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In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

The post‐war period has been characterised by a persistent and substantial expansion in the employment of women. At the same time, women have become increasingly protected in employment by a legislative framework that includes the Equal Pay Act (1970), the Social Security and Pensions Act (1975) and the Sex Discrimination Act (1975). Nevertheless, a number of vestiges of discrimination under the law still remain, such as the special treatment of women with regard to the length and timing of their paid employment. Despite the attempts to remove discrimination by legislation, there remains a considerable groundswell of opinion that there are still substantial differences in the treatment of women vis‐a‐vis men in employment. One continuing concern is the tendency of the organisation of tasks to polarise into men‐only and women‐only jobs. As a result, it has been argued that the situation approximates to a dual labour market, with women being funnelled into the secondary labour market. Complex, interacting forces are at play that make the estimation of statistical models of the existing distribution of employment by sex (from which evidence of sex discrimination might be sought) extremely difficult. A potentially more rewarding approach is to examine those jobs that employers believe to be of the men‐only or women‐only types. Questions of this type were included in a recent survey of employers across all sectors of employment in British industry. While the formulation of such questions and the interpretation of the results are associated with important problems, nevertheless, the survey provides a useful impression of the size and nature of the barriers faced by women in their search for employment opportunities and the manner in which these barriers may be broken down.

While a great deal of information has been accumulated in recent years about the role of women in employment, by the end of the 1970s considerable gaps in our understanding still remained. The Equal Opportunities Commission (EOC) were instrumental in isolating and highlighting a large number of quite diverse areas where existing knowledge was deficient. In an attempt to rectify this situation, the EOC/SSRC Joint Panel funded a major new survey of ‘Women and Work’, which was undertaken by IFF Research Ltd. during 1979. Given our research interests, the authors were commissioned to analyse the results of this survey insofar as they relate to work patterns, remuneration, facilities and opportunities, with particular regard to the different experiences of men and women.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

The principal aim of this article is to provide some insights into the role of economics in modelling labour demands. The impression that we have built up over time is that, while many of the existing economic theories have a considerable amount to offer in understanding the demand for labour, these theories are still in their infancy. They are generated almost entirely from within the subject rather than in co‐operation with other disciplines, and they are often tested at a macro level using econometric techniques rather than at the micro level using case study material. While much of the statistical testing at an aggregate level has been useful in confirming (and even on occasion refuting) the existing body of theory, many of the more interesting theoretical break‐throughs in economics generally have resulted from detailed knowledge of the researcher about the operation of particular firms.

The librarian and researcher have to be able to uncover specific articles in their areas of interest. This Bibliography is designed to help. Volume IV, like Volume III, contains features to help the reader to retrieve relevant literature from MCB University Press' considerable output. Each entry within has been indexed according to author(s) and the Fifth Edition of the SCIMP/SCAMP Thesaurus. The latter thus provides a full subject index to facilitate rapid retrieval. Each article or book is assigned its own unique number and this is used in both the subject and author index. This Volume indexes 29 journals indicating the depth, coverage and expansion of MCB's portfolio.

Change is a reliable constant. Constant change calls for strategies in managing everyday life and a high level of flexibility. Architecture must also rise to this challenge. The architect Richard Buckminster Fuller claimed that “A room should not be fixed, should not create a static mood, but should lend itself to change so that its occupants may play upon it as they would upon a piano (Krausse 2001).” This liberal interpretation in architecture defines the ability of a building to react to (ever-) changing requirements. The aim of the project is to investigate the flexibility of buildings using evolutionary algorithms characterized by Darwin. As a working model for development, the evolutionary algorithm consists of variation, selection and reproduction (VSR algorithm). The result of a VSR algorithm is adaptability (Buskes 2008). If this working model is applied to architecture, it is possible to examine as to what extent the adaptability of buildings – as an expression of a cultural achievement – is subject to evolutionary principles, and in which area the model seems unsuitable for the 'open buildings' criteria. (N. John Habraken). It illustrates the significance of variation, selection and replication in architecture and how evolutionary principles can be transferred to the issues of flexible buildings. What are the consequences for the building if it were to be designed and built with the help of evolutionary principles? How can we react to the growing demand for flexibilization of buildings by using evolutionary principles?

The purpose of this paper is to trace debates between state and federal governments, and community stakeholders, leading to the establishment and abolition of the first attempt at a university for Western Sydney, established as Chifley University Interim Council.

The historical analysis draws from published papers, oral history accounts, and original documents in archives of the University of Sydney and the University of Western Sydney.

Higher education reform in the 1980s in Australia was fought out as an extension of broader issues such as “States rights”, the rising political power of peri‐urban regions, long‐standing tensions between state and Commonwealth bureaucracies, and the vested interests of existing tertiary education and community groups.

This is the only existing study of attempts to found Chifley University, and one of the few available studies which take a social and contextual approach to understanding the critical reforms of the 1980s leading up to the Dawkins Reforms of 1988‐1990.

The purpose of this paper is to add understanding to whether the supply chain (SC) of ancient grains, einkorn in particular, may activate the virtuous mechanisms that enable pursuing a new equilibrium based on relationships and joint interests.

This study adopts the single case study as a methodological approach. More precisely, it focusses on the SC of ancient grains in Piedmont (Italy) examining in detail Mulino Marino. Interviews with the management of this single player and to some farmers’ local associations were carried out.

The einkorn SC in Piedmont Region is an interesting case of short, local and direct SC because it aims at delivering a product that is more sustainable in terms of production, nutritional values and properties. In addition, this study confirms previous studies according to which for an effective supply chain management (SCM) it is important to implement the following conditions: the right equilibrium among SC players’ physiologically conflicting interests, players’ integration and transparent information among all the SC stakeholders, including final consumers.

The study offers implications for food managers involved in the (short) SCM.

Elements of originality can be identified in this research to the extension of studies on SCM in the ancient grains industry.

The length of the working week and the flexibility of working time are two aspects which impact on the international competitiveness of Australian industry. The popular view of the Australian worker is often couched in terms such as “lazy” and “slack”, and the “sickie” appears to have gained a permanent place in Australian vocabulary. Presents evidence, however, which tends to suggest that the lazy “tag” may be somewhat inappropriate. Comparison of the Australian estimates on hours of work with international data obtained from the OECD and the ILO indicates that Australian full‐time workers are working more hours than most other OECD countries. Also, full‐time employees are working considerably longer hours than they did a decade ago. Puts forward four primary reasons for this increase in hours worked by full‐time employees: (1) a substantial increase in the proportion of employees working in excess of 48 hours per week; (2) a decrease in absence rates over the last ten years; (3) a decline in the amount of annual and long service leave taken by full‐time employees; and (4) a significant decrease over the last decade in time lost owing to industrial disputes. Of greater concern is the flexibility of working time. Evidence suggests, for example, that penalty rates of pay and working time restrictions have tended to spread through the award system to an extent that is not healthy for Australian industry. While there has been some relaxation of these rigidities, it is thought that there is considerable scope for further moves in this direction.