bluuebunny/crossref_metadata_2025 huggingface dataset:
Über Thiazole, XXXV. Eine neue Synthese von Thiazol‐2‐Aldehyden
Authors: Beyer Hans , Hess Ulrich , Liebenow Walter
Published: May 2007

Durch Umsetzung der Diazoniumsalze von 2‐Amino‐thiazolen mit Form‐aldoximlösung in Gegenwart von Kupfer(II)‐sulfat/Natriumsulfit gelang es, erstmalig den Thiazol‐aldehyd‐(2) sowie dessen 5‐Methyl‐ und 4.5‐Dimethyl‐Derivat in 10‐‐15‐proz. Ausbeute darzustellen. Der Mechanismus dieser Aldehydsynthese entspricht dem der Sandmeyer‐Reaktion.
Über Triterpene, IV Musennin, Ein Wurmwirksames Saponin aus der Rinde von Albizzia Anthelmintica
Authors: Tschesche Rudolf , Forstmann Dieter
Published: May 2007

Musennin, der anthelmintische Inhaltsstoff der Rinde von Albizzia anthelmintica (Brongn.) wurde rein, aber nicht kristallisiert erhalten und als Echinocystsäure‐tetrasaccharid erkannt. Als Zucker wurden 1 D‐Glucose und 3 L‐Arabinose gefunden, ferner wurde bei der sauren Hydrolyse ein Trisaccharid aus 2 Arabinose und 1 Glucose in Form des Methylglykosides neben einem weiteren Oligosaccharid isoliert. Es wurde die Verknüpfung der Zucker untereinander und mit dem Aglykon bestimmt und dadurch ein Konstitutionsvorschlag für das Saponin ermöglicht.
Über den Einfluss der Äther‐Gruppen auf die Nitrierung im Bis‐[2‐Methoxy‐5‐Chlor‐Phenyl]‐Sulfid und in Entsprechenden Diphenyl‐Alkanen
Authors: Pfleger Robert , Waldmann Karl
Published: May 2007

Im Bis‐[2‐hydroxy‐5‐chlor‐phenyl]‐sulfid und im entsprechenden Diphenylmethan‐ und Diphenyläthan‐Derivat erfolgt der Eintritt von Nitrogruppen erwartungsgemäß in 3.3′ ‐Stellung. Bei den Methyläthern findet die Substitution in gleicher Stellung nur beim Äthan‐Derivat statt, während beim Methan‐Derivat und beim Sulfid, durch sterische Hinderung bedingt, die Nitrogruppen in 4.4′‐Stellung eintreten.
α‐Ketosäuren in Proteinhydrolysaten
Authors: Franck Burchard , Knoke Jürgen
Published: May 2007

Die Untersuchung von Proteinhydrolysaten auf α‐Ketosäuren ergab, daß weitere β‐Hydroxy‐α‐aminosäuren außer Serin und Threonin als Proteinbausteine mengenmäßig auch dann nicht in Betracht kommen, wenn man deren Hydrolysenempfindlichkeit berücksichtigt. In den Hydrolysaten von Seidenfibroin, Zein, Gelatine, Casein, Blutalbumin und Eieralbumin wurden nur Brenztraubensäure und α‐Ketobuttersäure, die Umwandlungsprodukte von Serin und Threonin, nachgewiesen.
Über Anomale Quartäre Salze von o‐Aminophenolen (Semiphenolbetaine)
Authors: Pfleger Robert , Waldmann Karl
Published: May 2007

Es wird über die Bildung anomaler diquartärer Salze von o‐Aminophenolen berichtet, die nur ein Säureäquivalent auf zwei Ammoniogruppen enthalten. In Abhängigkeit vom Molekülbau werden sie entweder aus entsprechenden normalen Salzen erhalten oder entstehen spontan bereits bei der Quartärisierung der o‐Aminophenole. Die anomalen diquartären Salze besitzen eine halbbetainartige Struktur. m‐Aminophenole und gewisse o‐Aminophenole geben keine anomalen Salze.
Über die Hydrierend‐Hydrolytische Aufspaltung von 2‐Thio‐Hydantoinen Zu α‐N‐Formyl‐Aminosäureamiden
Authors: Behringer Hans , Schmeidl Karl
Published: May 2007

Die Entschwefelung von 5‐monosubstituierten sowie von 5‐Aryliden‐ oder Alkyliden‐2‐thio‐hydantoinen (V bzw. VII) mit Raney‐Nickel in feuchtem Tetrahydrofuran ergibt α‐N‐Formyl‐aminosäureamide (VI), welche schon unter milden Bedingungen sauer oder alkalisch zu α‐Aminosäuren verseift werden.
Darstellung von Kondurit‐D Durch Diensynthese
Authors: Criegee Rudolf , Becher Pauline
Published: May 2007

Aus 1.4‐Diacetoxy‐butadien und Vinylencarbonat wurde ein Addukt erhalten, dessen Verseifung zum „all‐cis”︁‐Cyclohexentetrol führte. Die Konfiguration wurde durch Abbau zu Alloschleimsäure sowie durch Überführung in Alloinosit bewiesen.
Über die Einwirkung von N‐Substituierten Säureamiden auf Isocyanate, I
Authors: Logemann Willy , Artini Dominico
Published: May 2007

Es werden die Reaktionsprodukte beschrieben, die sich bei der Einwirkung von Sulfo‐isocyanaten auf N‐Cyclohexyl‐formamid bilden. In der Kälte läßt sich eine Verbindung isolieren, deren Konstitution noch nicht eindeutig feststeht. Aus ihr bildet sich in der Wärme unter Kohlendioxyd‐ Abspaltung ein substituiertes Amidin. Durch Säure oder Alkali wird sie zu einem substituierten Harnstoff verseift. Bei der Reaktion zwischen p‐Toluolsulfonyl‐isocyanat und N‐disubstituierten Säureamiden kann man nur die entsprechenden Amidine isolieren.
Studien in der Vitamin D‐Reihe, XXIV. Photo‐Isomerisierung der trans‐Vitamine D2 und D3 ZU den Vitaminen D2 und D3
Authors: Inhoffen Hans Herloff , Quinkert Gerhard , Hess Hans‐Jürgen , Hirschfeld Horst
Published: May 2007

Die 5.6‐trans‐Vitamine D2 und D3 wurden mit durch Glas gefiltertem Quecksilberdampflicht in die 5.6‐cis‐Vitamine D2 und D3 umgewandelt.
Über Einschlußverbindungen, XI. Gesetzmässigkeiten bei der Bildung von Addukten der Cyclodextrine
Authors: Cramer Friedrich , Henglein Friedrich Martin
Published: May 2007

Die Darstellung von Einschlußverbindungen der Cyclodextrine mit organischen Molekülen wird beschrieben. Aus einem großen Versuchsmaterial lassen sich folgende Aussagen treffen: 1. Die Verbindungen zeigen konstante Molverhältnisse. ‐ 2. Entscheidend für die Verbindungsbildung ist die Größe des Gastmoleküls. ‐ 3. Die Ergebnisse stimmen mit unseren gegenwärtigen Vorstellungen über die Raumerfüllung organischer Moleküle und ihre van der Waalsschen Radien in allen Einzelheiten überein.‐ 4. Darüber hinaus besteht in besonderen Fällen eine „chemische Affinität”︁ zwischen Hohlraum und Gast, die sich in einem ganzzahligen Molverhältnis ausdrückt.
Über Einschlußverbindungen, XII. Verbindungen von α‐Cyclodextrin mit Gasen
Authors: Cramer Friedrich , Henglein Friedrich Martin
Published: May 2007

α‐Cyclodextrin bildet mit Gasen bestimmter Molekelgröße sehr beständige Einschlußverbindungen, bei denen die Gasmoleküle (Cl2, Kr, X, O2, CO2, Kohlenwasserstoffe) in die Hohlräume der Ringmoleküle eingelagert werden.
Pteridine, I. Über 2.4‐Dioxo‐Tetrahydropteridine
Authors: Pfleiderer Wolfgang
Published: May 2007

Es wird gezeigt, daß das Lumazin in wäßrigem Medium als 2.4‐Dioxo‐tetra‐hydropteridin zu formulieren ist. Die Ionisation der H‐Atome erfolgt in erster Stufe vom N‐1‐ und in zweiter vom N‐3‐Atom.
Über das Unterschiedliche Verhalten von 2.4‐Dichlor‐Anisol und 2.4‐Dichlor‐Phenol bei der Kondensation mit Aldehyden
Authors: Riemschneider Randolph , Cohnen Walther
Published: May 2007

Es wird gezeigt, daß 2.4‐Dichlor‐anisol – im Gegensatz zum 2.4‐Dichlor‐phenol – in Gegenwart von sauren Kondensationsmitteln mit Formaldehyd und Chloral nicht nur in o‐Stellung, sondern auch in m‐Stellung zur Methoxy‐gruppe kondensiert.
Über Bicyclo‐[0.3.3]‐octane, III. Zur Kenntnis des 2.4‐Diphenyl‐Bicyclo‐[0.3.3]‐Octandiols‐(1.2); Bleitetraacetatspaltung und Pinakolinumlagerung
Authors: Paul Heinz
Published: May 2007

Die Reduktion von 1‐[α‐Phenyl‐β‐benzoyl‐äthyl]‐cyclopentanon‐(2) (la) liefert unter innermolekularer Pinakonbildung das 2.4‐Diphenyl‐bicyclo‐[0.3.3]‐octan‐diol‐(1.2) (II), dessen Spaltung mit Bleitetraacetat zu Ib, einem Diastereomeren von la, führt. lb liefert bei gleichartiger Reduktion das 2.4‐Diphenyl‐bicyclo‐[0.3.3]‐octandiol‐(1.2) zurück. – Wasserabspaltung ergibt aus II unter Pinako‐linumlagerung das 1.4‐Diphenyl‐bicyclo‐[0.3.3]‐octanon‐(2) (IV).
Mittlere Ringe, XIV. Darstellung und Cyclisierung der ω‐[Naphthyl‐(2)]‐Fettsäuren
Authors: Huisgen Rolf , Rietz Ulrich
Published: May 2007

Die genannten Carbonsäuren schließen bis zur ω‐[β‐Naphthyl]‐heptylsäure bei der intramolekularen Acylierung in hoher Verdünnung den Ring zu Naphtho‐[2′.1′:1.2]‐cyclen‐(I)‐onen‐(3) (V). Die Acylierung der höheren homologen Säuren erfolgt vorzugsweise heteronuclear in Position 8 zu 1′‐Oxo‐1.7‐poly‐methylen‐naphthalinen (VI), daneben in Stellung 6 zu 1′‐Oxo‐2.6‐polymethylen‐naphthalinen (VIII). Die sterische Mesomeriehinderung in diesen neuen Ringketonen wird an Hand von UV‐Spektren und polarographischen Halbwellen‐potentialen diskutiert.
Über eine Umsetzung von 1.3.5‐Trinitro‐Benzol mit Phloroglucin in Alkalischer Lösung, I
Authors: Severin Theodor
Published: May 2007

1.3.5‐Trinitro‐benzol und Phloroglucin setzen sich in alkalischer Lösung zu einer tricyclischen Verbindung um; deren Konstitution wird diskutiert.
Acylierung aktiver Methylengruppen, I. Eine Neue Isoflavonsynthese
Authors: Farkas Lorand
Published: May 2007

Durch Umsetzung von [2‐Hydroxy‐phenyl]‐benzyl‐ketonen mit Zn(CN)2 in Gegenwart von Chlorwasserstoff. Hydrolyse der gebildeten β‐Ketoaldimine zu β‐Ketoaldehyden und α‐Hydroxymethylen‐ketonen und Ringschluß der letzteren wurden in einem Arbeitsgang 7‐Hydroxy‐isoflavone mit 30 60‐proz. Ausbeute dargestellt.
Initial treatment patterns and outcome of contemporary prostate cancer patients with bone metastases at initial presentation
Authors: Ryan Charles J. , Elkin Eric P. , Cowan Janet , Carroll Peter R.
Published: May 2007

BACKGROUND.

The current study utilized the CaPSURE disease registry to describe the natural history, initial treatment, and factors correlated with mortality in patients who were diagnosed with bony metastatic disease (M+) at the time of initial presentation.

METHODS.

Treatment patterns at the time of diagnosis were analyzed. Two Cox proportional hazards models were developed, with outcomes of all cause‐specific mortality and prostate cancer‐specific mortality in patients with M+ disease. Clinical and sociodemographic variables were included in a backward stepwise procedure to identify predictors of mortality.

RESULTS.

Of 12,005 patients diagnosed between 1990–2004, 284 (2.4%) were diagnosed with M+ disease. After a median follow‐up period of 3.8 years, 107 patients (39%) died. Of those who died, 68 (64%) died of causes related to prostate cancer, whereas 39 (36%) had died of causes not related to prostate cancer. The 5‐year survival of all patients was 71% and the median survival had not been reached at the time of last follow‒up. Approximately 84% of patients received some form of hormonal therapy within 6 months of diagnosis, the use of which increased throughout the study period. Prostate cancer‐specific mortality was found to be correlated with the presence of comorbid illness, younger age at diagnosis, and a Gleason score >7 in the primary tumor.

CONCLUSIONS.

Patients with M+ prostate cancer have a protracted natural history and a median survival that exceeds 5 years. Hormonal therapy is the mainstay for such patients. Comorbid illness, young age at diagnosis, and cancer grade appear to negatively affect the disease‐specific survival. Cancer 2007. © 2007 American Cancer Society.
Stereotactic single‐dose radiotherapy (radiosurgery) of early stage nonsmall‐cell lung cancer (NSCLC)
Authors: Hof Holger , Muenter Marc , Oetzel Dieter , Hoess Angelika , Debus Juergen , Herfarth Klaus
Published: May 2007

BACKGROUND.

The clinical results after stereotactic single‐dose radiotherapy of nonsmall‐cell lung cancer (NSCLC) stages I and II were evaluated.

METHODS.

Forty‐two patients with biopsy‐proven NSCLC received stereotactic radiotherapy. Patients were treated in a stereotactic body frame and breathing motion was reduced by abdominal compression. The single doses used ranged between 19 and 30 Gy/isocenter.

RESULTS.

After a median follow‐up period of 15 months (range, 1.5–72 months) the actuarial overall survival rates and disease‐free survival rates were 74.5%, 65.4%, 37.4%, and 70.2%, 49.1%, 49.1% at 12, 24, and 36 months after therapy, respectively. The actuarial local tumor control rates were 89.5%, 67.9%, and 67.9% at 12, 24, and 36 months after therapy, respectively. A significant difference (P = .032) in local tumor control was found for patients receiving 26–30 Gy (n = 32) compared with doses of less than 26 Gy (n = 10). The effect of the tumor volume on local tumor control was also evaluated. Although the difference was not statistically significant (P = .078), the subgroup of tumors with a tumor volume of less than 12 cm3 (n = 10) experienced no tumor recurrence. Thirteen (31%) patients developed metastases during follow‐up, whereas isolated regional lymph node recurrence was only encountered in 2 patients. No clinically significant treatment‐associated side effects were documented.

CONCLUSIONS.

Stereotactic single‐dose radiotherapy is a safe and effective treatment option for patients with early stage NSCLC not suitable for surgery. Especially for small tumor volumes it seems to be equally effective as hypofractionated radiotherapy, while minimizing the overall treatment time. Cancer 2007. © 2007 American Cancer Society.
Distributed object‐based software environment for urban system integrated simulation under urban‐scale hazard—Part II: Application
Authors: Hassanien Serror M. , Inoue Junya , Hori Muneo , Fujino Yozo , Ichimura Tsuyoshi
Published: May 2007

A software prototype of a simulation service software environment, called DOSE (distributed object‐based software environment), is developed to realize the integrated simulation of an urban system under the risk of urban‐scale hazards such as earthquakes. DOSE infrastructure is built on three basic building blocks, namely: modularity, scalability, and interoperability. In this paper, the application of DOSE to real‐world urban systems is described in order to provide an evidence for DOSE modularity and scalability. An overview of DOSE is presented and then followed by a beverage application to simulate earthquake hazard in an urban system. The urban system is developed for the city of Kobe (Kobe district) with dimensions of 700 × 500 (m) and Bunkyo ward (Tokyo district) with dimensions of 800 × 600 (m) where DOSE simulation participants are identified for each district. The effectiveness of data exchange among different participants through a distributed service exchange network is described as an evidence for DOSE modularity that facilitates the integration process. On the other hand, the effectiveness of processing time when applying the simulation to different urban system sizes and/or using different third‐party applications is described as an evidence for DOSE scalability. The details of the underlying infrastructure of DOSE are beyond the scope of this paper and are presented in an accompanying paper work. Copyright © 2007 John Wiley & Sons, Ltd.
On the performance of SCF in seismic isolation of the interior equipment of buildings
Authors: Hamidi M. , El Naggar M. H.
Published: May 2007

The dynamic response of equipment mounted on an isolated raised floor inside a building while the primary fixed base structure is subjected to harmonic and earthquake ground motions is numerically investigated. Sliding concave foundation (SCF) system is utilized for isolating the raised floor. The equations of motion for a MDOF shear building containing a SCF isolated raised floor with a mounted equipment are developed and the rigid link method is utilized to handle the non‐linearity of the system. The equipment, which can be modelled as a SDOF or MDOF system, may represent a critical computer unit or telecommunication processing system. SCF can be used easily to achieve the desired long period, necessary for protecting sensitive equipment. In this investigation, the ability of SCF in reducing the acceleration level experienced by the equipment inside a building is demonstrated while the lateral displacement is still within an acceptable range. The analysis considered the case of equipment housed in the upper floors of a building where the acceleration is amplified and the motion contains strong components at long periods. For this purpose, different excitations including both harmonic and real earthquake ground motions are employed and the performance of the system is evaluated. Copyright © 2007 John Wiley & Sons, Ltd.
Seismic response of three‐dimensional r/c multi‐storey frame building under uni‐ and bi‐directional input ground motion
Authors: Magliulo Gennaro , Ramasco Roberto
Published: May 2007

This paper deals with seismic analysis of plan‐asymmetric r/c frame multi‐storey buildings. Non‐linear numerical analyses are carried out by using a lumped plasticity model for beams and a multi‐spring model for columns, the latter one introduced to account for axial force–biaxial bending moment interaction. A comparison between numerical analyses and experimental test results is reported in order to calibrate the numerical model, showing that the adopted model is very suitable. In order to study the effects of the earthquake orthogonal component, the seismic response of the modelled structure under uni‐directional excitation is compared to the one under bi‐directional excitation. Such comparison shows that the maximum base shear and the top displacement are not very sensitive to the presence of the orthogonal component, which, conversely, leads to large increase in the column plastic excursions. Copyright © 2007 John Wiley & Sons, Ltd.
Kernel estimation as a basic tool for geomorphological data analysis
Authors: Cox Nicholas J.
Published: May 2007

Kernel estimation, based on the convolution of a probability density function with a set of magnitudes or event dates, provides tuneable smooth pictures of probability density functions and event intensity functions. Such pictures are in several respects superior to those provided by histograms, box plots, cumulative distributions or raw plots. They permit examination of broad features and fine structure, are readily produced with modest computational effort and are essentially free of artefacts arising from binning. Examples are given using data on cirque lengths, limestone pavements, glacier areas and dated flood deposits. The technique deserves widespread use in geomorphology and allied sciences. Copyright © 2007 John Wiley & Sons, Ltd.
Rituximab monotherapy is highly effective in splenic marginal zone lymphoma
Authors: Kalpadakis C , Pangalis GA , Dimopoulou MN , Vassilakopoulos TP , Kyrtsonis M‐C , Korkolopoulou P , Kontopidou FN , Siakantaris MP , Dimitriadou EM , Kokoris SI , Tsaftaridis P , Plata E , Angelopoulou MK
Published: May 2007

Splenectomy has traditionally been considered as a standard first line treatment for splenic marginal zone lymphoma (SMZL) conferring a survival advantage over chemotherapy. However it carries significant complications, especially in elderly patients. The purpose of this retrospective study was to report our experience on the efficacy of Rituximab as first line treatment in 16 consecutive SMZL patients, diagnosed in our department. The diagnosis was established using standard criteria. Patients' median age was 57 years (range, 48–78). Prior to treatment initiation all patients had splenomegaly, nine had anemia, five lymphocytosis, five neutropenia and six thrombocytopenia. Rituximab was administered at a dose of 375 mg/m2/week for 6 consecutive weeks. The overall response rate was 100%. After treatment, all patients had a complete resolution of splenomegaly along with restoration of their blood counts. Eleven patients (69%) achieved a CR, three (19%) unconfirmed CR and two (12%) a PR. Among the complete responders seven patients had also a molecular remission. The median time to clinical response was 3 weeks (range, 2–6). Rituximab maintenance was given to 12 patients. Eleven of them had no evidence of disease progression after a median follow‐up time of 28.5 months (range, 14–36), while two out of four patients who did not receive maintenance, relapsed 7 and 24 months after the completion of induction treatment. Median follow‐up time for the entire series was 29.5 months (range, 15–81). No deaths were recorded during the follow‐up period. Therapy was well tolerated. The present study demonstrates that rituximab is an effective treatment for SMZL and could be considered as a substitute or alternative to splenectomy. Copyright © 2007 John Wiley & Sons, Ltd.
Discipline by objectives
Authors: Odiorne George S.
Published: May 2007

Modern discipline is not punishment, but a shaper of behavior; it requires rules to be reviewed periodically against objectives to see if they are still productive in changing conditions and it allows the exceptional performer who is achieving exceptional results to be treated with far greater tolerance when it comes to violations.
The analysis of impasse procedures in public sector negotiations
Authors: Drotning John , Lipsky David , Foster Howard
Published: May 2007

Why is it that some school districts are able to reach settlement by themselves while others require outside help? Some differences may be ability to pay, union strength, identity as a leader or follower district, political climate, and the sophistication and experience of union and board in bargaining.
Personnel administration and the will to manage
Authors: Patten Thomas H.
Published: May 2007

How many personnel managers start with a will to manage and unremittingly stay with it? How many give up, and retreat to the personnel technology of recordkeeping and filling out forms? Advances in the behavioral sciences and new conceptions of the personnel manager's role allow us to redefine the personnel job–all we need is more of the will to manage.
Bringing along the young employee
Authors: Steinmetz Lawrence L.
Published: May 2007

The value systems of different generations is bound to be at variance, so if a job is to be redesigned to attract young men, it must be redesigned on the basis of what the young man needs, not on the basis of what today's mature manager needed at that age.
Training the hard core unemployed through positive reinforcement
Authors: Beatty Richard , Schneier Craig E.
Published: May 2007

Operant conditioning, because it lets trainees learn a new task's component behaviors at their own pace, is especially well‐suited to training the hard‐core unemployed–better than the “conventional” methods we are using today. It requires no special equipment, personnel, or spatial accommodations. And management can predict, limit, and control the cost of the training program.
Autonomy in the industrial R&D lab
Authors: Bailyn Lotte
Published: May 2007

This article distinguishes between “strategic autonomy” (the freedom to set one's own research agenda) and “operational autonomy” (the freedom, once a problem has been set, to attack it by means determined by oneself, within given resource constraints). The article argues, and presents some preliminary corroborating data, that technical careers in the R&D lab should start lower on strategic than on operational autonomy, that operational autonomy should show initial fairly rapid increase, which should be followed by increases in strategic autonomy, and that thereafter a number of different career paths should be available for technical employees. Most labs, however, seem to espouse a philosophy of strategic autonomy combined with operational controls, which creates dilemmas and contradictions in the technical career, particularly at its start. It is proposed that these two aspects of autonomy can usefully be thought of as a two‐dimensional grid. Different positions on this grid seem to fit with different orientations and different tasks, and require different strategies for career management. The article ends with a discussion of these management implications.
Technical professionals, technical managers and the integration of vocational consciousness
Authors: Hill Raymond E. , Collins‐Eaglin Jan
Published: May 2007

This article reports on a study of technical professionals and technical managers in research and development laboratories. The basic premise which derives from John Holland's theory of vocational choice is that stable personality characteristics are associated with the different groups, and that these stable differences create an adaptive differentiation between the two groups. It is further suggested that this system of differentiated persons and occupational roles results in a partial key to the dilemma of autonomy versus control in organizations.
Reward strategies for attracting, evaluating, and retaining professionals
Authors: von Glinow Mary Ann
Published: May 2007

A typology of the design of organizational reward systems that explicitly addresses attraction, evaluation, and retention of valued professionals is offered within four cultural contexts: the Apathetic Culture, the Caring Culture, the Exacting Culture, and the Integrative Culture. The strategic design of reward systems is one of the most critical but least understood phenomena in corporate America today. The special case of the autonomy‐seeking professional is discussed and implications for strategic reward system change efforts are made.
The concept of professionalism and the management of salaried technical professionals: A cross‐national perspective
Authors: Gerpott Torsten J. , Domsch Michel
Published: May 2007

Based on a conceptual cross‐national framework, the authors demonstrate how differences in a nation's prevailing beliefs about professionalism can affect national practices in managing technology and technical professionals. In the United States, the notion of professionalism has led in some cases to vertical polarization within the firm, a lack of adequate technical training among managers, an overuse of operational control of professionals, an over‐emphasis on breakthrough technology, and a de‐emphasis on practical production technologies. The authors conclude that a balanced view of professionalism can enhance a nation's competitive position.
Shared values make a difference: An empirical test of corporate culture
Authors: Posner Barry Z. , Kouzes James M. , Schmidt Warren H.
Published: May 2007

Is the recent popular management literature on corporate culture and cultural values just a passing fad or is it highlighting some fundamental organizational realities? The results from a recent nationwide survey of American managers shows, we are convinced, that clearly articulated organizational values do make a significant difference in the lives of employees, as well as in their organization's performance. This article is an effort to integrate this broad‐based data on individual managers' values with the reported experience of successful organizations that pay careful attention to their culture. It also offers ideas on how human resource managers can facilitate the alignment of personal and organizational values.
Human resource management in action. The paradox of participation: Lessons from the tennessee valley authority
Authors: Nurick Aaron J.
Published: May 2007

The three year Tennessee Valley Authority (TVA) quality of work life experiment was one of eight large scale projects developed by the American Center for Quality of Work Life and assessed by the University of Michigan's Institute for Social Research. The key themes of this research program involved union–management collaboration and employee participation in organizational change. This article presents major outcomes of the experiment, with particular emphasis on the participatory change process that was the central focus at TVA. The implications of participation are discussed in terms of the paradoxes of change, leadership, and process. Based on data from interviews and observation of events throughout the experiment, recommendations are provided for similar quality of work life programs.
Between a dream and a nightmare: On the integration of the human resource management and strategic business planning processes
Authors: Golden Karen A. , Ramanujam Vasudevan
Published: May 2007

The first stage of a two‐stage research project on the relationship between human resource management (HRM) and strategic business planning (SBP) is described. Based on data collected from senior human resource executives in 10 Cleveland area companies, a typology of HRM‐SBP linkages is developed. Factors which appear to influence the extent of HRM‐SBP integration are identified and discussed. An agenda for future research is provided.
Succession systems in large corporations: Characteristics and correlates of performance
Authors: Friedman Stewart D.
Published: May 2007

In this article succession systems in large corporations are characterized in terms of seven dimensions: formalization, control systems, resource allocation, information systems, political criteria, technical criteria, and staff role. Descriptive data drawn from a survey of key informants in 235 firms are presented. Hypothesized relationships between succession system characteristics and organization‐level performance measures (corporate reputation and financial performance), given the effects of contextual conditions, are tested. Results reveal that high and low performing firms differ with respect to how they manifest succession systems. Six implications for how succession systems should be managed are proposed.
Heroes in collision: Chief executive retirement and the parade of future leaders
Authors: Sonnenfeld Jeffrey
Published: May 2007

The exit and legacy of leaders can have an impact which rivals the reign of a leader. While leaders' retirement is important to us all, we know little about its dynamics. This article is part of a large research project on 200 retiring leaders. Three core dimensions of leaders' retirement are discussed.
Leadership and strategic change
Authors: Edström Anders
Published: May 2007

This article reports on a study of the development and diffision of a new corporate philosophy in three corporate divisions of the Scandinavian Airlines System (SAS). The corporate philosophy, representing strongly held assumptions, beliefs, and values guide the strategic change. Its development and diffusion is found to be directly influenced by the formation of a strategic role constellation in each division. The division managers have personally recruited a constellation which is consistent with their own beliefs and values. Implications of the findings for selection, recruitment, and development of key managers are pinpointed.
Transformational Leadership: The New Challenge for U.S. Unions
Authors: Spector Bert
Published: May 2007

The Tichy and Ulrich (1984) framework for transformational leadership is applied within the setting of a number of U.S. trade unions currently undergoing a realignment of their goals and objectives. That framework will be used to delineate both the transformational role being played by leaders in these unions and the opportunities for transformational leadership that are being underutilized.
Barriers and Constraints to the Recruitment and Mobility of Female Managers in the Japanese Labor Force
Authors: Carney Larry S. , G. O'Kelly Charlotte
Published: May 2007

On the basis of interview materials, this article describes the organizational and attitudinal barriers Japanese women face in respect to recruitment and career mobility in Japanese corporations and the career implications of their roles as wives and mothers. Forces for change in the position of white‐collar and managerial women are also examined, with particular reference to the internationalization of the Japanese economy and society.
Female Managers in Britain – A Comparative Perspective
Authors: Davidson Marilyn J. , Cooper Cary L.
Published: May 2007

The aim of this article is to present the current position of female managers in Britain and examine the similarities and differences between male and female managers. In terms of managerial efficiency and performance per se, the evidence strongly suggests that there are far more similarities than differences between the way men and women ‘manage’. However, there are some major sex differences in relation to demographic profiles, job status and employment factors, career development, occupational stress levels, and attitudes towards female managers compared to their male counterparts. One in nine managers in Britain are women and less than one per cent occupy senior management positions. Women managers tend to have to be more highly qualified than men managers, are more likely to be single or divorced, and encounter more prejudice and discrimination in the work environment. In addition, compared to male managers female managers have to cope with additional stresors stemming both from their work and home lives. It is suggested that many of these differences are hampering the career prospects of women in management and contributing towards the difficulties they have in reaching the higher levels of management compared to men. Finally, recommendations for changes in corporate and legislative policies are also proposed.
Status Report: The Corporation and Trends in Family Issues
Authors: Stautberg Susan S.
Published: May 2007

The two‐paycheck family is making new demands on the corporation. With both parents involved in family and work life, the corporation, if it wants to keep these professionals in the workforce, must consider new, flexible approaches to management. Under review are policies concerning parental leave, child care, flexible work schedules, cafeteria‐style benefits, and a new corporate consideration of the importance of family life. At this time, it appears that the greatest impetus will come from the courts and Congress, with family‐oriented legislations being considered for the presidential year of 1988.
Ethical Analysis and Human Resource Management
Authors: Hosmer LaRue Tone
Published: May 2007

Ethical problems arise almost continually in human resource management. Human resources are people, and when people suffer some harm or loss for which they are not themselves responsible, as in a plant closing or corporate re‐structuring, then ethical analysis is needed in addition to the more common financial, legal, and behavioral forms of reasoning. Ethical analysis involves an evaluation of the impacts of the proposed managerial action upon the members of the organization and the members of the society, and then justification of those impacts according to one of the first principles or essential values of normative philosophy. None of these first principles or essential values are adequate by themselves to justify a decision in an ethical dilemma, but taken together they do help in arriving at a decision that can be considered to be “right” and “proper” and “just”.
How Selecting and Socializing Newcomers Influences Insiders
Authors: Sutton Robert I. , Louis Meryl Reis
Published: May 2007

The organizational literature on selection and socialization concentrate on what happens to recruits from interview through acculturation. In contrast, little has been written about what happens to “insiders” as they choose new members and help bring them on board. In this paper, we demonstrate how involvement with newcomers can have profound effects on insiders' attitudes, performance, and knowledge. We emphasize how managers can harness these rarely discussed features of selection and socialization to enhance the effectiveness of veteran members and their organizations.
Challenges in the Management of Diversified Companies: The Changin Face of Corporate Labor Relations
Authors: Tatum Christiansen E.
Published: May 2007

For at least twenty‐five years, researchers in general management have maintained that well managed companies succeed in achieving a tight fit between long‐term corporate goals and their policies for marketing, production, and other functions. Rarely is the nature of this fit explored in detail or in breadth, particularly for diversified firms. While it is generally acknowledged that managing a diversified firm is different and more complex than managing a single business, our knowledge has been sketchy regarding ways to achieve this fit between functional policies and corporate strategy in diversified companies. The author presents the results of a two‐part study which investigates how managers in such firms are achieving fit between corporate strategy and the labor relations function. The study throws some light on problems facing firms across the country as they respond to major shifts occurring in U.S. labor markets.
Women in Management: Progress and Promise
Authors: Devanna Mary Anne
Published: May 2007

Why do organizations continue to have difficulty managing and equitably rewarding an increasingly diverse labor force? This article examines the perceptual difficulties that surround women's continuing struggle for managerial and executive rights. It concludes with suggestions for facilitating the transfomation of the workplace.
Proactive Human Resource Management
Authors: Meshoulam Ilan , Baird Lloyd
Published: May 2007

This article presents a model for anticipating and responding to the human resource management needs of business. It presents methods for analyzing both external fit (Human Resource Management fits the development state of the organization) and internal fit (the organization components complementing and supporting each other) of human resource management. The model and its application result from research conducted in thirty organizations ranging in size from 2000 to 300,000 employees and varing in industry from financial services to consumer products. To develop and demonstrate the application of the model, we present in‐depth case studies of four organizations. Implications of the model are discussed.
New challenges for Japanese multinationals: Is organization adaptation their achilles heel?
Authors: Bartlett Christopher A. , Yoshihara Hideki
Published: May 2007

As the number, size, and complexity of Japanese multinational companies' (MNCs) overseas operations increase, many of them have begun to realize that they face some fundamental and difficult organizational challenges. Drawing on research undertaken with several large and successful Japanese MNCs, the authors define the nature and source of some of these organizational challenges, and describe some approaches that can be taken to resolving them. The article starts with a brief assessment of the traditional organizational capabilities and existing managerial approaches of Japanese companies, comparing them to the emerging challenges in the international environment. Then, after identifying some constraints and barriers to an effective response to the new demands, the authors propose a series of actions to overcome the problems.
Self‐renewal of the Japanese firm and the human resource strategy
Authors: Nonaka Ikujiro
Published: May 2007

Traditional “Japanese personnel management” that has long been considered as the key for Japan's competitive success now needs fundamental restructuring in order to meet the challenges of a stagnant economy, matured domestic market, and the rise of NICs (Newly Industrialized Countries) in international markets. The self‐renewal of Japanese firms can be achieved by a paradigm shift at the corporate strategy level: from a production orientation to a product orientation. In accordance with this paradigm shift, leading Japanese firms have started reforming their Human Resource Management (HRM) function from a productivity‐centered to a creativity‐centered one— creative HRM. Creative HRM has three pillars: (1) the creation of the strategic vision through commitment of the employees, (2) an entrepreneurial middle management as a key strategic node, and (3) multi‐dimensional personnel management. Creation and realization of the strategic vision through the active commitment of an entrepreneurial middle management is necessary for the self‐renewal of the firm. “Japanese Personnel Management” that might have been overadapted to the traditional strategic paradigm is now transforming itself from a “group‐centered” personnel administration to an “individual‐centered” one. While Western companies have been adopting Japanese “groupism” to reconstruct their production systems, Japanese companies have started introducing Western “individualism” to encourage creative self‐transformation. But no system or technique is truly effective without human commitment, and this requires a fundamental paradigm shift for Japanese firms.
Expatriate reduction and strategic control in American multinational corporations
Authors: Kobrin Stephen J.
Published: May 2007

The significant reduction in the use of home country expatriates abroad by American multinationals is generally taken positively, reflecting internationalization, the environmental competence of host country nationals, equity, and the cost of maintaining Americans abroad. In this article I dissent, arguing that the phase‐out of expatriates has gone too far, much further in fact than European or Japanese competition and that the dominant reason for the cutback is the difficulty Americans have in adapting to overseas assignments and the high failure rate they have experienced. I conclude that expatriate reduction has significant consequences for the strategic management of multinational corporations: reduced identification with the worldwide organization and its objectives, difficulty exercising control through personnel, and a lack of opportunities for Americans to gain international expertise through assignments abroad. Although I do not advocate returning to the ineffective and inequitable over‐reliance on home country nationals, I argue that a corps of expatriates performs a function valuable to the MNC and that a means must be found to develop a group of managers who identify with the organization as a whole and provide overseas experience to home country managers.
Downsizing: Practices in manufacturing firms
Authors: McCune Joseph T. , Beatty Richard W. , Montagno Raymond V.
Published: May 2007

Downsizing is a competitive strategy which many organizations use, yet little is known about organizational policies related to downsizings. A survey of mid‐western personnel directors in manufacturing firms was conducted to capture organizational policies and assess perceptions and attitudes regarding downsizing. Seniority was cited as the overwhelming criterion used to determine layoffs. Nonunion firms considered performance significantly more than did unionized organizations in determining layoffs. Few alternatives to layoffs were actually considered, which is not surprising because 94% of the HR managers had less than two months to plan and implement the downsizing. Implications for white collar employees, prescriptions for HR practice, and future research are discussed.
Career development and participation at work: Time for mating?
Authors: Arthur Michael B.
Published: May 2007

Both career development and participation at work activities have emphasized a “prospecting” approach to inquiry. Although jointly inspired by the humanistic ethic, the two ventures have grown as separate streams of inquiry through their distinct responses to economic, hierarchical, technological, reductionist, and systems imperatives about work. A contrasting “mating” approach to inquiry is proposed, with the various imperatives becoming redefined as shared objects for further study. The proposal is supported by a set of diagnostic questions, and illustrated by a comparison between separate “Knowledge for Pay” and “Pay for Knowledge” human resource management initiatives. The possibility of broader application of the mating principle to other human resource management efforts is briefly considered.
The transfer of human resource management technology in Sino‐U.S. cooperative ventures: Problems and solutions
Authors: Von Glinow Mary Ann , Teagarden Mary B.
Published: May 2007

Differences between Chinese and U.S. human resource management systems are described with respect to fundamental organization and work‐related assumptions about people and performance, rewards, training and development, and educational background of HR practitioners. We identify key differences that present impediments to the modernization of HRM practices in Sino‐U.S. cooperative ventures, and then, present a normative framework for the introduction of modem HRM practices into these ventures. We conclude with implications for both research and practice that focus primarily on integrating individuals and the enterprise, as well as integrating the enterprise with social and economic goals.
National vs. corporate culture: Implications for human resource management
Authors: Schneider Susan C.
Published: May 2007

Corporate culture has been described as the “glue” that holds organizations together by providing cohesiveness and coherence among the parts. Multinational companies are increasingly interested in promoting corporate culture to improve control, coordination, and integration of their subsidiaries. Yet these subsidiaries are embedded in local national cultures wherein the underlying basic assumptions about people and the world may differ from that of the national and corporate culture of the multinational. These differences may hinder the acceptance and implementation of human resource practices, such as career planning, appraisal and compensation systems, and selection and socialization. This article discusses the assumptions about people and about the world underlying these HRM practices as they may differ from those of the national culture of the subsidiary. Finally, issues concerning the use of corporate culture as a mechanism for globalization will be raised.
Chinese women managers: A comparison with their U.S. and asian counterparts
Authors: Hildebrandt Herbert W. , Liu Jinyun
Published: May 2007

Questionnaire and interview data were gathered on 150 People's Republic of China female managers who were contrasted with their counterparts in the U.S. and Southeast Asia. Chinese female managers have little job mobility, pursue careers appraised by the Party and influenced by central government planning, work the most hours per week, and recommend the political/ideology path as the fastest route to the top. They are comparatively less educated, progress under a patrilineal tradition, recommend business courses as a means of preparation for managerial responsibilities, and slowly are gaming opportunities in fob selection.
Plant closings: Lessons from the maine experience
Authors: Baker Andrew M.
Published: May 2007

This paper discusses the economics behind plant closings, suggests a possible role for public policy to ameliorate the effects of closings in some situations, and reviews Maine's experience with mandatory advance notice of closings and severance payments. The possibility of a less flexible labor market in Maine is noted, as are areas for future research. Finally, the economic and political history of Maine's experience with plant closing legislation is discussed in terms of its implications for similar legislation at the federal level.
From surface to deep corporate entrepreneurship
Authors: Sathe Vijay
Published: May 2007

This article will first describe and analyze two very different patterns of entrepreneurship found in large American companies studied by the author. “Surface entrepreneurship” denotes the pattern of entrepreneurial activity found in companies where entrepreneurship was seen as an important business objective that management was trying to promote and accomplish. In contrast, “deep entrepreneurship” denotes the pattern found in companies where entrepreneurship was an important shared value. European firms currently being studied combine elements from these two patterns. These studies suggest the fundamental questions that must be addressed to promote entrepreneurship. Some answers in the form of recommendations to management are presented.
How top management and the organization itself can block effective executive succession
Authors: Hall Douglas T.
Published: May 2007

Some organizations are able to do effective succession planning that is linked to corporate objectives, while others fail. This article examines the culture, strategy, structure, and other design features of two companies in order to elucidate the barriers to and facilitators of effective succession. An organization‐centered approach that integrates the succession system with the organization's design can add value both to succession activities and overall business functioning.
Emerging organizational regimes in high technology firms: The bi‐modal form
Authors: Bahrami Homa , Evans Stuart
Published: May 2007

Organizational regimes of high technology firms need to accommodate a range of seemingly‐paradoxical imperatives–such as creativity vis‐a‐vis discipline, and flexibility vis‐a‐vis cohesion–each requiring a different structural emphasis. This has resulted in the emergence of “bi‐modal” organizational forms, defined as structures which are simultaneously centralized and decentralized. Based on a five‐year field study of 33 firms in “Silicon Valley”, this paper describes the structural configurations of high technology firms at various stages of development, and examines organizational mechanisms deployed to achieve bi‐modality.