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The term recovery was largely absent from the past century s diagnostic nomenclature (American Psychiatric Association, 1987), mental health programs, and interventions (Bachrach, 1976; Grob, 1983; New Freedom Commission on Mental Health, 2003). Despite its more recent and widespread use to denote a severely mentally ill person s ability to grow and heal, the concept of recovery remains poorly understood and is frequently used in policy and political statements rather than as an empirically based and operationally defined concept. We argue in this chapter that a consensus about the meaning of recovery is beginning to develop through various empirical investigations and anecdotal writings on the topic, but the term is critically in need of a multifaceted theoretical model informed by both mental health and behavioral science research. This chapter first reviews the current status of research on the concept of recovery and suggests a multidimensional model of recovery. The second part of the chapter focuses on the limits of current evidence-based research on recovery processes and outcomes and outlines ways in which research can be additive and compatible with recovery-oriented programs and systems.

There is evidence that attitudes such as organizational commitment are dependent on how the employee interprets the reasons for practices Kinicki, Carson & Bohlander (1992) found that employees only responded to certain HR practices with organizational commitment if they interpreted those practices as indications of the rm s genuine interest in their well-being Employees who felt that the HR practices were instituted only to protect the company from lawsuits did not report higher levels of organizational commitment In a similar study, Meyer & Smith (2000) found that the relationship between employeefriendly HR practices and organizational commitment was mediated by perceptions of organizational support This suggests that workers need to interpret employee involvement as genuine efforts to improve employee well-being in terms of job satisfaction, positive workplace relations and employee bene ts, in addition to company performance.

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There is evidence that employees tend to respond positively to increased opportunities to share ideas and contribute on the job In 1994 the Worker Representation and Participation Survey collected phone surveys from a representative sample of all US private sector employees regarding individual reactions to employee involvement practices Freeman & Rogers (1999) report that 79% of non-managerial participants in employee involvement programs report having personally bene ted from [their] involvement in the program by getting more in uence on how [their] job is done Based on this survey, Freeman, Kleiner & Ostroff (2000) conclude that employee involvement practices are associated with increased job satisfaction and greater trust in management Guest reports similar ndings from two studies of a 1996 survey of 1000 British employees collected by the Institute of Personnel and Development (Guest; 1999; Guest & Conway, 1999).

Pattern false value + test (true value false value) Organize the test so that the true value is the longer of the strings, and then use the following: substring(concat(true value, false value), 1 + string length(true value) not(test), string length(true value))

SwitchA#show vlan VLAN Name Status Ports -------------------------------------1 default Enabled A, B 10 Engineering Enabled 1-6, 12 50 Accounting Enabled 7-11, AUI 1002 fddi-default Suspended 1003 token-ring-defau Suspended 1004 fddinet-default Suspended 1005 trnet-default Suspended -------------------------------------VLAN Type SAID MTU Parent RingNo BridgeNo Stp Trans1 Trans2 -----------------------------------------------------------------------1 Ethernet 100001 1500 0 0 0 Unkn 1002 1003 10 Ethernet 100010 1500 0 0 0 Unkn 0 0 50 Ethernet 100050 1500 0 0 0 Unkn 0 0 1002 FDDI 101002 1500 0 0 0 Unkn 1 1003 1003 Token-Ring 101003 1500 1005 1 0 Unkn 1 1002 1004 FDDI-Net 101004 1500 0 0 1 IEEE 0 0 1005 Token-Ring 101005 1500 0 0 1 IEEE 0 0 -----------------------------------------------------------------------In addition to the show vlan command, the show vlan-membership command is useful for seeing which ports belong to VLANs. The following output is from the same Catalyst 1900 switch as was used in the previous example. SwitchA#show vlan-membership Port VLAN Membership Type 1 10 Static 2 10 Static 3 10 Static 4 10 Static 5 10 Static 6 10 Static 7 50 Static 8 50 Static 9 50 Static 10 50 Static 11 50 Static 12 10 Static AUI 50 Static A 1 Static B 1 Static When troubleshooting VLANs, the show interface command can also provide information to help you isolate problems, as shown in the following example from a different Catalyst switch. Notice that Ethernet port 0/8 is Disabled-no-vlan. This output appears when a port has been assigned to a VLAN but the VLAN has not been created. SwitchZ#show interface ethernet 0/8 Ethernet 0/8 is Disabled-no-vlan Hardware is Built-in 10Base-T Address is 00B0.64D1.F747 MTU 1500 bytes, BW 10000 Kbits 802.1d STP State: Disabled Forward Transitions: Port monitoring: Disabled Unknown unicast flooding: Enabled Unregistered multicast flooding: Enabled Description: Duplex setting: Half duplex Back pressure: Disabled

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