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The purpose of this paper is to examine the development of family protective factors in participants of Help Me Grow Utah (HMGU), a community-based system that promotes child development, seeks early detection of developmental delays, and links families to services.

In this paper, standard quasi-experimental survey design was utilized. HMGU and control group participants completed the FRIENDS Protective Factors Survey, which was slightly modified into a retrospective pre-test and post-test format to address previous survey concerns of response-shift bias, self-serving assessments, and family maturation. Participants were asked to respond to ten questions at present and then again from the perspective of two years previous.

Participants in HMGU had statistically significant increases in protective factor scores in all but one subscale, with dramatic increases in two subscale questions on knowledge of parenting and child development. Control group scores statistically increased in four subscales, albeit at lower rates than HMGU participants. Interestingly, control group scores on two subscale questions relating to child maltreatment risk were significantly lower on post-tests as compared to their retrospective pre-test scores.

Participants in HMGU clearly increased in the development of protective factors. Replication of this study is recommended and the need for a control group in protective factor studies is imperative.

Findings from this study suggest that child services focused on enhancing knowledge of parenting and child development might also expect to improve protective factors. One-on-one care coordination with families seems particularly effective. The findings might also benefit other social programs as they utilize retrospective pre-test, post-test, and control groups in their evaluations.

HMGU is the first affiliate to utilize retrospective pre-test/post-test methodology, which can overcome confounding results attributable to response-shift bias. Also, the use of a control group affords inclusion of natural maturation in considering findings.

This study aims to compare linear programming and stable marriage approaches to the personnel assignment problem under conditions of uncertainty. Robust solutions should exhibit reduced variability of solutions in the presence of one or more additional constraints or problem perturbations added to some baseline problems.

Several variations of each approach are compared with respect to solution speed, solution quality as measured by officer-to-assignment preferences and solution robustness as measured by the number of assignment changes required after inducing a set of representative perturbations or constraints to an assignment instance. These side constraints represent the realistic assignment categorical priorities and limitations encountered by army assignment managers who solve this problem semiannually, and thus the synthetic instances considered herein emulate typical problem instances.

The results provide insight regarding the trade-offs between traditional optimization and heuristic-based solution approaches.

The results indicate the viability of using the stable marriage algorithm for talent management via the talent marketplace currently used by both the U.S. Army and U.S. Air Force for personnel assignments.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

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.

This chapter is an examination of what is meant by the term ‘Good Farmer’ and whether or not this is compatible with being a good businessperson. The term ‘Feckless Farmer’ is introduced to describe someone who is the opposite of a Good Farmer. And all of this is considered with reference to the farmers of the village of Ambridge in the West Midlands, with special emphasis on the practices of Brian Aldridge and his recent issues with contamination of his land and neighbouring watercourses. This work starts by defining key terms before moving on to consider the similarities and differences between farms and other types of businesses. The different philosophical paradigms that can underlie different definitions and practices of a Good Farmer are also explored. The ways that the economies of farms differ from most businesses will also be discussed. With some conclusions being drawn as to whether Mr Aldridge is a Good Farmer or a Feckless one, and if he deserved to be lauded as an award-winning businessperson.

The history of academic inquiry into leadership as a discipline has yielded the unintended consequence of compounding confusion and perpetuating the myth of leadership as mystical. This paper takes that acknowledgement and inquires into the past and future of leadership theory development from a systemic perspective to define the concept, propose an initial framework in which literature and inquiry may be framed, and offer a curriculum for leader(ship) training and development. Three aspects are proposed – requisite, fantasy, and requisite fantasy. This paper suggests the latter is the most appropriate and defines leadership as a binding strange attractor to social patterns. Upon this definition, this paper proposes an initial framework of six elements and six relationships for assimilating and re-organizing the literature, prescriptions, and speculations surrounding the discipline. Lastly, this framework serves to propose a curriculum for advancing the practice of leadership through training, development, and education.

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

Decision makers and authorities largely ignore cycling when conceptualising and developing programmes to support older mobility and therefore, unsurprisingly, levels of cycling in the United Kingdom are low compared to other northern European nations. Cycling has the potential to play an important role in the active ageing agenda and provide older citizens with a form of independent mobility that enhances personal health and wellbeing. The chapter provides evidence of the important role cycling does and could play in older people’s mobility and outlines ways in which older cycling could be supported and promoted.

There is growing recognition of the importance of educator diversity. The purpose of this paper is to examine the production, placement and employment of school leaders as assistant principals, principals and school leaders in Texas by the intersection of race/ethnicity and gender over 23 years.

This is a quantitative study that employs multilevel logistic regression analysis to examine using 25 years of educator employment data from Texas.

The authors find descriptive evidence of an increase in diversity of school leaders driven by a decreasing percentage of white men educators and an increasing percentage of Latina educators. Important differences, however, emerge when examining assistant principal vs principal positions, particularly with respect to the odds of being hired. The authors find black male and Latino educators are more likely than white male educators to be hired as an assistant principal but are less likely than white male educators to be hired as a principal. Women educators, regardless of race/ethnicity were less likely to be hired as assistant principals or principals relative to white male educators. Women of color had the lowest odds of being hired in any position relative to white male educators. With respect to school leader preparation program accountability, the authors find few program characteristics associated with placement and differences between programs explained very little of the variation in placement rates, bringing into question efforts to hold programs accountable for such outcomes.

A longitudinal examination of racial/ethnic and gender intersectionality over 25 years is a unique contribution to the study of inequitable access to school leadership positions.

Devotes the entire journal issue to managing human behaviour in US industries, with examples drawn from the airline industry, trading industry, publishing industry, metal products industry, motor vehicle and parts industry, information technology industry, food industry, the airline industry in a turbulent environment, the automotive sales industry, and specialist retailing industry. Outlines the main features of each industry and the environment in which it is operating. Provides examples, insights and quotes from Chief Executive Officers, managers and employees on their organization’s recipe for success. Mentions the effect technology has had in some industries. Talks about skilled and semi‐skilled workers, worker empowerment and the formation of teams. Addresses also the issue of change and the training that is required to deal with it in different industry sectors. Discusses remuneration packages and incentives offered to motivate employees. Notes the importance of customers in the face of increased competition. Extracts from each industry sector the various human resource practices that companies employ to manage their employees effectively ‐ revealing that there is a wide diversity in approach and what is right for one industry sector would not work in another. Offers some advice for managers, but, overall, fails to summarize what constitutes effective means of managing human behaviour.