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Human resource management (HRM) plays an important role in providing better management for nonprofit organizations (NPOs). Yet little is known about what influences their human resource practices. After discussing how the strategic and humanresource- based theoretical approaches are appropriate for analyzing HRMin NPOs, the authors explore the current nonprofit literature to identify the specific characteristics of strategic orientations and human resources in NPOs.As a result, the authors propose an analytical framework that is differentiated into four HRM types. This framework enables a better understanding of the relationship between the specific characteristics of NPOs and the architecture of HRM. [ABSTRACT FROM AUTHOR]

Managing people can be an unanticipated responsibility—suddenly there aren't only collections to care for, but also human beings. Learning what resources and training opportunities are available to hone managerial skills is a task that can't be delayed until a difficult personnel situation develops. Working with supervisors, those we supervise and human resource departments will lead to a better working environment for all members of the archives staff, from administrators to student workers. This article highlights some of the skills and techniques that a manager can utilize to nurture and sustain good working relationships in an archives. [ABSTRACT FROM AUTHOR]

Summary: Much recent work on decentralized natural resource management has focused on the institutional arrangements that shape the balance of powers between central and local governments. It has given comparatively less attention to relationships between local government and community-level institutions. In Mali, decentralization has superimposed modern legal institutions on community institutions. The ambiguous relationships between them can undermine both the authority of nascent local governments and the performance of customary institutions. Legal pluralism—the coexistence and interaction of multiple normative orders with different sources of legitimacy and authority—helps explain the dynamic nature of local institutions under decentralization. This article examines the experiences of three Malian communities with decentralized natural resource management: one maintains autonomy from government, another engaged its local government, and a third negotiated a multi-stakeholder agreement—a local convention. They demonstrate that crafting workable relationships between communities and local government requires a pragmatic approach to negotiating and institutionalizing political space for innovation in self-governance. [Copyright &y& Elsevier]

When trauma affects a University workforce, health and productivity are compromised, and an organized response can help lessen the emotional impact and accelerate recovery of function. Responding to traumatic events in the workplace has evolved into being the responsibility of many EAPs. The authors present how the Critical Incident Stress Management (CISM) model was adapted by their internal EAPs in academic settings at Duke and Vanderbilt to help manage the psychological and occupational ramifications of critical incidents. Outcome data generated from evaluation of Duke's program is presented, which demonstrates the value of the interventions in helping employees manage reactions and in the restoration of personal and occupational functioning. A survey conducted by the authors provides an overview "snapshot" of the active roles that University EAPs have currently in responding to workplace traumas. The survey results underscore the importance of developing a coordinated response and using trained responders, and of the need for additional evaluation of interventions to determine effectiveness of response. [ABSTRACT FROM AUTHOR]