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This article reports a study conducted in Pakistan with the assistance of the police service there on the reasons why women police officers enter this profession, given that policing in Pakistan is traditionally hostile towards women, and the tactics they employ in order to gain promotion. It outlines the difficulties in attempting to conduct research on this topic as baseline data did not exist, prior to this study, on women in the police in Pakistan. In general, the reasons given by the interviewees who took part in the study for taking up a career in the police service, were to ensure personal security and to help other women. The article discusses the problems posed for policewomen’s career progression, which includes glass walls and glass ceilings, the need for women’s policing to be segregated from that for men, the lack of experiential training and numbers. It concludes by proposing some modest steps which could be taken to improve opportunities and progression for policewomen in Pakistan.

Explores the issues of women and leadership style in a non‐commercial and non‐Western context. Attempts to describe and discuss research that was undertaken with 49 women from the Civil Service of Bangladesh in order to determine their perceptions of their own leadership behaviour. Consider whether these perceptions are likely to lead to the adoption of either a predominantly transformational or transactional leadership behaviour style.

Those engaged in the Arts are becoming ever more concerned about professional management and are increasingly seeking management training programmes. During organisation and planning skills training courses, it became apparent that there were many differences between the way arts managers approached the issues concerned, and the way others at other training events had dealt with them. These differences are described, together with the implications for both the training of arts managers and managers in general.

A study conducted to investigate the aspirations and expectations women managers hold for achieving senior positions is described. The subjects were employed in various departments of a public sector organisation and investigated by the use of biographical interviews. It was found that individuals aspired to achieve higher level posts than they expected, and that many had entered a career in the public sector by default, having received little or poor career advice. Drawing on research conducted elsewhere describing career choice mechanisms, it is argued that a combination of work motivation, structure of opportunity, sex role socialisation and expectations contributes to selflimitation in women’s career decisions. This process leads subsequently to further downgrading of expectations in a reinforcing cycle. It is suggested that by altering expectations (along with confronting socialisation and structure of opportunity, which is a more common approach) it may be possible to reduce self‐limitation.

Not many weeks back, according to newspaper reports, three members of the library staff of the School of Slavonic and East European Studies in London were dismissed. All had refused to carry out issue desk duty. All, according to the newspaper account, were members of ASTMS. None, according to the Library Association yearbook, was a member of the appropriate professional organisation for librarians in Great Britain.

Discusses issues associated with the achievement of career development tasks by women. The career development tasks considered are those derived from studies of adult developmental psychology, and are therefore concerned with underlying processes, not specific activities in organizations. Based on a study of the career development and aspirations of 50 women, it considers whether the successful achievement of such tasks is non‐gender specific, and whether models derived from the study of the experience of men are relevant. Also considers the relationship to motherhood of career commitment and ambitions as important aspects of how women achieve career development. Concludes that not only do biology and socialization play a part in women′s approach to careers, but also that the quality of the vision or “dream” about their future that women create for themselves is important. Points out that much more research is required in this field.

A survey of 21 UK NGOs identified a number of interesting issues associated with management training activities within them. These issues include a dissatisfaction with management training, the mis‐match between stated organizational training needs and what training was in fact engaged in, the apparent lack both of a systematic approach to management training, or of learning from approaches to training in other sectors, and the role of evaluation. These findings lead to the observation that perhaps the purpose of management training within NGOs needs to be assessed within the framework of the donating public’s image of the sector.

The following annotated bibliography of materials on orienting users to the library and on instructing them in the use of reference and other resources covers publications from 1979. A few items from 1978 were included because information about them had not been available in time for the 1978 listing. Some entries were not annotated because the compiler was unable to secure a copy of the item. The bibliography includes publications on user instruction in all types of libraries and for all types of users from children to adults. To facilitate the use of the list, it has been divided into categories by type of library. Even though the library literature includes many citations to items on user instruction in foreign countries, this bibliography includes only publications in the English language.

Discusses issues associated with the achievement of career development tasks by women. The career development tasks considered from studies of adult developmental psychology, and are therefore concerned with underlying processes, not specific activities in organizations. Based on a study of the career development and aspirations of 50 women, it considers whether the successful achievement of such tasks is non‐gender specific, and whether models derived from the study of the experience of men are relevant. Also considers the relationship to motherhood of career commitment and ambitions as important aspects of how women achieve career development. Concludes that not only do biology and socialization play a part in women’s approach to careers but also that the quality of the vision or “dream” about their future that women create for themselves is important. Points out that much more research is required in this field.