New Assistant Professors of Counselor Education: Their Preparation and Their Induction

The literature documents that there has been a limited number of qualified applicants to fill counselor education positions. This article features a profile of assistant professors who accepted their first counselor education positions in 1999 as well as their comments regarding their experiences as applicants. Recommendations derived from the data are included for counselor educators, professors‐in‐training, and search committees.     

Gender imbalance in college applications: Does it lead to a preference for men in the admissions process?

Using data from 13 liberal arts colleges, we test for a preference for men in the college admissions process. We find that gender does matter, but in a complex way. Men do appear to be given preference as college applicant pools become more female. Consistent with this pattern, we find clear evidence of a preference for men in historically female colleges—which have the highest percent female applicant pools. Being a male applicant raises the probability of acceptance at these schools by between 6.5 and 9 percentage points. We find no significant male preference in historically co-educational or historically male colleges despite the fact that their applicant pools are more than 50% female. We also find that the bottom quartile of both the applicant and acceptance pools, as measured by high school academic record, is disproportionately male. As a result, even with a gender-blind admissions policy, the lower tail of college classrooms is likely to be dominated by men.     

South Africa: First steps in the development of an inclusive education system

In this paper we trace the development of policy and legislation since 1994, which marked the introduction of a unitary non-racial system of education and training in South Africa. Policy development in this context has been guided by the universal principles of a human right to basic education, equality and the recognition of the democratic rights of parents, teachers and all learners, including those with disabilities. A major paradigm shift in education policy has reflected a move from a dual, special and general education system towards the transformation of general education to recognise and address the diverse learning needs of all learners. There have been several government initiatives aimed at restructuring and strengthening the general curriculum. This includes the introduction of a new national curriculum to accommodate a diverse range of system and learner needs. The most recent education policy recommends a shift in thinking about 'special needs and support services' in this country towards a commitment to the development of an inclusive education and training system. The real challenge which faces this country will be in the implementation of these recommendations.     

Lessons for Managers: England's Human Resource Dilemmas

Educating the current and future workforce is an extremely important issue. Historically, the UK has not been concerned with educating and training the masses. In the 1990s, talent will be short in the UK and within the European Community (EC). By 1992, the trade barriers will be lifted for the 12 member nations of the EC. Companies that are creative and open to utilizing avenues to train present and potential workers are going to be more competitive in the EC. If the UK continues to produce an unskilled work force, it will not survive the competition. Business leaders realize the need to develop a work force that is equally or better equipped than the work force that is available to their competitors. core lessons learned from the international visit include (1) HRD is not a “perk,” (2) the changing work force is real, (3) quality is the key to competitiveness, and (4) managers need to stick to the basics of human resource management.     

Perceived value of knowledge: the potential informer's perception

Achieving value from knowledge has been illusive to the organization despite recent attempts to capitalize on it. An individual's willingness to share his or her knowledge is an essential factor in the organization benefiting from the knowledge it collectively possesses. Yet little is understood regarding what knowledge people are willing to share. This paper describes the development of a new construct, perceived value of knowledge (PVK). PVK's relationship with intentions to share knowledge is illustrated (both qualitatively and quantitatively). The qualitative study illustrates that it may influence the enablers and the barriers to knowledge sharing. The quantitative study found that PVK is positively related to intentions to share knowledge, while Uniqueness of Knowledge (a related but separate construct) is negatively related to intentions to share knowledge. Implications of perceived value of knowledge is discussed.     

Providing Cognitively Just Subject Access to Indigenous Knowledge through Knowledge Organization Systems

This article explores cognitively just, reliable subject access to indigenous knowledge through knowledge organization systems (KOSs). Cognitive justice requires that indigenous people be able to access materials in a way that respects their worldview, yet dominant KOSs are based on positivist, Western approaches that are fundamentally incompatible. Alternatives to universal systems include the creation of new KOSs and the adaptation of universal ones. Going forward, emerging web technologies are presented as key to moving away from universalist schemes and toward specialized access.