Art Catalogue Index (A.C.I.) aims to provide a comprehensive list of all the catalogues raisonnés and reviews on artists born between 1780 and the postwar period. This first edition is focused on the so-called 'modern' period. It starts with the birth of Jean Auguste Dominique Ingres, in 1780 in Montauban, who competed for the Prix de Rome in 1800 with his contemporaries; he therefore both witnessed and took part in this turning point in time which opened the gates of the 'modern' period, and which led up to today and contemporary art. Published with BFAS, Geneva, and Thierry Meaudre, Paris. English text.

Digital practices in social and political landscapes: Why two researchers can look at the same feature and see different things. Maps are widely believed to be objective, and data-rich computer-made maps are iconic examples of digital knowledge. It is often claimed that digital maps, and rational boundaries, can solve political conflict. But in Mapping Israel, Mapping Palestine, Jess Bier challenges the view that digital maps are universal and value-free. She examines the ways that maps are made in Palestine and Israel to show how social and political landscapes shape the practice of science and technology. How can two scientific cartographers look at the same geographic feature and see fundamentally different things? In part, Bier argues, because knowledge about the Israeli military occupation is shaped by the occupation itself. Ongoing injustices—including checkpoints, roadblocks, and summary arrests—mean that Palestinian and Israeli cartographers have different experiences of the landscape. Palestinian forms of empirical knowledge, including maps, continue to be discounted. Bier examines three representative cases of population, governance, and urban maps. She analyzes Israeli population maps from 1967 to 1995, when Palestinian areas were left blank; Palestinian state maps of the late 1990s and early 2000s, which were influenced by Israeli raids on Palestinian offices and the legacy of British colonial maps; and urban maps after the Second Intifada, which show how segregated observers produce dramatically different maps of the same area. The geographic production of knowledge, including what and who are considered scientifically legitimate, can change across space and time. Bier argues that greater attention to these changes, and to related issues of power, will open up more heterogeneous ways of engaging with the world.

With interest in the global environment and the management of ‘talent’ increasing, understanding the issue of global careers is crucial for students and managers alike. This exciting book captures broad research extending to a large set of diverse motivations, experiences, and outcomes of international work in global ‘for profit’ and ‘not for profit’ organizations and delivers nuanced insights into the management of international employees for firms and governmental/non-governmental organizations. This text covers global career issues in-depth, working at the intersection of career and international human resource management and using a number of perspectives, such as organizational or individual ones. Chapters include: theories, frameworks and concepts supporting research/data where relevant managerial implications, summaries, learning points, figures and tables. Illustrated with up to the minute case studies from companies such as Pepsi, Imperial Tobacco, Cadbury Schweppes, PricewaterhouseCoopers, Philips, HSBC, Misys, Philip Morris International and Masterfoods, Global Careers is essential reading for all those studying or concerned with career management, human resource management and international business.

"Sixteen-year-old Noam, a technopath, is thrust into the magical elite of the nation of Carolinia, where he learns the science behind his magic, secretly planning to use it against the government to protect refugees fleeing magical outbreaks." --

This book is about the most elite unit in the Israeli army, Talpiot. Instead of only being trained to fight the soldiers brought into this unit are taught how to think. The book details how this unit which specialises in teaching young cadets the military applications for computer science, physics and maths (properties needed for research and development) was conceived and developed in the wake of the Yom Kippur War, how the program came of age and how it surpassed even air force pilot training in terms of priority for the IDF. Instead of signing up for three years like most Israeli soldiers, if you are selected for Talpiot you must sign up for ten years. Graduates of this tiny unit, sometimes as few as 20 people a year are invited to enlist, have had a huge influence on the weapons Israel has developed through research and development and through the businesses they have founded after leaving the army, often using many of the technologies they developed in the IDF. The book contains dozens of interviews with Talpiot graduates and some of the early founders of the program. It explains Talpiot's ultra-successful methods of recruiting and it explains many of the secrets of the program's success. The book also profiles some of the most successful businesses founded by Talpiot graduates including Compugen, CheckPoint Software, Anobit which was recently bought by Apple and XIV recently bought by IBM. The soldiers of this unit are truly unsung heroes. No other military unit has had more of an impact on the State of Israel.

This report, the most in-depth of its kind to date, confirms the powerful relationships between HR practices, employee commitment and operating performance. It is based on a three-year investigation which looked at the HR practices, staff views and performance in 11 large organisations including Jaguar Cars, Nationwide Building Society, Selfridges and Tesco. The study provides answers to why and how people management practices influence business performance - to unlock what has been termed the 'black box'. Key conclusions include:- the most carefully thought-through HR strategy is a waste of time unless it is embraced by line managers who have the skills and understanding necessary to engage and motivate employees - where effective HR practices are not in place, levels of employee commitment are up to 90 per cent lower - an organisation needs a clear direction and purpose, beyond the bland mission statement or generic goal of financial returns, which engages, enthuses and unites people. At the Nationwide Building Society this is a commitment to mutuality. At Royal United Hospital Bath it is saving lives. This 'big idea' appears essential in motivating and directing people behind the strategy of the organisation.