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The purpose of this study was to develop and update database of books in the International Management Institute Bhubaneswar. The study presents the status of automation in International Management Institute Bhubaneswar. A properly computerized library will help its user with quick services. Library automation refers to mechanization of library housekeeping operations predominantly by computerization. Implement automated system using New Gen Lib (NGL) library integrated open source software to carry out the functions of the circulation section more effectively to provide various search option to know the availability of books in the library and generate the list of books due by the particular member and also overdue charges. NGL is an integrated software system with required models for small to very large libraries. Being an open source any library wanted to go for automation for their library housekeeping operations can make use of this software.

Open source is a software development model and a software distribution model. In this model, the source code of programs is made freely available with the software itself, so that anyone can see, change and distribute it provided they abide by the accompanying license. In this sense, open source is similar to peer review, which is used to strengthen the progress of scholarly communication. The open source software differs from the closed source or proprietary software, which may only be obtained by some form of payment, either by purchase or by leasing. The primary difference between the two is the freedom to modify the software. An open system is a design philosophy antithetical to solutions designed to be proprietary. The idea behind it is that institutions, such as libraries, can build a combination of components and deliver services that include several vendors' offerings. Thus, for instance, a library might use an integrated library system from one of the major vendors in combination with an open source product developed by another library or by itself to better meet its internal or users' requirements.

NGL free software is constantly being updated, changed and customized to meet the library's needs. While all of this is fine and dandy, and sounds like the win-win solution for your library, there are still pitfalls and hurdles we will need to overcome. Hopefully, this article provides some introductory information as to how to wean your library off of traditional computing products and dive into the pool of open source resources available today. Libraries in the developing countries are able to support electronic access, digital libraries and resource sharing because they are able to use Open sources Software (OSS). Even libraries in well-developed countries are becoming more inclined toward OSS to improve their services.

To develop and updated database of books and other online/printed resources of the International Management Institute Bhubaneswar. To implement automated system using NGL library integrated open sources software. To carry out the charging and discharging functions of the circulation section and Provide Various search options to know the availability of books in the library.

Presents over sixty abstracts summarising the 1999 Employment Research Unit annual conference held at the University of Cardiff. Explores the multiple impacts of globalization on work and employment in contemporary organizations. Covers the human resource management implications of organizational responses to globalization. Examines the theoretical, methodological, empirical and comparative issues pertaining to competitiveness and the management of human resources, the impact of organisational strategies and international production on the workplace, the organization of labour markets, human resource development, cultural change in organisations, trade union responses, and trans‐national corporations. Cites many case studies showing how globalization has brought a lot of opportunities together with much change both to the employee and the employer. Considers the threats to existing cultures, structures and systems.

Globalisation is generally defined as the “denationalisation of clusters of political, economic, and social activities” that destabilize the ability of the sovereign State to control activities on its territory, due to the rising need to find solutions for universal problems, like the pollution of the environment, on an international level. Globalisation is a complex, forceful legal and social process that take place within an integrated whole with out regard to geographical boundaries. Globalisation thus differs from international activities, which arise between and among States, and it differs from multinational activities that occur in more than one nation‐State. This does not mean that countries are not involved in the sociolegal dynamics that those transboundary process trigger. In a sense, the movements triggered by global processes promote greater economic interdependence among countries. Globalisation can be traced back to the depression preceding World War II and globalisation at that time included spreading of the capitalist economic system as a means of getting access to extended markets. The first step was to create sufficient export surplus to maintain full employment in the capitalist world and secondly establishing a globalized economy where the planet would be united in peace and wealth. The idea of interdependence among quite separate and distinct countries is a very important part of talks on globalisation and a significant side of today’s global political economy.

Man has been seeking an ideal existence for a very long time. In this existence, justice, love, and peace are no longer words, but actual experiences. How ever, with the American preemptive invasion and occupation of Afghanistan and Iraq and the subsequent prisoner abuse, such an existence seems to be farther and farther away from reality. The purpose of this work is to stop this dangerous trend by promoting justice, love, and peace through a change of the paradigm that is inconsistent with justice, love, and peace. The strong paradigm that created the strong nation like the U.S. and the strong man like George W. Bush have been the culprit, rather than the contributor, of the above three universal ideals. Thus, rather than justice, love, and peace, the strong paradigm resulted in in justice, hatred, and violence. In order to remove these three and related evils, what the world needs in the beginning of the third millenium is the weak paradigm. Through the acceptance of the latter paradigm, the golden mean or middle paradigm can be formulated, which is a synergy of the weak and the strong paradigm. In order to understand properly the meaning of these paradigms, however, some digression appears necessary.

Man has been seeking an ideal existence for a very long time. In this existence, justice, love, and peace are no longer words, but actual experiences. How ever, with the American preemptive invasion and occupation of Afghanistan and Iraq and the subsequent prisoner abuse, such an existence seems to be farther and farther away from reality. The purpose of this work is to stop this dangerous trend by promoting justice, love, and peace through a change of the paradigm that is inconsistent with justice, love, and peace. The strong paradigm that created the strong nation like the U.S. and the strong man like George W. Bush have been the culprit, rather than the contributor, of the above three universal ideals. Thus, rather than justice, love, and peace, the strong paradigm resulted in in justice, hatred, and violence. In order to remove these three and related evils, what the world needs in the beginning of the third millenium is the weak paradigm. Through the acceptance of the latter paradigm, the golden mean or middle paradigm can be formulated, which is a synergy of the weak and the strong paradigm. In order to understand properly the meaning of these paradigms, however, some digression appears necessary.

Presents a special issue, enlisting the help of the author’s students and colleagues, focusing on age, sex, colour and disability discrimination in America. Breaks the evidence down into manageable chunks, covering: age discrimination in the workplace; discrimination against African‐Americans; sex discrimination in the workplace; same sex sexual harassment; how to investigate and prove disability discrimination; sexual harassment in the military; when the main US job‐discrimination law applies to small companies; how to investigate and prove racial discrimination; developments concerning race discrimination in the workplace; developments concerning the Equal Pay Act; developments concerning discrimination against workers with HIV or AIDS; developments concerning discrimination based on refusal of family care leave; developments concerning discrimination against gay or lesbian employees; developments concerning discrimination based on colour; how to investigate and prove discrimination concerning based on colour; developments concerning the Equal Pay Act; using statistics in employment discrimination cases; race discrimination in the workplace; developments concerning gender discrimination in the workplace; discrimination in Japanese organizations in America; discrimination in the entertainment industry; discrimination in the utility industry; understanding and effectively managing national origin discrimination; how to investigate and prove hiring discrimination based on colour; and, finally, how to investigate sexual harassment in the workplace.

Gives an in depth view of the strategies pursued by the world’s leading chief executive officers in an attempt to provide guidance to new chief executives of today. Considers the marketing strategies employed, together with the organizational structures used and looks at the universal concepts that can be applied to any product. Uses anecdotal evidence to formulate a number of theories which can be used to compare your company with the best in the world. Presents initial survival strategies and then looks at ways companies can broaden their boundaries through manipulation and choice. Covers a huge variety of case studies and examples together with a substantial question and answer section.

Presents the results of a survey of consumer lifestyles in New Zealand, undertaken in 1995‐96, and compares the findings with those of a previous study undertaken in 1989. Describes the research methodology – questionnaire construction, data collection (3773 questionnaires analysed), sample representation, and data analysis (k‐means non‐hierarchical clustering techniques on SPSS for Windows). Identifies seven segments of the population and their relative sizes. Categorizes these segments as: active family values people; conservative quiet lifers; educated liberals; accepting mid‐lifers; success‐driven extroverts; pragmatic strugglers; and social strivers. Records changes that have been observed since 1989, specifically in attitudes towards the self, opinions about the family, social standards, and New Zealand as a country in which to live. Points out that groups have had to be renamed as their emphasis has shifted and that numbers have swelled some groups while shrinking others – particularly noticeable is the disappearance of active family values people (and their replacement with pragmatic strugglers) and the emerging accepting mid‐lifers group. Provides an insight into New Zealand’s consumer lifestyles and indicates how change affects values and lifestyles.

Considers the implications of 30 per cent quota innovation for women politicians in Mumbai (formerly Bombay) and other area of India since the 1990’s. Uses a survey to explore the influence of women on policy and compares this with some previous research in London. Suggest ways this representation may be sustained.

This article draws on longitudinal research into the establishment of co‐principalships. It discusses this innovative approach to school management in relation to women’s negotiations of their motivations, aspirations and strategies for career advancement and work/life balance. Longitudinal case studies of three primary school co‐principal initiatives were carried out between 1995 and 2000. Repeat interviews and observations with co‐principals, board chairpersons and school staff were conducted. Interviews were also undertaken with parents; students; and representatives of state education agencies, national governing boards, principals’ associations and teacher unions, alongside analysis of school and state policy documents. The resulting case study narratives described how each co‐principalship was initiated and either established or dis‐established. A discourse analysis of these narratives then examined how links between discourse, knowledge and power were being negotiated and challenged, as the new subject position of “co‐principal” was being constructed in New Zealand. This article analyses the significance of the similarities and differences in the women’s career backgrounds, motivations and strategies for moving into management positions. As they initiated their co‐principalships, the women variously went “against the grain” and/or co‐opted elements of the new public management corporate executive model for school leadership, which was introduced within the radical state restructuring during the late 1980s and early 90s in New Zealand.