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The connotations, associations, custom and usages of a name often give to it an importance that far outweighs its etymological significance. Even with personal surnames or the name of a business. A man may use his own name but not if by so doing it inflicts injury on the interests and business of another person of the same name. After a long period of indecision, it is now generally accepted that in “passing off”, there is no difference between the use of a man's own name and any other descriptive word. The Courts will only intervene, however, when a personal name has become so much identified with a well‐known business as to be necessarily deceptive when used without qualification by anyone else in the same trade; i.e., only in rare cases. In the early years, the genesis of goods and trade protection, fraud was a necessary ingredient of “passing off”, an intent to deceive, but with the merging off Equity with the Common Law, the equitable rule that interference with “property” did not require fraudulent intent was practised in the Courts. First applying to trade marks, it was extended to trade names, business signs and symbols and business generally. Now it is unnecessary to prove any intent to deceive, merely that deception was probable, or that the plaintiff had suffered actual damage. The equitable principle was not established without a struggle, however, and the case of “Singer” Sewing Machines (1877) unified the two streams of law but not before it reached the House of Lords. On the way up, judical opinions differed; in the Court of Appeal, fraud was considered necessary—the defendant had removed any conception of fraud by expressingly declaring in advertisements that his “Singer” machines were manufactured by himself—so the Court found for him, but the House of Lords considered the name “Singer” was in itself a trade mark and there was no more need to prove fraud in the case of a trade name than a trade mark; Hence, the birth of the doctrine that fraud need not be proved, but their Lordships showed some hesitation in accepting property rights for trade names. If the name used is merely descriptive of goods, there can be no cause for action, but if it connotes goods manufactured by one firm or prepared from a formula or compsitional requirements prescribed by and invented by a firm or is the produce of a region, then others have no right to use it. It is a question of fact whether the name is the one or other. The burden of proof that a name or term in common use has become associated with an individual product is a heavy one; much heavier in proving an infringement of a trade mark.

Food retailing began to change in the early 1950's with the introduction of self selection in shops. By 1987, this self selection accounted for 72% of the grocery trade. The abolition of retail price maintenance in 1964 was another important factor in the retail revolution and now just five large multiples dominate our food buying (see Table 1). Table 2 shows the impact of multiple retailing which has led to a rapid reduction in the total number of shops and an increase in the number of superstores which offer the consumer considerable breadth and depth of choice.

Competitiveness has forced companies to improve the overall performance of the business. In the area of maintenance, much has been written about strategies, such as total productive maintenance or reliability centred maintenance, in order to increase the reliability and therefore capacity of the industrial plants in their quest for world‐class maintenance. However, if a strategy is to be effective, it must be supported with an invaluable resource, information. In the present work, the role of computerised maintenance management systems (CMMSs) is discussed as a powerful tool necessary for obtaining information from raw data and support the decision‐making process. Furthermore, a CMMS has been designed, developed, customised and implemented for a disc brake pad manufacturing company based in England. In addition, a maintenance maturity grid has been proposed to support the CMMS implementation. The grid shows that the complexity of the CMMS will increase as the maintenance function moves from a reactive to a proactive culture. The implemented CMMS aims to reduce total downtime and frequency of failures of the machines by improving the efficiency and effectiveness of the maintenance force. The computer program simplifies and reduces the time of data capture compared to the currently used paper‐based reporting system. It also provides the maintenance planners with a platform for decision analysis and support often ignored in the commercial CMMSs available in the market.

This paper seeks to conduct a numerical study to investigate heat transfer in turbulent, unconfined, submerged, and inclined impinging jet discharged from a slot nozzle, utilising finite volume code FLUENT.

Two re‐normalisation group k‐ε and the basic Reynolds stress models by using enhanced wall treatment for near wall turbulent modelling were applied and the local Nusselt numbers were compared with experiments. The enhanced wall treatment solves the fully turbulent region and viscous sublayer by considering a single blended function of both layers.

In inclined impinging jet by movement of stagnation point to the uphill side of the impinging plate, the location of the maximum Nusselt number moves to the uphill side of the plate. However, this movement increases by increasing of H/D and by decreasing of Reynolds number and inclination angle. For a flat plate impinging jet, the results were found to be less than 8 per cent different and for inclined impinging jet, more sensitive to H/D, 5‐20 per cent different in comparison with experiments. In addition, the flow streamlines were consistent with location of the heat transfer peak on the impinging surface.

Reynolds numbers in range of 4,000‐16,000, the ratio of nozzle height to hydraulic diameter of the nozzle (H/D) in range of 4‐10, and inclination angle of air jet and plate in range of 40‐90° were considered.

A unique achievement of this study in comparison with experimental data was locating the exact peak of the local Nusselt number on impinging plate by change of Reynolds number, H/D, and inclination angle.

AC Spark Plug at Liverpool is in the middle of an important investment programme which is built on a policy, not only of automation in assembly but also of achieving the highest practicable flexibility in automation. Jack Hollingum went along to find out about it.

The British countryman is a well‐known figure; his rugged, obstinate nature, unyielding and tough; his part in the development of the nation, its history, not confined to the valley meadows and pastures and uplands, but nobly played in battles and campaigns of long ago. His “better half”—a term as true of yeoman stock as of any other—is less well known. She is as important a part of country life as her spouse; in some fields, her contribution has been even greater. He may grow the food, but she is the provider of meals, dishes, specialties, the innovating genius to whom most if not all British food products, mostly with regional names and now well‐placed in the advertising armentarium of massive food manufacturers, are due. A few of them are centuries old. Nor does she lack the business acumen of her man; hens, ducks, geese, their eggs, cut flowers, the produce of the kitchen garden, she may do a brisk trade in these at the gate or back door. The recent astronomical price of potatoes brought her a handsome bonus. If the basic needs of the French national dietary are due to the genius of the chef de cuisine, much of the British diet is due to that of the countrywoman.

This study investigated the relationship between job satisfaction, job‐related stress and intention to leave among audit staff in public accounting firms. Effects of demographic factors on job satisfaction; and the relationship between the elements of two‐factor theory with job satisfaction and job‐related stress were also identified. Data for the study was collected through questionnaires. Statistical analysis such as chi‐square test, factor analysis, correlation analysis and multiple regressions were used. The results indicated that job satisfaction and job‐related stress were significantly related to intention to leave the job. Only demographic factors such as pay or salary, job position and highest education achieved were found to have effect on job satisfaction. Elements of motivators and elements of hygiene were related to job satisfaction and jobrelated stress respectively. The findings of this study may contribute to planning and implementing human resource management’s (HRM) retention strategies. Several suggestions for future research are also presented. If the antecedents of intention to leave can be identified, appropriate HRM practices may minimize dysfunctional turnover of high quality employees.

This study aimed at investigating the impact of some financial indicators (salary competitiveness, employee productivity, company performance and company size), disclosed in the annual financial reports, on employee turnover in Jordanian pharmaceutical companies listed on the Amman Stock Exchange (ASE).

A longitudinal design with cross-sectional time-series (panel) data from annual financial reports of six Jordanian pharmaceutical companies, listed on the ASE for the period 2009–2018, was used to measure employees’ turnover and its precedents quantitively. The panel data of 160 observations (six companies with ten-time periods) were analyzed using STATA 15.0 to achieve study objectives.

Contrary to what is expected, the results showed that salary competitiveness does not affect employee turnover, and employee productivity positively affects employee turnover. In contrast, the results of this study supported the widespread belief that company performance and size negatively affect employee turnover.

This study does not address voluntary and mandatory turnover because it is very difficult to distinguish the two types based on financial reports. Also, other important variables (medical expenses, training expenses, etc.), which can affect employee turnover are not disclosed in the financial reports of all pharmaceutical companies due to the lack of uniform financial reporting standards.

Pharmaceutical companies should not focus on salaries to attract and retain employees but rather provide them with a distinct set of other benefits including salaries. Also, it should try to reduce the workload of employees by increasing their number to the extent that it does not constitute an additional burden on other employees.

This is the first attempt, according to a literature review, to measure employee turnover and its antecedents based on financial indicators disclosed in the pharmaceutical companies’ annual financial reports.