Suchergebnisse

As public employers well know, the Fifth and Fourteenth Amendments to the United States Constitution guarantee due process to protect property interests associated with workers' legitimate expectations of continued employment. Equally well-established, although probably less often the subject of litigation, are the due process rights of public employees whose liberty interests, i.e., their right to be free of unwarranted professional stigma, are jeopardized by employer conduct. This paper analyzes several recent cases in which public employees charged liberty interest violations as a result of their employers' placing adverse information in their personnel files. Public sector employers should evaluate their exposure to liability for such claims and develop strategies to alleviate their risk as well as to carry out their responsibility to preserve the due process rights of employees.

Many nonprofits derive a considerable amount of their financial support from the resale of donated items. Given the razor‐thin margins at which many of these organizations operate, it is critical that they maximize the proceeds that come from the sale of these items. To do so, nonprofits require policies that guide their donation acceptance decisions so as to optimize revenue generation. This article presents research about how to determine the optimal donation acceptance policy for Habitat for Humanity. Habitat affiliates sell donated material at their ReStores, or discount home improvement centers, and the revenue from the ReStores directly supports the building of new homes. Several constraints limit the revenue that the ReStores derive from the donated items, including the supply rate of items from donors, the demand rate of items from customers, and the space limitations of the ReStores. We developed a two‐step method to determine the optimal acceptance policy—the daily amount of donations to accept to maximize revenue. This approach increases revenue by up to 20 percent and additionally provides insights into pricing options, marketing strategy, and optimal store size.

The article of record as published may be found at http://dx.doi.org/10.1287/ited.1120.0094 ; The Operations Research Department at the Naval Postgraduate School (NPS) in Monterey, California educates analysts who are fully capable of conducting independent analytical studies of military problems. Significant to this education is an opportunity to apply theory from the classroom to a problem from the real world. Halfway through the two year program, each student is encouraged to participate in a three to six week experience tour at a Department of Defense (DoD) analytical organization. During this tour students obtain hands-on experience working military operations research problems alongside experienced analysts. They also identify a thesis topic for follow-on research when they return to the NPS. Faculty members supervise the students' thesis research during the remainder of their time in Monterey. The theses are more than just a graduation requirement, some result in publications in refereed journals and most solve pressing problems for the DoD. We recognize that the unique set of circumstances here at NPS makes this all possible but hold strongly to the idea that applied experience is essential to our graduates and that aspects of our program are exportable to civilian universities.

Recently published results of a major personality study on probated felons furnish some directions for case‐load treatment and supervision. Probation programming guidelines based on these results—the specific personality constructs of manipulation, self‐control, and anxiety in probated felons—could enhance probation programming effectiveness.

ABSTRACTThis study explores two important characteristics of admissions applications to an M.B.A. and M.P.A. program: the timing of applications throughout the year preceding entrance, and the withdrawal rate by students whose applications have been accepted. Specifically, for the years 1961 through 1967, the aggregate patterns of timing and withdrawals (across all applications) are compared to the corresponding data for four groups of applications, ranging from low quality to high quality. (Quality is measured in terms of a first‐year predicted grade point average, and is estimated by a linear regression equation using the applicant's total ATGSB score and his undergraduate grade point average.) The results are in the expected directions: "better" students tend to apply earlier, and also have a higher tendency to withdraw after their applications have been accepted. Potential usefulness of the results in forecasting total applications and estimating withdrawal rates is explored.

This study investigates treatment resistance in several subpopulations of female offenders in substance abuse treatment programs. Using the Correctional Treatment Resistance Scale, data from 153 adult female inmates were analyzed according to ethnic and treatment group differences. It was found that treatment resistance was consistent across treatment groups, but elevated resistance scores were observed for Black and Hispanic female offenders. Implications of the results are discussed for counselor preparation, treatment planning, and pretreatment orientation when female offenders from diverse backgrounds are in substance abuse treatment programs.

Investigates conflict in the workplace and states that mediation is beneficial to both employees and employers. Suggests that managers should cultivate team communication, and collaborative problem‐solving skills in employees who serve on problem‐solving teams. Summarizes that managers who serve as mediators can learn the root cause of conflicts in organizations, and aid employees to deal with the problems.

Considers the recent increase of violence in the workplace, citing specific situations. Outlines the impact on the workplace in relation to areas such as morale, productivity, communication and responsibility. Covers the legal obligations and responsibilities of employers before profiling a case study of a government department. Provides details of the assessment and the findings together with recommendations for future improvement.