This article acknowledges the need for managers to be more politically sensitive, due to social and organisational changes. The dual nature of the link between politics and stress is explored. First, the question of how political situations lead to stress is examined. In order to analyse the...

The management of stress both at home and at work is vitally important if employers are to get the best out of their workforce. Focuses on a four‐stage mode for helping others handle pressure.

Deals with the question of whether senior managers in the public and private sector differ psychologically. There are many ways in which such a difference might be measured. Examines one aspect: the predisposition to adopt particular roles in teams. Compares the results found by Meredith Belbin...

Looks at the process whereby certain members of corporate management teams are marginalized as a result of the central and powerful role of central departments such as finance and personnel. Investigates the impact on the effective working of the team and the consequences for the organization as...

Clear and shared goals are seen as important to the effectiveness of teams. Yet evidence from the authors’ team development workshops for teams of directors and chief officers in local government is that these groups are almost all dissatisfied with this aspect of team working. Reports on the...

Anyone who has been in regular contact with the media during the last 10 years must have been impressed by the amount of information and interest in health and the stresses of modern life. Much of the attention has been centred on the role of work in creating stress and its possible contribution...

In a recent paper, Hartley and Cooper reviewed the available studies of redundancy using a psychological framework and came to the conclusion that insufficient systematic work had so far been done ‘to assess the impact of the phenomenon on the psychological state of the redundant worker, his...

Two recent papers on the psychological impact of redundancy, have pointed out that there are frequently very positive reactions to the experience. Their remarks do not apply to those seeking voluntary redundancy to achieve substantial financial benefits, but to those who have redundancy forced...

Describes a management development programme for women, run by Cranfield School of Management for British Telecom. Focuses on four main themes: values and philosophy underpinning the work carried out by the tutors, context in which BT asked the authors to develop the programme, how the programme...

In reviewing their service offering, organisations may decide standardised services need to be more flexible whilst exclusive or customised services need to adopt a more consistent house style. In this paper, the emotional challenge to the service providers is identified as a key issue in...