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“Today the imperative need of Indian communities in the field of education is a need to know; to know the past …and to know about the world that surrounds them in the same intimate manner they once knew the plains, mountains, deserts, rivers, and woods.” — Vine Deloria, Jr., The Right to Know 1978.

The study of birth defects has increased in importance in recent years because the rate of infant mortality due to other causes (such as infection and nutritional disease) has decreased more quickly than has the rate of deaths due to birth defects. Today, abnormalities are detected in approximately 3 percent of newborn humans, and twice as many prenatally acquired defects are found in children after infancy as are discovered at birth. In addition, many of the more than 500,000 miscarriages and stillbirths that occur each year in the United States are due to abnormal fetal development.

This paper describes the personal history and intellectual development of Morris B. Holbrook (MBH), a participant in the field of marketing academics in general and consumer research in particular.

The paper pursues an approach characterized by historical autoethnographic subjective personal introspection or HASPI.

The paper reports the personal history of MBH and – via HASPI – interprets various aspects of key participants and major themes that emerged over the course of his career.

The main implication is that every scholar in the field of marketing pursues a different light, follows a unique path, plays by idiosyncratic rules, and deserves individual attention, consideration, and respect … like a cat that carries its own leash.

In the case of MBH, like (say) a jazz musician, whatever value he might have depends on his originality.

According to The Times, prompt action is likely to be taken by the Government to deal with the danger to the public health due to the consumption of contaminated, or essentially impure, milk. At present the authorities are faced with a serious difficulty, owing to the absence on active service of so many officials concerned with the administration of the law relating to these matters the release of whom was strongly urged in The Times recently. It was owing to the inroads made on the staffs of the central authority and the local administrations that the Milk and Dairies (Consolidation) Act of 1915 was not put into force. As soon as a sufficient number of officials are released by demobilization, and special steps are being taken to get this done, the administrative Orders under the Act will be put into force. A similar state of things exists in regard to the Tuberculosis Order of the Board of Agriculture which, among other objects, aims at the elimination of tuberculous cows from dairy herds. With both measures in effective administration very great progress in the removal of a national danger should be almost immediately made.

Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.

In recent years water has been the chief extraneous matter found in adulterated lard, but the results of the examination of the 2,918 samples (eight adulterated) reported upon during 1925, show cases of adulteration by substituting or adding vegetable oils and fats.

Man has been seeking an ideal existence for a very long time. In this existence, justice, love, and peace are no longer words, but actual experiences. How ever, with the American preemptive invasion and occupation of Afghanistan and Iraq and the subsequent prisoner abuse, such an existence seems to be farther and farther away from reality. The purpose of this work is to stop this dangerous trend by promoting justice, love, and peace through a change of the paradigm that is inconsistent with justice, love, and peace. The strong paradigm that created the strong nation like the U.S. and the strong man like George W. Bush have been the culprit, rather than the contributor, of the above three universal ideals. Thus, rather than justice, love, and peace, the strong paradigm resulted in in justice, hatred, and violence. In order to remove these three and related evils, what the world needs in the beginning of the third millenium is the weak paradigm. Through the acceptance of the latter paradigm, the golden mean or middle paradigm can be formulated, which is a synergy of the weak and the strong paradigm. In order to understand properly the meaning of these paradigms, however, some digression appears necessary.

After years of analysing what makes leaders most effective, management gurus have figured out how to boost the odds of hiring a great executive: Hire a female (Sharpe, 2002, in Business Week). Over the years, there has been a dramatic shift of women’s roles in leadership. Women have always had the capacity and desire for leadership; however, due to political, economical and societal restrictions, they were unable to advance in leadership positions. In 1972, women held 18% of administrative positions in the United States; and by 2002, these positions increased to 46% (US Bureau of Labour Statistics, 1982, 2002). Recent results show that traditional gender gaps in competitiveness have sharply decreased. Recently, a gender comparison of emotional intelligence revealed a significant difference in favour of females by (p〈.05). Changes will continue in leadership regardless of gender and societal stereotypes. Future interest will undoubtedly follow the journey in which women advance in leadership roles.

Partnerships between public health organizations and private corporations may be best positioned to address many of the major healthcare challenges currently facing nations across the globe. Strategically chosen partners can collaborate and share resources to develop and successfully implement valuable solutions to achieve common goals. The key is using innovation methods to effectively leverage the best resources provided by each partner. The authors explain the value of public-private partnerships while also providing insight into how specific tactics from projects undertaken by their international communications firm, Fleishman-Hillard, assisted partnerships in their efforts to develop innovative solutions to address healthcare challenges.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.