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Publicado por Springer, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: WorldofBooks, Goring-By-Sea, WS, Reino Unido
Libro
Paperback. Condición: Very Good. The book has been read, but is in excellent condition. Pages are intact and not marred by notes or highlighting. The spine remains undamaged.
Publicado por Springer, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: WorldofBooks, Goring-By-Sea, WS, Reino Unido
Libro
Paperback. Condición: Good. The book has been read but remains in clean condition. All pages are intact and the cover is intact. Some minor wear to the spine.
Publicado por Springer, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: medimops, Berlin, Alemania
Libro
Befriedigend/Good: Durchschnittlich erhaltenes Buch bzw. Schutzumschlag mit Gebrauchsspuren, aber vollständigen Seiten. / Describes the average WORN book or dust jacket that has all the pages present.
Publicado por GRIN Verlag Okt 2007, 2007
ISBN 10: 3638801985ISBN 13: 9783638801980
Librería: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Alemania
Libro Impresión bajo demanda
Taschenbuch. Condición: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: In theoretical and empirical research the elusive phenomenon of training transfer has widely been neglected. Attempts to grasp the many facets of the transfer of training in a comprehensive theory have been few. Transfer has traditionally been regarded as a training product to be measured at a fixed point of time after the course. Alternatively, some authors suggests a process approach to transfer and argue that transfer of training is a complex and discontinuous process of successful skill application and recurring setbacks, of achieved behaviour change and frequent relapse to old habits. Consequently, the identification and measurement of transfer delivers a comprehensive picture only when it sets in at various points of time after the training. Throughout the transfer process the trainee is exposed to factors inhibiting or facilitating the transfer of training to the workplace. The influences of transfer facilitators and transfer barriers are outlined in this text. 24 pp. Englisch.
Publicado por GRIN Verlag Sep 2007, 2007
ISBN 10: 3638802000ISBN 13: 9783638802000
Librería: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Alemania
Libro Impresión bajo demanda
Taschenbuch. Condición: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: The academic debate on business ethics mainly concentrates on the social and ecological responsibility of companies within the society. Ethics are being regarded as crucial in the external self-presentation and public perception of (economic) organisations. The model of 'enlightened selfinterest' of business claims that only those companies can be economically successful which manage to convince their stakeholders of their moral integrity. According to the model, the implementation of ethical standards lies in the self-interest of companies.As some authors state in recent publications, ethics also become more and more an internal concern of organisations. Whereas formerly the interests of employees were ignored or only regarded as one of several stakeholders' interests, the ethical management of employees itself gains in significance. Especially human resource management (HRM) plays a decisive role in introducing and implementing ethics. The essay outlines some aspects of ethics in HRM. It sketches ethical concerns that emerged in recent HRM debates, and reflects the viewpoint that ethics should be a pivotal issue for HR specialists. A number of ethical frameworks and their application in HRM policies and practices are reviewed. Here, the focus is mainly on barriers and obstacles to introducing ethical standards in HRM activities. Finally, some first steps to putting ethics into HRM practice are outlined. 24 pp. Englisch.
Publicado por GRIN Verlag Sep 2007, 2007
ISBN 10: 3638802027ISBN 13: 9783638802024
Librería: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Alemania
Libro Impresión bajo demanda
Taschenbuch. Condición: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: When the flexible concept of HRM emerged in the 1980s, in the times of Thatcherism and Reaganomics, it 'could not help but look more desirable than personnel management' (Hope-Hailey). The attractiveness of the theory of managing personnel led to a proliferation of HRM language. Nonetheless, it remains to be seen if there is more to HRM than only a new and shining rhetoric.A number of authors stress the difficulties of identifying clear differences between personnel management and HRM, and maintain that the most obvious change is a 're-labelling process'. Torrington agrees that 'a change of label' is obvious, though one cannot be sure that the content differentiates to any extent. However, the new terminology may at least rid personnel management from its unfavourable welfare image and other negative connotations and thus, save the ailing function of managing personnel from marginalisation. Accordingly, some HR academics maintain that new labels on old bottles may have their uses, even if it is only for marketing purposes. Furthermore, a valuable contribution of HRM is to direct the attention to regarding people as the key resource of organisations and lending the management of personnel increased importance. In this essay, the similarities and differences between personnel and HR management are analysed with regard to their theoretical approaches as well as their practical implementation. Before sketching the similarities and differences in some detail, two different models of HRM, the 'soft' and the 'hard' approach, will be introduced. Finally, the question will be examined if HRM models are manipulative and exploitative, and a conclusion will summarise the results briefly. 24 pp. Englisch.
Publicado por GRIN Verlag Okt 2007, 2007
ISBN 10: 3638802019ISBN 13: 9783638802017
Librería: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Alemania
Libro Impresión bajo demanda
Taschenbuch. Condición: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: Two simple facts force any organisation to carefully select the people it employs. Firstly, people differ widely in their abilities, knowledge, interests and personality. Secondly, the jobs provided by the organisation vary in their demands. Thus, choosing the 'right' person for a job becomes a crucial factor in ensuring an effective workforce and competitive advantages.The objective of selection processes is finding the most capable and suitable candidate, i.e., that candidate who is most likely to deliver the best performance on the job. To achieve this objective, a wide range of selection methods has been developed. But despite a variety of methods, many organisations, if not the majority of organisations, stick to the 'classic trio' of selection and rely on application forms, references and unstructured interviews only. Certainly, there is every reason to believe that there are some undeniable advantages in making the 'classic trio' attractive to many organisations. But at the same time, the 'classic trio' is criticised for a number of considerable shortcomings and a low efficiency compared to other selection methods. In the following the advantages and disadvantages of the 'classic trio' will be briefly sketched. The main criteria guiding the analysis will be reliability, validity, practicality, generality, fairness and costs of the selection methods. Afterwards some alternative selection methods will be reviewed, and their competitive advantages over the 'classic trio' will be outlined. We will analyse how job analysis data can help organisations to choose appropriate selection methods. Finally, a number of possible reasons for resistance to the implementation of alternative selection methods will be considered and an approach to overcome this resistance will be briefly sketched. 24 pp. Englisch.
Publicado por GRIN Verlag Okt 2007, 2007
ISBN 10: 3638802035ISBN 13: 9783638802031
Librería: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Alemania
Libro Impresión bajo demanda
Taschenbuch. Condición: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: The definition of training provided by Armstrong resembles most definitions of training found in reference works. Training is, accordingly, 'the planned and systematic modification of behaviour through learning events, programmes and instruction which enable individuals to achieve the levels of knowledge, skill and competence needed to carry out their work effectively.' Two aspects of this definition could be highlighted as the most characteristic and distinctive elements of training as opposed to other methods in the wider field of learning. First, training is planned and systematic; and secondly, it aims at the improvement of defined abilities related to work. The systematic training cycle is a model reflecting these characteristics. It emphasises that training is a continuous process, a circle in which the end leads back to the beginning, rather than a single linear and isolated event with a defined start and finish. In its classical form the systematic training cycle consists of four stages. In the first stage, the training needs on organisational or job level are identified and specified. This needs analysis tries to establish the training gap. The second stage of the systematic training cycle is designing a training programme. The third training cycle stage which mainly consists of the implementation of training. The fourth and last stage of the systematic training cycle is the evaluation of training. The systematic training cycle is a well-structured and internally logical model serving as a theoretical and practical guide for professionals concerned with training. Taylor states, with a touch of irony, that training cycles 'must have been created by a superior intelligence, being so neat and logical and all.' He indicates that they tend to be simplistic and ignorant towards the complex reality in organisations. In the following, a number of critical variations of the systematic training cycle will be presented. These variations address several shortcomings of the traditional model and suggest improvements on different stages, from pre-assessment considerations at the very beginning of the cycle over needs analysis, training design, plan and implementation to new methods of evaluation. 24 pp. Englisch.
Publicado por GRIN Verlag Sep 2007, 2007
ISBN 10: 3638801993ISBN 13: 9783638801997
Librería: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Alemania
Libro Impresión bajo demanda
Taschenbuch. Condición: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: Today's organisational demand for high flexibility can mainly be attributed to the rapidly changing global economic and social landscape. Organisations find themselves confronted with the need for ongoing transformation as environmental discontinuity requires permanent and accelerated adaptation. There is little doubt that these processes of change have considerable impact on the nature of work and pattern of employment. In this essay, the 'new' shape of careers in rapidly changing environments is examined. As not only economic but also social environments of organisations change, newly emerging career expectations of today's individuals cannot be neglected. It is essential to review these changes to understand arising necessities in career management. Having established the major features of present careers, the essay proceeds to discussing the responisbility for managing careers. It raises the question, if the individual or the organisation is responsible for career management and outlines issues to be addressed. In a conclusion the main results are briefly summarized. 24 pp. Englisch.
Publicado por GRIN Verlag, 2007
ISBN 10: 3638802035ISBN 13: 9783638802031
Librería: AHA-BUCH GmbH, Einbeck, Alemania
Libro
Taschenbuch. Condición: Neu. Druck auf Anfrage Neuware - Printed after ordering - Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: The definition of training provided by Armstrong resembles most definitions of training found in reference works. Training is, accordingly, 'the planned and systematic modification of behaviour through learning events, programmes and instruction which enable individuals to achieve the levels of knowledge, skill and competence needed to carry out their work effectively.' Two aspects of this definition could be highlighted as the most characteristic and distinctive elements of training as opposed to other methods in the wider field of learning. First, training is planned and systematic; and secondly, it aims at the improvement of defined abilities related to work. The systematic training cycle is a model reflecting these characteristics. It emphasises that training is a continuous process, a circle in which the end leads back to the beginning, rather than a single linear and isolated event with a defined start and finish. In its classical form the systematic training cycle consists of four stages. In the first stage, the training needs on organisational or job level are identified and specified. This needs analysis tries to establish the training gap. The second stage of the systematic training cycle is designing a training programme. The third training cycle stage which mainly consists of the implementation of training. The fourth and last stage of the systematic training cycle is the evaluation of training. The systematic training cycle is a well-structured and internally logical model serving as a theoretical and practical guide for professionals concerned with training. Taylor states, with a touch of irony, that training cycles 'must have been created by a superior intelligence, being so neat and logical and all.' He indicates that they tend to be simplistic and ignorant towards the complex reality in organisations. In the following, a number of critical variations of the systematic training cycle will be presented. These variations address several shortcomings of the traditional model and suggest improvements on different stages, from pre-assessment considerations at the very beginning of the cycle over needs analysis, training design, plan and implementation to new methods of evaluation.
Publicado por GRIN Verlag, 2007
ISBN 10: 3638801985ISBN 13: 9783638801980
Librería: AHA-BUCH GmbH, Einbeck, Alemania
Libro
Taschenbuch. Condición: Neu. Druck auf Anfrage Neuware - Printed after ordering - Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: In theoretical and empirical research the elusive phenomenon of training transfer has widely been neglected. Attempts to grasp the many facets of the transfer of training in a comprehensive theory have been few. Transfer has traditionally been regarded as a training product to be measured at a fixed point of time after the course. Alternatively, some authors suggests a process approach to transfer and argue that transfer of training is a complex and discontinuous process of successful skill application and recurring setbacks, of achieved behaviour change and frequent relapse to old habits. Consequently, the identification and measurement of transfer delivers a comprehensive picture only when it sets in at various points of time after the training. Throughout the transfer process the trainee is exposed to factors inhibiting or facilitating the transfer of training to the workplace. The influences of transfer facilitators and transfer barriers are outlined in this text.
Publicado por GRIN Verlag, 2007
ISBN 10: 3638802000ISBN 13: 9783638802000
Librería: AHA-BUCH GmbH, Einbeck, Alemania
Libro
Taschenbuch. Condición: Neu. Druck auf Anfrage Neuware - Printed after ordering - Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: The academic debate on business ethics mainly concentrates on the social and ecological responsibility of companies within the society. Ethics are being regarded as crucial in the external self-presentation and public perception of (economic) organisations. The model of 'enlightened selfinterest' of business claims that only those companies can be economically successful which manage to convince their stakeholders of their moral integrity. According to the model, the implementation of ethical standards lies in the self-interest of companies.As some authors state in recent publications, ethics also become more and more an internal concern of organisations. Whereas formerly the interests of employees were ignored or only regarded as one of several stakeholders' interests, the ethical management of employees itself gains in significance. Especially human resource management (HRM) plays a decisive role in introducing and implementing ethics. The essay outlines some aspects of ethics in HRM. It sketches ethical concerns that emerged in recent HRM debates, and reflects the viewpoint that ethics should be a pivotal issue for HR specialists. A number of ethical frameworks and their application in HRM policies and practices are reviewed. Here, the focus is mainly on barriers and obstacles to introducing ethical standards in HRM activities. Finally, some first steps to putting ethics into HRM practice are outlined.
Publicado por GRIN Verlag, 2007
ISBN 10: 3638802019ISBN 13: 9783638802017
Librería: AHA-BUCH GmbH, Einbeck, Alemania
Libro
Taschenbuch. Condición: Neu. Druck auf Anfrage Neuware - Printed after ordering - Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: Two simple facts force any organisation to carefully select the people it employs. Firstly, people differ widely in their abilities, knowledge, interests and personality. Secondly, the jobs provided by the organisation vary in their demands. Thus, choosing the 'right' person for a job becomes a crucial factor in ensuring an effective workforce and competitive advantages.The objective of selection processes is finding the most capable and suitable candidate, i.e., that candidate who is most likely to deliver the best performance on the job. To achieve this objective, a wide range of selection methods has been developed. But despite a variety of methods, many organisations, if not the majority of organisations, stick to the 'classic trio' of selection and rely on application forms, references and unstructured interviews only. Certainly, there is every reason to believe that there are some undeniable advantages in making the 'classic trio' attractive to many organisations. But at the same time, the 'classic trio' is criticised for a number of considerable shortcomings and a low efficiency compared to other selection methods. In the following the advantages and disadvantages of the 'classic trio' will be briefly sketched. The main criteria guiding the analysis will be reliability, validity, practicality, generality, fairness and costs of the selection methods. Afterwards some alternative selection methods will be reviewed, and their competitive advantages over the 'classic trio' will be outlined. We will analyse how job analysis data can help organisations to choose appropriate selection methods. Finally, a number of possible reasons for resistance to the implementation of alternative selection methods will be considered and an approach to overcome this resistance will be briefly sketched.
Publicado por GRIN Verlag, 2007
ISBN 10: 3638802027ISBN 13: 9783638802024
Librería: AHA-BUCH GmbH, Einbeck, Alemania
Libro
Taschenbuch. Condición: Neu. Druck auf Anfrage Neuware - Printed after ordering - Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: When the flexible concept of HRM emerged in the 1980s, in the times of Thatcherism and Reaganomics, it 'could not help but look more desirable than personnel management' (Hope-Hailey). The attractiveness of the theory of managing personnel led to a proliferation of HRM language. Nonetheless, it remains to be seen if there is more to HRM than only a new and shining rhetoric.A number of authors stress the difficulties of identifying clear differences between personnel management and HRM, and maintain that the most obvious change is a 're-labelling process'. Torrington agrees that 'a change of label' is obvious, though one cannot be sure that the content differentiates to any extent. However, the new terminology may at least rid personnel management from its unfavourable welfare image and other negative connotations and thus, save the ailing function of managing personnel from marginalisation. Accordingly, some HR academics maintain that new labels on old bottles may have their uses, even if it is only for marketing purposes. Furthermore, a valuable contribution of HRM is to direct the attention to regarding people as the key resource of organisations and lending the management of personnel increased importance. In this essay, the similarities and differences between personnel and HR management are analysed with regard to their theoretical approaches as well as their practical implementation. Before sketching the similarities and differences in some detail, two different models of HRM, the 'soft' and the 'hard' approach, will be introduced. Finally, the question will be examined if HRM models are manipulative and exploitative, and a conclusion will summarise the results briefly.
Publicado por GRIN Verlag
ISBN 10: 3638801993ISBN 13: 9783638801997
Librería: AHA-BUCH GmbH, Einbeck, Alemania
Libro
Taschenbuch. Condición: Neu. Druck auf Anfrage Neuware - Printed after ordering - Essay from the year 2002 in the subject Sociology - Work, Profession, Education, Organisation, grade: Grade A, University of Manchester (Institute for Development Policy and Management), language: English, abstract: Today's organisational demand for high flexibility can mainly be attributed to the rapidly changing global economic and social landscape. Organisations find themselves confronted with the need for ongoing transformation as environmental discontinuity requires permanent and accelerated adaptation. There is little doubt that these processes of change have considerable impact on the nature of work and pattern of employment. In this essay, the 'new' shape of careers in rapidly changing environments is examined. As not only economic but also social environments of organisations change, newly emerging career expectations of today's individuals cannot be neglected. It is essential to review these changes to understand arising necessities in career management. Having established the major features of present careers, the essay proceeds to discussing the responisbility for managing careers. It raises the question, if the individual or the organisation is responsible for career management and outlines issues to be addressed. In a conclusion the main results are briefly summarized.
Publicado por GRIN Verlag, 2007
ISBN 10: 3638802035ISBN 13: 9783638802031
Librería: Buchpark, Trebbin, Alemania
Libro
Condición: Wie neu. Zustand: Wie neu | Seiten: 24.
Publicado por Rheinwerk Verlag GmbH, 2023
ISBN 10: 3836293390ISBN 13: 9783836293396
Librería: Revaluation Books, Exeter, Reino Unido
Libro
Hardcover. Condición: Brand New. 344 pages. German language. 9.76x8.66x1.06 inches. In Stock.
Publicado por Rheinwerk Verlag|Rheinwerk Fotografie, 2023
ISBN 10: 3836293390ISBN 13: 9783836293396
Librería: moluna, Greven, Alemania
Libro
Condición: New. Die besten Motive liegen auf der Strasse! In diesem Buch zeigen zehn deutsche Streetfotografinnen und -fotografen, wie sie Orte, Menschen und fluechtige Momente mit ihrer Kamera einfangen. Wie gelingen faszinierende Aufnahmen von Gesten, Lichtstimmungen un.
Publicado por Springer, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: Ria Christie Collections, Uxbridge, Reino Unido
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Condición: New. PRINT ON DEMAND Book; New; Fast Shipping from the UK. No. book.
Publicado por Springer, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: Lucky's Textbooks, Dallas, TX, Estados Unidos de America
Libro
Condición: New.
Publicado por Springer, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: GreatBookPrices, Columbia, MD, Estados Unidos de America
Libro
Condición: New.
Publicado por Springer International Publishing Feb 2016, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: BuchWeltWeit Ludwig Meier e.K., Bergisch Gladbach, Alemania
Libro Impresión bajo demanda
Taschenbuch. Condición: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -This book contains a selection of refereed papers presented at the 'International Conference on Operations Research (OR 2014)', which took place at RWTH Aachen University, Germany, September 2-5, 2014. More than 800 scientists and students from 47 countries attended OR 2014 and presented more than 500 papers in parallel topical streams, as well as special award sessions. The theme of the conference and its proceedings is 'Business Analytics and Optimization'. 676 pp. Englisch.
Publicado por Springer, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: booksXpress, Bayonne, NJ, Estados Unidos de America
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Soft Cover. Condición: new. This item is printed on demand.
Publicado por Springer International Publishing, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: moluna, Greven, Alemania
Libro Impresión bajo demanda
Condición: New. Dieser Artikel ist ein Print on Demand Artikel und wird nach Ihrer Bestellung fuer Sie gedruckt. Presents latest findings from research in ORIntroduces selected papers from a leading OR conferenceProvides a special focus on business analytics and optimizationThis book contains a selection of refereed papers presented at the In.
Publicado por Springer International Publishing, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: AHA-BUCH GmbH, Einbeck, Alemania
Libro
Taschenbuch. Condición: Neu. Druck auf Anfrage Neuware - Printed after ordering - This book contains a selection of refereed papers presented at the 'International Conference on Operations Research (OR 2014)', which took place at RWTH Aachen University, Germany, September 2-5, 2014. More than 800 scientists and students from 47 countries attended OR 2014 and presented more than 500 papers in parallel topical streams, as well as special award sessions. The theme of the conference and its proceedings is 'Business Analytics and Optimization'.
Publicado por Springer, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: Books Puddle, New York, NY, Estados Unidos de America
Libro
Condición: New. pp. 659.
Publicado por Springer, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: GreatBookPrices, Columbia, MD, Estados Unidos de America
Libro
Condición: As New. Unread book in perfect condition.
Publicado por Springer, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: Majestic Books, Hounslow, Reino Unido
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Condición: New. Print on Demand pp. 659.
Publicado por Springer Verlag, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: Revaluation Books, Exeter, Reino Unido
Libro
Paperback. Condición: Brand New. 676 pages. 9.25x6.10x1.53 inches. In Stock.
Publicado por Springer, 2016
ISBN 10: 3319286951ISBN 13: 9783319286952
Librería: ALLBOOKS1, Salisbury Plain, SA, Australia
Libro