Autotransplantation of teeth, if carried out successfully, ensures that alveolar bone volume is maintained due to physiological stimulation of the periodontal ligament. Autotransplantation has been carried out for many years, but with varying success rates. As a result, it is seldom regarded as an appropriate treatment option for patients with missing teeth especially with the continued development of osseo-integrated implants. Since placement of osseo-integrated implants in growing alveolar bone is contra-indicated, transplantation of available teeth remains a suitable choice for replacing missing units in the young patient. The role of autotransplantation of teeth in several clinical situations, the clinical techniques involved and factors influencing success of the transplant are discussed. The aim of this paper is to underline the evidence based principles for successful autotransplantation and present the technique as a viable treatment option in present day orthodontic practice.

In the past decade, social networking sites (SNSs) have transformed the way people socialize. They allow individuals to connect globally and instantaneously. These connections, however, generate user profiles that provide an abundance of personal and behavioral information that can be used as a management tool in the selection process and as a way to monitor potentially detrimental employee activities. Employers can, with relative ease and low cost, access information that would not have been otherwise available. Because employees use and view SNSs in markedly different ways than employers view and use them, these conflicting perspectives and different interests pose serious issues as SNSs continue to grow. Regulations typically lag technology, and research regarding SNSs is limited. Thus, while there is clear potential for using SNSs as human resource tools, there are few legal guidelines controlling their use, little knowledge of their effectiveness, considerable disagreement over privacy and ethical issues, and some potential for abuse. Consequently, proponents and opponents continue to debate the legal, ethical, and practical issues of using SNSs in both staffing and employee monitoring processes. This paper examines these issues and provides guidelines on how managers should use SNSs in managerial decision making.

Final offer salary arbitration in major league baseball offers a unique institutional arrangement that creates a naturally occurring non-equivalent groups repeated measure research design. The structural arrangements allow for examination of anticipatory expectancy effects and for assessment of behavioral responses consistent with equity theory predictions. Additionally, equity theory can be tested without the methodological problems inherent in defining the referent other. Performance and mobility were examined for major league baseball position players who won and lost their arbitration hearings. Pre-arbitration performance was found to significantly predict arbitration outcome. Despite similar patterns of post-arbitration performance between winners and losers, a significant relationship was noted between losing arbitration and postarbitration performance declines. Analyses also suggested that losers were also significantly more likely to change teams and leave major league baseball. The causality of the relationship between performance and arbitration outcome is discussed along with expectancy and equity effects as they relate to performance and mobility following the arbitration intervention. This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research, conferences, and projects available to others interested in human resource management in preliminary form to encourage discussion and suggestions. Equity, Motivation and Arbita'ation 2 AbstractFinal offer salary arbitration in major league baseball offers a umque institutional

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This study uses an event-time methodology to examine the impact of two-tier agreements on shareholder equity from 1981 through 1986. Following announcements of two-tier agreements, about half of the firms in the sample had negative abnormal returns (returns with values below the expected market returns) and half had positive abnormal returns. Because the positive returns exceeded the negative returns in absolute value, however, there was a statistically significant increase in mean firm value. The abnormal returns averaged between + 2% and + 4% over a 10-to 12-week period following the announcement, a figure that approximately equals the transactions cost of a stock purchase. The authors speculate that this rather low average gain may help explain the marked decline of new two-tier agreements during the latter half of the 1980s. DURING the early and mid-1980s there was a substantial increase in the number of two-tier wage provisions in collective bargaining agreements. Corporate managers, faced with deregulation, recession, increasing foreign competition, and greater pressure from shareholders, implemented these provisions as part of their effort to reduce unit labor costs. Two-tier wage agreements (defined as wage provisions in which new hires are paid at lower rates than senior workers in