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THE Government's reported decision to make a still further increase in the expansion programme over and above that already in force under Scheme L must again give prominence to the perplexing problem of how to get a continuous supply of properly trained skilled labour.

OF all industrial problems demarcation is probably the most baffling and, because its complexities are not always properly appreciated, none gives rise to more misunderstanding.

THERE is a growing awareness in Britain of the importance of efficient management which percolates through every layer of a business to ensure that it is functioning adequately in every department. The Harvard School of Business and similar organizations in the United States have made clear the great advantages to be reaped from taking management seriously in a competitive world. We may have been somewhat tardy in learning the lesson but today interest in it is widespread.

FLIGHT experience during recent years with roller strip maps driven from Doppler groundspeed data in an ‘along’ and ‘across’ track mode has demonstrated many of the undoubted advantages of a pictorial display of ground position.

October 31, 1973 Industrial Relations — Unfair dismissal — Employee dismissed for redundancy — Employers one of group of companies — Employee dismissed without warning and without attempt to find him alternative employment within group — Whether employers acted reasonably in “circumstances” — Whether compensation correctly evaluated in relation to unfairness of dismissal — Industrial Relations Act 1971 (c. 72), s.24(6).

No branch of aerodynamics is left untouched in this book and with so wide a scope the treatment has inevitably to be selective and condensed. The book is not for the novice; to get full value from it the reader must have a working knowledge of the subject. To such a one its pages are stimulating and informative.

The purpose of this paper is to make visible the ways in which peoples’ experiences of mental ill health are coordinated and produced in the workplace setting.

This institutional ethnography draws from data collected from 16 informants in one Canadian industrial manufacturing plant to explicate how texts organize activities and align worker consciousness and actions with company expectations of a “bona fide” illness.

The findings demonstrate how a “bona fide” illness is textually mediated by biomedical and physical work restrictions, thus creating a significant disjuncture between an experiential and ruling perspective of mental ill health.

The work of employees living with self-reported depression becomes organized locally and translocally around the discourse of “mental illness is an illness like any other.” This presents a profound disjuncture between the embodied experience of being too unwell to mentally perform work duties, and the textually coordinated practices of what it means to access sick time for a “bona fide illness” within a biomedical-based attendance management protocol.

The current study adds to the literature by shedding light on the disjuncture created between the embodied experience of mental health issues and the ruling perspective of what constitutes a bona fide illness, adding a unique focus on how people’s use of attendance management-related supports in the workplace.

The purpose of this paper is to determine how well the facilities are performing in order to support the organizational goals and user requirement it is very vital to conduct regular building evaluations which necessitates the important usage of building performance evaluation (BPE) where it provides the current status quo of building. Presently, there are various BPE approaches developed around the world, and as evidenced there are no in-depth studies on BPE in tropical countries to evaluate the building performance (BP). However, adapting these approaches might not necessarily be applicable in the context of tropical countries due to geographical, climatic, cultural and other differences. This has been identified as the gap in this research and aimed to formulate a holistic total building performance evaluation (TBPE) scoring framework, for the assessment of performance of buildings.

The study was quantitative in nature. First, a comprehensive literature survey was carried out. This was followed by an expert survey to sieve out the most significant BP factors identified in the literature survey. With that detailed questioner survey was carried out proposing a TBPE scoring framework

A TBPE scoring framework was proposed with a total of 265 points to evaluate buildings compromising of seven criteria and 57 dimensions in which energy management, reachability, occupational hygiene, thermal, etc. had higher contribution in evaluating building.

Identification of measurement units and parameters for BP dimensions are expected to be conducted in order to distribute the scoring evenly. Continuous studies are also necessary since the expectations of building performance dimensions changing all the time.

This paper readdresses the need of evaluating the buildings and suggesting the paradigm to evaluate the buildings in an objective manner.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

Aarhus Kommunes Biblioteker (Teknisk Bibliotek), Ingerslevs Plads 7, Aarhus, Denmark. Representative: V. NEDERGAARD PEDERSEN (Librarian).