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Critical impediments for women in leadership positions, both in the corporate and educational sector, continue to block progress. Identifies barriers to success from a socio‐cultural and psychological perspective, such as sex‐role stereotyping, few female role models, and societal attitudes towards women as leaders. Barriers impeding success are procrastination, lack of acceptance, and “it′s a man′s world” attitude. University personnel planning leadership training programmes must consider the needs stated by respondents to this survey and offer seminars based on their specific requests. Requested programmes included: effective communication skills, stress management, time management, problem solving, team building, public speaking, supervisory skills, organisational politics, human relations skills, and self‐esteem building.

Career Orientations in Women Volume 44 No. 9 of Human Relations includes an article by Millicent E. Poole, Janice Langan‐Fox and Mary Omodel entitled “Career Orientations in Women from Rural and Urban Backgrounds.”

With a history of social and political marginalisation, mobile populations are most deprived of access to adequate health service provision. While they have undergone sociopolitical changes that bring them closer to mainstream health provision, their perception of the available health provision is still rarely sought by policy makers. This paper addresses these gaps by exploring the perceptions that Bedouin women have of reproductive health services in the Bekaa valley of Lebanon. Historically at the margins of health policy making, Bedouin populations in Lebanon have recently been facing significant sociopolitical changes to their ways of life that affect their perceptions of access and use of health services. In the past 40 years, the Bedouin have gradually settled in informal permanent or quasi‐permanent settlements and engaged with modernised sedentary modes of living overlapping with their own. Their entitlements to social provision and political participation were also renegotiated in the post‐conflict political era (post‐1990) through an inconsistent naturalisation process managed by dominant political players. These changes have been significant in reshaping the positioning of the Bedouin as a social group in the broader Lebanese society. Against this backdrop, the paper asks the following question: How do women negotiate their reproductive health issues in relation to the dominant Lebanese mixed‐provider health model? The paper argues that Bedouin women's perceptions of, and engagement with, the health system are hindered more by the inconsistencies and shortfalls of the health system than by any specific barriers stemming from their ways of life. Their access and use of health services are underpinned by institutional discrimination against their ethnic group at various levels of health provision.

All items listed may be borrowed from the Aslib Library, except those marked *, which may be consulted in the Library.

This issue is a selected bibliography covering the subject of leadership.

Women constitute only approximately 3‐5 per cent of Australian senior managers. One possible explanation of their failure to enter senior management in greater numbers is that women in management may have differing perceptions of the necessary prerequisites for promotion to senior roles. This study explored this possibility with 351 male and 156 female Australian middle managers, whose views were contrasted with senior managers’ perceptions. Gender differences in perception were found between middle managers and middle and senior managers in terms of the importance placed on personal qualities such as attractiveness, deference to superiors, likeability, personality, popularity and powerful allies (perceived charisma) as attributes considered necessary for achieving senior management promotion. In particular, female middle managers believed more strongly than their male counterparts, that senior managers would value the personal qualities encompassed in perceived charisma when considering middle managers for further promotion. However, senior managers did not consider this group of attributes to be important in promotion‐seeking behaviour.

Increasing numbers of women are entering Chartered Accountancy. Focuses on the Scottish perspective exploring recruitment, examination performance and career progress. No discernable gender differences were found in recruitment and early career structure, although women do perform better in the examination process. However, at senior manager and particularly partner levels differences do arise. Examines by way of a case‐study approach, interviewing all the women partners in the “big six” Scottish offices, why so few reach the top. Also analyses their personal profiles in an attempt to construct role models for women who aspire to this level. Women choose to opt out of the top, prioritizing and balancing their lifestyles in a different manner to men. The barrier is there‐fore one of choice, although some form of discrimination was mentioned by two‐thirds of the women. The observations within the six firms were also different, suggesting that varying attitudes had been experienced.

The purpose of this paper is to develop a preliminary conceptual scale for the measurement of distributed manufacturing (DM) capacity of manufacturing companies operating in rubber and plastic sectors.

A two-step research methodology is employed. In first step, the dimensions of DM and different levels of each dimension have been defined. In second step, an empirical analysis (cluster analysis) of database firms is performed by collecting the data of 38 firms operating in Italian mould manufacturing sector. Application case studies are then analyzed to show the use of the proposed DM conceptual scale.

A hyperspace, composed of five dimensions of DM, i.e. manufacturing localization; manufacturing technologies; customization and personalization; digitalization; and democratization of design, is developed and a hierarchy is defined by listing the levels of each dimension in an ascending order. Based on this hyperspace, a conceptual scale is proposed to measure the positioning of a generic company in the DM continuum.

The empirical data are collected from Italian mould manufacturing companies operating in rubber and plastic sectors. It cannot be assumed that the industrial sectors in different parts of the world are operating under similar operational, regulatory and economic conditions. The results, therefore, might not be generalized to manufacturing companies operating in different countries (particularly developing countries) under different circumstances.

This is first preliminary scale of its kind to evaluate the positioning of companies with respect to their DM capacity. This scale is helpful for companies to compare their capacity with standard profiles and for decision making to convert the existing manufacturing operations into distributed operations.