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More than a decade after the first officially reported case in the United States, AIDS (Acquired Immune Deficiency Syndrome) now poses a major challenge for American organisations. Despite the plethora of coverage by the news media and an emerging literature in academic and practitioner journals, managers and business educators still lack clear and accurate information about the disease, the legal rights of its victims, and how organisations should deal with employees who have AIDS or who are infected with the HIV (AIDS causing) virus, but who remain asymptomatic.

Abstract: This case study uses a feminist framework to examine the 7‐year process by which the Federal Alternative Work Schedules Act (1978 – 1985) became law and the reasons for reenergized implementation in the 1990s. We analyze the legislative discourse for rationale in support of and opposition to this policy, connect findings to current flexible work research, and identify criteria for evaluating the impact of flextime policies with attention to intersections of gender and socioeconomic status. Unexpectedly, traditional views on hierarchical manager‐worker relations figured more prominently than gender in the Congressional debates.

PurposeWith a growing number of older workers in the labor force, cultivating an age-friendly working environment becomes increasingly important. Inspired by the job demands–resources (JD-R) model, this study aims to investigate whether the negative effects of perceived age discrimination (PAD) on work-related outcomes would be explained by job resources and demands.Design/methodology/approachA total of 333 Hong Kong Chinese employees aged 40 and above (M = 46.62, SD = 6.21; 60% female) completed an online survey that covered measures on workplace age discrimination, job resources and demands, work engagement, intention to stay and work strain.FindingsPAD at work was associated with reduced job resources and increased job demands. The results of the mediation analyses showed support from supervisor and coworkers could account for the effects of PAD on work engagement and intention to stay, whereas emotional demand or workload could explain the effects of PAD on work engagement and work strain.Practical implicationsThe findings of this research unveil the underlying mechanisms between age discrimination and work-related outcomes through job resources and job demands. Cultivating a supportive organizational climate toward older employees and offering awareness-based training programs are necessary to mitigate age biases in the workplace.Originality/valueBuilding on the JD-R model, this study revealed the possible mechanism underlying the negative effects of PAD. Perceptions of age discrimination decrease older workers' job resources and increase their job demands, subsequently lower their work engagement and intention to stay and increase their work strain.

The study sought to explore banking employee perceptions regarding the promotion of women into top positions and the extent to which diversity in terms of gender is accommodated and celebrated within the banking sector in Masvingo urban. The study got inspired by the ever changing workforce demographics within banks caused by various legislation on gender mainstreaming and empowerment, resulting in more women venturing into areas often considered sacrosanct and a preserve for men. However, policies and practices remain basically rigid to accommodate such trends. The study focuses primarily on both employee and management perceptions on issues that have to do with gender diversity. The study adopted both qualitative and quantitative research methodologies. Three banks were purposively sampled from a total of eleven. Semi-structured interviews were carried out with seven employees in management while questionnaires were administered to a further twenty six systematically selected clerical and non-clerical employees. Secondary sources like staff handbooks and ethical codes were also reviewed. The study found out that most employees and a part of management mistook diversity management with equal employment opportunities and affirmative action. It also established that while individual differences in terms of gender were not celebrated in most banks, prejudices against women were not exposed and challenged by way of workshops and training .It is recommended that bank policies be reviewed to accommodate the interests of women.

A reply to Janet A. Weiss's, John Coons's, & Jeffrey R. Henig's comments on Godwin et al's "Liberal Equity in Education: A Comparison of Choice Options" (all, 1998) maintains that a program using a graduated voucher system with low-income quotas for choice schools will help to alleviate inequalities of opportunity, diversity, & rights of lower-income families. It is agreed that more research is needed, but contended that the necessary data will only be obtained by instituting a pilot program that includes sectarian schools & does not restrict vouchers. Further, suggested integration requirements for schools accepting vouchers would prevent the greater class & ethnic segregation predicted by school choice opponents & would enhance diversity, which includes an expansion of the range of groups that support differing worldviews. It is not suggested that the state's role would increase governmental power, but simply that the national government should protect minority viewpoints often denied at the local level. The importance of moral self-perfection in promoting tolerance is discussed. 6 References. J. Lindroth

The conventional approach to describing ethno-cultural relations in a particular nation-state is in terms of the majority/minority dichotomy, that is, a representation of a society as consisting of the core nation and a minority or number of minorities alongside it. The minorities are usually of different ethnic origin, possess distinct linguistic-cultural characteristics and tend to be represented as groups that, owing to their minority status, are discriminated against. This approach has been adopted in Ukraine where in official discourse and state documents the core nation co-exists with national minorities. Ethno-cultural diversity is addressed by policy makers and the academic community, most often in terms of "national minorities," "protection of minority rights," "provision of schooling for minorities" and so forth. Ukrainian scholars and policy makers tend to use the same concepts as their counterparts in the West, albeit often modifying them to Ukrainian circumstances. However, as will be argued, this dichotomous treatment of the titular majority and the minority is ill-suited to Ukraine's circumstances as even the very concept of "minority" is unclear owing to the blurred sense of identity amongst many Ukrainians and Russians.

In a study of workplace territoriality, environmental and intrapersonal factors were posited to be predictive of workers' reactions to potential workspace invasions. Clerical and secretarial workers from two midsize universities and from four small nonuniversity workplaces (combined into one sample) completed a questionnaire regarding reactions to potential workspace invasions. Results from regression analyses indicated that for ail three samples, predictors of negative reactions to potential workspace invasions were (a) the dagree to which workers minded taking directions about their jobs f rom someone other than a supervisor and (b) sensitivity to personal space invasions in general. In addition, resistance to a permanent workspace change predicted invasion reactions for both university groups, whereas having fewer co-workers sharing an office predicted invasion reactions for nonuniversity workers. Results are discussed in terms of control models of territoriality. Application of the results to workplace settings is also briefly discussed.

AbstractManagerial decisions involving complex tradeoffs were examined using a scenariobased survey instrument, developed from the Kinston's work on ethical choice. Respondents indicated the extent to which each of seven ethical considerations would effect their decisions. Four considerations were end‐oriented (teleo‐logical): rationalist, experientialist, systemicist, transcendentalist, and three means‐oriented (deontological): conventionalist, individualist, and legitimist The data suggest that three strong bi‐polar factors with opposing teleological with deontological considerations underlie ethical decision styles. Extensions from the research are also discussed.

PurposeThe purpose of this paper is to explore the role of supervisor gossip in the workplace. This paper proposes a hypothetical model in which supervisor gossip has an effect on leader-member exchange (LMX), in turn resulting in perceived supervisor ostracism among subordinates.Design/methodology/approachA dyadic research design was applied to collect data from Taiwanese employees. Supervisors participated in a survey containing measures of supervisor gossip and control variables, whereas subordinates responded to a questionnaire on LMX, perceived supervisor ostracism, and control variables.FindingsThe results indicated that positive supervisor gossip significantly affected LMX. Furthermore, healthy LMX reduced subordinates' perceptions of supervisor ostracism.Research limitations/implicationsAll participants were recruited in Taiwan, which is a limitation for generalising the research findings. Future studies should investigate multiple societies of various cultural profiles.Practical implicationsTo improve the quality of the supervisor-subordinate relationship, supervisors should adopt a positive informal communication style, and organisations should provide supervisors with information regarding the implications of workplace gossip, illustrating the substantial benefits of positive gossip and the potential drawbacks of negative gossip.Originality/valueThe present study highlighted the role of supervisor workplace gossip in the field of leadership and empirically investigated the impact of supervisor gossip on subordinates' reactions.