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This study aims to present a case study about the Team Around Me (TAM) model of case coordination which was developed by Fulfilling Lives Islington and Camden (FLIC) as an action experiment. The model is a standardised tool for running case conferences for clients experiencing multiple disadvantage (MD).

Deploying a case study approach, this study explores why a TAM-coordinated approach is beneficial for people experiencing MD.

The authors explore why the need for effective case coordination is integral for clients experiencing MD, and how current structures fail to facilitate effective case management. The authors put forward an argument for the four core principles underpinning the TAM model: strengths-based, action-focussed, systems thinking and client involvement. The barriers to embedding and upscaling this approach are discussed, alongside the obstacles presented by the wider system that prevent wider implementation.

The TAM model is a new approach to case conferences, designed and upscaled by FLIC, and has since been adopted across two London boroughs, and training has reached services across the UK. This paper highlights the need for innovative approaches to case coordination that centre client involvement, promote a strengths-based approach and recognise system blockages as a key barrier to client progress.

In the last three years, the U.S. Equal Employment Opportunity Commission received 246,575 charges of workplace discrimination, of which 43,437 alleged sexual harassment. In 1998, the U.S. Supreme Court issued two landmark decisions governing how U.S. courts analyze sexual harassment cases. Since those cases, U.S. courts have been faced with a new conundrum: is a constructive discharge a “tangible employment action” that gives rise to automatic employer liability? Although the U.S. Circuit Courts of Appeals have split on the issue, the trend appears to be in favor of imposing automatic liability, effectively denying employers a defense in cases in which the alleged victim often failed to report harassing conduct. This article argues that classifying a “constructive discharge” as a “tangible employment action” will, in most circumstances, violate the Supreme Court’s admonition that “no award against a liable employer should reward a plaintiff for what her own efforts could have avoided”.

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.

Discusses the increasing use of multimedia in education, both in relation to the delivery of learning and by pupils and students themselves. Explains the rationale behind the National Educational Multimedia Awards. Illustrates some of the 1994 winning entries which show how pupils and students have used multimedia authority software. Concludes that the awards have provided valuable insight into how multimedia authority can be used in education to develop essential information processing skills.

Provides a bibliography of materials about Cuba and the Cuban Revolution published in the UK, Australia, Cuba, and the USA. Lists solidarity organizations, publishers and works by and about people who lived in Cuba before and after the Revolution. Aims to be of use to students of modern history, Latin America, and revolutionary politics.

In an aircraft having an engine and formed in an exterior wall with an elongated opening, an air scoop including a wall section overlying and spaced from the opening in the aircraft wall, said air scoop wall converging relative to the aircraft wall and denning an air inlet at its larger end and a restricted outlet at its smaller end, the inlet end of the air scoop being open to the admission of air under a pressure incident to the travel of the aircraft, and a filter arranged in the opening in the wall of the aircraft and open at one side to the air entering the air scoop and delivering filtered air from the opposite side for use by the engine, the relation of the filter and air scoop causing the air to be delivered through the filter to be at a pressure less than that of the air passing through the scoop, the filter being so constructed that its effective filter length is materially greater than the length of the filter‐receiving opening in the wall of the aircraft.

Through examination of the Library Reference Model (LRM) specifications for nomen and the potential challenges visual nomen might present for their description and use in information systems, the purpose of this study was to investigate two questions: (1) how do nonlinguistic or nonalphanumeric signs or symbols act as nomen to identify entities? and (2) what details or attributes are relevant to describe and classify such nomen to integrate them into information systems?

This research was built on an exploratory, qualitative instrumental case study design using multiple (or comparative) cases. Using the International Federation of Library Associations and Institutions LRM conceptualization of nomen as the basis, this research explored the similarities and differences between the LRM definition, its attributes and the use of nonlinguistic and nonalphanumeric “strings” for visual nomen to represent a res, moving iteratively between the LRM documentation, visual nomen identified in previous research and additional examples. This study used a constant comparative method to conduct a structured, focused comparison across different cases found in the source survey.

A close review of the history of the development of the nomen entity was made to understand the semiotic relationship between entities and their symbolic representation, how those symbols are then reified to be further classified and described and how such definitions in the LRM offer a path forward for better understanding the role and function of visual nomen. Based on the foundation of the nomen entity and its attributes established in the LRM, this research then looked at visual representations of concepts and entities to suggest a nascent framework for describing aspects of visual nomen which may be relevant to their use and application

This exploratory study of the use of supralinguistic ways of referencing entities delineates novel insights into a potential framework for describing and using visual nomen as a way of labeling or naming entities represented in information systems. By examining the specifications of the nomen entity and its attributes as delineated by the LRM, this study reinforces the applicability of LRM-defined attributes in the use of visual nomen in addition to offering other attributes or dimensions.

This monograph seeks to summarise the key influences of a role‐based perspective on leadership when making decisions as to how organisational resources can best be deployed.

Application of new frameworks provides insight into the leadership roles executives can adopt when part of formal, informal and temporary groups within the organisation's senior management team and those parts of the organisation for which they are responsible. The methodology adopted is qualitative, focusing on application of previously developed frameworks.

Adoption of an appropriate leadership role, and the timely switch from one role to another as circumstances change, are found to facilitate improvement in the ability of executives to mobilise organisational resources, and in so doing effectively address those challenges with which the organisation is faced.

A one‐organisation intensive case study of a multinational engineering company engaged in the design, development and manufacture of rotating turbomachinery provides the platform for the research. The research intent is to validate two frameworks in a different organisation of a similar demographic profile to those in which the frameworks were developed. The frameworks will require validating in organisations of different demographic profiles.

The concepts advanced, and implications discussed, provide an insight into the role‐based nature of leadership. The practical steps individual executives can take to develop their ability to adopt different leadership roles are highlighted.

This monograph is an investigation into, and study of the contribution of theory that provides insight into, the process by which executives effectively mobilise organisational resources. This differs from the original contributions to theory, which focused on methodology, data gathering and validation in contrast with the current study that is focused on practical application.

Anthropomorphism is the attribution of human characteristics to gods, plants, animals or inanimate objects (the wind, rocks, etc.). This paper sets out to disprove the association of anthropomorphic characteristics with individual organizations.

This paper discusses anthropomorphism in organization theory because many scholars argue that organizations are human or like human beings. Some examples of “An organization called Harry” in organization literature are presented.

Three causes of anthropomorphism can be traced. The negative, rather than any positive, consequences of anthropomorphism in organization literature are discussed.

A new agenda for organizational studies is suggested where anthropomorphism is avoided together with the fallacy of the human metaphor. Anthropomorphism creates confusion rather than advancing the field of organization theory.

This monograph summarises the key influences of leadership behaviour on the transformation process associated with creation of an effective and high performing team. It clarifies the key factors that are relevant to a team at each stage of the transformation process and the leadership roles that each team member can play. The role of an organisation's senior management is considered both in terms of the impact it has on the transformation process within specific teams and in terms of creating the necessary organisational environment to make effective teams the norm. Some reasons why senior management behaviour is often perceived as inconsistent and unhelpful are explored. Specific recommendations are made to help senior managers to adapt their behaviour, and in so doing become more context‐sensitive to the needs of the environment as it changes. Some tools and techniques are presented that have been found in practice to help senior managers adapt their behaviour to that most appropriate at a given time, and to create the organisational infrastructure needed to make effective teams the organisational norm rather than the exception. A case study is presented illustrating the networked nature of leadership and the culture change associated with making effective teams “the way we do things around here.”