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In this study I examine the role of HRD, job satisfaction, and organizational commitment in voluntary turnover decisions. A sample of managers from public service agencies who voluntarily left their job in the previous year is compared to a sample of currently employed managers in the same or equivalent position. Both quantitative and qualitative methods are used to determine if attitudes towards HRD were a factor in the turnover decision for those who voluntarily left and if it would be a factor in influencing turnover intentions in those currently employed in comparable positions. The level of job satisfaction and organizational commitment are also compared between the two groups of respondents. The implications of attitudes towards HRD and levels of job satisfaction and organizational commitment in the decision to turnover among public service managers are examined along with recommendations for further research on the role of HRD in turnover decisions.

Despite the increased recognition of small and medium sized enterprises (SMEs) in the global economy, very little is known of the process that prompts the managers of these firms to provide human resource development (HRD) for their employees. In this pilot study, a sample of owners and managers of SMEs in the USA highlights the motivating factors for the firm to acquire new knowledge. The overall climate for HRD in the firm, the organisational learning style, constraints that limit HRD, and perception of HRD effectiveness are also explored. The findings stress, among other things, the importance of creating new policies for knowledge acquisition in SMEs and a broader definition of HRD, including arrangements to facilitate and stimulate informal, spontaneous learning "through the job".

Between September 1563 and December 1565 there occurred a clandestine correspondence designed to secure England's adherence to the decrees of the Council of Trent and readmission into the Roman confession. The principal agent in this network was Gurone Bertano, a papal diplomat with a long association with England; most of the actual letters were directed to Anthony Bryskett (Antonio Bruschetto), an Italian resident in England with close connections to Sir William Cecil and the court. The course of this correspondence illustrates not only the creative and irenic policies of Pope Pius IV towards the young Queen Elizabeth but also the cynical, self-serving ambitions of Lord Robert Dudley. The intentions of the Bryskett family - not only Antonio was involved in the network but also his sons Lodowick and Sebastian - remain unclear but probably reflect a sincere desire for religious reconciliation as well as court influence. Cecil's primary purpose in encouraging this secret diplomacy was evidently to delay as long as possible a papal deposition of the queen or Catholic reaction to the religious settlement. The queen herself emerges as perhaps the most subtle player, giving hope that she might embrace the Roman Church while sustaining her own independent religious and political policies.

Clinical results in hypnotism are a product of the expectations and needs of the patient, the ability and expectations of the dentist, and the interpersonal relationship between them. “Need” hypnosis can help dental patients, particularly those who are fearful. It is probably practiced, on an informal basis, by many dentists who conscientiously try to meet the basic and momentary needs of their patients.

Clinical results in hypnotism are a product of the expectations and needs of the patient, the ability and expectations of the dentist, and the interpersonal relationship between them. “Need” hypnosis can help dental patients, particularly those who are fearful. It is probably practiced, on an informal basis, by many dentists who conscientiously try to meet the basic and momentary needs of their patients.

The article presents the author's experience of bowhunting in Africa.