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If your sales are lagging, it's not the sales manager's fault. Nor is it the fault of the sales people or sales staff. The problem is that you haven't made a commitment to a consistent, organized prospecting program. Everyone wants prospects, but few are willing to do what's necessary to develop them. Before we go any further, it is important to make one point crystal clear: Although they should certainly be contributing to the prospecting process, salespeople should not spend their time prospecting. The job of developing the prospects belongs to the entire company, not just the sales force.

The meeting to be held at 5.30 for 6 p.m. on Monday 26th March at Aslib will take the form of a one‐and‐a‐half hour film show. The films selected include one on mechanized information, produced by the Armed Services Technical Information Agency (ASTIA) of the United States, and a twenty‐minute film entitled Just an idea, intended to encourage industrial organizations to employ information officers.

The paper's aim is to examine how the relationships between career commitment, organizational commitment and intentions to leave, an indicator of worker well‐being, were moderated by ease of movement and sector affiliation.

The sample consisted of 340 knowledge workers (107 low‐tech, 233 high‐tech), that anonymously filled in a structured questionnaire, that included measures of organizational commitment, career commitment, perceived ease of movement, sector affiliation and intention to leave.

Analysis of the questionnaires showed that organizational commitment, unlike career commitment, is related to intentions to leave regardless of other personal or structural considerations. By contrast, ease of movement and sector affiliation moderated the relationship between career commitment and intentions to leave.

Understanding the differences between career commitment and organizational commitment, employers, especially in the high‐tech sector, should advance employees’ organizational commitment.

The intention to leave one's present place of work is a widespread phenomenon, particularly among knowledge workers. Although organizational commitment as an antecedent variable appears in many turnover intention models, career commitment has been investigated much less frequently. The current study attempts to fill this gap.

The practice of civil in rem forfeiture has roots in ancient codes and commandments. It is found in the common law doctrine of deodand and in the laws of the nomadic agricultural Israelites. In the second section of the Torah or Book of the Law known as the Book of Exodus there are three groups of laws: (1) the Ten Commandments or Decalogue; (2) Ritual Decalogue; and (3) the Book of the Covenant or the Covenant Code. The Covenant Code is thought to be the earliest lengthy codification of primitive law among the Hebrews; it contains detailed laws for all phases of ancient Israelite life: religious, moral, commercial and humanitarian and crime and penalties. Chapter 21 includes the lex talionis or law of retaliation, a stipulated legal punishment appropriate to the injury, and the assignment of in rem.