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This study investigates the role of functional area-specific managerial schemas on the attempt of strategic renewal at a large medical devices developer and manufacturer during a period of high environmental dynamism. Using data from a 16-month field study on managerial work related to the strategy process, I examine how functional area managers attempted to (re)configure organizational capabilities in response to various environmental challenges. While I did not find any disagreement between functional area managers related to what those challenges were, I did find fundamental disagreements related to what capabilities the organization can muster as a response. More specifically, disagreements surfaced in relation to how these capabilities should be assembled, and ultimately acted as triggers for the contestation of existing shared frames between functional area managers. These findings add to a growing body of evidence suggesting that there exist large differences between how managers within an organization interpret what the organization is capable of, and more specifically link these differences to the organization’s ability to adapt to environmental changes by showing how they impact the assembly of new capabilities deemed necessary for a successful response.

Modern reference service is marked by four distinctive features: (1) the willingness and ability of librarians generally to give reference aid; (2) a staff devoted exclusively (or largely) to reference work; (3) reference collections stored on open shelves in rooms planned as reference quarters; and (4) ready guides to library resources (such as a dictionary catalogue and a precise scheme of classification).

The purpose of this article is to investigate how political skill relates to career decisions and occupational fit.

The study utilizes undergraduate business majors to determine how their level of political skill influences their choice of career/major in a Holland‐type framework. Hypotheses are tested using logistic regression.

The paper finds that there is general support for the proposition that political skill influences the pursuit of social and enterprising majors/careers.

While choice of major is a strong indicator of occupational choice, it is not a direct measure of individual careers. However, the results provide insight regarding how organizational politics relates to individual careers and suggests the need for further study.

The paper provides a valuable additional factor for assessing career fit.

This paper is the first to critically examine organizational politics with reference to career choices rather than career outcomes and provides insight into how these affect satisfaction and success.

NATURAL aptitude, training, experience: these are the three factors necessary for competence in any vocation. But having stated the ideal, what is the reality? Recruitment to libraries is quite as haphazard as it is to any other job. It is best when unemployment is rife. It is poorest when full employment is achieved. The assistant arrives more by accident than design. He is usually an amenable, adaptable creature, ready enough to learn and make the most of the estate to which he has been called. Thus it is that training becomes paramount, and education in librarianship the prime duty of the Library Association.

THE story of the B.A.O.R. Mobile Libraries starts in July, 1945, when the N.A.A.F.I. agreed to send a W.V.S. mobile library to Germany filled with what was then thought to be enough books for three months, and manned by one W.V.S. helper. Members of the Women's Voluntary Services had been in the B.A.O.R. for some time, working on services' welfare in the N.A.A.F.I. clubs and mobile canteens, but this was the first time that the thought of a mobile library had been entertained. The whole thing was to be an experiment and if it proved successful more libraries were to follow.

NUMBERS of the public need education not only in the use of a library, but in the very facilities provided by the library service. Numbers of teachers up and down the country, with the co‐operation of the librarians, have done much to bring the library to the knowledge of school children, but there are still too many people who imagine that the facilities which the library provides end with their school‐days. There are still vast numbers of young and old who imagine that the library service after school‐days is not free, or else “not for the likes of us.” They do not understand the system of fines, the question of the renewal of books, and they certainly know nothing about the help they could receive from the librarian in selecting their books. Up to the present the method of helping people to read has been largely the method of borrowing books from the library, or else placing books in the buildings where people congregate. Librarians have been pestered by clubs and societies of all kinds, for loan boxes of books, and many a librarian foresees that if this system continues the library itself will be denuded of all books except those which few people in their senses would ever want to read. Moreover, pressure is being placed upon librarians to develop their work in separate compartments. They are being urged to develop a children's library, and very beautiful and imaginatively conducted children's libraries have been arranged in many areas. The success of these has encouraged many well‐meaning people to demand that libraries shall provide equally good facilities for youth libraries. However, though one does not doubt their ability to do this, and to do it no less imaginatively, one might well pause to consider where such departmentalism may lead us. Who is to say whether in a few years' time people may not demand old age pensioners' libraries, or housewives' libraries, or libraries for people over forty?

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

Although there are more primarily undergraduate institutions (PUIs) than research-oriented institutions (ROIs) in the United States and more professors work at PUIs than ROIs, most research on gender inequality among faculty has focused on ROIs. Do patterns of women’s numeric scarcity, gender-hostile work climates, and difficulties with work-life balance found at ROIs hold true for PUIs? This chapter examines one PUI to address this question.

We analyze data from four sources: an archival database of all professors at the institution, interviews with full and associate professors, and two surveys.

Similar to ROIs, our study found women were less likely to achieve higher ranks, and take longer than men to do so. However, we find greater numbers of women and few gender differences in perception of climate, so numeric scarcity and gender-hostile climate cannot explain persistent lags in women’s advancement. Instead, we find women struggle with work-life balance more than men, especially in science disciplines. Thus, gender parity in advancement has yet to fully emerge, despite more women in the faculty and a more equitable climate than at ROIs.

Differences between faculty cohorts are intensified at the PUI because of changes to the institution’s mission, but our research demonstrates that not all gendered patterns found at ROIs apply to PUIs.

PUIs that increasingly emphasize scholarly output should enact family-friendly policies to support all professors, including on-campus or subsidized childcare, flexible scheduling, family leave, and dual-career hiring policies.

This chapter demonstrates that there are important differences between ROIs and PUIs that must be taken into account if we are to understand and remedy gender inequality in academia.