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The IsGDIObject function is documented as returning FALSE if the input GDI object handle (an HGDIOBJ) isn't a valid handle Interestingly, the documentation says that if IsGDIObject returns TRUE, the input handle may not actually be a real GDI object handle Nonetheless, the documented purpose of the function is to determine if an HGDIOBJ is invalid What the documentation doesn't tell you is that if the input HGDIOBJ parameter is valid, the return value identifies what type of object was passed in This can come in handy for applications like Bounds-Checker/W that need to verify handles such as HDCs, HBRUSHs, and so forth As I mentioned earlier, GDI stores some objects in its 16-bit DGROUP heap and other objects (fonts and regions) in its 32-bit heap.

Ichniowski (1990) suggested that employee involvement practices have the potential to impact business performance in addition to individual productivity, but it required complementary practices being implemented together Using data from the same survey Koch & McGrath (1996) also found a signi cant relationship between employee involvement practices and sales per employee They conclude that labor productivity is positively related to a rm s willingness to invest in innovative human resource management practices Cooke (1994) used data on 841 manufacturing rms in Michigan and concluded that group incentives and employee participation programs had a positive effect on value-added per employee The ndings for the various practices were affected by whether or not the rm was unionized Self-managed teams and quality circles coupled with pro t-sharing and gainsharing plans had positive effects on productivity He found that although these practices tended to increase wages, that increase was less than the value-added.

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Themes arising from the future workshop are then used in the organisational games phase (Sj gren & Ehn, 1991), o which include the use of mock-ups and cooperative prototyping In this workshop different scenarios and work organisations are role-played by users and evaluated using simple cardboard and paper mock-ups and collaboratively designed computer-based prototypes In the nal phase, a subset of ideas from the previous stages are embodied and developed through further mock-up design, continued cooperative prototyping, and new or modi ed work organisation scenarios The approach aims to bring together the goals of employers and trade unions, as well as integrating technical and human/organisational issues, and thus involves all groups affected by the change The approach deals with strategic issues, task allocation, the design of employee jobs, health and safety and training needs.

The first thing IsGDIObject needs to do is figure out where it should look for the object so that it can read in the object type WORD (for example, 0x4F47) Luckily, this isn't hard for GDI to do GDI objects that are allocated out of the 16-bit DGROUP heap are allocated with the LMEM_MOVEABLE attribute To make a long story short, 16-bit LMEM_MOVEABLE handles always end in 2, 6, 0xA, or 0xE As you may recall from earlier in the chapter, the handles for objects in 32-bit USER or GDI heap are always multiples of 4 Knowing this key distinction between the two types of objects, IsGDIObject merely needs to examine the second to last bit If it's set, the handle ends in 2, 6, 0xA, or 0xE and the object was allocated from GDI's 16-bit DGROUP.

As such, the approach is reliant on collaboration between trade unions and employers, as well as the participation of end-users Design is seen as a communicative and creative process and so the end-users are considered an essential part of this activity (Maclaren et al, 1991) with design by doing being the key to a better understanding and successful design There are other notions using similar methods, which there is not space to describe here, eg the Dutch have always been followers of a socio-technical approach, as have the Italians through the pioneering work of Professor Federico Butera The organisational scenarios tool, which forms part of the Shef eld toolkit (Clegg et al, 1996) is similar to soft systems analysis (SSA), in that it is a systematic method for developing and evaluating alternative ways that an organisation (or part of it) could work.

If the second to last bit is 0, the handle value ends in 0, 4, 8 or 0xC, so the object was allocated in the 32-bit GDI heap In either case, IsGDIObject calculates the address where the object can be found and constructs a pointer to the object Using the pointer, IsGDIObject extracts the block type WORD With the block type WORD in hand, IsGDIObject then masks off a couple of the bits, which apparently mean something elsewhere in GDI The result.

Among non-unionized rms, Cooke (1994) estimated that companies with teams, incentive compensation or both pay roughly 6 7% higher wages that rms without these employee involvement practices Even with this increase in labor costs, however, he reported that rms with employee involvement practices enjoyed 21% better net performance, as measured by value-added per employee less wage costs Huselid (1995) surveyed 3452 public companies and received responses from 968 rms Based on a factor analysis of responses, he constructed two indices of work practices The rst, which he labeled skills and work structures , includes items such as individual job design, employee participation programs, and skills training The second index, labeled motivation , includes measures of performance appraisals and merit-based rewards programs.

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