A growing trend toward knowledge workers and more highly educated employees has made effective human resource management a key metric separating the corporate wheat from the chaff. Studies confirm that the way people are managed and developed delivers a higher return on investment than new technology, R&D, competitive strategy or quality initiatives. In this book, the authors contend that the broader management models of Management by Instructions and Management by Objectives fail to position organizations for competitive success. What is needed (...) is a strategic leadership tool whose practical application will mine market potential through its relevance to individual organizational members. With a step by step guide to implementation, Managing by Values is just such a tool. (shrink)

Altmann, a mathematical physicist (Oxford U.) provides a philosophical framework for educated lay readers to understand the meaning of natural law, the scientific method, and causality in science. Reviewing the classical approach to time, space, and the laws of mechanics, he also explains key modern concepts such as randomness, probability, the nature of mathematics, Godel's theorems, and quantum mechanics. Altmann considers the reactions of various philosophical schools--including idealism, physicalism, cultural relativism, and social constructivism--to scientific developments. Annotation copyrighted by Book News (...) Inc., Portland, OR. (shrink)

Employee attitudes to change are key predictors of organizational change success. In this article, change engagement is defined as the extent to which employees are enthusiastic about change, and willing to actively involve themselves in ongoing organizational change. A model is tested showing how change-related organizational resources influence change engagement, in part through their influence on change-related job resources. Confirmatory Factor Analysis and Structural Equations Modeling results yielded good fit to the data in two independent samples: 225 Australian working professionals, (...) and 201 employees from a Prolific sample. As proposed, change-related organizational resources were positively associated with higher order change-related job resources. Change-related job resources were positively associated with change engagement. In contrast to expectations, organizational resources were not directly associated with change engagement. Instead, change-related job resources fully mediated the relationship. Overall, the study provides empirical support for new measures of organizational change resources and employee change engagement. By drawing from well-established models in the change and engagement literatures, the study provides a promising research direction for those interested in further understanding positive employee attitudes to organizational change. Practical implications and future research opportunities are discussed. (shrink)

The authors present an approach to conceptualising and predicting environmental conflicts in which conflicts are analysed as a continuum of disagreement over values and options. They also operationalise this approach using an online values-centred survey tool, the ‘public-to-public decision support system’ (P2P-DSS). The authors put values and conflict in environmental management into perspective. Next, they review how values are defined in scholarship and operationalised for decision support. The relevance of values research to con-flict management is presented. With reference to a (...) real-world aggregate-mining conflict, the authors demonstrate how P2P-DSS can be used to collect data and categorise conflicts to enhance environmental management decision-making. The authors argue that P2P-DSS has potential to support values-sensitive thinking for environmental conflict management. They then set out research priorities to investigate the theoretical and practical implications of this approach. This work contributes to advancing values research in environmental conflict management and expanding values-based decision-making. (shrink)

Integrating power dependence and gender role theories, we investigate the interactive effects of followers’ gender and leaders’ Machiavellian orientation in predicting followers’ usage of upward influence tactics. Using a sample of 156 matched leader–follower dyads, we found that followers’ gender moderated the relationship between Time 1 leaders’ Machiavellian orientation and followers’ use of upward influence tactics at Time 2. Specifically, the relationship between Time 1 leaders’ Machiavellianism and Time 2 followers’ ingratiation was significant and positive for women followers and non-significant (...) for men followers, while the relationship between Time 1 leaders’ Machiavellianism and Time 2 followers’ assertiveness was significant and positive for men followers but non-significant for women followers. These results suggest that gender plays an important role in how followers react to Machiavellian leaders. The social and ethical implications of these findings are discussed. (shrink)

Leave No Trace (LNT) has become the official education and outreach policy for managing recreational use in parks and wilderness areas throughout the United States. It is based on seven core principles that seek to minimize impacts from backcountry recreational activities such as hiking, climbing, and camping. In this paper, we review the history and current practice of Leave No Trace in the United States, including its complex role in the global political economy of outdoor recreation. We conclude by suggesting (...) a new framework for building on the successes of Leave No Trace, while moving beyond its self-imposed limitations, and recapturing wilderness recreation as a more collaborative, participatory, productive, democratic, and radical form of political action. (shrink)

Addressing both collegiate and professional sports, the updated edition of Fair Play explores the ethical presuppositions of competitive athletics and their ...

Jones uses a mechanism from the linguistic theory, Optimality Theory, to generate the range of kin systems observed in human cultures and human languages. The observed distribution of kinship systems across human societies suggests that some possibilities are preferred over others, a result that would indicate Jones' model needs to be refined, especially in its treatment of markedness.

We argue that the self-experimentation espoused by Roberts as a means of generating new ideas, particularly in the area of mood, may be confounded by the experimental procedure eliciting those affective changes. We further suggest that ideas might be better generated through contact with a broad range of people, rather than in isolation.

An invited collection of prominent scholars examining normative issues raised by the role of coaching, the ethics of competition, coaching youth sports, and coaching relating to the law.

In Neutrality and the Academic Ethic, distinguished philosopher Robert L. Simon explores the claim that universities can and should be politically neutral. He examines conceptual questions about the meaning of neutrality, distinguishes different conceptions of what neutrality involves, and considers in what sense, if any, institutional neutrality is both possible and desirable. In Part II, a collection of original and previously published essays provides different views on these and related issues.

Adenosine transport in cultured human umbilical vein endothelial cells (HUVEC) was characterized and shown to be mediated by a single facilitated diffusion mechanism. Initial rates of adenosine influx at 22 degrees C were saturable [apparent Michaelis constant, 69 +/- 10 mu M; maximum velocity (V-max), 600 +/- 70 pmol.10(6) cells(-1).s(-1)] and inhibited by nitrobenzylthioinosine (NBMPR). Formycin B had an unusually high affinity [inhibitory constant K-i), 18 +/- 4.3 mu M], whereas inosine had a low affinity (K-i, 440 +/- 68 mu (...) M) and nucleobases were without effect on adenosine influx. The number of transporters (1.2 x 10(6) sites/cell) was estimated by NBMPR equilibrium binding (apparent dissociation constant, 0.11 +/- 0.01 nM; maximum binding, 2.0 +/- 0.15 pmol/10(6) cells). In addition, we compared these endothelial cells with those obtained from cords from pregnancies complicated by diabetes (HUVEC-D), since embriopathy may occur in these conditions. HUVEC-D exhibited a 2.3-fold reduction in both the V-max for adenosine influx and the maximum number of NBMPR binding sites (260 +/- 40 pmol.10(6) cells(-1).s(-1) and 0.86 +/- 0.08 pmol/10(6) cells, respectively). However, the turnover number for each nucleoside transporter in normal and diabetic HUVEC was similar (approximate to 300 adenosine molecules/s). Adenosine metabolism at 10 mu M in HUVEC-D was modified compared with normal cells. Intracellular phosphorylation (> 90%) was the predominant pathway in normal HUVEC, whereas in HUVEC-D, substantial levels of adenine and adenosine were detected. The present results demonstrate therefore the downregulation of the NBMPR-sensitive nucleoside transporter and changes in adenosine metabolism in HUVEC from diabetic pregnancies. (shrink)

_The Blackwell Guide to Social and Political Philosophy_ brings together a collection of newly commissioned essays which examine fundamental issues in social and political theory. Written by leading social and political philosophers, each essay provides a map to the history of the issue at hand and a judicious assessment of the main arguments that have been brought to bear upon that issue.