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The purpose of this paper is to measure the impact of entrepreneurial profile dimensions on the career development of the youth community in Kuwait. Further, this study aims to measure the moderating effect of entrepreneurial education on entrepreneurial profile dimensions and entrepreneurial career development (ECD) relationship.

The study will use a quantitative research methodology. This study is focussed on measuring the impact of these eight entrepreneurial profiles, namely, self-efficacity; opportunity detector abilities; creativity; persistence; risk-taking propensity; sociability; planning abilities and leadership skills as independent variables on the ECD as a dependent variable. Entrepreneurship education is considered as moderating variable. A structured questionnaire is distributed to 200 students who study at the College of Business Administration, Kuwait University (KU), where 170 students responded positively and the response rate was 85%. The evaluation of the proposed model was done through structural equation modelling analysis.

The results will show how these dimensions impact the decision on the ECD.

This research is conducted only in one college of KU and the findings cannot be used to generalise the impact of these dimensions on the career development of all young people of Kuwait.

There are very few studies about entrepreneurship in general in Kuwait and this research will be an additional value and contribution in this field for a particular context. It is the first effort to measure the impact of entrepreneurial profile dimensions on career development in Kuwait, and this research will be a good base for similar studies in other Gulf Cooperation Council Countries and beyond.

The ability to see in the dark is a key differentiator in many military scenarios and the development of thermal imaging (TI) systems has provided the military with a battle winning capability. One of the current key thrusts is to be able to detect and identify targets at significantly longer ranges. The research programme in QinetiQ has been providing solutions to satisfy these requirements for many years. In addition, one of the major benefits from this research, has been the opportunity to provide TI sensors into the civil market for application including fire fighting. In this review many of the new concepts currently being developed are described and illustrated.

Compiled by K.G.B. Bakewell covering the following journals published by MCB University Press: Facilities Volumes 8‐18; Journal of Property Investment & Finance Volumes 8‐18; Property Management Volumes 8‐18; Structural Survey Volumes 8‐18.

Index by subjects, compiled by K.G.B. Bakewell covering the following journals: Facilities Volumes 8‐18; Journal of Property Investment & Finance Volumes 8‐18; Property Management Volumes 8‐18; Structural Survey Volumes 8‐18.

Every employer, unless he or she has no pool of applicants or potential applicants to choose from, engages in hiring choices. While the hiring process may vary, both from one employer to another and from one job to another, some form of screening occurs. In recent years, students of management have noted the proliferation of screening practices in the hiring process, especially in bringing new technologies such as medical and drug testing procedures. Testing and other screening practices, while wide‐ranging both with respect to their ends and means, have raised consistent patterns of concern among job‐seekers, public policy makers and managers themselves. In this monograph a variety of methods of screening and issues of public policy raised by screening procedures are discussed. An overview of United States law regulating the screening process is provided, together with future directions in the area of screening in the US.

This paper aims to critically examine the lie detector test policy of the Nigeria Police Force to determine if the policy is capable of curbing corruption in the Nigerian Police Force.

The analysis took the form of a desk study, which analyzed various documents and reports such as the report by the United Nations Office on Drugs and Crime and the National Bureau of Statistics titled “Corruption in Nigeria – Bribery: Public Experience and Response,” Transparency International’s Corruption Perceptions Index 2017, the report by the International Police Science Association and the Institute for Economics and Peace.

This paper determined that the lie detector test policy of the Nigeria Police Force could achieve its desired objectives if the following recommendations are implemented: The Nigeria Police Reform Trust Fund bill should be given accelerated consideration in the Senate and House of Representatives based on its urgency and significance for the new lie detector test policy of the Nigeria Police Force. There is need for the Nigerian Police to have enough funds to conduct trainings for police personnel who are chosen as examiners for the lie detector tests. The Nigerian National Assembly will need to pass an Act to provide for the licensing of detection of deception examiners – commonly known as polygraph or lie detector operators – and regulation of that profession. The act should set forth the conditions under which persons may be admitted to practice detection of deception with a polygraph, the standards they must observe and the types of polygraph devices that they may henceforth be used lawfully. This is what was done in the State of Illinois. The Nigeria Police Force is advised to make use of two examiners for the lie detector test: one in-house examiner and one external examiner. The external examiner may be from another country in which corruption is not at a high rate, and must be someone of high integrity and professional competence. This measure may reduce the risk of bribery and corruption in the system. It will also bring more integrity and transparency into the system. The external examiner may also carry out “on the job training” with the in-house examiner while the polygraph exercise is going on. The Nigeria Police Force must make a new policy that mandates that all transactions relating to the purchase of polygraph machines must be conducted in an open and fair manner that recognizes the need for the transaction to be done directly with the seller, and not through a sales agent. This policy may help prevent a situation where a corrupt sales agent connives with a corrupt police officer to defraud the police unit. An ongoing approach to screening should be considered for specific positions, as circumstances change, or for a comprehensive review of departmental staff over a period. The Nigeria Police Force should have a policy that mandates that the lie detector test should be taken once in five years by all staff of the Nigeria Police Force. For staff in very sensitive positions, the lie detector test should be taken every three years. This will enable the lie detector policy to be more effective. Let us take, for example, a person passes the lie detector test genuinely without any influence of corruption; there is still a possibility that the person may change over time. The temptation to follow current employees to collect bribes is very high. But if the Nigeria Police Force put a policy in place that mandates every police personnel to take the lie detector test every five years starting from the first five years after recruitment, the cankerworm called corruption may be curbed effectively. Imagine if every police personnel knew that they were going to be asked by an examiner, five years after working, to confirm if they ever collected bribe during the time they served in the police force; most employees will desist from taking bribes or engaging in corrupt acts. The above measure will ensure that current employees who are chosen as examiners for the lie detector tests are fit and proper persons for the job.

This paper focuses on the new lie detector test policy of the Nigeria Police Force. It does not address the other anti-corruption policies of the Nigeria Police Force.

This paper offers a critical analysis of the lie detector test policy of the Nigeria Police Force. It will provide recommendations on how the policy could be strengthened. This is the only paper to adopt this kind of approach.

Compiled by K.G.B. Bakewell covering the following journals published by MCB University Press: Facilities Volumes 8‐18; Journal of Property Investment & Finance Volumes 8‐18; Property Management Volumes 8‐18; Structural Survey Volumes 8‐18.

Compiled by K.G.B. Bakewell covering the following journals published by MCB University Press: Facilities Volumes 8‐18; Journal of Property Investment & Finance Volumes 8‐18; Property Management Volumes 8‐18; Structural Survey Volumes 8‐18.

Fire protection has several components: prevention, containment, detection, and suppression. While building codes and inspectors generally do not require special construction techniques or fire protection systems for computer rooms, economic and service factors may dictate that special protection be given such facilities. This article discusses emergency planning, the various types of fire detection and suppression systems, and future options, with particular attention given to halon and possiblehalon‐replacements.

The purpose of this paper is to identify opportunities where technology interventions could help manage the risks associated with fire and explosions in homes of people who are older or who are vulnerable through other causes such as mental health problems or a history of substance abuse.

The approach focused on reviewing the latest available statistics in order to identify the major causes and rooms in which fire accidents occurred.

The authors found that the number of incidents and fatalities continues to decrease as a result of preventive measures such as a greater use of smoke detectors, but that there remained issues with cooking safety. New products for limiting damage and managing risks are available which could have a positive impact.

The paper concludes that the challenges are making both professionals and the public aware of the available technologies and of introducing them following appropriate assessment of needs and risks.

Greater resources need to be offered for training of the public and of health and safety professionals. Further funding may be needed to implement the introduction of new technology.

This is the most up-to-date review of fire control measures employing assistive technology and telecare for domestic properties and will be of value to community health teams, adults care organisations, housing associations and other public bodies.