bluuebunny/crossref_metadata_2025 huggingface dataset:
What’s so important about evaluation?
Authors: Jackson Maureen
Published: July 2002

Discusses the reasons why the HyLiFe project, which focussed on hybrid libraries, needed to be evaluated, and the ways in which the information gathered was used to solve problems and aid decision making. It reviews who should be involved in the evaluation process, what should be evaluated, the methods to be used, the findings of the process. Most of the difficulties throughout the evaluation concerned people, not technology.
Copy cataloguers and their changing roles at the Ohio State University Library: a case study
Authors: El‐Sherbini Magda
Published: July 2002

The Ohio State University Libraries began the process of restructuring the Technical Services Department in early 1995. Changes that were introduced as a result of this process had a profound effect on the roles of professional and para‐professional staff in the organisation. The author of this paper will outline the process of revamping the organisational structure of a large department in an academic library and will discuss the impact it had on the traditional roles assigned to librarians and staff in such a setting. The study will concentrate on copy cataloguers and their changing role in Technical Services.
Means and ends in UK public libraries: a summary of the LISU Public Library Materials Fund and Budget Survey
Authors: Maynard Sally , Eric Davies J.
Published: July 2002

Indicates the state of public library materials funds and budgets 1998/99 to estimates for 2000/01, based on a response rate of 91 per cent of UK local authorities. Provides detailed tables which indicate that the position is neutral. Overall total library expenditure increased in line with general inflation which kept pace with book, but not periodical, price increases. There was a decrease of 2.5 per cent in total materials expenditure, but audio‐visual expenditure grew. Staff numbers reduced mainly affecting non‐professional staff.
Developments in academic library consortia from the 1960s through to 2000: a review of the literature
Authors: Baathuli Nfila Reason , Darko‐Ampem Kwasi
Published: July 2002

Traces the term “library consortium” as a form of co‐operation among libraries. Focuses on reasons for forming consortia and types, ranging from highly decentralised to highly centralised. Literature on consortia is mostly reported in four sources. Highlights the formation of the International Association of Library Consortia in 1997. The current trend is one of sharing integrated library systems and computer databases, collection development, purchasing of electronic journals, and staff development. What has been achieved is the provision of resources to patrons that did not have them before the consortia, as well as increased levels of services and convenience of patrons. By libraries banding together, cost savings come through reduced cost per unit as the group of libraries in the consortium shares the expenditure.
Management musings 7: no‐one will tell bosses what they are like
Authors: Line Maurice B.
Published: July 2002

Discusses the relationship between managers and their staff, focussing on the way in which the staff perceive their manager’s style. Stresses the need to know staff as people.
It ain’t broke … the fixing’s gone
Authors: McConnell Frank
Published: July 2002

Contextualizes the issues addressed in the “Fossilize or fly” conference hosted by Kent Arts and Libraries and reports on the message delivered by individual speakers and delegates. Relates the conference concerns, whether theoretical or practical, to the core objectives of change management in the public library sector.
How recent developments in university libraries affect research
Authors: Erens Bob
Published: July 2002

Summarizes the results of a 1995 survey of over 2,000 UK academics. The main objective was to look at how well university libraries meet research needs and at the possible consequences for research of recent library developments. The results suggest that library collections are perceived by their users to be deteriorating, gaining access to important journals is becoming increasingly difficult and, as a result, satisfaction with libraries is declining. Academics are relying more now on inter‐library loan and on purchasing their own materials. The growing use of electronic services has, to some extent, mitigated the potentially detrimental effects for research of deteriorating collections. Electronic services permit easier access to a wide range of information, a view which has led to increasing satisfaction with library services over time. However, views vary by university and by discipline, and it appears that a significant minority of academics (perhaps as many as one in four) believe that recent research has suffered.
Some thoughts on the access v. holdings debate
Authors: Blagden John
Published: July 2002

Questions whether there is an overall trend towards access rather than local holdings, using a number of SCONUL statistics to support the conclusion reached. Briefly reviews an experiment conducted at Cranfield University in which all printed journal subscriptions were cancelled and enhanced access was provided via the UnCover service. An increase of 166 per cent in interlibrary loans was recorded, resulting in an increase of 30 per cent in total costs, after the savings on journals were taken into account.
Information professionals, CPD and transferable skills
Authors: Farmer Jane , Campbell Fiona
Published: July 2002

Argues that the workplace of today is in a state of perpetual change and that individuals across the professions are faced with economic cutbacks, managerial reorganization and staff downsizing. In order to cope with/adapt to these changes, professionals have been forced to consider the issue of continuing professional development (CPD). Reports on a questionnaire survey sent out UK‐wide to 175 information professionals in the health and energy/oil sectors. The survey was designed to gain a flavour of these professionals’ attitudes to CPD and to identify their transferable skills. Addresses the problems of a changing workplace, the difficulties attached to career progression for information professionals and the growing need for CPD.
Internet‐accessed CAS at the Rodgers Library: a pilot programme
Authors: Gessesse Kebede
Published: July 2002

The provision of current awareness to a community of customers is generally accepted as highly desirable. The service becomes even more valuable when it includes journals held within the customers’ own library. Describes a pilot programme conducted at the Rodgers Library for Science and Engineering at the University of Alabama, September 1995 to May 1996. An electronically‐accessed table of contents service was distributed to a group of faculty members in the Department of Chemistry. ContentsFirst database from OCLC was electronically accessed and delivered directly to the E‐mail address of target users. The objective was to examine how useful an electronic‐based current awareness service would be to faculty users and how the service might enhance the library’s overall role in facilitating the communication of information among researchers. The survey evaluation conducted at the end indicated that provision of table of contents electronically was a highly valuable library service.
Preservation needs assessment in libraries and archives: piecing together the national jigsaw
Authors: Eden Paul , Bell Nancy , Dungworth Naomi , Matthews Graham
Published: July 2002

Reports a British Library Research and Innovation Centre funded research project which aims to develop a method for assessing preservation needs in UK libraries and archives, and to develop the method in such a way as to facilitate an assessment of national preservation needs and priorities. Discusses what is meant by a preservation needs assessment, provides an overview of recent and ongoing preservation surveys and presents preliminary findings relating to key practical issues. Highlights the primary importance of good preparation and planning, the need to concentrate on “asking the right questions” to meet stated aims and objectives and the need to ensure that the assessment is not planned and carried out in isolation. The development of a national preservation needs assessment ‐ fundamental to the development of a UK national preservation strategy ‐ is considered in the light of these findings.
Current document delivery practices in UK academic libraries
Authors: Morris Anne , Blagg Emma
Published: July 2002

This paper describes the results of a survey conducted by the eLib project FIDDO (Focused Investigation of Document Delivery Options), of Inter‐Library Loan (ILL) and document delivery practices in UK HE libraries. It examines library holdings, access to document delivery services, and the quality and use of such services.
Czech libraries half way towards transformation
Authors: Burgetová Jarmila
Published: July 2002

Czech librianship finds itself at the half way point in an overall transformation. Describes the positive and negative sides of the developments during the last six years, and indicates the direction of libraries including existing problems and obstacles. A functioning infrastructure, materials and a technological base are essential for the full implementation of the role of libraries in society.
A niceness of librarians: attitudinal barriers to career progression
Authors: McDermott Elizabeth
Published: July 2002

This is the second of two consecutive articles taken largely from a PhD thesis. As much as possible it uses the words of the women themselves. It reports respondents’ attitudes and perceptions concerning working behaviour among a sample of UK women.
Impact of information on decision making in government departments
Authors: Winterman Vivienne , Smith Christine , Abell Angela
Published: July 2002

This study is a snapshot of the information inputs into decisions considered by a small sample of “decision makers” at the beginning of 1996. Each respondent was asked to focus on one decision only and there were no follow‐up interviews to investigate why particular routes to obtain information were taken. Within these limitations the study did highlight the fundamental role of information within the government departments studied, and the diversity of information‐seeking behaviour in a sector where decision making is a consultative process, where the decisions themselves can be extremely complex and take account of many influences, and where the decision makers tend to be experienced information users.
Maurice’s management maxims
Authors: Line Maurice B.
Published: July 2002

Brings together the management maxims of Maurice Line, which offer words of wisdom for managers.
Developing a method for assessing preservation needs in libraries
Authors: Eden Paul , Bell Nancy , Dungworth Naomi , Matthews Graham
Published: July 2002

Describes the development and testing of a standard assessment method for the preservation needs of paper‐based and photographic materials (including microforms) in libraries, which will facilitate an assessment of national preservation needs and priorities. After outlining how the research was carried out, it briefly describes the assessment method which was finally developed; explains why a sample‐based approach was adopted and how libraries should choose their samples; discusses the core preservation management issues identified during the earlier part of the research and shows how a set of questions relating to these issues was developed for inclusion in the method.
Selected indicators of the range and use of printed resources in Polish academic libraries
Authors: Górny Miroslaw , Jazdon Artur , Nowak Piotr
Published: July 2002

Reports the results of a survey rating the amount and degree of the utilisation of printed materials in Polish academic libraries. The results which are presented by type (for example chemical, biological, technical libraries etc.) as well as by function (research libraries and libraries of educational institutions), concern the number of materials, including both books and periodicals. The authors include the amount of material in English as well as in other foreign languages. Figures illustrating the annual increase of these materials are also included. In addition, the article offers data which cover a number of issues, including the range of materials which were ordered at the request of users, the time of cataloguing, the number of loans, the number of unfilled orders, the extent of the utilisation of the collections, the number of interlibrary loans, as well as the relegation of outdated materials. Finally, the survey reveals information on the number of libraries which research into user needs, the number of libraries which are open on Saturdays and Sundays, and the number of libraries which provide special services such as weekend loans.
Rethinking the union membership/job satisfaction relationship
Authors: Renaud Stephane
Published: July 2002

This paper examines differences in the level of job satisfaction reported by union workers and non‐union employees. There is a strong belief in the literature that union status reduces job satisfaction. Based on different national probability samples, previous studies have generally failed to adequately control for differences in working conditions between the two sectors while studying the impacts of unions on job satisfaction. Union workers generally have a poorer working environment. The negative relationship reported between union status and job satisfaction might only reflect this differential if differences in working conditions are not taken into account. Using a large representative sample of 3,352 workers from the Canadian General Social Survey of 1989, this study replicates previous econometric specifications. The results of ordered‐probit regression show a negative relationship between union status and job satisfaction, but as expected, this relationship disappears when an adequate control for differences in working conditions is applied. It is concluded that union status is not negatively associated with job satisfaction in Canada.
Internal Labour Markets and Employment Systems
Authors: Turner Thomas
Published: July 2002

There has been a historical shift in the employment relationship for
many employees which is marked by an increasing insulation from the
external market and the development of internal labour markets (ILM).
Focuses on two important aspects which are indicative of an ILM, the
mobility of labour within firms and the internal pricing of labour (use
of standard wages for all employees). A number of salient factors are
identified which relate to the presence or absence of ILMs, structural
factors (industry type, size), unionization, and strategic HRM
influences. These are tested using a survey of public and private sector
companies in Ireland. Union recognition and a developed personnel
function are found to be positively associated with mobility and the use
of standard wages for manual workers. This relationship is even more
pronounced when only small union and non‐union firms are considered.
Training down under: An Overview of the Australian Experience
Authors: Baker Meredith
Published: July 2002

Examines the extent and coverage of private‐sector training in Australia
and offers an overview of recent Australian Government initiatives in
vocational education and training. Argues that Australia′s system of
industrial relations diminishes the potential for training at the
workplace but suggests that recent changes in institutional arrangements
may mitigate this. Indicates that the introduction of a compulsory
uniform training levy has not been very successful.
Technological change and productivity in the UK food, drink and
tobacco industries
Authors: Suer Banu
Published: July 2002

Analyses the production function of the UK manufacturing industries
by estimating a translog cost function for the period 1955‐1981. Aims to
estimate technical change parametrically. Among the conclusions arising
from this estimate are: that indications are that technological change
is input biased in the food, drink and tobacco industries; and that
these industries seem to have experienced deterioration in scale
economies during the 1970s. Also finds that energy and capital inputs
are complementary. This supports the argument that reductions in energy
price will be accompanied by higher levels of investment.
Dispute resolution in Britain: contemporary trends
Authors: Singh Ramsumair
Published: July 2002

Examines dispute resolution in Britain and in particular,
third‐party intervention, notably conciliation, mediation and
arbitration as provided by the Advisory, Conciliation and Arbitration
Service (ACAS). Examines the role of industrial tribunals and makes a
comparison with arbitration. Draws attention to recent trends in dispute
resolution in Britain and in particular the rise in individual
conciliation cases as British workers exercise their new found rights
under European Union (EU) law. Comments on possible reforms to the
system of dispute resolution in Britain.
The determinants of income for employed indigenous Australians
Authors: Daly Anne
Published: July 2002

Considers the determinants of income for employed indigenous
Australians compared with other Australians. Applies ordinary least
squares (OLS) regression techniques to 1991 census data to consider the
question: does the lower income of these indigenous people compared with
other Australians reflect differences in their factor endowments or
differences in the rewards they receive for a given set of endowments?
Claims the results show that the main source of lower incomes for
indigenous Australians was their smaller endowment of human capital.
The sectoral approach to the assessment of skill needs and training requirements
Authors: Castley R.J.Q.
Published: July 2002

The current disillusionment with the conventional manpower planning approach has forced labour economists to seek other methods of assessing skill needs and training requirements. Recommends a more pragmatic approach in the form of sectoral studies, based on key sectors of the economy. Describes in detail the “sectoral” approach whereby important skill shortages can be identified, the causes investigated and appropriate policy measures prescribed. Where the cause is seen to be one of insufficient training, the manpower planner is encouraged to assess the modes and cost of training. Overall, argues that the sectoral approach is preferable to nationwide manpower plans, on the grounds that the former are limited in scope (and therefore in the cost and input required) and concentrate on “key skill” shortages (rather than a wide range). Analyses the reasons for shortages and identifies training priorities (instead of nationwide needs).
Managing workforce diversity: a critique and example from South Africa
Authors: Human Linda
Published: July 2002

Managing diversity, multiculturalism, affirmative action and equal employment opportunity are words in common currency in a newly democratic South Africa as they are in most democratic countries of the world. However, in South Africa, as elsewhere in the world, these concepts are frequently confused, often misunderstood and, in some instances, form the theoretical backdrop to practical programmes of dubious efficacy at best and which may be counterproductive at worst. Distinguishes between these concepts. Concentrates on managing diversity and how this process is often hampered by an over‐emphasis on “national culture” at the expense of broader individual identity and power relations. Analyses how power relations impact on perceptions of “culture”, and ultimately on the motivation, performance and development of “historically disadvantaged” employees. Describes how this framework of understanding has informed the development of a managing diversity skills training workshop which has been run successfully in corporate and not‐for‐profit organizations alike.
Using Caliper to predict performance of salespeople
Authors: Kangis Peter , Lago Howard
Published: July 2002

Reports that concern with selection of high‐performing salespeople has a long pedigree, but the results of research have not been encouraging. Test one composite instrument, the Caliper Profile, on a sample of 90 salespeople employed by a company in the financial services sector. After comparing the predictions of the instrument against the records, it was concluded that there was some consistency between how line managers in that company appraised the sample and the Caliper predictions. There was, however, little relationship between the salespeople quantified performance against agreed sales targets and the predictions of that instrument. Thus Caliper predicted better the managers’ assessment of overall performance. Advances a number of methodological considerations are advanced with a view to exploring the subject further.
Satisfaction with job security as a predictor of organizational commitment and job performance in a multicultural environment
Authors: Yousef Darwish A.
Published: July 2002

The study explores the role of satisfaction with job security in predicting organizational commitment and job performance in a multicultural non‐Western environment. It also examines factors contributing to the variations in satisfaction with job security among employees. Results indicate that satisfaction with job security is positively correlated with both organizational commitment and job performance. Furthermore, employees’ age, educational level, job level, monthly income, marital status, tenure in present job, tenure in present organization and an organization’s activity contribute significantly to the variations in satisfaction with job security among employees. Finally, the relationship between satisfaction with job security, and both organizational commitment and job performance vary across national cultures.
“Freedom of choice” and “flexibility” in the retail sector?
Authors: McLaughlin Colum , Rasmussen Erling
Published: July 2002

The Employment Contracts Act 1991 radically transformed the system of employment relations in New Zealand. Proponents of the Act claim that it gives employers and employees “freedom of choice” and the ability to arrive at “flexible” working arrangements which are mutually beneficial. But how much “freedom of choice” do employees in the secondary labour market have, and to what extent are the “flexible” agreements mutually beneficial? This paper reports on research carried out in the retail sector. It finds that retail workers have little freedom of choice, and flexibility is all one way. The paper also raises questions about research in the secondary labour market. Given the concerns of so many about issues of equity under the Employment Contracts Act, why has there been so little research in this area?
Self‐organizing groups: conditions and constraints in a sociotechnical perspective
Authors: van der Zwaan Ad H. , Molleman Eric
Published: July 2002

An increased level of self‐organization, particularly in autonomous work teams, is widely believed to be a necessary part of a successful firm and a factor in many modern restructuring initiatives. This article investigates the limitations of self‐organized groups and surveys these limitations from two important perspectives: (1) limits that are inherent to the production structure and equipment, and (2) limits that relate to the firm’s workforce. With respect to the first issue, the predictability of markets and the standardization of production situations provide strong reasons for limiting the opportunities for self‐organization. In terms of a firm’s workforce, problems such as learning capability, motivation, identity, ambition, and prestige must be taken into account before introducing self‐organizational practices. Additionally, the delegation of authority, the resulting redundancy of middle managers and the relevant compensation for the workers concerned must also be considered. In conclusion, self‐organizing teams relate to many constraints, all of which should be considered before putting these teams into practice.
On gender differences in wages in Switzerland
Authors: Ferro Luzzi Giovanni , Silber Jacques
Published: July 2002

In this paper, we devise a new methodology to analyse the gender differences in wage inequality. We first examine some traditional wage decomposition based on the means of wages, and then show how this approach can be extended to the whole distribution by using a simple measure of inequality, that is the variance of the logarithm of wages. We then apply this method to Swiss data for the years 1991 and 1995. It appears that the greatest contribution to gender wage inequality differences in Switzerland is due to differences in the distributions of unobservable characteristics, while human capital tends to compensate slightly for this effect.
The impact of family structure on time use and potential wage in Switzerland
Authors: Bauer Tobias
Published: July 2002

Using the data of the Swiss Labour Force Survey for 1995, this paper examines the interrelations between family situation, time use and potential wage with descriptive regression equations. The resulting estimated coefficients are used to stimulate stylised biographies which illustrate the large gender‐specific differences in the impact of the family situation. With the help of these simulations, the economic consequences of family/work decisions can be concentrated in opportunity costs over the whole active life. Compared with a single woman, a married woman with two children suffers a total loss of labour market income of about 1.9 million francs. The comparison with similar studies for other countries suggests that the consequences of family decisions for women in Switzerland are especially great.
Search methods and transitions into employment and inactivity
Authors: Urwin Peter , Shackleton J.R.
Published: July 2002

This paper sets out to evaluate the effect of search method employed (broadly defined here as formal or informal) on the probability that an individual will move out of unemployment into either employment or inactivity. We take advantage of the longitudinal element contained within the Labour Force Survey and link 794 individual records through five quarters. The sample contains all those who are unemployed in Spring 1996 and records their labour market status for the four quarters ending in Spring 1997. Given that this element of the LFS is only just beginning to be used, we attempt to evaluate its usefulness for the estimation of a discrete time‐competing risks model. We do find an effect of search method employed in the final specification and the sign on the coefficient rejects our belief that those using informal search methods may do so in order to signal their higher levels of productivity. Instead we are led to conclude that those using informal search methods may do so because of a lack of skills needed to use more formal channels.
Work goals in a country in transition: a case study of Mongolian managers
Authors: Pearson Cecil A.L. , Chatterjee Samir R.
Published: July 2002

This study reports the changing perceptions of work goals in a transitional society. Mongolia embraced market ideology in the decade of the 1990s after 70 years as a centrally planned economic system. This study of 208 managers points to interesting directions for many similar countries in central Asia undertaking deliberate and wide‐ranging changes. This paper departs from the traditional research approach in terms of its context specificity and in the recognition that no study of this nature has been previously undertaken.
Matching the demand for and supply of IT professionals: towards a learning organization
Authors: Stam Mark , Molleman Eric
Published: July 2002

This article presents a study among information technology (IT) companies and young IT professionals, which demonstrates the central role of career development and strategic training policies in improving the match between demand for and supply of IT professionals. These policies seem to be able to support both the changing demands for qualifications of IT professionals and the growth needs of these specialists. The changing demands concern, amongst others, the ability to deal with information technology, business processes and business strategy issues in an integral way. Actually, however, most IT companies mainly focus on solving, in the short term, their demand for human resources in a quantitative sense. It is argued that addressing the qualitative problem by means of a strategic training policy, will, in the long term, also solve the quantitative side of the match. This training policy, which stresses the learning processes of young IT professionals and “learning from each other”, is related to the concept of the “learning organization”.
Employee characteristics associated with the provision of work‐family policies and programs
Authors: Anne Bardoel E. , Moss Simon A. , Smyrnios Kosmas , Tharenou Phyllis
Published: July 2002

Are organizations responding to significant changes in Australian labour force demographics by providing more family‐friendly programs? This article explores whether or not variations across companies in the implementation of work‐family programs and policies relate to demands of key constituent groups. Findings of the present evaluation indicate that certain employee demographic factors, particularly employees with dependents, women, union members, and long‐serving employees are more likely to predispose an organization to offer work‐family benefits. Employers need to be able to characterise the demographics of their workforce to plan the type of policies and programs that might be most suitable and contribute to productivity outcomes.
Leadership: a critical construction
Authors: Berry Anthony J. , Cartwright Susan
Published: July 2002

The study of leadership or leader behaviour and the formation of leaders is a constant fascination and part of the agenda of this journal. This article sets out to argue for a richer framing of these studies to include society and organisations as well as psychology and personality. Reviews the way in which corporate leadership is caught up in wider societal understandings and suggests that the narrow goal of the principal and agent model is unsustainable. From the admission of the idea of institutionalisation of leaders, argues that it would be necessary to extend the study field to include social theory as well as critical social theory as this latter illuminates the way things are taken to be. The knowledge of leader formation has been shown to be limited and it is argued for a multidisciplinary extension to formation studies that contextualises leadership formation in social and organisational processes.
What client employees say about consultants
Authors: Smith Martin E.
Published: July 2002

Presents research on the contributions of consultants to organizational change. Respondents to a multi‐company survey were asked to describe specific change projects. A total of 107 respondents said that consultants had supported the change effort. These respondents were asked: “What value did the consultant contribute to the change effort?”, “In what ways could the consultant have been more effective in supporting the change effort?” Responses were sorted into categories: one set for contributions and a second set for improvements. The categorization led to suggestions to clarify expectations, involve stakeholders, promote communication between project staff and stakeholders, institute a change management process, and encourage the evaluation of consultant performance and feedback to consultants.
Downsizing in the Internet industry: the Hong Kong experience
Authors: Chu Priscilla , Ip Olivia
Published: July 2002

Since June 2000, dot.com companies in Hong Kong have followed the same pattern of downsizing as their counterparts in the West. Explores the downsizing phenomenon in the Internet industry, the employees’ views on the experience of downsizing in the industry, their job orientation and work expectations. Questionnaires were distributed with the endorsement of an employees’ association to its members. Three sets of interviews were conducted to obtain background information on the labour department, the Internet industry and association, and the respondents’ views. The major findings include that the employees of this industry have high educational levels, are young in age and worked long hours. Those who have experienced downsizing and closure tend to feel the injustice of the practice regardless of the compensation provided. For job orientation and work expectations, the majority of respondents tend to feel that the industry offers good prospects and promotion opportunities, but, on the other hand, they tend not to be satisfied with their present working environment. Female respondents tend to look for intrinsic rewards and they are more likely to be the target for downsizing.
Success in New Product Development: The Lessons from the
Past
Authors: Barclay Ian , Benson Mark
Published: July 2002

The major research studies into success and failure in new product
development that have been conducted over the last 40 years are
reviewed. These have provided consistent evidence, especially in the
management of the development process, of attributes associated with
success. It is shown that most of the studies have produced results that
are not in a form for easy application by practitioners. A methodology
as to how the past lessons may be applied practically is proposed.
Stimulating Positive Cultures: The Concorde Informatics
Case
Authors: Hayes Nicky , Lemon Nigel
Published: July 2002

This case study reports on an intervention in a small but rapidly
growing computer company, designed to identify potential problems in
human resource management, and to sensitise the directors to the need to
promote the eventual development of a positive and identifiable company
culture. Four major areas of company practice were identified as
potentially problematic communication administrative practices the
company image and working relationships Recommendations were developed
with the effective promotion of a positive company culture in mind. It
is concluded that such intervention may be highly effective in cases
where the management of a company holds a positive orientation towards
the such issues.
Maverick!
Authors: Lloyd Bruce
Published: July 2002

Ricardo Semler discusses with Bruce Lloyd the way he has turned
conventional business rules upside down. His ideas, and the operating
performance of his family‐owned company which makes pumps, valves and
other industrial equipment, are described in detail in his best‐selling
book, Maverick!
Managing Organizational Change through Teams and Groups
Authors: Coghlan David
Published: July 2002

Points out that a significant element of an individual′s life is through
groups and that there are many different aspects of groups in
organizational life. Holds that the informal influence a group exerts on
individual members through socialization, enforcement of norms and
development of culture is powerful in how individuals respond to
organizational change. Argues that teambuilding is critical to forming
group responses to change issues, whether through the formal teams or
through temporary task forces and committees.
When Does Behaviour Modification Prevent Accidents?
Authors: Saari Jorma
Published: July 2002

The reinforcement of safe behaviour by positive feedback, in other words
behaviour modification (B. Mod.), is one of the most successful safety
innovations achieved during the past 20 years. A literature review of 24
empirical studies noted that every study had produced a change in work
behaviour. According to the authors: “Few literature reviews find such
consistent results”. The effect on accidents is explained by stating that
unsafe acts are modified through feedback to safe acts. The studies
demonstrate that the effect on injuries is sometimes much greater than
could be expected from the behavioural change. This might be because the
target behaviours to be modified are properly chosen to represent
critical behaviours that everyone involved wanted to change. A positive
change encourages people to try to solve other problems as well, and
this gradually leads to overall improvements. A B.Mod. programme can act
as an initiator of a cultural change leading to sustainable effects
within the organization.
Overcoming Dependence with Contingency Contracting
Authors: Cox Charles , Makin Peter
Published: July 2002

There is a discernible trend for organizations to be moving away from
directive and authoritarian management styles, towards a more
participative approach, which involves subordinates in taking more
responsibility. This is linked to a move from bureaucratic role cultures
to a more integrated style of organization. This poses the problem of
how to move the individual from the dependence engendered by
authoritarian systems to a relationship, between managers and
subordinates, which is characterized by interdependence, a move which is
very difficult to make. Transitional contingency contracting, a
technique which gradually transfers control from the manager to the
subordinate, is suggested as a process which can develop
interdependence, while reducing the risk of becoming stuck in mutual
dependence or generating rebellion (or counter dependence).
Transactional, Charismatic and Transformational Leadership:
Authors: Popper Micha , Zakkai Eliav
Published: July 2002

Leadership literature in the past decade has drawn a sharp distinction
between three types of leadership: transactional, charismatic and
transformational. The leadership literature has dealt extensively with
the sources and aspects of these leadership patterns, particularly in
the context of “the leader and his people”, emphasizing transactional
leadership as expressed in the contingency models developed mostly in
the 1960s and 1970s. Offers a more comprehensive view and examines the
probability of the various leadership patterns emerging in organizations
from the point of view of the conditions prevailing in the organization
and their psychological implications. Indicates the need to expand the
paradigms developed concerning leadership in organizations. Presents the
meanings of these arguments.
Spanning Traditional Boundaries:
Authors: Berry Anthony J.
Published: July 2002

In management texts, management and control of operations is handled through the establishment of models and budgets of various kinds. Takes a broader view of operations. Follows this by consideration of modes of control for networks. Then considers financial control and clan control issues in embedded networks or chains of operations. In the first section develops some of the characteristics of the embedded firm. Follows this by a discussion of the problem of control in and out of chains of embedded firms. Examines the issues for financial control. Finally explores the social and organizational processes within and between partners in such chains.
Creating an Organizational Network out of the Ashes of Despair
Authors: Boyle Emily
Published: July 2002

When DAF BV collapsed in February 1993 the Continental operations were
saved by the Belgian and Dutch governments. However, in Britain the
receivers were called in to Leyland DAF. They, along with the former
Leyland DAF head of manufacturing, decided to salvage as much as
possible of the company through the creation of an organizational
network. Two essential roles that need to be carried out to establish an
organizational network successfully are that of the architect and that
of the lead operator. Analyses the way in which these two roles were
carried out in the creation of the Leyland DAF network which not only
encompasses the major former Leyland DAF plant in Britain but also the
newly established concern, DAF Trucks, on the Continent.
Crisis Management in International Business
Authors: Darling John R.
Published: July 2002

Firms involved in international business are affected by many crisis and
crisis‐like events not generally associated with normal operations.
Crisis management provides a business firm with a systematic, orderly
response to crisis situations. Many crises can be prevented – or at
least coped with more effectively – through early detection. The real
challenge is not just to recognize crises, but to recognize them in a
timely fashion and with a will to address the issues they represent. A
crisis in an international business firm can consist of as many as four
different and distinct phases: prodromal crisis stage, acute crisis
stage, chronic crisis stage and crisis resolution stage. Recognizing
these phases, and dealing with them effectively, gives the business
manager an important edge in addressing issues of importance to the
organization.
Leadership for the new millennium
Authors: Lloyd Bruce
Published: July 2002

Robert Theobald and Bruce Lloyd discuss the need to rethink our
social structures, priorities and what we mean by leadership. Presents
the challenges facing the world, but especially for politicians and
those involved in international agencies, in the millennium ahead.
Leadership, personal traits and job characteristics in R&D
organizations: a Taiwanese case
Authors: Yeh Quey‐Jen
Published: July 2002

Explores how leadership affects the job characteristics of R&D
professionals in Taiwan by incorporating personal traits as the
covariables. Defines leadership as the interaction of the directive and
supportive styles, with directive emphasizing actions for getting the
jobs done, and supportive focusing on doing favours for enhancing
creativity. Data were collected from three major types of R&D
organization – the government, the private, and the military, in
Taiwan. The consistently overall effect of the supportive leadership on
the job characteristics model across different types of organization in
the test is evidence of the importance of the supervisory role in
enriching the R&D jobs. Interprets differences between organizations
in terms of their backgrounds and management practices. Discusses the
implications of the findings for strengthening the effectiveness of
leadership in managing R&D professionals. Though the study was based
on R&D professionals in Taiwan, the conclusions should offer a
perspective for their counterparts in an industrialized country.
The learning organization: some reflections on organizational renewal
Authors: Hitt William D.
Published: July 2002

A learning organization has been defined as one in which the
members continually acquire, share, and use new knowledge to adapt to an
ever‐changing environment. By incorporating Peter Senge′s principles
from The Fifth Discipline within the McKinsey 7‐S framework,
presents a systems model of a learning organization. The addition of one
“S” yields a model and this systems model is an assemblage
of “best practices” in organizational effectiveness. The
implementation of these best practices can help transform a traditional
organization into a learning organization.
Mortality and leadership succession: a case study
Authors: Santora Joseph C. , Sarros James C.
Published: July 2002

Examines the issue of leadership succession in a non‐profit
organization founded 24 years ago by a charismatic leader. Based on a
study of organizational leadership, a model of succession was developed.
Discusses the selection process based on factors such as longevity,
specialized competences and loyalty. Considers implications for
leadership.
Organization citizenship behaviour: an examination of the influence of the workplace
Authors: Turnipseed David
Published: July 2002

Observes that a recent focus of organization behaviour and management theory has been on desirable, yet informal organization behaviours. Explains that this behaviour is called organization citizenship, or the “good soldier syndrome” and, although the definition of organization citizenship is debated, most definitions of being a “good soldier” include prosocial behaviours, helping others, innovating, volunteering and the lack of undesirable behaviour. Seeks to advance the theory of organizational citizenship by examining the relationship between organization citizenship and the environment in which that citizenship behaviour is manifested: the research issue is ‐ are people who perceive their work environments positively good citizens, or is good citizenship an individual phenomenon, which will be present in any work environment?
Role sets and organization structure
Authors: Bassett Glenn , Carr Adrian
Published: July 2002

Suggests that theories of organization structure since mid‐century have been dominated by a systems view that emphasizes macro‐economics. The potential for further contribution to theory at that level appears sharply limited. Role analysis and the theory of organization as interaction of internal and external roles offers opportunity for expanded depth of theoretical development in the domain of organization structure. Limited application of role analysis at the level of leadership that has progressed must now be carried down into the organization and over into the operating environment, to permit the established disciplines of individual differences, social psychology and psychodynamics to lead in revitalizing theory of organization structure.
Developing effective college leadership for the management of educational change
Authors: Gregory Michael
Published: July 2002

Analyses the concept of leadership as a vital ingredient of educational success within the context of the turbulent changes taking place within further education. In defining leadership, and identifying those who are the leaders in achieving educational excellence, argues for a model of distributed leadership. Such an approach should be concerned with seeking transformational change leading to a total quality education approach. This in turn should contribute to college effectiveness in improving teaching and learning and the management of educational change. Within the shared leadership model, it is argued that middle managers are also leaders. They are managing diversity, within a rapidly changing environment, and are taking forward multiple innovations. Suggests that this is one approach towards building the generic capacity to manage educational change in the further education sector through the development of leadership talent at all levels.
Individual change transition: moving in circles can be good for you
Authors: French Erica , Delahaye Brian
Published: July 2002

Argues that it is both pertinent and timely that investigations be made into the dynamics of individual change. Much of the literature refers to change as a societal/cultural issue or an organization issue. Moreover, the approaches to managing complex change have been developed at a group or a systems level, seldom recognizing that it is the individual who confronts and solves the problems of change and ultimately accepts or rejects the change. Provides a literature review of the current models of individual change transition and identifies several assumptions on which they are built. Explores evidence that refutes these assumptions, which encourages the construction of a new model of individual change transition. This new model identifies four phases through which individuals pass to regain their own level of security. Suggests that the proposed new model offers managers, change agents, researchers and individuals alike a valuable way of describing and understanding individual change transition, as well as identifying avenues for intervention in the process.
Quality management in local government: four case studies
Authors: Clark Antony , Appleby Alex
Published: July 2002

Looks at the growing importance of quality management in local government. Explores the work undertaken in three London Borough Councils and one District Council in Essex which are attempting to apply management principles to all areas of their activity. Compares each council using a framework for quality management. Describes the differences in their approaches to implementing quality, exploring why those differences may have come about. Identifies a number of important questions which should be considered when planning any local government quality initiative.