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This article looks at discipline as a workplace issue, considers what is meant by good industrial relations, and how the effective management of discipline can contribute to positive workplace relationships. It argues that the punitive, corrective and revisionist models of discipline do not provide a satisfactory explanation of managerial behaviour. It contends that valuable and relevant insights can be provided by McGregor’s classic study on management. Finally, the article considers the value of metaphor as a means of understanding organisational behaviour, and utilises four animal metaphors to describe and prescribe four distinct types of management conduct in disciplinary situations.

Alcohol abuse can be detected at an early stage in the work setting. Absence of appropriate training and of an alcohol policy often results in negative and collusionist attitudes from employers and colleagues until a crisis arises which necessitates dismissal. A properly implemented alcohol policy allows the employee to gain help at an early stage, is cost‐effective for the employer, and is very relevant to an employer's legal obligations in relation to fair dismissal.

The purpose of this article is to consider the main issues for managers in dealing with problem drinking. It reviews legal and medical criteria, and society’s ambivalent attitude towards alcohol. The importance of the work nexus in devising policies and approaching situations is explored. Based on a thorough review of tribunal cases – it looks at some of the errors management make in dealing with the issue as a discipline problem. The article considers current medical and legal opinion and the views of ACAS in treating alcohol abuse as an ill health issue, and expresses reservations about the danger of creating an “alcoholic elite”.

There is no clear evidence that British workplaces are any nearer the achievement of being representative bureaucracies as far as disciplinary rules are concerned as public policy initiatives are to placing the emphasis on a corrective as opposed to a punitive approach to Industrial discipline. The concept of industrial discipline is examined alongside forms of management control. Management aims and objectives and the difficulties management encounters in this sphere are considered. Worker attitudes and sources of complaints are discussed in the context of the type of involvement unions should have in the discipline process. The trend towards formalisation is explored and Its reasons, advantages and disadvantages discussed. Discipline Is still conflict‐prone and the reasons for this and ways to minimise it are examined. The work is based on an extensive review of the literature and an ESRC research project that examined disciplinary practice in eight different workplaces. Findings are based on interviews with personnel, line managers and shop stewards and examination of rule books, procedures and disciplinary records. The project was carried out during 1981–1983.

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

Through a survey of 200 employees working in five of the thirty establishments analysed in previous research about the microeconomic effects of reducing the working time (Cahier 25), the consequences on employees of such a reduction can be assessed; and relevant attitudes and aspirations better known.

The purpose of this paper is to examine the gap between recovery-oriented processes and clinical outcomes in peer support, an exemplar of recovery-oriented services, and offer suggestions for bridging this gap.

This viewpoint is a brief review of literature on peer support services and gaps in outcome measurement towards building an evidence base for recovery-oriented services.

Clinical outcomes like hospitalizations or symptoms remain a focus of research, practice and policy in recovery-oriented services and contribute to a mixed evidence base for peer support services, in which recovery-oriented outcomes like empowerment, self-efficacy and hopefulness have more evidentiary support. One approach is to identify the theoretical underpinnings of peer support services and the corresponding change mechanisms in models that would make these recovery-oriented outcomes mediators or process outcomes. A better starting point is to consider which outcomes are valued by the people who use services and develop an evaluation approach according to those stated goals. User driven measurement approaches and more participatory types of research can improve both the quality and impact of health and mental health services.

This viewpoint provides a brief review of peer support services and the challenges of outcome measurement in establishing an evidence base and recommends user driven measurement as a starting point in evaluation of recovery-oriented services.