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This brief chapter explores my experiences with music and death throughout my cancer treatment. Though I constantly confronted my mortality throughout my cancer treatment, music also helped to distract me from unpleasant, lengthy or boring treatments, as well as helping me to process my feelings about my own mortality. It thus served two distinct purposes, both focusing my mind on death and pain and distancing me from it.

AT the present time leisure is a subject which does not attract much serious attention. Sporadic discussions break out now and again among small groups; or it provides a topic for the popular press during the ‘silly season’. There is, however, a distinct possibility that in the measurable future an Institute of Leisure Study will be needed.

Although the term “trigger event” is commonly accepted and frequently mentioned by many disciplines in conjunction with sensemaking, research attention on the trigger event construct is sorely lacking. We chose to examine this construct within a specific setting that global leaders have to master – the intercultural context. After reviewing the relevant literature, we created an original model of trigger events and sensemaking in the intercultural context, which is accompanied by propositions that determine the likelihood of an event rising to the level of a trigger. It is our hope that this theoretical model will lead to a better understanding of how trigger events function in general. The chapter contributes to a greater understanding of the cognitive element of global leadership effectiveness. Finally, the model has practical implications for intercultural and global leadership training and executive coaching.

This research has the purpose of examining whether personality preferences and type from the Myers‐Briggs Type Indicator (MBTI) are related to managerial derailment.

This study is within the context of field research, using 6,124 managers undergoing leadership development processes. Survey methodology was used to assess a manager's self‐ratings of MBTI type and preference, and observer ratings (peer, boss, direct report) of managerial derailment characteristics.

Different MBTI preferences of managers are likely to display derailment characteristics as judged by observer perspectives. In an exploratory manner, the MBTI preferences and types are also examined in accordance with different managerial derailment clusters.

The MBTI's conceptual foundation and psychometrics may be viewed as a limitation, and other personality theories like “The Big Five” could be used. Limitations of the study also include the fact that managers going through a leadership development process may be different to managers in general, and derailment characteristics do not necessarily mean actual managerial derailment.

Regardless of MBTI type or preference, managers can decrease their chances of managerial derailment through examining job fit, increasing self‐awareness, and through other mechanisms mentioned in the paper.

This study is unique, since MBTI preferences and types could signal whether managers display derailment characteristics to their co‐workers. Additionally, this paper gives insight into how managers can prevent derailment, regardless of their MBTI type and preference, thereby having special value for managers and those who study managerial development.

The purpose of this research is working out of a new forming technology of flat parts with ribs from magnesium alloys with the application of a three-slide forging press (TSFP) for the aircraft industry.

New possibilities of forming aviation parts with ribs gives the application of a prototype TSFP. This press consists of three moveable tools and has wider technological possibilities than typical forging machines. It was assumed that this machine (press) application would allow for obtaining ribbed flat forgings from magnesium alloys of good functional and resistance qualities. A characteristic feature of such forgings forming is the working movement of two side tools, which upset the billet in the form of a plate; the result of their action is forming of one or more ribs in the plane central part. It is possible to use the upper punch to form appropriate rib outline. Theoretical research works based on simulations by means of finite element method were conducted for three cases of the process: semi-free forging of parts with one rib, semi-free forming of forgings with two ribs and forging in closed impression of parts with one rib of triangular outline. The first experimental tests were made on a TSFP for the variant of semi-free forging of parts with one rib.

Research results show that there exists the possibility of realization of forming process of parts with ribs according to the conception assumed by the authors. Positive results of theoretical analyses justify the purposefulness of conducting experimental verification for the proposed theoretical solutions of the forging processes of parts with one rib of triangular outline and with two ribs.

Production of flat parts with ribs from magnesium alloys basing on the worked out by the authors’ technology will allow for improving functional and mechanical properties of parts and for lowering their manufacturing costs. At present, such aviation parts are imported to Poland in the form of casts, which are expensive and not always fulfill the requirements. Additionally, large amount of machining at manufacturing of this type of parts generate larger price at their production.

Forging technology of parts with ribs in a TSFP is unique on a world scale. The advantages of this technology are the process material savings and better resistance properties of the formed forgings with ribs than parts obtained in a traditional way.

Discusses the use of the act frequency approach methodology to develop and validate a measure of organizational support of revolutionary change. A total of nine unique behaviors, describing three constructs, were viewed by employees as supportive of revolutionary change; and 12 unique behaviors, describing two constructs, were perceived as being non‐supportive of revolutionary change. The measures developed were found to have high internal reliability. The measures were also found to be highly correlated with relevant individual and organizational outcome measures. These results provide empirical support for the idea that how an organization supports revolutionary change can have an impact on both the organization and its employees and that contextual variable may not influence perceptions.

Communications regarding this column should be addressed to Mrs. Cheney, Peabody Library School, Nashville, Term. 37203. Mrs. Cheney does not sell the books listed here. They are available through normal trade sources. Mrs. Cheney, being a member of the editorial board of Pierian Press, will not review Pierian Press reference books in this column. Descriptions of Pierian Press reference books will be included elsewhere in this publication.