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The popularity of the team concept in Corporate America is growing. Work groups are being extolled by corporate leaders and are the subject of an increasing number of books and articles. Nonetheless, managing team-based organizations are not without difficulties. Problems in adopting the team concept and maintaining a self-management system often stem from the external team leader, the individual who used to be the first-line supervisor before the organization became team-based. Problems tend to follow team leaders because of the nature of their jobs. They carry the heavy responsibility of planning, implementing and monitoring the team's internal and external operations. In addition, team leaders have to exercise the right degree of authority, careful that they are not perceived as being too much like a supervisor or as shrinking their responsibilities. A diagnostic tool for enhancing team leader effectiveness is presented., Developed from firsthand observation of team leaders in action, this tool can help managers understand and remedy a variety of leadership problems. Corporate America has wholeheartedly embraced the use of [...]

The functionality and effectiveness of job descriptions can be enhanced by the addition of a behavioral dimension. The behavioral job description (BJD) makes use of behavioral information on managers to augment data on the duties and responsibilities for a specific job. The construction of a BJD begins with job classification based on a variety of dimensions. These dimensions are then combined to build a job profile for a specific position. The construction of the BJD will be based on behavioral demands in three major areas, that of the impact of managers' activities, the kind of interpersonal contacts, and the methods used by managers to task accomplishment. The BJD is most applicable and useful for in the screening of executives, executives' training and continuing education, and in career development.

General management jobs vary from one organization to another. For this reason, it cannot be assumed that holding one general management job automatically qualifies an executive for another. General managers do share two common characteristics: they head an organization or part of it, and their have mutliple functions, but general management jobs differ in their context, their scope and the expectations of other people about what the job entails. Those with the authority to decide on general management appointments should give serious consideration to these differences. In addition to the nature of the job, decision makers must also give considerable thought on the candidate's abilities and work experience.

Contemporary mothers have been notoriously difficult to organize for political action and social change, perhaps because they are chronically over-worked, sleep-deprived and likely to be busy organizing something themselves. But [...]

The article discusses the preference among Millennials in the U.S. for flexible work schedule to achieve work-life balance, with information on the so-called flexibility stigma, and the willingness of many Millennials to relocate to another country if it offers better parental leave benefits.

The article discusses a study published in the journal "American Sociological Review" on the role of management leadership in resolving work-family conflicts and mentions the benefits of lowering work-life stress including reduced hypertension, better sleep, and decreased marital tension.

The article discusses the role of flexible work arrangements in maintaining the work-life balance of working parents and cites other benefits such as increasing the chance of getting promoted and closing the pay gap between men and women.

Several letters to the editor are presented in response to the cover story on Harvard business school in the July 19, 1993 issue.

Presents letters to the editor referencing articles and topics discussed in previous issues. "Welcome to the Woman-Friendly Company," which focused on utilizing the talents of all members of the work force; "Navistar Labors Up Another Hill," which reported that the freightliner has increased its market share by 4 per cent; "Can Ed Brennan Salvage the Sears He Designed?," which commented on a member of the board of directors of Sears Roebuck & Co.

The article discusses the need of building public and private sectors that are friendly to families to remain the economic and democratic leader of the globe and to fulfill the human calling of caring the most innocent citizens in the U.S. The author stated that America must first recognize that American mothers are occupied with two roles such as mothering and working, thus an America that is truly friendly to families must move toward social policies and employment practices that bridge work and family. She emphasized that support for mom's working role include flexible work arrangement, fair wages and affordable health care.

The article offers information on the organization involving mothers, MomsRising.org. The organization aims to engage, educate, and amplify the voices of mothers in the U.S., and will also raise awareness of the idea of a New Bottom Line in the country. Its mission has been summed up by the acronym MOTHERS, which include maternity and paternity leave, open work, technology programs, and healthcare. Information on the establishment of the organization is also discussed.

Could banning salary negotiations for new employees reduce gender bias in the workplace? [ABSTRACT FROM PUBLISHER]

Flexible work policies have been hailed as a way to promote work-life balance; the reality is that they may hamper career progress for both men and women. But there's a silver lining [ABSTRACT FROM PUBLISHER]