Unlike some other reproductions of classic texts (1) We have not used OCR(Optical Character Recognition), as this leads to bad quality books with introduced typos. (2) In books where there are images such as portraits, maps, sketches etc We have endeavoured to keep the quality of these images, so they represent accurately the original artefact. Although occasionally there may be certain imperfections with these old texts, we feel they deserve to be made available for future generations to enjoy.

People are often stigmatized by virtue of their status on such dimensions as race, ethnicity, gender, age, weight, disability, or sexual orientation, and this book deals with the plight of those who are stigmatized in organizations. For example, they often experience prejudice, unfair discrimination, mistreatment, and exclusion from organizations and society as a whole. As a result, there has been an increased interest in developing ways to decrease the negative experiences of stigmatized groups, increase their inclusion in organizations, and ensure that they have the opportunity to enjoy a satisfying work life. Despite an increased interest in decreasing the negative experiences of stigmatized groups, most of the studies in human resource management (HR) and organizational behavior (OB) have focused on only a subset of these individuals including African-Americans, women, older workers, and people with physical disabilities (Dipboye & Colella, 2005). A number of other stigmatized groups have been practically neglected by organizational research including people with psychological disabilities (e.g., anxiety and depressive disorders), Asian Americans, immigrants, those with foreign accents, individuals with different sexual orientations, people who are single in organizations, women entering the corporate suite, and adolescents. Thus, the primary purposes of this issue of Research in HRM is to consider research on The plight of stigmatized groups in organizations, and foster research on those groups who have been neglected in organizational research. In view of these arguments, this issue (a) presents a brief review of the research on the plight of several stigmatized groups in organizations (e.g., Asian Americans, those with psychological disabilities, people who are single, women entering the corporate suite, and individuals with different sexual orientations, (b) identify needed research on these stigmatized groups, © offer directions for future research, and (c) consider the implications for practice that can decrease the negative experiences of these group members, and facilitate their inclusion in organizational settings.

People have long made invidious distinctions between individuals (e.g., the clean and the unclean, good and evil, black and white, sacred and profane, etc.) (Smith, 1996), and these distinctions affect the degree to which individuals experience prejudice, unfair discrimination, and oppression in organizations and society as a whole. As a result, there has been an increased interest in research on these distinctions and unfair discrimination in organizations. Despite this research, most of the studies have focused on only a subset of minorities including African Americans, women, older workers, and people with physical disabilities (Dipboye & Colella, 2005). A number of other minorities have been forgotten or neglected by organizational researchers including people with neurological or psychological disabilities, veterans, Native Americans, people with a criminal history, and those who come from low socioeconomic or poor backgrounds. Thus, the primary purposes of this issue of Research in HRM is to foster research on "Forgotten Minorities" or those who are members of groups that have been excluded from organizations and neglected by organizational research. In view of these arguments, this issue (a) presents a brief review of the organizational research on the exclusion and repudiation of people who are forgotten minorities, (b) offers directions for future research on these outgroup members, and (c) considers key implications for practice that can facilitate the inclusion of forgotten minorities in organizations.

Empirical research in HRM has focused on such issues as recruiting, testing, selection, training, motivation, compensation, and employee well-being. A review of the literature on these and other topics suggests that less than optimal methods have often been used in many HRM studies. Among the methods-related problems are using (a) measures or manipulations that have little or no construct validity, (b) samples of units (e.g., participants, organizations) that bear little or no correspondence to target populations, (c) research designs that have little or no potential for supporting valid causal inferences, (d) samples that are too small to provide for adequate statistical power, and (e) data analytic strategies that are inappropriate for the issues addressed by a study. As a result, our understanding of various HRM phenomena has suffered and improved methods may serve to enhance both the science and practice of HRM. In view of the above, the purpose of this volume of Research in Human Resource Management is to provide basic and applied researchers with resources that will enable them to improve the internal validity, external validity, construct validity, and statistical conclusion validity of research in HRM and the related fields of industrial and organizational psychology, and organizational behavior. Sound research in these fields should serve to improve both science and practice. With respect to science, support for a theory hinges on the validity of research used to support it. In addition, the results of valid research are essential for the development and implementation of HRM policies and practices. In the interest of promoting valid research-based inferences in HRM research, the chapters in this volume identify a wide range of methods-related problems and offer recommendations for dealing with them. Chapters in it address such HRM research-related topics as neglected research issues, causal inferences in research, heteroscedasticity in research, range restriction in research, interrater agreement indices, and construct validity issues in measures of such constructs as job performance, organizational politics, and safety climate.

As we enter the third decade of the twenty-first century, we are seeing a renaissance of context in influencing leadership, leader-follower relations, and leader effectiveness as well as a recognition of the tripartite nature of leadership. To fully understand and appreciate leadership, one must see the multiple parts of it as well as the connections among them. Leadership is multi-dimensional; leadership depends on leaders, followers, and context. Leadership research in the past three decades has been dominated by interest in neo-charismatic leadership styles and a focus on leadermember exchange in leader-follower relationships. Recently other approaches to leadership, such as ethical and authentic leaders, have garnered greater attention in response to the moral and ethical challenges in the workplace. Additionally, established approaches to leadership emergence and development have been challenged by their relevance to diverse work forces and issues of inclusion. This twelve article volume includes an outstanding roster of established and emerging leadership authors who tackle questions of leadership at the intersections of leaders, followers, and context. The volume opens with two articles that set the stage for the current state of leadership research and paths for its future including a commentary by Edwin Locke and Gary Latham on current management research practices and an action-oriented review of leadership research from the start of the 21st century. The volume is organized around three themes: leadership and diversity, leaderfollower relationships, and systems of leader, follower, and context. Articles in the volume advance diversity research with an integration of leadership and diversity theories that demonstrate the former's need for re-examination in light of the latter, a systematic development of inclusive leadership theory, and a close examination of immigrant ethnic identity. The authors of several articles expand our understanding of leader-follower relationships in the context of teams and alliances, the contextual boundaries of authentic leadership theory, and the authentic leader's potential impact on harassment in organizations. The volume culminates with three demonstrations of leadership as systems of leader-follower-context interaction, including a close examination of the toxic triangle's manifestation in university scandals, a micro-process model of power and leadership, and a configurational approach to studying leadership. The volume is designed primarily for scholars in the fields of human resource management, organizational behavior, and leadership. It also well serves the needs of instructors and students in master's and doctoral courses in leadership or organizational behavior. Each article is grounded in managerial context that will appeal to practitioners in the field.

George Lawrence Stone's Stick Control is the original classic, often called the bible of drumming. In 1993, Modern Drummer magazine named it one of the top 25 drumming books of all-time. In the words of the author, this is the ideal book for improving "control, speed, flexibility, touch, rhythm, lightness, delicacy, power, endurance, preciseness of execution, and muscular coordination," with extra attention given to the development of the weak hand. This indispensable book for drummers of all types includes hundreds of basic to advanced rhythms and moves through categories of single-beat combinations, triplets, short roll combinations, flam beats, flam triplets and dotted notes, and short roll progressions.

This volume of the series Research in Human Resource Management (HRM) focuses on a number of important issues in HRM and OB including performance appraisal, political skill, gratitude, psychological contracts, the philosophical underpinnings of HRM, pay and compensation messages, and electronic human resource management. For example, the first article by Cleveland and Murphy considers a very controversial issue (i.e., the reasons that organizations are abandoning the use of performance appraisal). The next article by Harris, Ferris, Summers, and Munyon is extremely interesting, and focuses on how composite political skills (e.g., social astuteness, interpersonal influence ) helps individuals develop productive work relationships in organizations. The third article by Scandura and Sharif presents a very innovative model of gratitude in organizations, and the authors argue that gratitude is essential for maintaining positive social relations in organizations. The fourth article by Suazo and Stone?Romero provides an extremely comprehensive review of the theory and research on psychological contracts in organizations from 1960?2015. The subsequent article by Bae, Kang and Kim presents a very unique perspective on HRM, and considers the philosophical underpinnings of the field. The sixth article by Murray, Dulebohn, Roehling, and Werling presents a very innovative model to explain the role that organizational messages about changes in pay or compensation systems have on anticipatory pay satisfaction. The final article in the series by Johnson, Thatcher, and Burleson presents a thought?provoking framework for understanding the key role that information technology (IT) plays in the field of HRM. The series should be useful to researchers and doctoral students in the fields of HRM, OB, and Industrial and Organizational Psychology. It should also be relevant for doctoral courses and scientist?practitioners in these fields.

In this issue of Nursing Clinics, guest editor Erica L. Stone brings her considerable expertise to the topic of best practices in nursing. Provides in-depth, clinical reviews on best practices in nursing, providing actionable insights for clinical practice. Presents the latest information on this timely, focused topic under the leadership of experienced editors in the field; Authors synthesize and distill the latest research and practice guidelines to create these timely topic-based reviews.

Information technology has had a profound effect on almost every aspect of our lives including the way we purchase products, communicate with others, receive health care services, and deliver education and training. It has also had a major impact on humanresource management (HR) processes, and it has transformed the way that we recruit, select, motivate, and retain employees (Gueutal & Stone, 2005; Kavanagh, Thite, & Johnson, 2015). For example, some estimates indicated that 100 % of large organizations now use web-based recruiting (Sierra-Cedar, 2016-2017), and over half of the training conducted in America is delivered using technology-based methods (American Society for Training and Development, 2015). Results of a survey by the Society for Human Resource Management (SHRM) (2002) revealed that technology is one of the major drivers of change in today's HR departments. In spite of the increased use of technology in the field of HR, relatively little research has examined the acceptance andeffectiveness of electronic human resource management (eHRM) methods. As a consequence, practitioners are implementing these new systems without the benefit of research. Thus, the primary purpose of this issue is to review the results of research on a number of important eHRM practices including e-recruitment, e-selection, gamification, esocialization, e-learning, and e-performance management. It also considers how the problems associated with cyberdeviance in organizations. The chapters in thisseries should be extremely beneficial for HR researchers and practitioners who are employing these new systems.

Frankenstein is one of the most popular classroom texts in high school and college, and Shelley's other works are attracting renewed attention. This reference is a comprehensive guide to her life and career. Included are hundreds of alphabetically arranged entries about her works, friends, relatives, residences, fictional characters, allusions, and more. Mary Shelley has only recently emerged from the shadows of her famous parents, Mary Wollstonecraft and William Godwin, and that of her husband, Percy Bysshe Shelley. Today, Frankenstein (1818, 1831) is one of the most popular classroom texts in high school and college, and Mary Shelley's other works are attracting renewed attention. These works reveal much about the Romantic literary period and Shelley's ongoing development as a writer. In addition to her novels, Shelley wrote short stories, poems, and dramas. These texts illustrate the difficulties of a shifting literary marketplace, while her travel writings illuminate her rich personal experiences and keen intellect. This reference is a comprehensive guide to her life and career. Included are hundreds of alphabetically arranged entries about her works, friends, relatives, residences, fictional characters, allusions, and more. Some entries briefly identify and contextualize their topics, while others offer more extensive discussions. Many entries cite sources of further information, and the volume closes with a bibliography. The work is fully cross-referenced and includes a detailed index and an appendix that discusses the sources of Shelley's quotations.

This volume draws together leading experts from academia, think-tanks and donor agencies to examine the impact of transnational knowledge networks in the formulation of local, national and global policy in the field of international development and transition studies. These leading contributors pay particular attention to the global reach of research and the manner in which knowledge is incorporated into, and shapes, transnational policy domains. They show how the 'knowledge agenda' has become a central part of the discourse of both developing societies and advanced economies. Governments and international organizations devote considerable financial resources to both in-house and contracted research. Global Knowledge Networks and International Development will be of great interest to students, researchers and policy makers concerned with global policy, global governance and development.

In this issue of Research Human Resource Management we consider some of the challenges facing organizations today including changes in the population, the increased competition for talent, and the rise in the use of technology. The issue also includes a number of thought-provoking articles that describe strategies for developing sound theories in our field, discuss the consequences of growing diversity in organizations, consider the factors affecting the success of virtual teams, present methods for increasing emotion control for incumbents in emotionally laden jobs, and discuss leadership and performance management in virtual teams. The first article in this issue compares prospect theory to goal setting theory, and highlights the critical elements needed for theory development in our field. A second article reviewed the literature published from 1976 to 2017 in the Academy of Management Review, the primary theoretical journal in management, and identified the factors associated with the most effective theories published over the last forty years. In view of the growing diversity in organizations, the next article provided a ranking of individual attributes that might be viewed as stigmatizing in organizations. The findings revealed that blemishes of character (e.g., criminality, drug addiction) were viewed as most stigmatizing followed by abominations of the body (e.g., paralysis, leg amputation), and the least stigmatizing attributes were tribal stigmas (e.g., ethnicity, religion). The fourth article focuses on a similar topic, and presents an interesting model of the factors thought to influence weight-based bias. Both of these articles have important implications for overcoming unfair discrimination and increasing the inclusion of all individuals in organizations. The next article offers an input-throughput-output model of virtual teams, and reviews the literature on each of the variables thought to influence the success of these teams. Given that many customer service jobs in the new economy involve high levels of emotional labor, the sixth article reviews the strategies that can be used to train employees on emotion regulation in these challenging jobs. The final article suggests that leadership and performance management should be aligned with the new team-centric structure of organizations in order to enhance team and organizational performance. In particular, they maintained that organizations need to adopt positive and relational leadership, and redesign performance appraisals to support the new team processes. They also recommended that organizations discontinue the use of forced distribution performance ranking systems. We are confident that these articles will inspire new ideas among researchers in our field, and foster additional theory and research on these important topics.

* Five fun stories to support teachers to introduce early mathematical concepts that children often struggle with. * Stories accompanied by step by step teacher resource guide * Suitable for Key Stage 1 * Each story will present a different aspect of the Key Stage 1 maths curriculum

This timely book offers the first critical examination of World Bank policy reforms and initiatives during the past decade. The World Bank is viewed as one of the most powerful international organizations of our time. The authors critically analyze the influence of the institution's policy and engagement during the past decade in a variety of issue areas, including human rights, domestic reform, and the environment. The World Bank and Governance delves into the bowels of the World Bank, exploring its organizational structure, professional culture and bureaucratic procedures, illustrating how these shape its engagement with an increasingly complex, diverse and challenging operational environment. The book includes chapters on two under-researched divisions of the World Bank: the International Finance Corporation and the Multilateral Investment Guarantee Agency. Several illuminating country studies are also included, analyzing the World Bank's activities in Argentina, Bolivia, Lebanon, Hungary and Vietnam. This volume will be of great interest to students and scholars of international relations, development, politics and economics.

The 'knowledge agenda' has become a central part of the discourse of both developing societies and advanced economies. Governments and international organisations devote considerable financial resources to both in-house and contracted research. This volume draws together leading experts from academia, think tanks and donor agencies to examine the impact of transnational knowledge networks in the formulation of local, national and global policy in the field of international development and transition studies. The contributors pay particular attention to the global reach of research and the manner in which knowledge is incorporated into, and shapes, transnational policy domains. Providing a coherent analysis of thinking and practice on this topic, the book consists of three parts: Part I explores the role of knowledge and ideas in development policy Part II provides case studies on projects bridging research and policy making at the International Development Research Centre in Canada, the Overseas Development Institute (ODI) and the Washington DC-based International Food Policy Research Institute (IFPRI) Part III focuses on the intersection of research and policy communities with cas

The importance of citywide festivals like Mardi Gras and Fiesta for the LGBTQ community Festivals like Mardi Gras and Fiesta have come to be annual events in which entire cities participate, and LGBTQ people are a visible part of these celebrations. In other words, the party is on, the party is queer, and everyone is invited. In Queer Carnival, Amy Stone takes us inside these colorful, eye-catching, and often raucous events, highlighting their importance to queer life in America's urban South and Southwest. Drawing on five years of research, and over a hundred days at LGBTQ events in cities such as San Antonio, Santa Fe, Baton Rouge, and Mobile, Stone gives readers a front-row seat to festivals, carnivals, and Mardi Gras celebrations, vividly bringing these queer cultural spaces and the people that create and participate in them to life. Stone shows how these events serve a larger fundamental purpose, helping LGBTQ people to cultivate a sense of belonging in cities that may be otherwise hostile. Queer Carnival provides an important new perspective on queer life in the South and Southwest, showing us the ways that LGBTQ communities not only survive, but thrive, even in the most unexpected places.

Ten years have passed since It Hooft and Polyakov demonstrat ed that superheavy magnetic monopoles were a natural consequence of any Grand Unified Theory (GUT) in which the unifying group contains a U(l) factor as a subgroup. An analysis of these GUTs in an expanding, cooling universe yields a phase transition at an energy ~l015 GeV and at a cosmic time ~lO-35 seconds after the big bang. The general consequences of GUTs and this phase transition are the prediction of proton decay, the production of superheavy magnetic monopoles, and an understanding of the observed excess of matter over anti-matter in the universe. Attempts to provide experimental verification of GUTs has led to valiant experimental efforts in recent years to observe nucleon decay in massive underground detectors. Experiments to search for superheavy monopoles may eventually require similar efforts. Since the unification scale is unreachable in the laboratory, monopole detectors must search for relics of the big bang. Much theoretical groundwork has been accomplished in recent years with the development of GUTs. In Part I of this book, Erick Weinberg gives a theoretical overview of the role of magnetic monopoles in the various unification schemes. Monopoles in the context of the newly revived Kaluza-Klein theories are presented by several authors and are summarized by Qaisar Shafi. Mike Turner begins Part II with a discussion of monopoles in standard big bang cosmology. Paul Steinhardt follows with his perspectives on the inflationary universe; C.