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Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).

Due to discontent arising from the application of Modernism's totalitarian and homogenising logic to house design, recent research has concentrated on differences between cultures, societies and ethnic groups to the extent that today's students of architecture have difficulty finding sources which point to any universally valid values and preferences adopted by contemporary populations. In this study seventeen major design principles stemming from man-environment relationships, such as privacy, territoriality, personal space, backstage behaviour, orientation, and so on, as deduced from Turkish traditional houses, are investigated in terms of similarities among cultures. Samples of contemporary houses are selected from Turkey and elsewhere. Between local and international house designs full matches are depicted and verified by way of statistical analyses across fourteen items, such as living space subdivisions for guests and family, indirect access to the house (modulation), multi-purpose living space subdivisions (hierarchical living space), individualized bathrooms in bedrooms, independent family rooms, semi-closed spaces on the first floor, larger fenestration on upper floors as opposed to opacity of ground floors, segregated garden space, powerful demarcation of the garden space, orientation toward the house's own territory, bathrooms being situated in night time domains, differentiated status of spaces, multiple uses for stair landings (such as for hiding places for goods). Only three items showed some variance: closed balconies on upper floors were local, and semi-open spaces on ground floors were international tendencies. The practice of allowing direct access from the main entrance to a vertical circulation area was also predominantly a local choice.

The time is right for renewed and updated attention to the relationship between public relations (PR) and human resources (HR) departments in the context of corporate social responsibility (CSR) and sustainability. For too long, conflict between the two practice areas has obscured opportunities for collaboration which benefits organizations and stakeholders. This chapter offers theoretical underpinnings for examining an interdepartmental, cross-unit working relationship between HR and PR – and advances a vision for why it is needed now.

Due to declining birth rates and increasing life expectancies, the developed countries can expect progressively ageing workforces comparative to those of Canada and the USA. As a result, employers will be less able to draw on a relatively inexpensive, younger labour force for replacements, and in order to maintain current employee levels there will be a greater need for the increasingly ageing working population to stay at work longer. An outline of some of the age‐related regulatory practices of the USA may indicate the way ahead for other developed countries as they try to introduce greater governmental protection of their older workforces.

The study seeks to investigate the mechanisms for the effects of environmental design features of a green building on occupants' environmental awareness (EA) and organizational image (OI).

One mechanism investigated the direct effects of environmental design features of a green building on occupants' EA and OI. The other mechanism investigated the indirect effects on occupants' EA and OI resulting from the direct effects of environmental design features on occupants' workplace satisfaction. The data were collected from 175 occupants of the Leadership in Energy and Environmental Design (LEED)‐certified green building using a questionnaire instrument.

Based on frequency, correlational, and regression analyses of the data, the study found no evidence for direct effects of environmental design features on occupants' EA and OI. The study, however, found some evidence for indirect effects, indicating that individual workspace and departmental space features affected occupants' satisfaction with individual workspaces and the building, which then affected occupants' EA and OI.

The study involved only the employees of an organization who occupy a single LEED‐certified green building. Future studies should involve a larger sample of green buildings. Future studies should also involve other stakeholders of these buildings.

The study is important for the long‐term market growth of green buildings, because it provides supporting evidence for the organizational leaders who want to use green buildings to enhance organizational values and benefits.

The study makes an original contribution to the field, because studies focusing on the potential links between green buildings and organizational benefits and values, and the mechanisms that may help explain these links are still rare.

Any article about training poses problems of theme. Should the theme be that of faith healing? Such a theme to indicate that ‘training costs money and may show no immediate reward but that faith and the observation of the principles laid down by the ‘Chosen Trainers’ will reap its reward in the celestial hypermarket’. Should the theme be that of the patent medicine — ‘A packet of training, which when mixed with the milk of human kindness will cure labourturnover, low profitability and improve company virility’. Or should the theme be one of fashion — ‘Use the latest technique, limited supplies available to the discerning, try the latest mini module, or the maxi‐management matrix!’

A two‐year experimental programme to apply the research findings of a research programme into the practice and organisation of new product development is described. It was conducted within a large manufacturing subsidiary of a major international organisation. The results from the past research work were converted into a usable form and applied through a planned programme of analysis and change. It describes how the work covering all levels of personnel from general manager to the shop floor staff, was initiated directed and controlled.

In previous issues writers from the Institute of Manpower Studies have described the manpower survey which they undertook in 1972/73 for the DITB, and which provided much material for the DITB in planning its training policy. In this article they move on from the question of employment and manpower and look at the overall picture of training in distribution — what kinds of training are being provided? Which groups of people in which firms are being trained? What is the relationship between the use of different training methods and the size of the firms studied?