD through Competence‐based Management and Organization Development
Authors: Iles Paul A.
Published: May 2006

Human resource management (HRM), in contrast to “personnel
management” and “personnel administration”, is often
held to be proactive rather than reactive, strategic rather than
tactical, and integrated with corporate strategy rather than marginal or
peripheral. Argues that it is important to distinguish several
dimensions of “integration” ‐internal, external and
institutional – and that the strategic integration of human
resource development (HRD) is achievable through the adoption of
career‐focused, competence‐based models. However, existing competence
frameworks are criticized for their generic character, their
retrospective orientation, their abstract nature and their focus on the
individual job rather than the career stream or wider organizational
role. Prospective, organization‐specific, anchored, collaborative and
career‐focused models seem more promising vehicles for achieving not
only “internal integration” – the consistent, coherent
application of a range of HR policy levers – but also
“external integration”, the integration of HR strategies
with corporate strategies. Explores such a framework in relation to two
empirical studies of competence‐based approaches to managerial
assessment and development, one a management development programme in
the National & Provincial Building Society, the other a senior
management development workshop in Oxford Regional Health Authority.
Individualization of the Employment Relationship and the Implications for Trade Unions
Authors: Bacon Nicolas , Storey John
Published: May 2006

A whole array of management‐led initiatives over the past ten years has resulted in a significant shift in the basis of the employment relationship. In summary, this may be described as a move from “collectivism” to “individualism”. Highlights and describes the main elements of this and assesses the implications for the future of trade unions and collective bargaining.
Developing Trust in Negotiation
Authors: Fells R.E.
Published: May 2006

Trust appears to be central in the development of effective
workplace and negotiating relationships. However, much of the discussion
presumes an understanding of what “trust” is. Seeks to
examine the nature of trust and suggests that it relates to risk and the
expectations of interacting parties. The means by which trust is
established through negotiation, as part of the process of reaching
agreement, are explored.
Ageism and the UK Hospitality Industry
Authors: Lucas Rosemary E.
Published: May 2006

In the context of a gradually ageing labour force and skills
shortages, discrimination against older workers has recently become an
issue of public policy concern. Ageism is arguably more pervasive in the
hospitality industry than elsewhere; a recent follow‐up study confirms
that hospitality organizations continue to rely heavily on younger
workers and show little disposition to capitalize on the acknowledged
benefits which older workers can offer. Consequently, these
organizations do not appear to be well placed to manage future
developments in the labour market, particularly in relation to obtaining
managers.
Back to the Future: Lessons from Free Market Experience
Authors: Riley Michael
Published: May 2006

Describes the labour economics of the hotel and catering industry, which produce two characteristics: individual contracts and low unionization. Draws parallels between the free market behaviour of this traditional industry and the general direction of change in the industry as a whole. Suggests that greater insecurity, a heightened sense of immediacy in tasks, and more unsocial hours may lead to a propensity for mobility and a lack of organizational commitment – behaviour which is familiar in the hotel and catering industry.
The Limitations of the Law in Influencing Employment Practices in UK Hotels and Restaurants
Authors: Price Liz
Published: May 2006

Individual employment law has the dual aim of stimulating good
personnel practice and of providing minimum protection for vulnerable
employees, such as those found in the hotel and catering industry.
Findings from a survey of “high quality” hotels and
restaurants show that large establishments have developed a veneer of
formality in some areas of personnel management, but that the detail
within policies and procedures rarely conforms to all the requirements
set down in legislation and codes of practice. Finds that, in small
establishments, practices are informal and often fail to meet basic
legal requirements. As for individual protection, the large majority of
part‐timers qualify for the equivalent of full‐time rights, but casual
workers, who supply a substantial proportion of labour needs in the
industry, have no protection at all. Makes a strong case for extending
employment rights to casuals and indicates that such a development would
not reduce their employment opportunities, nor would it cause particular
concern for employers.
Communications and Social Skills: Perceptions of Hospitality Managers
Authors: Clark Mona
Published: May 2006

Describes the outcome of a pilot study in which a number of hotel
managers were interviewed at length in order to ascertain their
understanding of “communications and social skills”. The
objective was to investigate how these skills might be taught
effectively by educators through the medium of tailor‐made courses
within colleges and universities. Analyses managers′ perceptions in
order to investigate the possibilities of producing
“customer‐led” courses, the customer in this respect being
the employers; and then discusses these perceptions in terms of their
consequences for educators.
Tourism Policy and Employment in The Gambia
Authors: Dieke Peter U.C.
Published: May 2006

Provides a policy basis for increasing tourism employment
advantages for The Gambia. Emphasizes the need for co‐operation between
the Government of The Gambia and overseas private tourism entrepreneurs
in the context of training programmes. The Government needs to provide
the right atmosphere for development action, and foreign investors need
to put at the disposal of The Gambia their extensive market connections,
established reputations, and recognized expertise, to ensure that
training does take place.
Line Managers, Human Resource Specialists and Technical Change
Authors: Clark Jon
Published: May 2006

Draws on findings from recent survey and case study evidence to
identify key aspects of the relation between technical change and human
resource management. Begins by examining the primary role played by
general and line managers in managing advanced technical change. Also
highlights the persistent and widespread support for technical change
among both manual and non‐manual workers. Analyses three examples where
human resource specialists have played a proactive role in the
introduction of technical change, identifying the main characteristics
of these cases. Concludes by drawing some practical implications of
advanced technical change for the management of human resources in work
organizations.
Reward Management: A Retrospective Assessment
Authors: Smith Ian G.
Published: May 2006

Reviews the development of the concept of reward management within
the context of other apparently innovative approaches to pay and the
role of government policy from the 1960s to the 1990s. These are largely
seen to have been ineffective and reward management to be another new
wine in an old bottle.
Work Group Performance: Evaluation by Day of the Week
Authors: McQuilkin Joyce I.
Published: May 2006

Investigates the effects of day of the week on work group
performance at a contractor‐operated, government‐owned facility that
tests aerospace propulsion systems. Focuses on individual employees′
contributions towards group performance and excludes the effects of
mechanical failures and test equipment problems on group performance.
Using five performance measures; hypothesizing that performance, as
directly attributed to the employees, would be better on Monday and
Friday than performance on Tuesday, Wednesday and Thursday, found
results were significant for two of the performance measures. Discusses
results and implications for future research.
From Donovan Until Now: Britain′s Twenty‐five Years of Incomes Policy
Authors: McCarthy William
Published: May 2006

Twenty‐five years on, the Director of Research of Britain′s Royal
Commission on Trade Unions and Employers′ Associations (1968) reviews
subsequent events in pay and incomes policies, analyses their
contemporary relevance, particularly over the need for an
“effective incomes policy”. From the starting point of the
need for stable internal pay structures, the analysis covers the
“cascade effect” of uncontrolled pay drift. Felt‐fair
inequities (especially at management levels) are shown as a prime cause
of pay inflation and (as a consequence) of high unemployment. Concludes
with a four‐point agenda for change which tackles and differentiates the
private and public sectors, and concludes with an indictment of
performance‐related pay.
Career Change: Myth or Reality?
Authors: Holmes Teresa , Cartwright Sue
Published: May 2006

There are many compelling social and economic reasons why managers and professionals may decide or be obliged to consider changing careers at mid life. While 30 years ago, only two out of every 100 executives were likely to make a radical career change, during the last decade, this figure has risen to 35 per cent. In reviewing the literature, examines the needs and motives for career change and the individual, organizational and wider societal factors likely to facilitate or impede that change. Reports on a continuing study comparing the experiences and characteristics of successful and unsuccessful mid‐career changers and suggests that personality differences may play an important role in determining outcomes.
The Challenge to Workplace Unionism in the Royal Mail
Authors: Darlington Ralph
Published: May 2006

While remaining in the public sector, the British Post Office has undergone massive changes in terms of its general orientation and structure over the last decade, with major implications for workplace management‐labour relations and shopfloor trade union organization. The most recent phase of restructuring within the core Royal Mail section of the Post Office has been accompanied by an assertive managerial strategy aimed at tackling the strong workplace union levels of control and autonomy that have developed in many city‐based sorting offices. Provides evidence from empirical case study research into one of the largest and most union‐militant Royal Mail sorting offices in the country based in central Liverpool. After outlining the strengths and weaknesses of workplace unionism during the mid‐1980s to the late 1980s, focuses on how the Liverpool UCW leadership have attempted to respond to Royal Mail′s 1992 restructuring initiative and HRM practices. Suggests that, notwithstanding new and complex dilemmas, workplace unionism within the Royal Mail remains relatively resilient.
Demographic Change and Female Employment: Lessons from Two British Cases
Authors: Lane Nikala
Published: May 2006

Increases in female employment in post‐war Britain are
characterized by the concentration of women in low‐paid and low status
occupations. Demographic change in the late 1980s and early 1990s could
have improved the employment status of women, with employers devising
“women friendly” initiatives to deal with the accompanying
predicted skill and labour shortages. Discusses research undertaken in
the late 1980s and early 1990s to examine the extent to which some of
the major employers of women (public and private sector) were responding
to the threat of demographic change. It was found that only a small
number of employers provided “women friendly” initiatives.
These initiatives, however, only eased access into the existing low‐paid
occupations in which women already predominated.
Recruitment Advertising: Discrimination on the Basis of Age
Authors: McGoldrick Ann E. , Arrowsmith James
Published: May 2006

Examines the attitudes of employers with regard to age
discrimination and the use of media advertising to infer age preference
without actually stating an age‐bar. Analyses how, through discrete
advertising in selected newspapers and journals, some employers are
still youth‐oriented and not taking into consideration that the older
end of the age spectrum can still offer commitment, attitudinal
maturity, and mentoring roles. Also discloses how the use of recruitment
agencies as a means for age discrimination/selection is the choice of
many organizations, so avoiding the business of selection until the
short‐list stage.
PERFORMANCE ASSESSMENT IN HIGHER EDUCATION LIBRARIES
Authors: Morgan Steve
Published: May 2006

Suggests that although much was written during the 1980s on
performance assessment in the public services sector, very little
was published about the performance assesment actually
taking place in higher education libraries with regard to reader
services. Reports on research which aims therefore, to
ascertain the commitment of institutions and their libraries to
performance assesment, the nature and extent of assessment
of three library reader services – document delivery, enquiry
services and education – and the dissemination of results
and ability to gauge satisfaction levels of library managers
with current assessment procedures. A postal survey was
carried out during the summer 1992. Results indicated that of
those surveyed around one in three libraries, 15 per cent
of libraries carried out no assessment of their reader services
and last only one‐third of library managers felt satisfied with
their performance assessment procedures.
APPLICATION OF JOHARI COMMUNICATION AWARENESS MODEL TO SPECIAL LlBRARIES MANAGEMENT
Authors: Afolabi Michael
Published: May 2006

The significance of communication with top
management and library users in the special library
environment is stressed. Describes JOHARI
Communication Awareness Model and discusses its
implications for improving communication in special
libraries. Concludes that improved communication
leads to the provision of better information services.
THE ORGANIZATIONAL CLIMATE OF UNIVERSITY
Authors: Srinath Manorama
Published: May 2006

Organizatons arc contrived systems of man, yet they
take a personality of their own. The uniqueness is due
to its climate which is the result of the interaction
among several variables. The characteristics of climate
are leadership style, communication pattern, decision
making, motivational forces, goal‐setting process, etc.
These organizational factors reflect the personality of
the organization and affect employees′ performance
and attitude. Hence the appropriate climate should be
identified which will help the librarian to run the
library effectively. Explains about the impact of these
variables on personnel management and provides
diagrammatic representation of a climate.
THE LIBRARY′S IMAGE: DOES YOUR LIBRARY HAVE YOU APPEAL?
Authors: Booth Jennifer
Published: May 2006

The image of the library in the public context is a
major barrier to library use. More attention needs to be
paid to the needs of disabled people and to making the
library a welcoming and comfortable environment.
Effective guiding and orientation should be provided
and there should be surveys of customer needs. Further
emphasis on you appeal can go a long, way to removing
the barriers to library use which undoubtedly exist.
DO YOU CARE FOR YOUR CUSTOMERS?
Authors: Vine Abigail
Published: May 2006

Categorizes barriers to effectivc library use as
psychological, practical or physical. Highlights
individual barriers including the image of the librarian
as perceived particularly by the working class,
inadequate use of library guides and information, the
introduction of online catalogues – viewed as an
added compilcation by many users, and library
provision for the disabled, for whom libraries present
physical barriers. Gives details of Wythenshawe Area
Libraries′ recognition of geographical placing as a
possible barrier to library use, and Derby Library′s
efforts to dispel a variety of misconceptions about
libraries which have arisen. Concludes that, to
minimize barriers to library use, libraries should adopt
flexible efficient management structurcs which put the
user first – an attitude of customer care producing a
service of potential benefit to all.
DO YOU COMMUNICATE?
Authors: Vanes Susan J.
Published: May 2006

Libraries play a vital part in the communication
network but there are a number of problems associated
with library use, including location, cataloguing
systems, absence of guiding, security systems, noise
level, information technology, poor decor, image and
staff attitudes. Concludes that more effective
communication is needed between libraries and users.
BARRIERS TO LIBRARY USE FOR ETHNIC MINORITIES
Authors: Thwaites Melanie E.
Published: May 2006

Begins by defining the term “ethnic minority group”.
Racism and bias in children′s literature are seen as a
major issue, with the lack of black studies′ non‐fiction
and Eurocentrism in existing history and science stock
being a key issue for some potential users. Sees the
absence of appropriate periodicals, music cassettes, film
videos and print material as a barrier to use,
particularly to speakers of lndian subcontinent
languages. The absence of multilingual guiding and
staff knowledgeable both in languages and race
relations is also seen as a factor affecting library use.
Discusses racist terminology in the subject catalogue,
and the special needs of Muslim women. Concludes
that although barriers do exist, there are many positive
initiatives under way to combat them successfully.
PRUNING, WEEDING AND GRAFTING: STRATEGIES FOR THE EFFECTIVE MANAGEMENT OF LIBRARY STOCK
Authors: Arfield John
Published: May 2006

Posits that the use of library space has become critical
in UK academic libraries. At Reading University
Library a working group analysed the nature and
extent of the problem and considered the parts to be
played in a solution by stock weeding, additional
accommodation, making better use of existing
accommodation and the use of non‐print media The
project demonstrated the need for involvement of a
wide range of library staff, good communications with
academic staff, the need for detailed information on
costs and on usage of stock. This will become
increasingly important as alternative means of
delivering information become more widely available.
DEVELOPING HMIC: THE HEALTHCARE MANAGEMENT INFORMATION CONSORTIUM
Authors: Haines Margaret P.J.
Published: May 2006

A Strategic plan developed by the King′s Fund Centre
Information Resources Department highlighted the
need to collaborate with other national health care
management libraries in order to, respond to the
pressure of an increased demand for services and to
undertake projects beyond the means of one institution.
Two partners were found and in 1992 the Healthcare
Management Information Consortium (HMIC) was
established. The other HMIC partners are the
Department of Health Library and the Information
Resource Centre of the Nuffield Institute for Health
Services Studies. The objectives are to ensure
comprehensive coverage of all non‐clinical subjects
relevant to the National Health Service among the
three constituent information centres, to facilitate the
most efficient use of infformation resources within these
centres, and to encourage the development of a
national healthcare information strategy which is
responsive to local and regional information needs.
After one year, HMIC has made some progress towards
these objectives but more time and financial resources
are needed for planning consortium activities.
TOTAL QUALITY MANAGEMENT IN THE UNIVERSITY LIBRARY
Authors: Butterwick Nigel B.
Published: May 2006

Total Quality Management (TQM) has been the focus
of much attention in management literature in recent
years. There has been a steady increase in the amount
of material dealing with its application to the service
sector but very little that relates to application of
TQM to libraries. Describes the introduction and
operation of a “Quallty Improvement Programme”,
based on the principles of TQM, within the Library at
the Queen′s University of Belfast. Focuses on the
management infrastructure which was put in place
prior to starting the programme off and on the change
in organizational culture being brought about by the
TQM process. Gives some examples of the benefit in
terms of outcomes which will improve services.
MANAGEMENT OF SCHOOL LIBRARIES IN GHANA: A CASE FOR NEW STANDARDS
Authors: Anaba Alemna A.
Published: May 2006

The issue of standards has always been uppermost in the
minds of librarians, and has also received considerable
professional attention. Examines the concept of standards for
school libraries in Ghana and their functional applicability.
Discusses the standards within the framework of stock;
selection; accomodation; financial support; furnishing;
services; competent staffing and inter‐library co‐operation.
This has been developed in the light of the needs of schools in
Ghana which are steadily realizing the importance of
libraries.
RESOURCE SHARING: PRESENT APPLICATIONS AND FUTURE POTENTIAL
Authors: Massam Diana
Published: May 2006

Reviews the development, activities and problems of resource
shaing in the United Kingdom. Emphasizes the need for
commitment from top management and adequate funding.
Examines the potential and difficulties of the Library and
Information Plans (LIPs). Strategic management and
evaluation of objectives are important if co‐operation is to be
carried out appropriately and beneficially.
THE DEMAND FOR QUALITY: THE PRESSURE FOR CHANGE ON OXFORDSHIRE′S DEPARTMENT OF LEISURE AND ARTS
Authors: Asser Michael
Published: May 2006

Oxfordshire County Council′s Department of Leisure and Arts
has been reorganized to achieve integrated local management
of library and information museums, archives, arts,
countryside and recreation based on five all‐purpose
geographical areas. The reorganization recognizes that the
common ground between services should be exploited, to
achieve good management hand in hand with quality
professional services. The structure has three main elements
strategic planning and policy making; customer services
(assesment of needs setting standards of provision and
performance and quality assurance) professional services.
These are held together in a matrix, in which professional
judgement is tested against management assesment of local
needs. The balance is achieved through the service and budget
planning process. Five area directors, with devolved budgets,
are responsible for the operation of all the Department′s
services. They are required to set and meet targets which
contribute to the overall aims and objectives. The
Countrywide Professional Service Teams identify key issues
and act as guardians of professional values. Individual staff
have work plans and are appraised on agreed criteria of
achievement. All of this ensures that the Department has clear
aims, objectives which are realistic, and targets against which
performance can be measured.
RESEARCH IN LIBRARY MANAGEMENT
Authors: Bakewell Ken
Published: May 2006

Points out that neither research nor the implementation of its
results need be expensive. Describes a “Research
Methodology” module at Liverpool John Moores University
and some of the topics investigated by students – the use of
a branch library in Liverpool; attitudes to fines in children′s
libraries; weekend opening hours at Liverpool John Moores
University Library; the usefulness of libraries to deaf people;
facilities for disabled children in Liverpool City Libraries the
use and effectiveness of Liverpool City Libraries Music
Department; and an update of the Cheshire Survey on
Runcorn Shopping City Library.
LIBRARY ENVIRONMENT AND LIBRARY USAGE
Authors: Clee Jan , Maguire Ruth
Published: May 2006

Describes an investigation aimed at establishing the
importance of the library environment in influencing the use
of the library and its facilities. The methodology consisted of
interviews with a senior member of the library staff and with
users; observation; and a Delphi study which involved
submitting; qestions on the future of libraries to a number of
experts. Comments were made on layout and guiding; the
system for borrowing and returning material; seating; heating;
lighting and noise level; colour scheme and ornamentation;
and suggestions for improvement. Shows that although
individual factors in the library environment do affect a user′s
perception, it is the total library envirnment that has the
greatest effect. Makes a number of suggestions for improving
the library environment.
PROVISION OF COMMUNITY INFORMATION IN PUBLIC LIBRARIES
Authors: Toop Stephen , Foreit Martin
Published: May 2006

Investigates the provision, dissemination and use of
community information in public libraries in five different
social areas by means of interviews with community librarians
and library users. Reveals that information from the
Department of Social Security was the most heavily used.
followed by bus timetables. People in the more affluent areas
tended to make more use of community information than
those in the poorer areas. The information could perhaps be
more effectively promoted and more outside groups could be
encouraged to use the libraries.
MOTIVATION OF LIBRARY STAFF
Authors: Bakewell Ken
Published: May 2006

Describes an investigation, by six former postgraduate students
of Information and Library Studies of the motivation of 30
professional library staff. The questionnaires, designed by the
students in consultation with lecturing staff and senior library
staff were completed by the students during interviews lasting
from ten minutes to two hours. Staff tended to be disatisfied
with pay and opportunities for promotion and would have
liked more training and better communications.
MOTIVATION AND PRODUCTIVITY IN ACADEMIC LIBRARIES: A CASE STUDY OF TRE ABUBAKAR TAFAWA BALEWA UNIVERSITY LIBRARY, BAUCHI, NIGERIA
Authors: Antwi I.K. , Bello M.A.
Published: May 2006

Briefly discusses the importance of motivation. Points out that
managers should take interest in motivating their workers for
this influences their performance and organizational
effectiveness. Gives a short review of the administrative
structure of the Abubakar Tafawa Balewa University Library,
Bauchi, Nigeria (ATBU). Presents empirical data, which were
gathered by means of a questionnaire relating to the
motivation and productivity of library assistants in ATBU.
Also gives several suggestions aimed at improving the
productivity of staff.
CREATIVITY: SNOWFLAKES AND CIRCLES IN INFORMATION MANAGEMENT
Authors: Burke Maria E.
Published: May 2006

Based on the premiss that, as technology gradually takes over most of the clerical functions of management, the one function which computers and automation may never replicate is the creativity of the human mind. Examines the implications of the management of creativity for information managers in the 1990s and beyond. This is achieved by the application of an American model of creativity to information work, the outline of a strategy concerning the introduction of creativity to the organization and finally a consideration of how creativity can enhance the decision‐making process.
CHALLENGE AND SUPPORT CONCEPTS AND THEIR APPLICATION TO LIBRARY MANAGEMENT
Authors: Afolabi Michael
Published: May 2006

Describes the concepts of challenge and support and applies
them to the management of libraries and information centres.
Contends that the environment of libraries and information
centres is characterized by challenging activities which
require high‐level cognitive and behavioural abilities and
positive effective attitudes. Because of the psycological
stress which the library and information centre professional
is likely to experience, supportive mechanisms should be
created to balance the stress resulting from the challenging
activities. When challenging library activities are balanced
by supportive mechanisms, the result is likely to be staff job
satisfaction, high morale, increased productivity, intellectual
and professional development staff.
WHEN BEING NICE IS NOT ENOUGH
Authors: Broughton Diane
Published: May 2006

Although library managers have acquired the conventional
management skills, they remain undervalued as a profession.
Using Drucker′s distinction between management
development and manager development, argues that manager
or self‐development is currently neglected in UK libraries,
but is a prerequisite of the new management culture.
Compares the position of library managers with that of
women in business and suggests specific areas of self‐development
training. Highlights the disparity between
leadership training within libraries in the UK and the USA.
Urges that only by focusing on self‐development will library
managers be able to release their full potential and shape
their environment.
LESSONS TO BE LEARNED: INFORMATION TECHNOLOGY TRAINING IN A DEVELOPING COUNTRY ACADEMIC LIBRARY
Authors: MacLeod Roderick A. , Chiware Elisha R.T.
Published: May 2006

Automation is pervading all areas of academic library work.
Librarians must be adequately trained in order to exploit the
new technology. The literature recognizes that there are
certain prerequisites for successful training. Libraries in
developing countries face additional problems in the area of
training for information technology. There are special
circumstances at the University of Botswana Library. The
University of Botswana Library automation training
programmes aim to tackle these special circumstances and
the problems unique to developing countries, and at the same
time fulfil the recognized conditions needed for successful
training. Gives a detailed outline of several University of
Botswana Library automation training programmes.
THE HlTCH‐HIKERS′ GUIDE TO THE ACADEMIC LIBRARY: THE DEVELOPMENT OF A SELF‐GUIDED TOUR AT LOUGHBOROUGH UNIVERSITY OF TECHNOLOGY
Authors: Eric Davies J.
Published: May 2006

Describes the development of a “novel” self‐guided tour
exercise for user orientation at the Pilkington library
Loughborough Universiy of Technology. Sketches the
background to the project and considers the factors leading to
a move away from “traditional” conducted library tours,
including their perceived lack of effectiveness, and resource
intensity at a time of pressure. Includes a consideration of the
impact of library organization on orientation and users
generally. Outlines the philosophical basis, and aims and
objectives of the Loughborough approach to orientation
before describing how the programme evolved in detail. This
comprises a self‐guided tour, supported by printed material
as its main component, together with a limited number of
individually tailored extended tours for users with
specialized needs. Describes the practical introduction of the
programme within the university, including publicity and
evaluation. Concludes with a description of the task force
involved in the project.
THE ROLE OF BUSINESS FACULTIES AT EASTERN EUROPEAN UNIVERSITIES AND LIBRARIANS: PROVIDING ASSISTACE TO INDIVIDUALS ASPIRING TO OWN AND OPERATE THEIR OWN BUSINESSES
Authors: Gavin Thomas A. , Prince William W. , Campbell Jane
Published: May 2006

Citizens of Eastern European countries need to acquire
knowledge on how to start and operate business if their
move to t a free‐market economy is to be successful. The
acquisition of such knowledge will come from putting at the
disposal of entrepreneurs a core business library and
assistance on how to utilize that library properly. Public
libraries are already in place. Among other things, the role of
the library is to serve the information and self‐improvement
needs of the public Those already working cannot be
expected to take time to go to universities for formal
business school programmes. However, they should be able
to seek out useful business information at public libraries as
part of their education about business techniques. An
examination of data from the National Hungarian Public
Library in Budapest indicatcs that there is a gap in the
business collection concerning information on how to start
and run a business. Business books and periodicals should be
added to all Eastern European libraries; initially the
collection should be more practical than theoretical
Universities should work with the public libraries to provide
basic instruction in business areas. The libraries can serve as
satellite instructional facilities where seminars and
workshops and ongoing reference assistance can be
provided.
THE PLANNING AND DESIGN OF CHILDREN′S LIBRARIES
Authors: Maxwell Elizabeth
Published: May 2006

Library provision for children in specially furnished areas of
the library began in the United Kingdom in the late 1890s
although this early provision was sketchy. Where they did
exist, children′s facilities were often provided in a separate
children′s room, often resembling a “cut‐down” adult library.
The advent of open‐plan libraries provided areas specially
designed and furnished for children of all ages. The influence
of Scandinavian and North American children′s library
design has been evident for some years. A library′s
appearance is now recognized as an important factor in
marketing services to children. Despite the problems caused
by old and unsuitable buildings, library staff often take
considerable care to provide a welcoming environment for
children. However, children′s work in the 1980s ad 1990s
has had to face cuts in expenditure, staffing levels, hours of
opening and in some cases compete with new “priority
areas” – services to ethnic minorities; housebound services;
business or community information. The children′s librarian
with a knowledge of children′s reading needs and library
design needs would seem to be a dying breed.
ESTABLISHING A SLIDE AND PHOTOGRAPH LIBRARY
Authors: Ashcroft Linda S.
Published: May 2006

A case study on the setting up of a slide and photograph
library within a fixed budget includes sections on the purpose
of the library, storage methods, classification, cataloguing
and operational details. Concludes that this successful
approach can be easily adapted for other situations and
suggests some variations. The value to managememt is
demonstrated by exploring tbe possibilities of working
within a fixed budget and by emphasizing the value of
centralization and the need for proper organization if a
collection is to be exploited effectively.
Leadership: The Swing of the Pendulum
Authors: Flanagan Hugh D. , Thompson David J.C.
Published: May 2006

Describes a distinctive model of managerial leadership which
proposes an integrated framework of ideas and skills of potential
application to any leadership situation – and has been devised
from literature sources and tested in a number of national and
international workshops. Discusses the concepts of transformational
leadership and transactional management. Relevant macro factors consist
of a number of components from which a range of capabilities, or skill
sets, may be derived. Concludes with an outline programme format which
suggests how these capabilities may be acquired and developed by
managers who aspire to leadership.
The Premack Principle: Professional Engineers
Authors: Makin Peter J. , Hoyle David J.
Published: May 2006

Describes the application of Organizational Behaviour Modification
(OBMod), and in particular the Premack Principle, to improving the
performance of a number of professional electrical engineers. The design
and implementation of the behavioural change scheme was undertaken by
the engineers′ manager who received approximately one day′s training in
the theory and practice of OBMod. Analysis of the behaviour of the
engineers revealed that, while they had the ability and resources
required to undertake their jobs effectively, their efforts were not
resulting in the desired performance. Analysis using the Premack
Principle revealed that much of their efforts were being directed
towards necessary, but not essential, aspects of their jobs. A scheme of
reinforcement was devised for each engineer, involving regular feedback
and praise from the manager. Results over a period of one year showed
the section moving from the bottom to the top of comparable sections
within the organization. Individual improvements in output ranged from
31 to 270 per cent while that for the section as a whole rose by 73 per
cent.
Cultural Values and Organizational Development: A
Seven‐country Study
Authors: Head Thomas C. , Sorensen Peter F.
Published: May 2006

Examines the impact of cultural values on the effectiveness and use
of 19 organization development interventions. Uses a qualitative, expert
consensus methodology to collect data from seven culturally diverse
countries: Taiwan, the United Kingdom, Bangladesh, Denmark, the People′s
Republic of China, Venezuela, and Japan. Results support the hypothesis
that the more congruent a culture is with the values of organization
development, the more interventions will have both greater use and
effectiveness. Suggests that specific cultural values, i.e.
masculine/feminine, appear to be closely linked to specific
interventions′ effectiveness.
Abusive Managerial Behaviour
Authors: Bassman Emily , London Manuel
Published: May 2006

Discusses abusive management – extreme behaviours that can
result in a subordinate or work group being plagued by uncertainty,
anxiety, and fear. Examines the prevalence of the problem and its
implications for management development, in terms of both the
development of abused employees and the control of the abuser. Describes
abusive behaviours, considers some likely antecedents of workplace
abuse, examines subordinates′ reactions to abuse, and suggests ways
organizations can diffuse or prevent these behaviours through management
development.
Self‐managed Work Teams: An Update
Authors: Kulisch Tony , Banner David K.
Published: May 2006

As self‐managed work teams become more popular and companies try to
take advantage of their apparent productivity improvements, it is
necessary to emphasize that there are some very exacting requirements if
they are to be successfully implemented. Points out major areas to be
addressed if organizations are to be successful with this new work
system. Offers some suggestions for successful implementation
strategies.
Training for the Three Key Challenges Encountered on All
International Assignments
Authors: Fontaine Gary
Published: May 2006

Identifies the three key challenges encountered on international
assignments; their impact on assignment adjustment performance and
satisfaction; the key skills required to deal effectively with the
challenges; and issues associated with training in these skills for
internationally assigned managers.
Management Education for International Joint Venture
Managers
Authors: Bailey Elaine K. , Shenkar Oded
Published: May 2006

Identifies critical elements of the contents for design of an
effective management education programme for international joint venture
managers.
A Person‐centred Approach to Dealing with Resistance to
Change
Authors: Coghlan David
Published: May 2006

Accepts that resistance to change by individuals in organizations
is a natural phenomenon and is an essential element in understanding any
change process. Holds that resistance has its origins in both the
personality and the individual′s interaction with the environment and is
a dynamic activity with both cognitive and emotional elements.
Understanding and dealing with individuals who are resisting change
requires that they be taken seriously, listened to and understood.
Discusses how the person‐centred approach of Carl Rogers, with its
philosophy and emphasis on individual self‐direction in a facilitative
climate, provides a valid and useful way for consultants to work with
clients in this context. Anything less than a person‐centred approach
leads to increased alienation and resistance.
Leading Technological Change
Authors: Brown Andrew D.
Published: May 2006

Argues that the effective management of technological change
requires transformational leadership, and that one of the principal
tools employed by the transformational leader is rites. Rites are
elaborate, dramatic, planned sets of activities that promote change in
individuals at both the psychological and the behavioural level.
Illustrates the various ways in which managers are able to facilitate
change through the use of social rites using data drawn from 12 detailed
case studies of Manufacturing Resource Planning II (MRP II)
implementations. While the focus of the article is primarily on
technological change, it is clear that the lessons drawn here are more
generally applicable.
Organizational Consultation: A Craft or a Profession?
Authors: Miller Eric
Published: May 2006

Describes a weekend workshop on contemporary organizational
consultancy, held in April 1992. Themes explored included types and
levels of consultation; styles of intervention; consultation as a
facilitation, as education, as a political process; changing needs of
organizational clients; and competences required of consultants.
Highlights the value of time spent in reflective thought rather than in
activity. Discusses how The Tavistock Institute in the UK has instituted
new courses and seminars designed to cater to practising organizational
consultants wanting to enhance their professionalism. Details the
content and aims of a new programme which runs from October 1993 to May
1995.
Consultancies: Agents of Organizational Development. Part I
Authors: Berry Anthony , Oakley Kate
Published: May 2006

In the UK, management consultancy is a £2 billion per annum
business sector. Major consultancy firms are global or European
enterprises which match and perhaps lead the emerging global or regional
nature of markets. Yet little is known about these agencies of change,
these intelligence networks which have come to play such a significant,
perhaps pivotal role in organizational and management development. Part
I of this two‐part article presents the role of management consultancy
in the context of a knowledge typology – and reports on some of
the findings of a preliminary research project.
Managing the Boss
Authors: Cooper Cary L. , Makin Peter , Cox Charles
Published: May 2006

Understanding how to manage the boss requires an awareness of the
different types of bosses, their personality and their management
styles. Describes six different types of manager: the bureaucrat, the
autocrat, the wheeler‐dealer, the laissez‐faire manager, the
reluctant manager, and the open manager. Suggestions are given, using
behaviour modification as a framework, as to how each of these can best
be influenced by a subordinate.
Creating Community: The Task of Leadership
Authors: Hay Julie
Published: May 2006

Suggests that transactional analysis provides useful models for
developing leadership styles. Uses concepts of ego states and assessing
quadrant to describe benefits and drawbacks of four key communication
channels and shows how they relate to leadership. Uses the same model to
explain stages of development of organizations and relates cultures at
different stages to leadership styles. Suggests organizations are
becoming communities and will need leadership styles to suit.
What Do OD Practitioners Know About Managing Change?
Authors: Warner Burke W. , Church Allan H. , Waclawski Janine
Published: May 2006

Suggests that change is inherent in contemporary organizational
experience, and its management is not only critical to organizational
success but it is also at the centre of the field of organization
development (OD). Describes the results of a survey of 357 OD
practitioners regarding their knowledge and understanding of important
aspects of organizational change. Based on a comparison of the survey
data collected with previous research, demonstrates that this group of
presumed “change experts” is, in fact, more knowledgeable in
most areas about the application and process of organizational change
than their managerial and executive counterparts. Presents further
analyses that serve to highlight different areas of knowledge and
application of change management techniques with respect to various
respondent characteristics, e.g. internal versus external status, number
of years of experience in the field, etc. Concludes with a call for
reflection regarding the results obtained and continued research in this
area.