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It would be better if the person would reframe such a label from black sheep to black sheep no longer. This example illustrates one way a therapist or counselor can help a client with this type of thinking error, by prompting him or her to reframe labels in a way that provides for a more positive interpretation of behavior and potentially suggests a more positive outcome in the future. Labeling can contribute to following life scripts that may lead to poor outcomes for clients. In other people, the label may suggest a fatalistic attitude that change is unlikely, and that fate (the label) controls the outcomes. The label may contribute to a self-fulfilling prophecy that does not bode well for the client. Other great examples of labels that may need to be modified include junkie or drug addict. The reframes for these labels that would help your client are junkie no more or drug addict no longer.

The use of human resource management to secure, maintain and develop a highly skilled and committed workforce has been labelled a high commitment or high involvement approach (see s 9, 14, 15, 16; Lawler, 1986; Walton, 1985) A number of surveys have documented the increasing use of human resource practices that are associated with this and the way these may be linked to modern working practices and operational management methods Organisational change is undoubtedly taking place but the jury is still out on the extent to which this represents a radical change across the whole economy (see Fincham & Rhodes, 1992) First, the continued in uence of Taylorist and Fordist ideas would challenge such a view, eg in the service sector, some call centres represent an advanced form of Taylorism (Taylor & Bain, 1999) and the McDonaldization of service work has been well documented (Ritzer, 1998).

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Likewise, just-in-time (JIT), an essential component of lean manufacturing, can be viewed as an extension and revitalisation of Fordist principles, rather than a break from them (Tomaney, 1994; Wood, 1989) The new workplace is, so the argument would go, a mixture of old and new working practices (Blyton & Turnbull, 1994) Second, even where new practices are being introduced, this may not always be done as a package Modern exible working practices, in particular, may not necessarily be accompanied by high-commitment human resource practices, or vice versa However, it is precisely the integration of these two facets that fundamentally transforms workplaces (Lawler et al, 1995; Storey, 1994; see also Wood, 14) Just as there are questions about the extent and nature of workplace change, questions are also being asked about whether the effects of change are as bene cial as many imply (Philimore, 1989).

Modern working practices and high commitment human resource practices are often portrayed as leading to a win win situation for the employee and the organisation But while there are accounts demonstrating that the introduction of modern working practices can lead to more interesting work, more highly skilled work and lower levels of stress, there is also research showing that the introduction of modern working practices can intensify work, de-skill employees and lower their well-being (Adler & Borys, 1996; Braverman, 1974; Klein, 1989; Knights, Willmott & Collinson, 1985; Parker & Wall, 1998; Sturdy, Knights & Willmott, 1992) A modern working practice can have different effects The effects of a exible working practice are dependent on how it is implemented, designed and managed and are not solely dependent on some intrinsic feature of the working practice itself.

In summary, as organisations have sought to adapt to changing economic and social circumstances, they have become a patchwork of new working practices, old working.

The 1990s was the decade where wireless communications really took off. As our first article demonstrates, people had been using mobile phones of one sort or another for quite some time and the security was truly laughable. In this example the phone calls were being transmitted over a VHF marine frequency. But the security was equally amusing with cordless phones used inside one s home or analog cellular phones, which broadcast conversations in the clear on the 800-megahertz frequency spectrum. The cellular industry and federal government, rather than mandate effective security for such calls, had instead chosen to simply make scanners that could tune into the cellular frequencies illegal. It was seen as the typical manner in which the clueless and greedy dealt with security issues, not by addressing the technical aspects but by covering their asses with meaningless legislation. But it was all a moot point; the days of analog cell service would start to become numbered by the end of the decade. The new GSM standard (new for the States at least) used encryption while transmitting so eavesdropping was nowhere near as simple. Other types of monitoring, however, were in the process of being developed....

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