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This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/eb045039. When citing the article, please cite: Stacey Birks, John Fyfe, (1985), “Manpower Issues in the Arab World”, International Journal of Manpower, Vol. 6 Iss: 5, pp. 19 - 26.

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/eb044818. When citing the article, please cite: Professor John Fyfe, (1980), “Manpower Planning: The Need for a Diagnostic Approach”, International Journal of Manpower, Vol. 1 Iss: 1, pp. 33 - 36.

It is quite clear that increasing interest and priority are being given to manpower and employment policy issues by governments of Arab countries. This is largely because of the social and political pressures arising from the emergence of a whole range of employment issues over the past decade or so. In the non‐oil‐endowed states unemployment has often been at levels which have caused public concern. In the oil‐exporting, capital‐rich states, however, the problems have been rather different with imports of non‐national labour at levels which have touched off discussions about the wisdom of development strategies which rely to such an extent upon imports of labour.

On 1st September 1972 the International Institute of Social Economics was founded in Hull by Dr. Barrie O. Pettman. The Institute aims to assist in the development of Social Economics as a recognised discipline with a scientific foundation and accepted standards of qualification and ethics; to improve standards of Social Economics by encouraging communication and the interchange of ideas within a growing body of people educated to appreciate the broad field of Social Economics; to help and encourage Social Economists at all levels to understand and apply newly developing ideas and techniques and to assist in translating them into practical terms; to provide an organisation through which new knowledge can be added to the discipline of Social Economics, by research, by conferences, by publications and by all other means; to assist in the continuing advance of internationally recognised measures of social and economic progress; and to assist and encourage colleges and universities to develop and maintain sound and adequate Social Economics teaching.

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.

It is quite clear that increasing interest and priority are being given to manpower and employment policy issues by governments of African countries. This is mainly because of the political pressures arising from the apparent failure of governments to deal with a wide range of employment issues — especially unemployment over the past decade or so.

The growing interest of African governments in their manpower problems, a result of the new and more acute political and social pressures of the 1970s, has led to the hasty introduction of new labour market policy measures, intended to alleviate the problems. The impact of these measures are examined, and the potential for action assessed.

IN order to be able to discriminate with certainty between butter and such margarine as is sold in England, it is necessary to carry out two or three elaborate and delicate chemical processes. But there has always been a craving by the public for some simple method of determining the genuineness of butter by means of which the necessary trouble could be dispensed with. It has been suggested that such easy detection would be possible if all margarine bought and sold in England were to be manufactured with some distinctive colouring added—light‐blue, for instance—or were to contain a small amount of phenolphthalein, so that the addition of a drop of a solution of caustic potash to a suspected sample would cause it to become pink if it were margarine, while nothing would occur if it were genuine butter. These methods, which have been put forward seriously, will be found on consideration to be unnecessary, and, indeed, absurd.

I. INTRODUCTION In June 1972 the OME produced their first report on Equal Pay. One of the most significant findings from the investigations made was that considerable variation existed between companies in respect of the progress being made towards implementation of the Act's requirements. In particular a survey among smaller firms (defined in the study as companies with less than 100 employees) indicated not only a lack of progress but a lack of awareness of the Act's requirements, or even of the Act's existence. The more recent investigation by the Department of Employment into progress and reported upon in the DE Gazette for August 1974, shows that there is still room for improvement in some areas, and in particular in small firms where in some cases no progress had been made at all. The Equal Pay Act is not going to fade away into oblivion, and it will become fully enforceable on 29th December, 1975.

This article will examine youth unemployment experience in a number of countries and the different measures that have been adopted to alleviate them in some way. We begin by stressing the dangers in trying to make international comparisons of unemployment by discussing briefly the shortcomings of the available data. Notwithstanding such deficiencies an assessment is made of the situation across a number of countries and the possible causal factors are briefly considered. Finally, in the light of this analysis some of the measures that have been taken in different countries to deal with the problem are described and particular features and measures of special interest to the debate about future policies directed towards improving the employment opportunities for young persons are discussed.