bluuebunny/crossref_metadata_2025 huggingface dataset:
Information Technology and the Quality Gap
Authors: Brooke Carole
Published: July 2002

During 1990, one of the largest service sector companies in the UK
was in the process of implementing major change. Top management believed
that total quality management (TQM) was an appropriate vehicle for such
change. However, the research suggested that the quality objectives of
the organization were contradicted in practice. This contradiction
resonated with an apparently entrenched bias in the literature towards
objective and realist philosophies of TQM implementation. It was
concluded that the inability of TQM theory to handle cultural aspects
and employee concerns had been translated into a critical gap between
espoused philosophy and implementation techniques. Analyses empirical
material by applying semiotics to the work process. Highlights that
so‐called “quality methods” distance individuals from their
acts of labour. Human resource concerns become subsumed beneath heavily
objectified techniques which separate the individual from the software
product itself. By reference to the work of writers in the TQM field,
demonstrates how a general gap has been created between desire and deeds
which allows quality to drain away. For the company under study it was
an ironic impasse: it had introduced methods to promote quality which
instead acted as barriers to its achievement.
Return to sender
Authors: Gall Gregor
Published: July 2002

Presents reported evidence which suggests that the overall
resilience of workplace unionism to managerial challenges found in
Liverpool can be found in many other Royal Mail workplaces in Britain.
Analyses the various contours of union resistance, centred on strike
action, to management′s reorganization of work and working conditions.
In mounting this resistance, union members have faced the obstacles of
not only Royal Mail management but also the full‐time officials of their
own union.
Austria, Finland and Sweden inside the European Union: employee
relations issues
Authors: Berridge John R.
Published: July 2002

An introductory article to a monograph on HRM philosophies and
practices in the three new states acceding to the EU in 1995 Austria,
Finland and Sweden. Highlights distinctive features of the employment
systems and labour market practices in each country, and outlines the
kinds of social issue which may be brought more into prominence within
the EU as a result of the membership of the three countries.
Human resource management in Finland
Authors: Vanhala Sinikka
Published: July 2002

Describes the state‐of‐the‐art of human resource management in
Finland in the mid‐1990s as the Finnish economy recovers from its
deepest and longest post‐war recession. Typical to the Finnish system
has been the mix of social, political and employers′ interests in the
collective bargaining system; Finnish HRM cannot be understood without
knowing its context, the main trends of which are: survival from
rationalization and related labour reductions, increasing
cost‐effectiveness and line responsibility, the flexible use of labour
and utilization of the labour force. The implications of EU membership
on the Finnish HRM are mainly seen to be related to free mobility of
employees and changes in social security and labour relations.
Business transfers and contracting out
Authors: Adnett Nick , Hard Stephen , Painter Richard
Published: July 2002

Compulsory competitive tendering (CCT) and market testing are
central and controversial planks of government economic policy. Critics
question the level of efficiency gains which flows from the process and
point to the deterioration of workers′ terms and conditions of
employment in the aftermath of contracting out exercises. Recent case
law, in extending employment protection rights to workers caught up in
contracting‐out exercises, may make CCT a much less attractive
proposition to private contractors. Analyses recent developments and, in
the context of the draft revised directive on business transfers, poses
the question whether CCT is destined to become a failed economic
experiment.
Fairy tales and magic wands: new employment practices in
perspective
Authors: Marchington Mick
Published: July 2002

It is now commonplace to hear about the re‐forming potential of new
employment practices such as employee involvement, TQM, empowerment,
teamworking, and HRM. There are arguments that these have contributed to
organizational success, and a feeling that these are all things to be
welcomed. But not all analysts agree that these are as widely practised
as the glowing reports would have us believe, and there is a contrary
view that these approaches lead to greater work intensification and less
satisfied employees. Many of the gurus who write about these issues
implicitly assume that all can be improved by a wave of the magic wand
and the slaying of a few “evil” characters along the way.
Reality, of course, is much more complex. The argument here is that
there are no instant solutions, but the process and achievement of
change are difficult since so much depends on the quality of
employee‐management relationships at the workplace.
Institutional separation and the management of industrial relations
Authors: Kinnie Nicholas
Published: July 2002

Uses the concept of institutional separation to examine changes in the management of industrial relations in an organization studied on two occasions ten years apart. Argues that the concept provides insights into the management of industrial relations, but needs to be modified to take account of the form of institutional separation and the employees and issues under consideration.
Management enforced job change and employee perceptions of the psychological contract
Authors: Hallier Jerry , James Philip
Published: July 2002

Despite increasing research interest in the psychological contract, little is known about how employees’ contractual beliefs alter during major organizational changes. Using a sample of air traffic control workers who have been used to stable work roles over long periods, examines employees’ contractual responses to enforced job change. As job change approached, contractual acceptance or violation was engendered by sensemaking appraisals of management decisions, the meaning given to premove uncertainties, and perceptions of victimization. Following job change, sense‐making continued and eventually yielded either a calculative assessment of the employment relationship or feelings of sustained violation. While sustained violation was accompanied by visible expressions of resistance against management, such acts represented a desire to reinstate the established employment relationship. Conversely, workers who accommodated the personal outcomes of management breaches became less committed to a contractual relationship, and resolved to exploit management weaknesses and omissions. These divergencies reflected how the contractual meanings given to single breach events were kept separate from panoptic assessments of management’s entire body of behaviour during the reorganization.
Company labour flexibility strategies in The Netherlands: an institutional perspective
Authors: Looise Jan C. , van Riemsdijk Maarten , de Lange Frans
Published: July 2002

Despite important differences in labour flexibility patterns in different countries and despite clear indications of the important role of institutional factors with respect to HRM, to date there has been little research on the interaction between the institutional context and the HRM of companies. This paper seeks to address this issue with regard to labour flexibility strategies and reveals a promising approach to learning how the development of a topic, such as labour flexibility, takes place in practice. The case of The Netherlands clearly shows the interaction between the institutional context and company flexibility strategies. The institutional context was found to influence company strategies but, in return, these strategies were later seen to impact the institutional setting. In The Netherlands the system of labour relations has been adapted in response to calls from companies for more flexible labour relations. This has led to changes in labour laws and regulations, which, in turn, have stimulated new company strategies.
A proactive team‐based approach to continuous improvement in health and safety management
Authors: Vassie Luise
Published: July 2002

Claims there is growing application of continuous improvement strategies across a wide range of operational activities. This paper reports on a case study, set in the UK research division of a multinational chemical company, in which the six key principles of continuous improvement have been applied to health and safety management. The case study builds on the benefits of a proactive team‐based approach and addresses workforce behaviours and practices. The study emphasises, in particular, the importance of the integration of the process into the existing health and safety management system in order to address the long‐term maintenance issues. In order to achieve this, communication of strategic targets, milestones, progress and the involvement of all employees in the continuous improvement process have been identified as of paramount importance.
The National Minimum Wage: further reflections
Authors: Sayers Bain George
Published: July 2002

The Government appointed a Low Pay Commission to advise on the level of the initial rate, and subsequently accepted all the Commission’s recommendations in principle, while taking a more cautious line on young workers. The National Minimum Wage will make a real difference to around two million low‐paid workers, but without significant extra cost to businesses – an addition of around 0.6 per cent to the UK wage bill. Some critics have argued for a higher initial rate, based on a mechanistic formula. But a rate which takes no account of prevailing economic circumstances or the dynamic nature of the labour market will not help low‐paid workers. It is also important to listen to employees and employers, the low paid and the low paying and reflect their views. The Low Pay Commission, which embodies the principles of social partnership, played a key role in this process.
Influences and trends in human resource practices in The Netherlands
Authors: Wiersma Uco J. , van den Berg Peter T.
Published: July 2002

The Netherlands, although a small country with few natural resources, is a major industrial power in the West, and operates some of the world’s largest multinationals. To understand more about human resource management (HRM) practices in this country we used a structured interview format containing questions about selection techniques, equal employment opportunity, performance appraisal, motivational techniques, and participative decision making, and we interviewed 30 HRM professionals. Results show that creative research‐based HRM practices are helping organizations to adapt to global economic challenges, but it has not been easy to balance the needs of employers with those of employees in a country with a history of workers’ rights.
Empowerment of employees in small and medium‐sized service firms
Authors: Sundbo Jon
Published: July 2002

The article deals with creation of corporate entrepreneurship as an induced empowerment process. It investigates two issues: how well firms succeed in developing entrepreneurship competences; and the conditions for success. The investigation is based on a case study of a small Danish bank. The theoretical framework consists of three categories: innovation theory; organization theory (competence building and organizational learning); and HRM theory (extended barter). It is possible to develop an innovative, learning organization based on corporate entrepreneurship. The condition is primarily that the extended barter between the firm and the employees is satisfactory for both parties.
Recruitment in small firms
Authors: Carroll Marilyn , Marchington Mick , Earnshaw Jill , Taylor Stephen
Published: July 2002

The article summarises findings from recent case study research into recruitment in small firms. The research aims to ascertain whether small firms follow the procedures outlined in the prescriptive literature on recruitment, and to what extent they rely on informal recruitment methods. It finds little evidence of the adoption of the recommended systematic procedures and a high use of “tried and trusted” methods including word‐of‐mouth recruitment and the hiring of “known quantities”. The implications of this are examined. While these methods have certain advantages, they may also give rise to a number of problems. The study argues that the adoption of more formal procedures and methods could reduce staff turnover in small firms and its associated costs. However, it concludes that many small employers would remain unconvinced by the case for opening up recruitment channels, and may find their existing approaches more cost effective in the short term.
Manufacturing in China: a UK firm case study
Authors: Winfield Ian
Published: July 2002

This case study narrates the experience of a medium‐sized UK manufacturing company in setting up and running a manufacturing plant in Shanghai, People’s Republic of China. It details how features of the social organisation of production, the human resource policies and the management practices of the UK parent company were successfully transferred and adapted to the unique labour market and business environment encountered in mainland China. The study concludes by reviewing two major challenges that directly lie ahead for the company.
Unfinished business – thereform of strike legislation in Britain
Authors: McIlroy John
Published: July 2002

Employment legislation regulating industrial action introduced to Britain between 1980 and 1993 by Conservative governments has substantially endured under Britain’s New Labour administration. Re‐examining the legislation affirms that it restricts fundamental union purposes and traditional forms of action. A review of the case law and the legislation’s impact on strikes in the late 1990s suggests that its influence continues to be felt. The State and capital remain firmly opposed to the significant changes in the legislation which the TUC demands. Pursuing a strategy of social partnership that requires a posture of moderation, some union leaders aspire to a “strike‐free” Britain. This has substantially inhibited union campaigning for legislative change. Rejecting industrial action on which collective strength ultimately depends and the necessary legal protection may, in reality, sustain rather than transcend the unions’ present lack of power. Alternative approaches to power‐building, calculative militancy and membership mobilization demand attention from trade unionists.
Wanting it all: the relationship between expectations and the public’s perceptions of public library services
Authors: Lilley Emma , Usherwood Bob
Published: July 2002

Discusses research that examines the relationship between user perceptions and expectations of the public library service. Emphasis is not on what expectations and perceptions of the library service are, but rather how they are formed, what influences them, and how they interact. Making use of data from the 1995 ASLIB study, and drawing on research from a variety of disciplines, it was found that the library experience had a significant impact on the perceptions and expectations that are created of the service. The “snapshot” that a user forms during the service experience was found to be crucial to the perception created and the subsequent expectation held. Similarly it was noted that internal and external factors ranging from family influence to the media also have an impact on the way an individual experiences the library. Developments in information technology have resulted in some confused perceptions of the public library service. Some areas of conflict were noted between perceptions of a traditional role, and a potential role making use of IT. Concludes that a knowledge of user expectations and perceptions is vital to the effective management of public library services.
Bio‐factor analysis of library productivity
Authors: Thapisa A.P.N. , Jain Priti
Published: July 2002

The question of low productivity in Botswana is a cause of concern and a study has been carried out into perceptions about productivity in a sample of academic and public librarians. The main barriers to productivity were a lack of: job satisfaction, technological facilities and employee empowerment, together with poor management, working environment, relationship among staff, and inefficient use of human and material resources. The authors suggest that a serious culture change is required which would involve modifying both management and employees attitudes towards work, behaviour and commitment.
Serial selection at the University of Botswana Library
Authors: Lumande Edward , Ojedokun Ayoku A. , Lebotse E.K. , Mbangiwa Albertina M.
Published: July 2002

Inconsistency and/or a lack of a clear understanding of the criteria for serial selection and evaluation have been observed to characterise the presentation of requests for approval of serials at the University of Botswana Library (UBL). This, on a number of occasions, has made decision taking difficult and sometimes inconclusive. The paper provides a case study of the examination of guidelines in use in other academic libraries. It also describes the process and procedure currently in use at the UBL. The study identified some anomalies and suggests modifications to ensure consistency in the presentation of submissions to guide better decision making by the Serials Selection Committee of the Library.
Libraries, leadership, and the future
Authors: Spies Phyllis B.
Published: July 2002

Discusses change and its impacts on libraries and what libraries must do to remain relevant. Poses seven questions. How wired is your library? How fast is your library? Is your library harvesting its knowledge? Does your library dare to be open? How good is your library at making friends? Does your library’s management get it? How much does your library weigh?
Collection development and management in the twenty‐first century with special reference to academic libraries: an overview
Authors: Gessesse Kebede
Published: July 2002

Every library collection should be established for a definite purpose. In an academic library setting, the collection may be developed primarily for research and instructional support. In recent years traditional formats for information, such as books and microfilm, have increasingly been supplemented by information which is accessible electronically through the use of computer technology. This means then that the existing collection development policy for an academic library must include selection criteria and collection parameters covering these new media formats. This paper examines some of the concepts and problems which an academic library must consider in order to align its collection development activities with the changing environment of digital librarianship in the twenty‐first century.
Extending the hybrid library to students on franchised courses: user profile, service implementation issues and management strategies
Authors: Livesey Suzanne , Wynne Peter
Published: July 2002

Presents the main research findings of the HyLiFe Project in extending hybrid library services to students on courses franchised by the University of Central Lancashire. The franchised student user profile is presented, and its characteristics compared and contrasted with that of the distance learner. A discussion of issues arising during implementation considers the importance of the empowerment of the user to successful take‐up of the service, as distinct from superficial promotion. This empowerment is held to consist in the incorporation of required service use into course instruction and assignments and physical availability of the service on demand. The paper concludes with a discussion of the lessons learned from the management strategies adopted during the research, including how collaboration between HyLiFe and pre‐existing service could have been improved.
PR, marketing and the Internet: implications for information professionals
Authors: Ashcroft Linda , Hoey Clive
Published: July 2002

Adapted from a presentation given by the authors at the Annual Conference of the Publicity and Public Relations Group of the Library Association in November 1999, focusing on how the Internet impacts on today’s public relations (PR) and marketing and the implications for librarians. Building on the experience of the publisher MCB University Press and using analysis and practical examples, identifies how promotional activity can be adapted to this new medium. Finds that interactivity is a feature of the Internet that can be exploited for promotional purposes, and that integration of traditional and online communication methods provides the key to successful PR/marketing for the Internet. The need for effective planning and implementation of PR/marketing activity is stressed, together with the need to incorporate Internet promotion into an overall promotional plan for the organisation.
Affluence and public library use: the DoE Index of Local
Conditions and library use in London and the metropolitan districts
of England
Authors: Creaser Claire , Sumsion John
Published: July 2002

Presents the results of a study into the relationship between
affluence of an area and the use made of the public library services,
concentrating on London boroughs and English metropolitan districts.
Uses the Department of Environment Index of Local Conditions and
library data to calculate correlation coefficients and regression
analyses. Finds that certain variables of library data, e.g. book issues
per capita, can be correlated with the affluence of the area and,
therefore, could be used to create an index for assessing whether a
library service is performing above or below expectation for a
particular area. Suggests areas of future research.
The universal library report
Authors: Line Maurice B.
Published: July 2002

Libraries everywhere have many features and problems in common. Offers a consultancy report that is more or less universally applicable. The library is insufficiently proactive, and is driven by processes (which need a thorough scrutiny) rather than by services and customers. Decision making is unclear. Staff are frustrated and severely underused, because of inadequate delegation at all levels. There is little staff movement, and the library is compartmentalized and lacking in corporate spirit. There is a lack of trust, and the director is excessively dominant and remote. Meetings are badly run and their purposes are confused. Communication within the library and with the outside world is poor. The culture is defensive, and problems are postponed. Priorities need to be established. The library should stand back and face the need for change. Change can be accomplished if there is the will at the top.
Teaching library and information ethics
Authors: Hannabuss Stuart
Published: July 2002

Professionalism in library and information work assumes the awareness and application of ethical standards. Dealing with information products and services implicates practitioners in ethical as well as legal issues, although detailed instances of ethical dilemmas are all too few in the literature. Identifies some key challenges in defining ethical issues for library and information work, advocates and exemplifies the use of case studies for enabling students to evaluate the principles and practical implications of ethical issues at work, and invites trainers to reflect on the assumptions on which any training programme on professional ethics is likely to be based. Provides an indicative reading list.
Marketing agricultural information services in the Eastern Caribbean
Authors: Evan‐Wong Sue
Published: July 2002

Presents a methodology for marketing an information service effectively. Focuses on the market intelligence system being developed by the Organization of Eastern Caribbean States’ agricultural diversification co‐ordinating unit (OECS‐ADCU). The methodology developed is based on a strategic approach to marketing which involves: analysis of the system’s environment; segmentation and needs assessment of its client groups; an information audit of the existing system; analysis of market and product opportunities; and the development of recommendations for a tactical marketing programme and its evaluation so that the system continues to reflect the priorities of its clients. The marketing strategy developed emphasizes client input and may be adopted by libraries, information centres and systems wishing to develop and market their services.
Academic franchising: some pointers for improving practice
Authors: Goodall Deborah
Published: July 2002

Academic franchising has provided opportunities for many thousands of students who would otherwise have been excluded from higher education. Yet, despite the continued presence of franchised courses, the approach has been, as far as possible, to make them fit in alongside traditional courses. Reports some of the work carried out by CERLIM at the University of Central Lancashire during the two‐year Library Support for Franchised Courses in Higher Education project, which was part‐funded by the British Library. Notes the differences in provision between college and university libraries and examines the student experience within this context. Identifies weakness in provision and describes the students’ coping strategies. Presents the practical implications of this work as suggestions to library managers for improving practice in the college and university libraries.
The management implications of performance discrepancy in a library organization
Authors: Womboh Benki S.H.
Published: July 2002

Performance discrepancy (PD) is capable of adversely affecting the goals of a library organization. Discusses managerial implications and effects of PD. Library managers are in business to solve human non‐performance problems. They need accurate decisions to taper performance towards organizational objectives. This task requires the implementation of management principles and practices. Discusses causes of managerial PD and the thesis that performance by objective (PBO) is more crucial than management by objective (MBO). Gives examples of managerial PD in a university library in Africa. Contends that corruptly‐employed library managers are liable to be deficient, resulting in PD. Laments recruitment of incompetent and unqualified library managers to the University Library position, and cites this as the major cause of PD. Concludes that PD has serious managerial implications in a library organization. Proves the thesis that PBO is more crucial than MBO. Advances suggestions to avert PD.
Managing information about people: data protection issues for academic library managers
Authors: Eric Davies J.
Published: July 2002

Examines the ethical, legal and social context of academic library management with particular reference to the general treatment of personal information through data protection. Describes the legal background to data protection, including the Data Protection Act 1984 and the European Union Directive of 1995, and considers the implications for library management. Drawing on the results of a British Library Research and Innovation Centre‐funded impact survey of university libraries undertaken in 1995, examines in detail current data protection policies, practices and levels of awareness. Identifies a general need for greater awareness and knowledge and suggests some ways of rectifying the situation. Discusses current and future management issues and scenarios which influence the priority given to data protection and emphasizes the importance of giving it adequate attention.
The anatomy and management of staff conflicts in a Nigerian university library
Authors: Olorunsola Richard
Published: July 2002

To achieve peace, harmony and stability in libraries, there is need to deal with internal strife ‐ both real and imagined. Brings out conflict from its closet in a Nigerian University Library. Examines the sources of internal conflict among staff, rather that the external environment. Addresses the issue from the destructive aspects of undesirably high levels of conflict in a university library. Results of the study revealed a bureaucratic structure, poor communication and organizational policies, and inadequate material resources as the major causes of conflict in the library. The close interdependency between units in the library has also been identified as a source of friction among staff. Provides evidence for the effectiveness of managing conflict through prevention, by means of improved communication and argues for a pro‐active approach to handling conflict.
More about management in Romanian libraries
Authors: Stoica Ion
Published: July 2002

Discusses some of the management problems faced by Romanian libraries as they move through a period of adjustment.
The pattern of provision of European Union information in France and the United Kingdom: a comparative study of services
Authors: Marcella Rita , Baxter Graeme , Parker Susan , Davies Sylvie
Published: July 2002

Compares the selective European information services in France and the UK, stating that whereas France gathers information from official documentation and its representations in the EC in Paris and Marseille, the UK got its European information from three surveys, including two degree surveys. Maintains that French academic librarians are Civil Servants employed by central government and have limited access to European Documentation Centres (EDC), unlike their British counterparts whose libraries, over hundreds of years, have evolved into a self‐governing institution, much better funded and able to provide information at local authority level where European responsibility has been significantly added to since the signing of the Single European Act in 1986.
An overview of recent library and information developments in East Africa
Authors: Odini Cephas
Published: July 2002

The article gives an overview of recent library and information developments in East Africa. Discusses the prevailing local conditions and decries the declining state of libraries in East Africa. Highlights the initiatives taken by the Eastern African governments and international organizations such as UNESCO and IFLA to try and stop the rot of libraries and information systems. Recognizes the positive role played by professional associations in supporting library development. Offers the East African governments a challenge to appreciate the importance of literacy and provision of adequate funding to establish and maintain the infrastructure of service and acquisition of resources.
CONTROLLING‐INFORMATION‐SYSTEMS and national library systems: the German case
Authors: Hofmann Ulrich
Published: July 2002

Describes the decision structures, models and architecture of CONTROLLING‐INFORMATION‐SYSTEMS (CIS). A concrete decision‐ grid has been developed and embedded in EXCEL software. A case study demonstrates the use of the Deutsche Bibliotheksstatistik (German Library Statistics) within the framework of CIS. The suitability of these national statistics within the framework of CONTROLLING‐INFORMATION‐SYSTEMS for complexity‐reduction and co‐ordination needs to be evaluated with care. Linked to this is the clear identification of trends and the analysis of specific categories of management information.
Library staff welfare committee: its role in library management in Nigeria
Authors: Olorunsola Richard
Published: July 2002

Effective and efficient services will be difficult to attain in an organisation where disharmony and grievances thrive ‐ be it between staff and management, or among the staff themselves. The paper examines the role of a library staff welfare committee in the running of a Nigerian university library, and the social services offered to its members. Discusses the history, issues that plagued the scheme, the reactivation process, and the election of a democratic welfare committee. Concludes that the study has provided answers to some management problems in the library, while it points out that members prefer to be directed by their elected leaders. Suggests that a close working relationship is needed between library management and the welfare committee.
Training for the real working world in an information economy
Authors: Thapisa Amos
Published: July 2002

Examines the need to provide quality education for ILS in Africa in the context of information driven economies and the knowledge economy. The balance between theory and practice is discussed, and objectives for change are set. Logistical support is needed from the government and private sector, rather than having to wait for foreign aid. The managers of ILS departments waste time in administration, rather than managing and envisioning. Questions are raised concerning digital degrees, and it is emphasised that the syllabus for such degrees should emerge from Africa, rather than from other parts of the world.
Developing lasting competencies for a twenty‐first century information economy workforce in Africa
Authors: Thapisa Amos
Published: July 2002

Discusses the need to re‐examine the education and training systems for adaptability to issues of institutional change and economic advancement and development, with special reference to Africa. Reports the outcomes of a consultative study involving persons associated with ILS education and training around the globe. The paper was presented at SCECSAL 13 on the 27 July to 1 August 1998 held in Nairobi, Kenya.
Training and development of skills in a changing information environment
Authors: Odini Cephas
Published: July 2002

Presented at the SCANUL‐ECS Conference held in Kenya 23‐26 July 1998. Discusses the challenges posed by the accelerating pace of change in the world of information, especially in Eastern, Central and Southern Africa and stresses the importance of managing the change in order to meet the needs of library users. Recognises the need for training institutions to review information training needs, and to design an appropriate curriculum to produce graduates with the right skills for a rapidly changing information environment. Observes that the curriculum should try primarily to develop attitudes rather than to drill in techniques. But the subjects of information science disciplines, by their very nature and because of the students’ future needs when they enter the workforce, must be concerned chiefly with practice. Recommends that information on training institutions in Africa should continue to reduce the lecture method in the training and development of skills in education and training of students. Stresses the importance of continuing education and of incorporating new specialisations and new professional practices into the curriculum, as soon as they emerge.
Co‐operative preservation activities in the UK: findings of a research project
Authors: Eden Paul , Gadd Elizabeth
Published: July 2002

Reports the findings of a BLRIC‐funded research project, which set out to identify and evaluate current and recent co‐operative preservation activities, and produce guidelines which will help librarians and archivists to engage in successful co‐operative preservation activity.
Customer loyalty – a relevant concept for libraries?
Authors: Rowley Jennifer , Dawes Jillian
Published: July 2002

In commercial contexts the concept of customer loyalty has received much attention, because there is perceived to be a link to profitability. A review of the theoretical work on this concept identifies that loyalty has both attitudinal and behavioural elements. Categories of loyals proposed by Dick and Basu are defined by the relationship between attitudinal and behavioural aspects of loyalty. Antecedents to loyalty include cognitive, affective and conative factors. The management of loyalty must focus on the control or modification of these antecedents. This offers an agenda for further debate within specific libraries. The outcomes of any programme to manage loyalty needs to be evaluated and measured. The measurement of loyalty poses some interesting challenges in terms of the definitions of the attitudes and behaviours that it might be appropriate to measure. Library managers need to identify which measures are the most appropriate for their context
Managing the networked public library
Authors: Gallimore Alec
Published: July 2002

Provides an overview of the main challenges which face public library managers in the near future as electronic networking of library services becomes more widespread. External influences on libraries deriving from the Information Society and the government’s agenda are considered. The problems public libraries are facing in traditional services such as falling issues of lending books are compounded by a growing skills gap, specifically related to IT. As well as new demands on libraries, there are new opportunities, such as digitisation of important collections and funding for technology infrastructure which managers must respond to. Change within the profession is the most important challenge facing managers who need to understand the differences between the old and new cultures. The major issues facing managers are explored: strategic, budgetary, co‐operation, structure, technical, staff and service issues. A short, concise checklist is provided for the fully networked manager as a guide for action
Men and women’s job histories and job changes :The case of Israel’s medical‐sector employees
Authors: Mano‐Negrin Rita , Kirschenbaum Alan
Published: July 2002

The use of internal (intra‐organizational) or external (inter‐organizational) labor markets in men and women’s past employment is examined here as an explanation for differences in turnover behavior. A sample of 700 employees from eight medical organizations in seven labor markets was used to assess the importance of previous internal and external shifts and organizational level opportunities on men’s and women’s present job change choices. Women’s job changes were more affected by previous intra‐organizational moves, whereas men’s job changes were increased by previous inter‐organizational moves. These results suggest that gender differences in job shifts are due to women’s greater reliance on internal labor markets.
The effects of global outsourcing strategies on participants’ attitudes and organizational effectiveness
Authors: Elmuti Dean
Published: July 2002

Global outsourcing is a management strategy by which an organization delegates major, non‐core functions to specialized and efficient service providers. Global outsourcing represents a significant shift in the way organizations manage and staff their business support activities. While global outsourcing has received considerable attention from practitioners and consultants, there has been little empirical research published on global outsourcing. This study explores why and how organizations are using global outsourcing and identifies problems that effect global outsourcing success. The results showed that organizations generally considered themselves successful at global outsourcing. However, while they achieved significant improvement in organizational effectiveness, they were not achieving the order of magnitude improvements ascribed to global outsourcing.
Employment and labour markets: some issues for the new millennium
Authors: Gregory Mary
Published: July 2002

The deteriorating labour market position of low‐skilled workers challenges economic efficiency and social equity. Four aspects are examined: joblessness among the low‐skilled; the prevalence of low pay among women; persistence in low pay; and the overlap between low pay and household poverty. It concludes that the labour market institutions of “social Europe” are effective in reducing the disadvantage of vulnerable groups, although they have protected women less effectively than men. Education and training will have an important contribution to make; more immediately, reducing the deflationary bias in European macroeconomic policies should benefit the low‐paid.
Determinants of Trade Union Membership in OECD Countries: A Survey
Authors: Bean R. , Holden K.
Published: July 2002

Reviews the literature on trade union membership in OECD countries.
After considering the ways in which trade union membership is measured,
trends in both membership and density since 1970 are examined. When
cross‐sectional determinants are considered, density is found to be
unrelated to size of employment in the manufacturing sector and the
share of female employment, but it is related to the level of collective
bargaining and the size of the public sector. An examination of
individual and job‐related characteristics finds membership is higher
among males, those with family responsibilities, those with lower
occupational status and those with low educational achievements and that
job dissatisfaction and left‐wing views are also important. Time‐series
studies find that while union growth and decline are linked to the
business cycle, with wages, prices and unemployment affecting
membership, economic factors are not the sole explanation. Concludes by
surveying the causes of union decline since 1980, together with recent
error‐correction and cointegration approaches to modelling trade union
membership.
Planning for Human Resources in the 1990s: Development of an Operational
Model
Authors: Zeffane Rachid , Mayo Geoffrey
Published: July 2002

Today, human resource managers do not have the luxury of operating and
performing in a stable, predictable environment as political, social and
economic changes are affecting all organizations and their human
resource management activities. In particular, the dominant
environmental uncertainties combined with recent trends/changes in the
socio‐economic climate are having considerable effects on the place and
role of human resource planning (HRP). Outlines some of the major issues
surrounding the HRP function in the face of the above uncertainties and
changes. An operational HRP model designed to incorporate these is
proposed and outlined. Suggestions for implementing the model by means
of simple spreadsheets or a basic (object oriented) computerized
decision support system are also made. A preliminary computerized
decision support system, based on the proposed model, can easily be
developed. This would prove of great assistance to human resource
managers, planners and professionals in the challenging task of
personnel planning in the 1990s. Also outlines the various scenarios and
procedures required in building the operational model.
Job Rotation and Public Policy: Theory with Applications to Japan and
the USA
Authors: Mourdoukoutas Panos , Roy Udayan
Published: July 2002

Argues that the high job mobility observed most prominently among
workers in Japanese firms is consistent with the behaviour of
risk‐averse individuals when neither private nor public income insurance
is widely available to displaced workers. Laissez faire is suboptimal
and involves higher job mobility than is socially optimal. Public
provision of income insurance yields a Pareto improvement and reduces
job rotation. Government job training schemes may push rotation levels
even higher than the levels under laissez faire and could, therefore, be
counterproductive.
Job Disamenities, Compensating Differences and the Immigrant Worker
Authors: Gazioglu S , Sloane P.J.
Published: July 2002

Uses a unique data set of 300 paired Turkish and Bangladeshi father and
son immigrants in London to establish the extent to which immigrant
workers are employed in jobs with adverse working conditions, the extent
to which compensating differences in pay are obtained for such work, and
the extent to which the sons are able to move out of such jobs as they
become assimilated into the labour market.
An integrated system framework and analysis methodology for manpower planning
Authors: Khoong C.M.
Published: July 2002

Manpower planning is a key aspect of the human resource management function in organizations. Specifically, manpower planning examines the gap between staff availabilities (internal and external to the organization) and staffing requirements (to perform tasks in the organization) over time, and prescribes courses of action to narrow such a gap. Different perspectives in manpower planning have each been studied widely in the past. However, few insights are available on the interactions among these perspectives and the impact of these interactions on the resultant manpower plans. Describes these interactions in the form of decision and feedback loops. From this description, derives an integrated decision support system (DSS) framework for manpower planning. Also presents a methodology for analysis of the manpower planning business process and feasibility assessment of DSS deployment. The system framework and analysis methodology constitute a basis for applications deployment and consultancy undertaken by the author’s institute.
The differential impact of unemployment insurance on unemployment duration by income level
Authors: Hughes James J. , Peoples James , Perlman Richard
Published: July 2002

While there is a vast literature on the effect of unemployment insurance on unemployment duration, in almost all of these studies the replacement ratio is the key explanatory variable. Does not contest the almost universal findings that the higher the ratio of unemployment income to that of previous earnings, the longer is unemployment duration, but finds that when pre‐unemployment income itself is considered, duration is positively related to that income. Supports the positive view of the merits of unemployment insurance. While past studies emphasize the leisure aspect, unemployment insurance incorporates the ability to improve search through the use of unemployment insurance funds. This use of funds is particularly applicable to high income recipients.
Managing workforce diversity: macro and micro level HR implications of network analysis
Authors: Stephenson Karen , Lewin David
Published: July 2002

Public policy which controls and seeks to correct employment discrimination is now in its fourth decade in the USA. Organizations have made strides in complying with such policies through their hiring practices and in employee development and training programmes. While laws such as the Civil Rights Act and programmes such as EEO and AA have high aims and lofty claims, in practice they miss the mark in organizations. Research indicates that the nature of the work relationship is constrained by both network and hierarchical forms of organization. Suggests that policy is predicated only on the latter and that innovation may lie in the former. Finds that understanding and managing the networks in organizations may be used to augment existing programmes in achieving non‐discriminatory or “fair” employment practices.
Managing workforce diversity for competitiveness The Canadian experience
Authors: Jain Harish C. , Verma Anil
Published: July 2002

Addresses the two important trends of the 1990s: workforce diversity and growing competitive challenge as a result of globalization. Considers the social, economic and political issues involved. Asks whether the trends are compatible, and whether solutions to one trend are creating problems in dealing with the other. Looks at each trend, and summarizes policy responses using Canadian data. Discusses implications for research and policy.
Global managers: qualities for effective competition
Authors: Ali Abbas J. , Camp Robert C.
Published: July 2002

Examines the skills and qualities that are often needed by today’s global managers. Describes a study in which 184 international managers ranked 13 statements of attributes according to their importance for conducting business affairs. Concludes from the results that qualities pertaining to adaptability, flexibility, and comfortableness in dealing with people from other cultures are often needed. Looks at two factors produced from the results of rotated factor analysis. Labels these factors “essential qualities” (the attributes required by every manager) and “supplementary qualities” (the additional attributes required for international assignment). Identifies nine illusions about required managerial qualities which are common in research and practice.