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The authors believe the development, peer review, and sharing of course portfolios can significantly improve the scholarship and teaching of management. To make this case, they provide background information about course portfolios, including origins, defining features, purposes, and potential benefits. They then identify actual portfolio projects and resources that are currently publicly available, including an Organizational Behavior course portfolio they developed. They conclude with recommendations for further action by business schools, individual faculty members, and professional organizations such as the Organizational Behavior Teaching Society and the Academy of Management. (Contains 1 table and 2 notes.)

Four management textbook authors react to the metaphor of textbooks as propaganda. All write to support managerial ideology and are aware of the market, but believe their role in shaping the field is limited. Includes two responses: "Propaganda, Trusteeship, and Artifact" (Daniel R. Gilbert) and "The Hegemonic Discourse of Management Texts" (Ali Mir) with replies from the authors. Contains 31 references. (SK)

A major task of administration is planning and implementing changes in the organization. Successful administrators must understand the reasons people resist change, use techniques for dealing with resistance, and develop appropriate change strategies. (SK)

Today's workplace designs are being revolutionized due to the changing nature of work and worker profiles, the impact of technology, and the need for organizational efficiency and flexibility. Our case study of the Future of Work (FOW) program at Capital One highlights how thoughtful segmentation of work styles, supportive HR policy, customized workplace design, and the optimal use of technology can enhance knowledge work. FOW results show clear success in terms of increased employee satisfaction leading to improved organizational performance along with better real estate asset utilization and flexibility. To assist HR leaders and planners, we suggest a practical model that shows the impact of workplace design requirements on employee behavior and ultimately on organizational outcomes. © 2008 Wiley Periodicals, Inc. [ABSTRACT FROM AUTHOR]

The article presents information on the human resource (HR) planning model for outsourcing. The authors view that the outsourcing can charge the HR planners with active management of workforce planning. They present the model based on dynamic HR planning theory and research into current outsourcing cases and approaches. This is a roadmap to confront the challenges of outsourcing and to be suggestible for planning and implementing. Though there are researches have been conducted on outsourcing and human resource planning separately, the HR aspects of outsourcing has been neglected so far especially in the role of the HR planner in the process. The authors have presented a model in the article, which include analysis, contract negotiation, transition and stabilization. It give suggestions such as retaining of appropriate HR talent, considering the alternatives to outsourcing, evaluation of vendor organization, designing the internal organization to manage the vendor. The authors remind that the HR planners, business and HR leaders should understand the outsourcing process so that they can adopt best practices for workforce.