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Most of the HRM literature is based on large firms despite the growing significance now accorded to smaller firms. In this paper, we explore employment relations in SMEs and argue that the existing literature tends to polarise into a “small is beautiful” or “bleak house” perspective. The paper examines some of the key issues in relation to employment relations in SMEs.

Using a single case study approach this paper provides empirical evidence about managerial practices in a small, non‐unionised firm which represents many of the features characteristic of the black‐hole of “no unions and no HRM”. The efficacy of recent union organising strategies is explored against the “context” of pleasant and unpleasant employee experiences, paternalistic management and labour and product markets. It is argued that the ideology of a “family culture” is a significant barrier to a new organising model of unionism. Consequently, the evidence supports the case that small family‐run firms can be exploitative and state support may be necessary to extend voice and collective representation.

We have received a communication from Mr. A. H. Mitchell Muter, F.I.C., Public Analyst for Lambeth, with reference to the contamination of cheese as the result of it being wrapped in tinfoil.—Mr. Muter observes that the following facts are those upon which he based his remarks, re the potential danger to health arising from contamination by tin in cheese wrapped in this metal, contained in his report for the fourth quarter of 1929 to one of the Local Authorities for which he acts :—On 4th November, 1929, a Food Inspector to the Authority in question submitted an informal sample of wrapped cheese as the result of a complaint having been received from a ratepayer to the effect that he had been taken ill after partaking of it.—Mr. Muter's analysis showed it to contain 5·68 grains of tin per lb., and he therefore reported that he was of opinion that the ratepayer was fully justified in bringing the matter to the notice of the Inspector.—On 15th November a formal sample of wrapped cheese was submitted, which he found contained 6·89 grs. tin per lb., and he issued a report to this effect. As the result of this report he received on the 25th November five informal samples of various brands, all of which were found to contain tin varying from 0·28 to 6·34 grs. per lb., and a further three informal samples received on the 3rd December contained tin in quantities from 1·37 to 11·03 grs. per lb. On the 12th December a formal sample was submitted which contained as much as 14·8 grs. tin per lb.

The increasing need for sustainability-literate construction professionals has prompted higher education institutions to incorporate a sustainability agenda education into their construction courses. The purpose of this paper is to investigate the sustainability knowledge embedded into a quantity surveying (QS) undergraduate course.

Using the Queensland University of Technology (QUT) as a case study, analysis of sustainability knowledge embedded into the QS course is conducted by examining the content of QS course structure, unit aims, learning outcomes, assessment framework and weekly lecture and tutorial materials.

The results show that the “incorporation approach”, i.e. the practice of incorporating the sustainability themes into existing relevant subjects, is mainly used in delivering the sustainability knowledge to the QS students. Additionally, it is found that in its QS course, QUT has covered all aspects of sustainability comprehensively from an environmental viewpoint and with regard, to economic, social and governance aspects.

This research also proposes recommendations for further improvement of the sustainability education in the QUT QS course and beyond.

This study revealed the current practices and approaches of incorporating sustainability knowledge into QS education programme and addressed the knowledge requirements of future sustainability literate QS professionals.

Explores the implications arising from the complete devolvement of human resource responsibilities within an organization to line managers. Reviews the changing role for line managers through the literature related to the adoption of HRM. Uses theories by Guest and by Storey as a framework to examine the success of completely devolving the human resources function to line managers within a medium‐sized private sector company. Uses data collected through a questionnaire, a card sort and in‐depth interviews from a sample of 51 employees to evaluate this framework. Data indicate that the promotion of a soft HRM approach was being displaced by a harder, piecemeal, resource‐based approach. Analyses the need for human resource specialists based on the case study data. Argues that the absence of an identified top management role which includes personnel had a negative impact on the organization’s ability to achieve strategic integration in the management of human resources. Relates this to further negative consequences in relation to commitment to the organization, flexibility and quality.

The purpose of this study was to examine the influence of participating in an eight‐week physical training (ie. balance or weight training) on psychosocial outcomes for independently living healthy older adults. Eighteen older adults (65 years old or older) voluntarily participated in this study. Participants were randomly and evenly distributed in three different groups such as balance, weight or control group; six participants in each. Fear of falling and social activity levels were statistically tested by evaluating questionnaires validated in previous studies. Psychological factors improved in all groups after eight weeks (P < 0.05). Social interaction levels did not improve in any of the three groups, although all participants exhibited improvements in being physically independent (P < 0.05). Results suggested that being physically active as well as being socially active could result in being less fearful of falls, more confident of leaving residency, being more independent, and being more active.

THE Library Association Record will, no doubt, produce the appropriate account of the initiation of Mr. Charles Nowell, at Manchester, as President of the Library Association. Only a few words are necessary here to assure the new president of our satisfaftion with the recipient of our highest honour and our assurance of our loyalty. He has had the full apprenticeship from his youth up in the ways of public librarianship and the great work he has done since he has been Chief Librarian of Manchester has had the approval both of the citizens there and, we venture to assert, of the nation. It was specially appropriate that the ceremony, as was the case with Mr. Cashmore at Birmingham, should take place in his own city where the citizens, his Lord Mayor—who entertained the guests splendidly—his Committee and fellow City Officers could share in our tribute. It was even more fitting that that city should be the cradle of librarianship, having our pioneer of pioneers, Edward Edwards, as its first Librarian, and having also had a succession of fine library committees served by a series of quite eminent librarians. One word more; the speeches were worthy of the occasion and Mr. Gordon transferred his own powers to Mr. Nowell with the grace and eloquence he has shown consistently. Our readers will have seen the capital portrait—a speaking likeness—of Mr. Nowell in the January Record.