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In this research we report an analysis of comments from managers and executives in healthcare organizations to provide insights into the strategic management needs of healthcare organizations. The comments were obtained as part of a survey that asked upper‐level managers and executives to identify strategic management skill and knowledge needs in healthcare organizations. After completing the survey, the respondents were given the opportunity to comment on any topics of concern to them. A total of 67 comments, many of them extensive and insightful, were obtained. In this paper, we review the literature dealing with educational and developmental needs of healthcare managers. Much of this literature is academic in nature and permits an interesting comparison to the perspective of management and executive practitioners. Emerging from the literature was a concern for environmental turbulence and a recognition that healthcare managers are at risk of falling behind in terms of skill development under such conditions. Respondent comments suggested a recognition of the potential problems. The comments are classified into four major categories: needs and skills in turbulent conditions; program and educational needs; issue clarification; and additional comments. Moreover, the first two categories appeared to break out into a set of six additional themes, which we suggest will be important to those designing programs for executive development in healthcare during turbulent times. While the source of this research is healthcare settings in Canada and the USA, the findings should be applicable to international healthcare organizations that use strategic management concepts and practices.

Describes a longitudinal study which examined the social style profile (SSP) as a predictive tool for managerial success over a ten‐year period. The SSP has been used extensively in the USA to measure leadership behaviours and has served as a foundation for a wide variety of leadership development programmes in organizations. The analyses indicated that there is no clear cut relationship between the dimensions of the SSP and managerial success in the long run.

Many organizations devote considerable time and effort to improving job satisfaction, hoping for improved performance. To the extent that happiness and satisfaction are a result of one′s heredity and past experiences, management clearly has a very limited role in effecting change. To the degree that happiness and satisfaction are a direct result of one′s present work experiences, management has the opportunity for some, albeit small, impact. Suggests that, because of the complexities associated with one′s level of satisfaction, executives and managers take a conservative approach to methods or programmes that promise high job satisfaction and enhanced productivity.

Describes a study which represents an initial examination of the relationship between personality factors and sexual and non‐sexual harassment. The traditional approach in the United States to sexual harassment sensitivity has been in terms of social‐sexual behaviours based on gender. Moreover, a review of previous research indicates that the examination of personality factors as imperatives for sexual harassment sensitivity has received little attention. The findings of this research, however, suggest that there are relationships between sexual harassment sensitivity and several personality factors. The findings imply that personality factors may potentially play a significant role in the counselling of sexual harassment aggressors and victims and in the development of programmes to prevent sexual harassment in the workplace.

The purpose of this paper is to modify the crow search algorithm (CSA) to enhance both exploration and exploitation capability by including two novel approaches. The positions of the crows are updated in two approaches based on awareness probability (AP). With AP, the position of a crow is updated by considering its velocity, calculated in a similar fashion to particle swarm optimization (PSO) to enhance the exploiting capability. Without AP, the crows are subdivided into groups by considering their weights, and the crows are updated by conceding leaders of the groups distributed over the search space to enhance the exploring capability. The performance of the proposed PSO-based group-oriented CSA (PGCSA) is realized by exploring the solution of benchmark equations. Further, the proposed PGCSA algorithm is validated over recently published algorithms by solving engineering problems.

In this paper, two novel approaches are implemented in two phases of CSA (with and without AP), which have been entitled the PGCSA algorithm to solve engineering benchmark problems.

The proposed algorithm is applied with two types of problems such as eight benchmark equations without constraint and six engineering problems.

The PGCSA algorithm is proposed with superior competence to solve engineering problems. The proposed algorithm is substantiated hypothetically by using a paired t-test.

Current issues of Publishers' Weekly are reporting serious shortages of paper, binders board, cloth, and other essential book manufacturing materials. Let us assure you these shortages are very real and quite severe.

The purpose of this study was to determine if arbitrators use all seven of Dougherty's tests of just cause in cases involving discharge for excessive absenteeism. One hundred and ninety‐five absenteeism cases published by the Bureau of National Affairs and Commerce Clearing House between 1980 and 1990 were analyzed. Four of Dougherty's key tests were found to be critical: Penalty, Equal Treatment, Proof, and Notice. Logistic regression analysis of the data reveals that if these four tests are met by management, there is an almost certain probability that a grievance for excessive absenteeism discharge will be denied. If, however, any one of these tests is not met, the probability is greater than 99 percent that the grievance will be fully sustained or split.