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The purpose of this paper is to discuss the contribution of events to the Niagara region's tourism product.

Using contributing perspectives from the industry and academia, this paper provides an overview of festivals and meeting/convention events in the region.

Drawing from specific examples from the region, reasons for event successes are discussed. A diagram is used to illustrate how event products should be developed in order to help Niagara region tourism and economic growth.

Current and future challenges for the region are presented and suggestions for overcoming barriers are provided.

This paper aims to describe how more young people are being attracted into the hospitality industry through apprenticeship training launched by the De Vere Group.

Explains the reasons for setting up the De Vere Academy, the types and styles of training offered and the results it has obtained.

Reveals that, out of the 158 students who have graduated, 100 percent have gained an apprenticeship at level two; 18.8 percent have secured jobs with the De Vere Group, 38 percent have secured jobs in the wider industry and almost 10 percent are back in full‐time education.

Highlights the diverse training styles that are used to appeal to young people who may not have a pure academic background.

Explains that the academy is helping to reduce the number of “neets” – people who are not in education, employment or training.

Reveals that the academy program is helping the De Vere Group to increase the number and quality of young people in its business and the industry as a whole.

When a correspondent complained in the columns of the Daily Telegraph of “a certain hotel” on the South Coast still requiring a tie to be worn in the restaurant, a letter came in by express post next day stating unequivocally: “The ‘certain’ hotel referred to in your columns was the Royal Bath, Bournemouth—signed, David Lloyd‐Jones, General Manager.”

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.

There are many definitions of profound and multiple learning disabilities. Most definitions include having a high degree of learning disability in conjunction with at least one other severe impairment, such as visual, auditory or physical impairments (Male, 1996; Ware, 1996; Lacey, 1998). Bunning (1997) adds that people with such disabilities are very reliant on others for support, including support in taking part in communicative events. Establishing reliable and consistent methods of communication may be exceptionally difficult (Florian et al, 2000). However, it is important to consider the individuality and extreme diversity of this population (Detheridge, 1997; Hogg, 1998), which includes variability in communication strengths and needs (Granlund & Olsson, 1999; McLean et al, 1996). Communication is often given little attention when services are planning ways of supporting individuals to participate, develop independence and make choices (McGill et al, 2000). While the individual's communication strengths and needs should remain central within any discussion, the significant others and the environment will also have an important influence. This article explores some of the communication issues experienced by people with profound and multiple learning disabilities and highlights the importance of the communication partnership within interventions.

Epidemiologists are concerned the next deadly global cognition will be a new kind of deadly flu which humans have no resistance. Since the 1960s, their alarm has been focused on a bird (avian) virus (H5N1). This virus is generally harmless in its host species, but it is extremely deadly when contracted by humans. H5N1 mutates quickly and tends to pick up genes from flu viruses that affect other species. The flu is far more contagious and harder to contain than the SARS (severe acute respiratory syndrome) virus. It is projected that 30‐40 per cent of the population would be infected in a H5N1 flu pandemic, and as many as one‐third would die. The 1918 Spanish flu caused 20 to 50 million deaths world wide. One scientist observed that the 1918 Spanish flu pandemic could have caused civilisation to disappear within a few weeks. Currently, more than 50 million chickens have been slaughtered in eight Asian countries in efforts to curb the spread of avian influenza. This article examines the roots and dangers of the potential avian influenza pandemic, examining the business and social ramifications that could ensue if the worst case scenario occurs.

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.

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.