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This paper provides an overview of an improvement project that explored whether the implementation of IoRN2, a validated freely available tool designed for any health or social care professional to use, resulted in improved conversations across professions within an integrated rehabilitative reablement service.

A qualitative descriptive evaluative approach was applied underpinned by quality improvement Lean and Total Quality Management (TQM) to capture perceptions, variables and IoRN2 value-add. Professionals' (N = 8) across Nursing, Allied Health Professions, Social Work, Quality Improvement and Support Workers participated in one-to-one semi-structured <1 h interviews. Recurring themes and experiences were identified.

IoRN2 improved collaborative conversations. The evaluation of the tool demonstrated greatest impact when all professionals were IoRN2 trained. Participants, regardless of profession, believed that their conversations, professional relationships and outcomes improved when using IoRN2. When differing judgments arose with colleagues who were not IoRN2 trained, fear and tension emerged around trust, cultural manners and power play causing disconnects. Incorporating IoRN2 led to psychologically safe environments where trust, confidence and motivation to explore new creative conversations enhanced strength-based outcomes and helped to generate transformational change.

The small sample size offered transferable learning worthy of larger future study. The project lead was also the reablement service manager, which may have generated unintended influence.

IoRN2 has the potential to improve how HSC professionals converse, acting as a catalytic tool for system-level integration, transformation and sustainable improvement.

Life studies are a rich source for further research on the role of the Afro‐American woman in society. They are especially useful to gain a better understanding of the Afro‐American experience and to show the joys, sorrows, needs, and ideals of the Afro‐American woman as she struggles from day to day.

The purpose of this paper is to investigate whether formal authority of the HR department has any impact on line managers’ evaluations of HR department effectiveness.

Two studies were conducted in Vietnam. Study 1 comprised a survey of 405 line managers to test the hypothesized model. Study 2 comprised a survey conducted with 155 line managers validated the findings from Study 1. Structural equation modeling and PROCESS macro were used to analyze the data.

Line managers’ perceptions of the HR department’s formal authority had a positive and indirect impact on HR department effectiveness through the HR department’s strategic involvement and influence. Public sector line managers tended to perceive their HR departments as possessing a higher level of formal authority than did their private sector counterparts.

This study extends the theory of political influence as it applies to the HR department. Specifically, the study provides empirical evidence of the influences of an organization’s political conditions on the perceptions of HR department effectiveness. This study also contributes to the extant literature on HRM in Vietnam by showing how Vietnam’s HR departments can utilize power and influence in accordance with specific ownership types.

Public sector HR managers could establish their formal authority among stakeholders as a way to enhance the recognition of HR department effectiveness. This can be done by relying on the presence of the traditional bureaucratic characteristics of the public sector which confer the HR department with formal authority.

The study contributes an understanding of the determinants of HR department effectiveness in the context of Vietnam. Research findings show that highly formal authority practices in the public sector affect the way line managers perceive the strategic involvement of the HR department. The more formal the authority, the more the public sector HR department is perceived to be involved in the strategic management process. Thus, formal authority is a prerequisite that public sector HR departments need to signal its importance among line managers. To have a long-term influencing role in the organization, the HR department in the public sector needs to develop its political and influencing skills. In contrast to this, the private sector HR department needs to develop a strategic partnership with line managers in order to increase its influence and perceived effectiveness.

Blues music is in the midst of its second revival in popularity in roughly thirty years. The year 1960 can be identified, with some qualification, as a reference point for the first rise in international awareness and appreciation of the blues. This first period of wide‐spread white interest in the blues continued until the early seventies, while the current revival began in the middle 1980s. During both periods a sizeable literature on the blues has appeared. This article provides a thumbnail sketch of the popularity of the blues, followed by a description of scholarly and critical literature devoted to the music. Documentary and instructional materials in audio and video formats are also discussed. Recommendations are made for library collections and a list of selected sources is included at the end of the article.

Discusses the correspondence and use of each other′s ideas of Loeb and Veblen which are seen to be significant both in understanding the evolution of their own thought and as commentary on the times.

Evaluates the various functions of the British collective agreement, for example, its legal enforceability, agency and aspects of incorporation. Brings the discussion into the European context in relation to these issues. Cites a number of case law examples. Suggests that the UK may be in a “transitional phase between collective bargaining and a consensus culture between trade unions and management”. Concludes that the Labour government is attempting to steer a middle way between US‐style individualism and European‐style social partnership.

My main point is that the 1920s Chicago School got its scholastic or school-like quality primarily from its notion of what a human being is, from its social psychology, and only secondarily from its sociology. These sociologists developed the novel idea that humans are constituted by symbolic or cultural elements, not biological forces or instincts. They applied Franz Boas's discovery of culture to human nature and the self. In particular, they showed that ethnic groups and their subcultures are not biologically determined or driven by fixed instincts. In the 1910s and 1920s, the Americanization movement held that ethnic groups could be ranked on how intelligent, how criminal, and therefore how fit for democracy they were. This powerful movement, the extreme wing of which was lead by the Northern Ku Klux Klan, advocated different levels of citizenship for different ethnic groups. The Chicago sociologists spear-headed the idea that humans have a universal nature, are all the same ontologically, and therefore all the same morally and legally. In this way, they strengthened the foundations of civil liberties. The Chicago professors advanced their position in a quiet, low-keyed manner, the avoidance of open political controversy being the academic style of the time. Their position was nevertheless quite potent and effective. The actual sociology of the school, also quite important, was largely an expression of the democratic social psychology. In addition, the sociology was dignified and elevated by the moral capital of their theory of human nature.