Book Review: Success Stories as Hard Data: An Introduction to Results Mapping. Barry M. Klibel. Kluwer Academic/Plenum Publishers, 1999, 182 pp.

Sociological Practice -     

On Being a Strength Coach: Child Welfare and the Strengths Model

Strength coaches help athletes assess their strengths and build on them. Likewise, social workers dealing with children and families in the child welfare system, rather than looking for pathology, can learn to help clients discover and develop their strengths, even while dealing with a child welfare bureaucracy. This article gives examples of the strength coach approach.     

Computer incompetents in the cross-hairs.

Human Resources managers are distressingly aware that more than half the middle and senior managers (40- and 50-year-olds) in their organizations are technologically incompetent. Having spent millions on technology, most corporate CEOs, many of whom can't use a computer either, are drawing a bead on middle managers who are passively resisting the computer revolution. Physician executives are no exception. Given the current shortage of physician managers with good track records and people skills, can middle managers skirt technology issues until retirement if they dance slowly enough? It's doubtful. Organizations are using new tactics to bar technically challenged managers from their ranks: They will only interview candidates with mastery of specific software and they're posting job opportunities on their web sites. Those who still believe they can ride out the computer revolution may want to rethink that strategy.     

Randomization tests for multiple regression

Four generic means of conducting randomization tests in the context of multiple regression are analysed. Based on their performance in traditional repeated samples, three of these are shown to be inappropriate or applicable only in special circumstances; their shortcomings are illustrated via Monte Carlo studies     

Probabilistic Reliability Modeling for Oil Exploration & Production (E&P) Facilities in the Tallgrass Prairie Preserve

The aging domestic oil production infrastructure represents a high risk to the environment because of the type of fluids being handled (oil and brine) and the potential for accidental release of these fluids into sensitive ecosystems. Currently, there is not a quantitative risk model directly applicable to onshore oil exploration and production (E&P) facilities. We report on a probabilistic reliability model created for onshore exploration and production (E&P) facilities. Reliability theory, failure modes and effects analysis (FMEA), and event trees were used to develop the model estimates of the failure probability of typical oil production equipment. Monte Carlo simulation was used to translate uncertainty in input parameter values to uncertainty in the model output. The predicted failure rates were calibrated to available failure rate information by adjusting probability density function parameters used as random variates in the Monte Carlo simulations. The mean and standard deviation of normal variate distributions from which the Weibull distribution characteristic life was chosen were used as adjustable parameters in the model calibration. The model was applied to oil production leases in the Tallgrass Prairie Preserve, Oklahoma. We present the estimated failure probability due to the combination of the most significant failure modes associated with each type of equipment (pumps, tanks, and pipes). The results show that the estimated probability of failure for tanks is about the same as that for pipes, but that pumps have much lower failure probability. The model can provide necessary equipment reliability information for proactive risk management at the lease level by providing quantitative information to base allocation of maintenance resources to high-risk equipment that will minimize both lost production and ecosystem damage.     

Myths and Moral Authority in Maluku: The Case of Ambon

Since January 1999, the island of Ambon, located in the province of Maluku (Moluccas) in Eastern Indonesia, has been the scene of a virtual war between Christians and Muslims. Amid its religious underpinnings, two competing nationalistic ideologies have developed, one based on allegiance to an ethnic Moluccan nation and the other to a civic nation of common residence. Attempts to rationalise the underlying sentiment of the masses in these movements have purported rational explanations of the pursuit of common material interests, while others have focused on innate emotions of individual loyalty to their community. The other explanation suggests that identity is constructed as an ideological myth that convinces the individual of the simplicity of otherwise complex situations. In this respect, this paper has focused on the psychological and political appeal of myths of kinship as strengthening ideas of national consciousness and individual loyalty. It is asserted that the construction of new 'us' and 'them' visions of imagined community occur in the context of social, economic and political processes. These disruptive forces place individuals in stress situations and make them susceptible to these ideologies which offer simplistic diagnoses of complex social and political changes.     

Don't Screw the Crew: Exploring the Rules of Engagement in Organizational Romance

Thirty years ago sociological research began to discover what workplace romance might mean for the participants. Since then management research has tended to adopt a functionalist approach, using survey methods, or third‐party approaches to ask about company policy and negative consequences of workplace romance, warning of the dangers and consequences of romance and offering solutions for managers on how to deal with this potential problem. Drawing on the sexuality of organization and critical literature, and adopting a position of constructivist structuralism with a qualitative research method, this research looks at how the concept of workplace romance is defined and negotiated within a public‐house setting. It examines the ‘rules of engagement’, the personal experiences and views of both managers and workers, as well as first‐hand stories of workplace romance. Romance was conceptualized as ‘natural’ and something that could not be legislated for, where unwritten rules were defined but often ignored. However, the ‘rules of engagement’ emerged as favouring particular groups depending on gender, position in the hierarchy and sexual identity. Subjective value judgements are made, often resting on gendered assumptions of male and female behaviour.