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This study examined Instagram content shared by public relations (PR) agencies, through the sensitizing framework of organizational identity theory, to determine what messages related to organizational identity, culture and image were communicated to external audiences. This study highlights the various ways that Instagram can be used for strategic organizational communication.

A qualitative, thematic analysis of Instagram content was conducted. The constant comparative analysis was guided by organizational identity theory, which provided an individual-level perspective for interpreting organizational messages within the posts.

PR agencies use hashtags, employee sharing and communicating about agency outreach efforts and accolades to communicate organizational identity. PR agencies communicate aspects of its culture through employee engagement and development, employee cohesiveness and through communicating a commitment to diversity, philanthropy and community service. PR agencies influenced its organizational image by communicating content related to promotion and support of creative efforts, having a public Instagram account and retelling the history of the agency.

This study extends our understanding of corporate self-presentation strategies on social media.

In discussing the merits and demerits of infants' foods, it is impossible to avoid reference to the physiological problems connected with infantile digestion, because, of course, the whole question of suitability or otherwise turns upon the degree of digestibility of the preparations. Appearance and flavour, although of great importance in the case of adults generally, and invalids in particular, here play only a minor part.

The food values of fruits have during recent years attracted considerable attention from the leading chemists of the day. The enhanced supplies, arriving as they do from every quarter of the globe, prove that food fruits are increasing in popularity and form an important part of the national dietary.

In view of the Regulations issued on October 4, 1906, by the Argentine Government with regard to the sanitary inspection of meat foods, the Local Government Board, at the request of the Foreign Office, have formulated a number of conditions to be complied with by traders in England and Wales who prepare or pack meat foods for export to Argentina, and who desire that such exportations should be accompanied by an official attestation of precautions taken to safeguard the wholesomeness of the foods in question.

With the purpose of promoting cross-field dialogue, this paper aims to review workplace learning (WPL) and human resource (HR) literature. The authors endeavour a conceptual examination and discussion of the bridges that link both research fields in relation to learning, in an effort to establish an integrated understanding of learning in workplaces.

This paper uses a scoping review focused on how learning is approached in WPL and HR studies. An analysis of the selected literature reveals fundamental themes and dimensions that further our understanding of learning in the context of work.

Overall, there are three learning dimensions where WPL and HR conceptually interrelate, namely, skills, incentives and work design. The scoping review also shows that HR is output-oriented and looks to learning as capital for enterprises, especially in light of enterprise performance for competence development. WPL centres more upon socio-cultural and practice-based configurations and the individual. It encompasses the human dimension of learning as something enriching the whole of life, including work life.

This paper contributes with a unique inquiry into the interrelations between WPL and HR approaches to learning, highlighting the complementarity between WPL theoretical features and HR practices. At the core of our findings is that WPL becomes analytically visible through how HR learning strategies are designed and deployed in the forms of skill development, incentive structures and work design, referring to both workplace structure and cultural features.

This study aims to increase the understanding of the starting points and presuppositions of organizational learning (OL) processes in a hospital’s surgical department based on the existing theory of OL and to make visible the practical possibilities of the theory in this context.

The study was conducted as a case study. The data were collected from personnel of the hospital’s surgical department and consisted of 26 thematic interviews. The data were analyzed using qualitative theory-driven content analysis.

This study found different starting points for both employee-oriented and organization-oriented learning processes that could potentially progress to different levels of the organization: from individuals to a wider group or from a large group to an individual. The starting point of employee-oriented learning processes was depicted as everyday life problems or situations or was based on the person’s interest. The starting points of organization-oriented learning processes were described as achieving or maintaining the organization’s expected skill levels, pursuing continuous development or pursuing the organization’s specific development needs. Different kinds of presuppositions were also located within the OL processes.

This study produced new practice-based knowledge about the starting points of OL processes and their presuppositions. In health-care organizations, learning is especially important due to intensive and complex changes, and this study provides empirical evidence on how to enhance learning.

[On November 7 last, at a meeting of the society which we regret to see is still incorrectly styled the “Society of Public Analysts,” a valuable and highly interesting paper, entitled “The Analyst and the Medical Man,” was read by Dr. F. Gowland HOPKINS, who attended the meeting by invitation for this purpose.