bluuebunny/crossref_metadata_2025 huggingface dataset:
Effects of exposure to job insecurity on workplace expectations of interns in the United States and Australia
Authors: Fonner Kathryn L. , Roloff Michael E.
Published: February 2008

Purpose

Linkages between downsizing, job insecurity, and negative employee outcomes have been established, but little is known about the impact they have on interns who observe them. This article aims to examine the relationship between interns' exposure to downsizing and job insecurity and their ongoing workplace perceptions and expectations.

Design/methodology/approach

Two studies analyze the negative workplace experiences that influence interns' vocational socialization and pre‐employment schemata. Study 1 surveyed 96 students interning in the United States and Australia, and Study 2 surveyed 100 interns in the United States. Linear regressions were used to test hypotheses.

Findings

Study 1 reveals that interns at organizations with low employee morale, previous downsizing, and job insecurity are pessimistic about the organization in which they interned and the typical organizational culture. Study 2 indicates that interns exposed to job insecurity expect less trust and support in future employment relationships.

Research limitations/implications

Data were collected using self‐report surveys, and may also reflect a uniquely American perspective. Future research should be conducted in additional locations, utilizing a longitudinal approach and various data collection methods.

Originality/value

These studies provide insight into the influence negative internship experiences may have on interns' future workplace and job expectations.
Entry mode and HRM strategies of emerging multinationals
Authors: Paulo Esperança José , Magalhães Hill Manuela , Cláudia Valente Ana
Published: February 2008

Purpose

The purpose of this study is to analyze the relationship between entry mode and human resource management in the context of small, emerging, multinationals.

Design/methodology/approach

This study surveyed international personnel from Portuguese firms actively present in the Spanish market through different modes, ranging from exporting to direct investment. Usable data on 208 relevant employees from 28 firms was obtained.

Findings

Firms selecting weak entry modes tended to prefer country‐specific competences, such as knowledge of foreign languages and capacity to adapt, as well as younger personnel. By contrast, preference for stronger entry modes was significantly related to firm‐specific knowledge and higher management skills.

Practical implications

Successful expansion into foreign markets depends on the crucial role played by human resources. This study underscores the importance of hiring and training competent international personnel whose skills fit the selected entry modes. This may be even more important for firms that are younger, smaller and less experienced with foreign markets.

Originality/value

This study extends previous knowledge of the relationship between human resource requirements and the entry modes used by multinational enterprises (MNEs) when they enter foreign markets.
Bolstering organizational identity, commitment, and citizenship behaviors through the process of inoculation
Authors: Haigh Michel M. , Pfau Michael
Published: February 2008

Purpose

The purpose of this study is to examine whether organizational identity, commitment, and organizational citizenship behaviors (OCBs) can be bolstered through the use of inoculation treatments.

Design/methodology/approach

A four‐phase experiment with 317 subjects was conducted in a laboratory setting to determine if inoculation messages could bolster organizational attitudes manifested in organizational identity and commitment, as well as citizenship behaviors.

Findings

Results show that organizational identity, organizational commitment, and certain OCBs can be strengthened through internal communication.

Research limitations/implications

Small effect sizes are a limitation, but they are very common in persuasion research.

Originality/value

This article adds to the literature on organizational identity, commitment, and OCBs. It demonstrates that inoculation can be used to bolster these employee attitudes, which had not been examined before.
Getting wired for innovation
Authors: McGrath Cathleen A. , Pate Larry E. , Gray Edmund R. , Vance Charles M.
Published: February 2008

Purpose

The purpose of this article is to examine the nature and influence of entrepreneurs' advice networks on the innovative performance of their companies from both economic and social perspectives. Specifically, it aims to address three research questions: Does information typically flow both ways in advice dyads? How important is trust in these relationships? What is the ideal structure of an advice network?

Design/methodology/approach

As part of a larger study, executives at 20 entrepreneurial software companies in the Greater Pittsburgh, Pennsylvania, region of the USA were interviewed in person to determine the nature and structure of their advice networks.

Findings

The executives reported sharing business and technical advice with their contacts, both within and outside of their own organizations. Entrepreneurs who maintained diverse, uncommonly connected advice networks led organizations that were perceived as more innovative than those with more densely connected networks.

Research limitations/implications

Future studies should examine these research questions in economic and cultural settings outside the USA, and examine the influence of advice‐network size and different network environments on advice‐network value and productivity.

Practical implications

Entrepreneurs should be careful to not take trust in these networks lightly.

Originality/value

Entrepreneurs may be able to leverage their advice networks for maximum innovation by adding new advice contacts not connected to their current advice contacts. Entrepreneurs should be careful to not take trust in these networks lightly.
Corporate Culture Revolution: The Management Development Imperative
Authors: Roskin Rick
Published: February 2008

There is a strong link between excellence — a major theme of the 1980s — and corporate culture. This article outlines the requirements of organisations striving for excellence and how management development programmes can be effective in assisting them.
When You've Done Everything Right and Things Still Go Wrong:
Authors: Mainiero Lisa A.
Published: February 2008

Most psychologists are working in a consultancy capacity to facilitate improvement in individual and organisational performance. The skills of the consultant are an integral part of the applied psychologist's work. This article provides some guidelines for action.
Managers and Decision Making—“People” and “Things”
Authors: Savery Lawson K. , Hall Ken
Published: February 2008

This article presents a study of a sample of managers in industry and commerce in Western Australia. Part of the investigation was to research the difference that may exist between managers of “people” rather than managers of “things”. The results indicate that managers whose decisions are most directly related to people are more likely to be stressed and also work longer hours. These problems appear to generate a greater chance of stress‐related illnesses.
Managerial Orientations of Adaptors and Innovators
Authors: Foxall Gordon R.
Published: February 2008

Adaptors and innovators exhibit distinct approaches to problem solving and derision making: a finding which has far‐reaching implications for managerial psychologists who intervene in business and other organisations.
Consultants and the Consultancy Process
Authors: Kakabadse Andrew P.
Published: February 2008

Industrial psychologists are increasingly being asked to consult with organisations on the management of change. This article describes a case and the implications for professional practice in this area of managerial psychology.
Improving Managerial Decision Making
Authors: Pate Larry E.
Published: February 2008

In language that the practising manager can use, findings from several years of important research on managerial decision making are summarised. Four major traps of faulty decision making are identified and managers are shown how to avoid these traps and to improve their decision‐making skills.
The Fourth Blueprint:An Emergent Managerial Frame of Reference
Authors: Cunnington Bert , Limerick David
Published: February 2008

The traditional model of management, the human relations model, the systems model, are all overtaken by the fourth blueprint — a frame of reference claimed to be more relevant to the world we live and work in.
“Closing Down”: A Classification of Creative Decision‐making Aids
Authors: Rickards Tudor
Published: February 2008

It has been recently argued that managers do not use creative problem‐solving techniques because of concerns about managing the ideas produced. This paper examines five different ways of “closing down” during creative problem solving, and suggests factors which influence the selection of a technique: voting is the preferred choice for consensus‐seeking; clustering is a means of transforming data qualitatively; hurdles provide a means of managing data arriving over disparate time periods; weighting is best reserved for standard and quantifiable data; while gut feel can deal best with decision making involving “fuzzy” data. A psychological rationale for the use of the various techniques is proposed, and a contingency model of decision making developed which may give managers confidence to experiment with the creative problem‐solving mechanisms for generating options, because of increased knowledge of effective mechanisms subsequently for closing down those options.
Effect of Motivators on Job Satisfaction
Authors: Savery Lawson K.
Published: February 2008

Supervisors are key factors in staff motivation. Existing research is drawn on and the author's own questionnaire‐based study is described. The conclusions suggest what companies can do to improve morale and performance among staff.
Unmasking Thieves: From Polygraph to Paper
Authors: Moore Robert W.
Published: February 2008

In the United States of America many employers use a polygragh and other tests to attempt to ascertain the honesty of potential employees. The history of polygraph testing with all the associated difficulties is examined, as is the validity of these tests. The evidence suggests that is not difficult to fake the results.
Credible Letters of Reference: How you Read Them is Important
Authors: Templer Andrew J. , Thacker James W.
Published: February 2008

How do you judge whether a letter of reference is credible? Probably on the basis of the specific information it contains. Human resource professionals require letters containing specific information for making placement decisions, but they may be influenced by the way the letters are written as well as the factors wchich appear to influence how credible the readers judge a letter of reference to be. The provision of specific examples raises credibility, but so does using a “better” writing style. Some recommendations are made to practitioners for accurately assesing the credibilty of letters of reference.
Using Supervisory‐based Job Analysis to Integrate and Support Human Resource Programmes
Authors: Neumann David F.
Published: February 2008

The supervisor job analysis process was initially developed in a large US fast food chain for establishing selection criteria. As supervisors started using this tool, their interest and enthusiasm led the firm to expand it beyond its original purpose to include the other components of performance. The process is discussed and its use by line management in developing job evaluation dimensions, selection criteria, performance appraisal and identifying training needs is described. Finally, the implementation process and effectiveness of the programme is assessed.
Ratings of Training and Experience:
Authors: Rothstein Hirsh Hannah
Published: February 2008

The behavioural consistency approach, a new procedure for evaluating the training and experience of job candidates, produces candidate ratings that are considerably more reliable than those based on traditional measures of training and experience. The initiation of the project and the role of the industrial psychologist involved is discussed, the principles of the approach are outlined and the construction and use of a behavioural consistency rating scale are described.
Development and Implementation of First‐line Supervisor Selection System
Authors: Warmke Dennis L.
Published: February 2008

Some of the areas most frequently addressed by industrial and organisational psychologists in private industry setting out to assist in finding solutions to common business problems include selection, training, job analysis, career development and performance appraisal. In dealing with these, the psychologists' activities often fall into five broad roles — diagnosing the problem, generating alternatives, obtaining management support, implementing the solution and evaluating the results. All these roles are illustrated as they apply to replacing an existing selection system to identify capable internal candidates for first‐line supervisor jobs.
Better Living through Measurement:
Authors: Gordon Jack
Published: February 2008

As long as profit‐centred organisations have existed, the cultural issue concerning the delicate balance between profits and people has been paramount. At Citicorp, a world leader in the financial services industry, cultural change along these lines is ongoing. People management was established as a long‐term goal throughout the organisation. To this end, a state‐of‐the‐art training programme known as “Managing People” was developed. The evolution of the organisation's “excellence in people management” is described.
Fostering Academic Researcher‐Practitioner Co‐operation
Authors: Vance Charles M. , Kropp H.R.
Published: February 2008

Researchers and organisational practitioners must become partners in the research effort; both parties must accept the other's knowledge as valid information. A process model is presented, based on applied research, for use in various disciplines of applied research where co‐operation between academic and practitioner is paramount, and where both become members of research steering groups. Recommendations are made on how such groups can become effective in operation and for further research.
A Testing Time, Full of Potential
Authors: Marshall Judi
Published: February 2008

I am a relative newcomer to work on equal opportunities, and it is occasionally valuable to be reminded of that. At a recent conference, I was discussing with one of the speakers the current state of women's development. In trying to achieve a balanced picture on whether or not ‘things’ were really changing, I recalled recent discussions which had been antagonistic, difficult, and generally unpromising. My colleague recounted similar experiences, but then she paused. ‘Progress may be slow’, she said, ‘but it's unbelievable how different women's lives are now from twenty years ago’. Nevertheless, the last ten years have not brought the employment equality heralded by the new legislation. Women's representation in management jobs has remained steady at about one in ten. This apparent lack of impact is cause for concern, but many activities and people contradict this picture of stagnation. A proliferation of courses and conferences have women as their topic; books on and by women are widely published; and many individuals are making more choices about how they live their lives.
The Ladies' Handicap
Authors: Leith Prue
Published: February 2008

When asked, somewhat to my astonishment, to give this most prestigious American Express lecture my first reaction was that I'd better find out something about the subject. Last year's Women in Management speaker, Baroness Young, was at the time Leader of the House of Lords, Head of the Civil Service and properly immersed in women's affairs. I am, not to put too fine a point on it, a cook. I spend more of my time thinking about doughnuts than about management. But I've done my homework, and have found it so fascinating I've become a first‐class bore on the subject. I discovered from earnest reading of feminist and management literature that, for example, women (who, of course, constitute half the world's population) do two‐thirds of its work (most of it unpaid), receive one‐tenth of its income, and own less than one‐hundredth of its property.
The Need for Training and Development
Authors: Macdonald Eleanor
Published: February 2008

In recent years training and development have come to be regarded as prerequisites of promotion. Every organization boasting any kind of personnel policy has departments devoted to these activities. There is no longer any doubt that, properly carried out and fitted logically into a career strategy, training and development are important management tools. Regrettably, however, women are all too often excluded.
Training Men to Work with Women
Authors: Pedler Mike , Fritchie Rennie
Published: February 2008

In the Western world, women make up more than 40% of the paid work‐force, yet most organizations are managed by men. Women's jobs are less skilled, lower paid, offer fewer possibilities for development, and confer less organizational power. At home the main responsibilities for child care and home‐making remain predominantly in female hands.
Mary Parker Follett (1868–1933): the Philosopher of Management
Authors: Graham Pauline
Published: February 2008

Some twenty years ago, and almost by accident, I stumbled across Dynamic Administration—the Collected Papers of Mary Parker Follett. It happened like this.
A Two‐Way Mirror
Authors: Beck Jane , Beck Sally
Published: February 2008

Few of us receive adequate training in motherhood. Ironically, there is a wealth of information: there are the examples of our own mothers to accept or reject; there are courses in child care which teach the technical skills—for instance, how to bath the baby without dropping or drowning the poor thing; the baby books tell us what to do for nappy rash and just about every other childhood ailment; child psychologists, general practitioners, and uncle Tom Cobley and all tell us ‘not to worry’.
Taking up the Challenge
Authors: Willis Elizabeth
Published: February 2008

In 1952, Elizabeth Pepperell—the then Assistant Director of the Industrial Society—ran the first all‐women conference, specifically to encourage the development of women at work. Sixty attended, and thus began the Industrial Society's work for women which has been maintained ever since.
Getting a Word in Sex‐wise
Authors: Brown Parlee Mary
Published: February 2008

Women aspiring to fast‐track corporate careers are surrounded by advice on how to succeed. Like the men who were their peers before they were shot out of the business‐school cannons, such women will need special training, technical skills, general intelligence, and social graces even to begin the race. But, experts tell them, women need additional skills and strategies if they want to advance in what is still the largely male world of upper management.
Networking: Women's Key to Success
Authors: Paul Nancy
Published: February 2008

This is a guide to networking; how to establish new groups and increase the creativity of those already in existence.
Managing Women— a Man's View
Authors: Cardwell Len
Published: February 2008

This article quite deliberately highlights some of the pitfalls awaiting the naive male manager in his first encounters with managerial responsibilities for women. Could a man be so innocent? Readers may wish to reflect on the fact that the author's experiences are not that uncommon.
The Leeds Permanent Building Society and the Equal Opportunities Commission
Authors: O'Brien Ann
Published: February 2008

In the Summer 85 issue of Women in Management Review we reported that the Equal Opportunities Commission had found that the Leeds Permanent Building Society had been practising discrimination by imposing a job mobility requirement.
Child Friendly
Authors: Beckett Jacqueline
Published: February 2008

Jacqueline Beckett reports on how one woman is seeking to combine the running of her own business with the raising of her baby boy.
Women in Management: The Trade Unions' Role
Authors: Slipman Sue
Published: February 2008

At the IoD/Working Woman conference, Sue Slipman attacked the Government's record on equality issues. She also described the barriers and opportunities to be found in the trade union movement.
Buying a Franchise
Authors: Glascock Susan
Published: February 2008

Many women like the idea of running their own business but find it difficult to come up with an idea which seems good enough for them to want to risk either their time or their money putting it into operation. In such cases buying a franchise can be a solution. Even where you have lots of ideas and enthusiasm but know that you are short on experience, franchises can still be worth a look. Buying a franchise is not likely to be the cheapest way of starting a business. They tend to cost at least as much and very possibly more than setting up a completely independent operation. But they are often regarded as the safest way of getting started. They do provide beginners with an excellent means of obtaining support and advice while they are learning the ropes. Many people who have gained experience through a franchise go on to develop their own business formula.
When Did You Last Switch Off?
Authors: Wall Iona
Published: February 2008

Check on how you're sitting. Where do you feel any tension or strain? The back of the neck? In your chest or stomach? Does your head ache or are your shoulders hunched? In fact are you poised for ‘fight or flight’ when it really isn't necessary?
Job Desegregation and Organizational Structure
Authors: Phillips Estelle M.
Published: February 2008

Men and women seldom do the same job. The segregation of role according to sex is a continuing phenomenon throughout the western world: it occurs in occupations, in families, and in education, and it results in a loss of potential development for both men and women, as well as a serious loss of human resources for organizations.
Nine‐to‐Five…Going…Going…?
Authors: Knowles Wilf
Published: February 2008

The vast majority of managers, men and women, would probably answer the question in the article's title by asserting that, for them, ‘nine‐to‐five’ working has never existed. For much of the labour force, however, set working hours have been the norm, and this applies to both white‐collar and blue‐collar workers. Future changes in working patterns are inevitable because of an increasing desire of both men and women to integrate work and family life in a more satisfactory way and technological developments which threaten to make the changes of the last ten years appear very minor.
Schools, Parents, and Rational Feminism
Authors: Mary Warnock Baroness
Published: February 2008

A great deal has been written on the different influences on, and assumptions about, girls and boys, and there are many statistics available for the enthusiast. Most of what has been written necessarily makes use of the concept of the ‘average’ boy and girl. It has to be remembered that the average conceals enormous differences. Girls develop, both intellectually and emotionally, earlier than boys; but not all girls do so, some are ‘late developers’. Boys at primary school are noisier and more demanding than girls; but the quiet, self‐contained boy may be quieter than any girl. And so on. Trends are no more than that; they do not represent fixed characteristics of a universal and necessary kind. That is fortunate; if they did, it would be hopeless to try to change them.
Innovation and Positive Action in Management Education
Authors: Hayden Virginia , Knowles Wilf
Published: February 2008

The International Management Centre from Buckingham is a postgraduate‐level business school, which works with managers in organizations world‐wide. The faculty includes full‐time professors formerly with other top business schools, visiting business‐school professors, and working managers, active in industry, commerce, and government. The client list of MBA programme organizational sponsors includes International Distillers and Vintners, Seagram, British Rail, Mobil, Pitney Bowes, Phillips Petroleum, Thomas Cook, Dunlop, Siemens, and Dupont.
Confidence—the Source of Inner Strength and External Influence
Authors: Macdonald Eleanor
Published: February 2008

Whenever one encounters a great performance on the sports field, in the arts, or in politics, one is immediately conscious of the person's confidence. Whether one is watching Torvill and Dean, Ashkenazy, or the truly great political figures, there is a poise, a certainty, which transmits a positive influence.
Public Speaking for Women
Authors: Schlüter‐Kiske Barbara
Published: February 2008

Are special seminars for women merely another feminist ploy, or are they aimed at activating new target groups? Are they just another sign of emancipation? Do women project as well as men? These are some of the questions which provide food for thought on the subject of women and public speaking.
Developing Women Managers in the Hotel and Catering Industry
Authors: Beck Jane
Published: February 2008

What do you do when the restaurant manager appears at your bedroom door late at night with a bottle of champagne and a matching sparkle in his eye? There are many replies to that question, some more polite than others. This situation is difficult to cope with in normal business environments, but more so when you have a ‘living‐in’ job, a junior position, and the person being discouraged may be involved in your annual appraisal.
Wimps, Machos, and Marrieds
Authors: Large Martin
Published: February 2008

What does it mean to be a man or a woman today? This question would have been unheard of a century ago. Women in Britain did not have the right to vote, could not enter many professions, could not hold property as wives, and were in effect the possessions of their husbands. Nowadays, to ask the question of the meaning of being a man or woman is criticized as being unfeminine or unmasculine—the question is a threat. For me, it is a life question, because the ‘gender crisis’ is having a major impact on organizations, on families and on one's social life.
Why Should Industry Pay for Parental Leave?
Authors: Novaković Ana
Published: February 2008

The Government argues that controversial proposals to give men as well as women time off for child care would mean recruiting and training staff to cover for short‐term absences, and have serious consequences in higher management functions. It is also claimed that the costs to industry, financially and administratively, would be prohibitive. On the other hand, parental leave would also create jobs, increase access to training, radically improve women's job prospects and fall into line with the trend towards flexible working.
Job Sharing—an Experience in Managing Change
Authors: Edwards Amanda
Published: February 2008

Work is increasingly being organized in new, different, and more flexible ways, with job sharing one of the most popular recent developments, and with the public sector leading the way for employers offering non‐traditional ways to work. But managerial roles have been seen as being too complex and responsible to split between sharers. Is the public sector prepared to put its money where its mouth is with its managers?
Networking Practices of Men & Women Managers Compared
Authors: Still Leonie V. , Guerin Cecily
Published: February 2008

Networking is increasingly important to women as their careers advance in a wide range of professions and occupations. However, while they are aware of its benefits, an Australian study reveals differences between men and women executives in the way they network. Men emerge as better at networking in the business, professional, and social environments. The study suggests that women could improve their skills by observing male strategies. While women's networks are of great assistance, women could benefit even more if they had more experience in the men's version of the networking game.
How performance appraisals hurt women managers
Authors: Bennett Roger
Published: February 2008

The men who make the decisions about whether to promote a woman are often prejudiced, notes Roger Bennett. He considers how women can manage the disadvantage, looks at the shortcomings of remedies like codes of practice, and concludes that what is needed is radical positive action.
The games women play: simulation and women's networks
Authors: Stern Barbara B.
Published: February 2008

Associate Professor, Department of Business Administration at Rutgers, the State University of New Jersey, Barbara Stern sets out three games for women in networks to play to acquire authority, expertise, or charisma—whichever form of power they prefer.
Should I, shouldn't I . . ?
Authors: Morgan Juliana
Published: February 2008

Running your own business is an idea many women are attracted to. But it's also quite a frightening prospect. How do you make a decision over such a big question? Ideally, it would make itself, but running a business that isn't going to bankrupt you needs a more positive line. Juliana Morgan is trying to decide right now whether to start a small business. She argues it out with herself here.
How to undo men's gender conditioning
Authors: Simmons Michael
Published: February 2008

Questioning traditional male values at work began in the women's movement. But as books like C. Brooklyn Derr's Managing the New Careerists (reviewed on p253) show, men themselves are now questioning their roles at work and reassessing the relative importance of the various facets which make up their lives.
Miles Better— Health Services Manager wins MBA Scholarship
Authors: Baines Alison
Published: February 2008

Janice Miles, Operational Services Manager of St John's Hospital, Aylesbury Vale Health Authority, is the first winner of the International Management College from Buckingham MBA sponsorship through Women in Management Review. She spoke to Alison Baines about doing an MBA.
Can We Transform Part‐Time Work?
Authors: Phillips Jane
Published: February 2008

Part‐time work is a ghetto for women, a blessing for employers. As a route back to work for women after a career break, it is associated with returning to lower‐status jobs and occupations than those held full‐time before the break. But it is at the forefront of changing ways of working: job‐sharing, job splitting, flexible working and revolving working weeks all pivot on what is fundamentally part‐time work. It is a model of work preferred by many, but at an unacceptable price, particularly for men. Is it possible to manage part‐time work better, to exploit its benefits without suffering its ill consequences? Jane Phillips investigates.
How Wise Are We?
Authors: Newton Peggy
Published: February 2008

Since the 1970s there has been a variety of initiatives encouraging women to become engineers, and the proportion of women entering degree level courses in engineering is rising rapidly. In 1985 nearly 11% of engineering students on degree courses at universities were women. This trend parallels similar, although more dramatic, increases in the proportion of women engineers in the United States and France. However, these statistics must be set against the fact that women remain far more unusual as practising engineers; they represent 2.9% of technicians, 3.9% of professional engineers and approximately 1% of chartered engineers.
Does military service help women into management?
Authors: Weinshall Teddy
Published: February 2008

Women's collaborative, nurturing management styles are often seen as non‐managerial where an authoritarian, militaristic approach is the dominant style, as authors like Judi Marshall (WiMR Vol 1 No 1) have pointed out. In a Middle‐Eastern nation modelled on Western European lines, bringing together heterogeneous ethnic and cultural groups, Israeli women are now rapidly entering management, and the factors responsible for this change are analysed here. Girls are conscripted at 18 for compulsory military service, and Yehudit Har‐Gad, herself a career soldier and currently a colonel in the Israeli army, investigated military service as a factor—along with race and domestic responsibility—in increasing the proportion of managers in Israel who are women. The career development of women and men with the same educational background and qualifications are compared. Professor Teddy Weinshall reports.
In Their Own Words: the clues to how to develop women managers
Authors: Blanksby Margaret
Published: February 2008

The way that women describe management roles tells the story of how their attitudes to management differ from those of men. It also suggests the way to overcome the things that deter women from applying for management jobs.
Confined and Silenced: how do schoolgirls manage?
Authors: Bright Helen
Published: February 2008

Ten years ago Dale Spender found that girls in mixed classes were ‘muted’ with boys getting more attention and time from teachers. Now, with boys increasingly out‐numbering girls, Helen Bright, who teaches in an Inner London comprehensive, reports that boys' dominance in the classroom and throughout school is detrimental to girls' learning opportunities and career aspirations. She describes how a group of teachers are trying to reverse the effects on girls of the shift in the balance of the sexes.
Promised Land or Utopia:
Authors: Cross Michael
Published: February 2008

The move towards greater flexibility in working practices, catalysed by the introduction of new technology, has for a long time promised women a better deal in the workforce, including offering an opportunity to combine employment with family responsibilities and personal interests. But what is the reality behind the shift to new work practices? Following Jane Phillips' discussion of part‐time working in the last issue, Dr Michael Cross, Fellow of the City University Business School and until recently a Principal Research Fellow at the Technical Change Centre, looks at contemporary approaches to flexible working in the UK and the forces bearing on their progress.
Are politics palateable to women managers? how women can make wise moves at work
Authors: Arroba Tanya , James Kim
Published: February 2008

Their reluctance to engage in politics often deters women from moving into senior management. “Many women's reluctance to work at making the right impression and to engage in politics holds them back”, says Judi Marshall, who draws this conclusion from a study of 30 senior women managers.1 It highlights one of the main reasons for political skills being a key area for women managers. The purpose of this article is to encourage women to overcome this reluctance and acquire these skills in order to enable them to reach their full potential.
Advancing by degrees: how to change career mid‐stream
Authors: Bell Sarah
Published: February 2008

Five years ago I began to experience a “push‐pull” feeling. The “push” made me feel there was something fundamental missing from my present job, something which was causing me to look further afield. The “pull” was a strong attraction towards a specific new area. I realized I was ready for a radical career change. Daunting as such a change appeared, determination removed many barriers.
A bad fracture: is there life after a career break?
Authors: Strickland Chrissie
Published: February 2008

The concept of the Women Returners' Network is to be wholeheartedly welcomed. Any organization that facilitates women returning to the workplace must be worthwhile. As a recent returner, it was with excitement and enthusiasm that I attended its first public conference. I listened with interest and approval to speeches telling me how large organizations have moved to accommodate professional women who have broken their careers. The main speakers were noteworthy for their success in their chosen careers—among them were the most senior woman in the Civil Service and a woman surgeon—and I will certainly point them out to my daughter as examples of women who have achieved in life.
A star is born: how a new political lobby might change the face of women's politics
Authors: Baines Alison
Published: February 2008

‘We have lived through historic days and perhaps we are turning over a new page in the history of the women's movement,’ said Fausta desHormes, head of the European Commission's Women's Information Service. She was speaking in the closing moments of the Fourth Colloquium of European Women's Organizations, arranged by the EEC and hosted by the Fawcett Society, the first to be held in Britain. The conference attracted women from all the member nations, between them representing 50 million other women, to the Queen Elizabeth II Conference Centre on Parliament Square in London in November 1987, and the event which inspired Fausta desHormes' comment was a resolution calling for a new lobby for women's organizations.
Realizing your assets
Authors: Lazaro Marjorie
Published: February 2008

Six months into a new business is perhaps a little early to be looking back, but a retrospective glance at least forces a judgement on the decision to set up an independent business.
Managing to work: why mothers need to apply workplace skills in the home
Authors: Gorham Andrea
Published: February 2008

The growth in the number of working mothers in recent years has focussed attention on the woman at work. Extensive research has been carried out on aspects of sex discrimination and the general position of women in the labour market. One important issue which has generally been neglected, however, is the relationship between home and work, with most studies finding that working mothers have the continual problem of meeting both domestic and work‐role expectations. Even if the working woman with young children succeeds in arranging suitable child care during her working hours and has a work organization sympathetic to her situation, she will not be an effective manager nor obtain high job satisfaction unless she can also manage the demands of her home life effectively.
Learning to use your mother WIT: how to teach women effectively
Authors: Swarbrick Ailsa
Published: February 2008

What do we mean by ‘learning effectiveness’ in the WIT project (Women in Technology, home‐based learning for women returners); learning effectiveness includes three main elements: reaching an understanding of the subject on which further learning development can be based; successfully completing the course; re‐entering paid employment.
Back to work: what REPLAN does for women returners
Authors: Coates Maggie
Published: February 2008

The main aim of the Replan programme is to improve, increase and extend educational opportunities for unemployed adults. It is funded by the Department of Education and Science and operates in England and Wales. A significant part of the programme is managed by the National Institute of Adult Continuing Education which coordinates the work of eight regional field officers.
AN AUTOMATON WITH BRAIN‐LIKE PROPERTIES
Authors: ALEKSANDER I. , FAIRHURST M.C.
Published: February 2008

Starting with a Moore‐type automaton the bases for a brain‐like sequential machine are laid down. The problem is considered both at the level of a physical structure and a state structure. The logic is cellular and variable to accommodate learning and generalization. It is shown that this structure can “learn to live” in a consistent environment. Concepts such as recognition and recall of environmental events, short‐term memory, data generation (analogous to speech production) and attention are shown to be natural attributes of the model.
STABILITY CHARACTERISTICS OF A CLASS OF MULTI‐LEVEL DYNAMICAL SYSTEMS
Authors: PORTER B.
Published: February 2008

In this paper, the stability characteristics of a class of multi‐level dynamical systems are investigated. Certain results concerning single‐loop multi‐level systems due to Levins are generalized and, in addition, corresponding results concerning multi‐loop multi‐level systems are presented.
SELECT PROPERTIES OF THE GRAPH MODEL OF A GENERAL AUTOMATON
Authors: KOENIG ELDO C. , FREDERICK TERRY J.
Published: February 2008

Select properties are presented for a graph model of a general automaton consisting of a processor, environment and time graph. The properties, stated in the form of theorems and corollaries, deal with connectedness, number of points and lines and indegree and outdegree as the model relates to the automaton's sets, functions and characteristics. The properties are illustrated by an example automaton.
THEORY OF RELATIVELY CLOSED SYSTEMS WITH ELEMENTS EXHIBITING LINEAR BEHAVIOUR—PART I
Authors: GRUBBSTRÖM R.W.
Published: February 2008

This paper presents a general conceptual framework for systems built up of elements causally coupled to each other, when such causal influence can be considered as to take place through well‐defined channels connecting the elements. In Part I, general deterministic systems are treated and in Part II (appearing in the forthcoming issue) the treatment is confined to systems with elements exhibiting linear behaviour. Special attention is given to the relationship between element behaviour, system structure and system behaviour.
A GOAL‐SEEKING AND REGIONALIZED MODEL FOR ANALYSIS OF CRITICAL WORLD RELATIONSHIPS—THE CONCEPTUAL FOUNDATION
Authors: MESAROVIC MIHAJLO D. , PESTEL EDUARD C.
Published: February 2008

Foundations for a new approach to modelling of critical world relationships are presented, based on the regionalization of the world and multilevel—multigoal concepts. The fundamental structure of the model is described and the directions for further developments indicated. Areas of possible applications of the model both for the analysis of these critical relationships and as a decision‐making tool are discussed.
NEW FORMS OF DISCRETE MECHANICS
Authors: GREENSPAN DONALD
Published: February 2008

In this paper new forms of computer simulation of non‐linear phenomena in Newtonian mechanics are developed. Energy conservation of the discrete formulations is established and applications are made to the studies of non‐linear oscillation, planetary orbits, non‐degenerate three‐body problems, and non‐linear string vibrations.
MECHANISM, INTERROGATION AND INCOMPLETENESS
Authors: GEORGE F.H.
Published: February 2008

It has been argued that Gödel's theorem proves the case against the possibility of artificially intelligent machines, capable of achieving the same level of intelligence as human beings. The argument is that if a human being were a logistic system L, how is possible that it can see certain theorems to be provable when Gödel shows that such a system cannot demonstrate whether such theorems are provable or not. The fallacy is that the theorems of L that the human can see to be provable are a subset L′ of L, and that for some theorems of L′ and not L the human is subject to the same limitation as the machine.
INFORMATION PROCESSING IN THE VISUAL SYSTEM
Authors: VON SEELEN W.
Published: February 2008

In this paper an attempt is made to find a mathematical model for a number of mainly electrophysiological results concerning pattern recognition of mammals. After a short introduction to the applied theory of linear nervous nets, the investigations in the retina and geniculate body are interpreted as filters for space‐ and time‐dependent oscillations. By application of the detection theory a functional model of the cortex regions 17, 18 and 19 is formed. The classification process is considered to be the spatial cross‐correlation, but by means of the present results it is not possible to draw complete conclusions on the structure of the recognition process.
THEORY OF RELATIVELY CLOSED SYSTEMS WITH ELEMENTS EXHIBITING LINEAR BEHAVIOUR—PART II
Authors: GRUBBSTRÖM R.W.
Published: February 2008

In Part I of this article equations have been developed describing the behaviour of general deterministic systems. These lines of thought are followed up below, and are especially applied to systems the elements of which exhibit linear behaviour. By applying Laplace transform theory, it is established that matrix products determining the system behaviour, the operations of which were to be interpreted symbolically in Part I, are no longer symbolic. It is also shown how a future system behaviour may be obtained as the convolution of vectors, depending on initial values, and a system weight function matrix, depending entirely on structural properties of the system and on element behaviour.
MAN‐MACHINE SYMBIOSIS
Authors: BAHR FRED R.
Published: February 2008

There is a growing need for integrative concepts that can assist in organizing and making information responsive to the data demands of individuals in the contemporary industrial setting. Recent investigations and technological advances offer encouragement that this requirement can be met. One such response may well embrace both cybernetics and systems rationale. The essential tool that will be used in the translation of this approach to practical communicative and control techniques is the electronic computer.
OPTIMIZATION OF ECONOMICAL UTILIZATION OF SCIENTIFIC INFORMATION
Authors: REISIG GERHARD H.R.
Published: February 2008

The progressive utilization of information necessitates the evaluation of the information‐content of scientific documents over conventional bibliotechnical indexing‐operations. The technique of optimal economical evaluation of information rests in the alternative between the keyword and subject‐index as the symbolic operator. From the analysis of 350 scientific documents the keyword‐concept was, by empirical decision, derived to be the superior operator. Conversely, the concept of subject‐indexing leads to ambiguities of subcategories, since certain branch‐nodes of the categorical trees (code trees) may belong to several simultaneous subject‐categories. This ambiguity can be resolved only by means of coordination‐tables correlating each keyword with the pertinent simultaneous subject‐categories. The application of synonym‐registers affects the concentration of information‐sources with typical completeness for each keyword‐entry in the system. The phrasing of syntactically associated keywords produces a significant precision of the information‐content of the documentary text. The efficiency of a documentary system is predominantly accomplished by information‐filtering in terms of relevant keyword‐phrases. This system‐efficiency is displayed as a function of utility‐rate versus precision‐rate, which is considered superior to Salton's efficiency‐rate of “precision versus recall.” The phrasing of key‐word‐phrases is utilized as the structure for the design of a truly topic‐related abstract to any document. Empirical findings from this study of economical optimization of documentary systems reveal the actual efficiency of the concept of information‐evaluation.
ON NEURON MATRICES
Authors: AGABABYAN K.G.
Published: February 2008

Neuron matrices and neuron operators are introduced for the description and analysis of multilayer neuron determined networks with particular reference to the visual analyser neurons. It is assumed that every layer is composed of neurons of only one type. It is shown that the addition and subtraction operations of common matrices are specific cases of neuron matrices. The concept of neuron matrices allows one to construct a model of the peripheral part of the visual analyser on the principle of physiological funnels, to distinguish between convex and non‐convex images. The solution of the six Rosenblatt problems concerning the local detectors of the visual analyser is considered.