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Knowledge Management Systems are deployed in organisations of all sizes to support the coordination and control of a range of intellectual assets, and the low cost infrastructures made available by the shift to ‘cloud computing’ looks to only increase the speed and pervasiveness of this move. However, their implementation has not been without its problems, and the development of novel interventions capable of supporting the mundane work of everyday organisational settings has ultimately been limited. A common source of trouble for those formulating such systems is said to be that some proportion of the knowledge held by a setting’s members is hidden from the undirected view of both The Organisation and its analysts - typically characterised as a tacit knowledge - and can therefore go unnoticed during the design and deployment of new technologies. Notwithstanding its utility, overuse of this characterisation has resulted in the inappropriate labelling of a disparate assortment of phenomena, some of which might be more appropriately re-specified as ‘hidden knowledges’: a standpoint which seeks to acknowledge their unspoken character without making any unwarranted claims regarding their cognitive status. Approaches which focus on the situated and contingent properties of the actual work carried out by a setting’s members - such as ethnomethodologically informed ethnography - have shown significant promise as a mechanism for transforming the role played by members’ practices into an explicit topic of study. Specifically they have proven particularly adept at noticing those aspects of members’ work that might ordinarily be hidden from an undirected view, such as the methodic procedures through which we can sometimes mean more than we can say in-just-so-many-words. Here - within the context of gathering the requirements for new Knowledge Management Systems to support the reuse of existing knowledge - the findings from the application of just such an approach are presented in the form of a Pattern Language for Knowledge Management Systems: a descriptive device that lends itself to articulating the role that such hidden knowledges are playing in everyday work settings. By combining these three facets, this work shows that it is possible to take a more meaningful approach towards noticing those knowledges which might ordinarily be hidden from view, and apply our new understanding of them to the design of Knowledge Management Systems that actively engage with the knowledgeable work of a setting’s members.

Alzheimer’s disease is a neurodegenerative disorder which has been characterised with genetic (apolipoproteins), protein (ß-amyloid and tau) and lipid oxidation/metabolism alterations in its pathogenesis. In conjunction with the Dementia Research Group, Bristol University, investigation into genetic, protein and lipid oxidation in Alzheimer’s disease was conducted. A large sample cohort using the double-blind criteria, along with various clinical and chemical data sets were used to improve the statistical analysis and therefore the strength of this particular study. Bristol University completed genetic and protein analysis with lipid oxidation assays performed at Aston University. Lipid oxidation is a complex process that creates various biomarkers, from transient intermediates, to short carbon chain products and cyclic ring structures. Quantification of these products was performed on lipid extracts of donated clinical diseased and non-diseased frontal and temporal brain regions, from the Brain Bank within Frenchay Hospital. The initial unoxidised fatty acids, first transient oxidation intermediates the conjugated dienes and lipid hydroperoxides, the endpoint aldehyde biomarkers and finally the cyclic isoprostanes and neuroprostanes were determined to investigate lipid oxidation in Alzheimer’s. Antioxidant levels were also investigated to observe the effect of oxidation on the defence pathways. Assays utilised in this analysis included; fatty acid composition by GC-FID, conjugated diene levels by HPLC-UV and UV-spec, lipid hydroperoxide levels by FOX, aldehyde content by TBARs, antioxidant status by TEAC and finally isoprostane and neuroprostane quantification using a newly developed EI-MS method. This method involved the SIM of specific ions from F-ring isoprostane and neuroprostane fragmentation, which enabled EI-MS to be used for their quantification. Analyses demonstrated that there was no significant difference between control and Alzheimer samples across all the oxidation biomarkers for both brain regions. Antioxidants were the only marker that showed a clear variance; with Alzheimer samples having higher levels than the age matched controls. This unique finding is supported with the observed lower levels of lipid oxidation biomarkers in Alzheimer brain region samples. The increased antioxidant levels indicate protection against oxidation which may be a host response to counteract the oxidative pathways, but this requires further investigation. In terms of lipid oxidation, no definitive markers or target site for therapeutic intervention have been revealed. This study concludes that dietary supplementation of omega-3 fatty acids or antioxidants would most likely be ineffective against Alzheimer disease, although it may support improvement in other areas of general health.

Title: The relevance and sustainability of Investors in People. Purpose: The purpose of this research project is to explore and challenge the relevance and sustainability of Investors in People (IIP) involvement and recognition within seven case studies. Research design: Seven in-depth case studies combining thirty-eight semi-structured interviews are used to gather the appropriate insights. Findings: In essence, it is the studied organizations themselves that generate what the Leitch Report describes as the “untapped and vast” potential of their employees, not IIP involvement or recognition. The data collected challenges the direct relationship frequently proposed between IIP recognition and increases in business performance. The sample organizations have delivered performance improvements and success independently of IIP consideration, raising serious questions over the relevance and sustainability of the standard. These insights are supported by the lack of knowledge and understanding of the standard within the workforce. In addition, other quality improvement tools and techniques and industry standards are found to have a significant detrimental influence on the standing of IIP. Other influences are also found to impact negatively on the standing. Thus, this research project questions what contribution IIP can make towards national competitiveness when the standard is so withdrawn from the business performance improvements integrated. Even as a badge or plaque of external recognition, the assumptions surrounding the perceptual value of IIP are questioned when the impact of the standard’s logo/ symbols is considered to be nominal. A theoretical framework and alternative definition for IIP are developed to represent the findings within the seven organizations studied. Research limitations: Research is needed beyond the case samples studied to further explore and generalize the rhetoric and realities concerning the insights developed. Practical implications: HR practitioners and managers need to exhibit caution before considering IIP involvement and recognition. Indeed, practitioners need to consider that the asserted benefits associated with IIP may not match their expectations and provide the impact they seek. Originality/value: This research project provides HR practitioners and managers with a valuable and timely alternative discourse and perspective when considering employee development towards IIP recognition and the possibility of improved business performance and customer/employee perceptual value. In addition, the theoretical exemplars developed from the data set provide visual representations that can be used as pragmatic comparisons to develop the field of IIP further.