bluuebunny/crossref_metadata_2025 huggingface dataset:
Manufacturing entry in Greece, 1982‐1988: did sectoral policy work
Authors: Anagnostaki V. , Louri H.
Published: July 2002

Reports an attempt to evaluate the role of industrial policy in
affecting entry in Greek manufacturing industry in 1982‐1988. Finds that
industrial policy favouring the restructuring of Greek manufacturing
towards capital‐intensive and high technology sectors, affected
entrants′ numbers but not entrants′ total assets. Therefore, proposes
that its effect on restructuring is minimal. Finds that other factors
influence entry significantly. Gives suggestions for a more effective
sectoral policy.
Competing schools of thought in macroeconomics ‐ an ever‐emerging consensus?
Authors: Gerrard Bill
Published: July 2002

Using recent literature, examines developments in seven macroeconomic schools of thought: orthodox Keynesian, monetarist, new classical, real business cycle theory, new Keynesian, Austrian and post‐Keynesian. Describes all of these and classifies them as orthodox, new or radical. After setting out the differences, discusses the degree of agreement between the schools of thought. Concludes that macroeconomics is constantly evolving, resulting in new disagreements requiring a new consensus.
Growth and trade dynamics under regime shifts in Australia
Authors: Dias Karunaratne Neil
Published: July 2002

Uses parametric Granger causality techniques to test whether trade acted as an engine of growth during the period 1971(2)‐1994(2) in Australia. The causality tests were performed on time‐series data that were filtered after unit root and cointegration testing. During the study period there was a dramatic shift from a protectionist to a more liberal trading regime in Australia. Superexogeneity tests were applied to the conditional growth and the marginal trade policy models derived by the application of general to specific methodology. The superexogeneity tests examined whether the shift from a protectionist to a more liberal trading regime in the mid‐1980s undermined the structure of Australian trade growth dynamics as foreshadowed in the Lucas critique. Reviews the macropolicy implications of the trade policy regime shift.
A short sketch of Stackelberg’s career
Authors: Senn Peter R.
Published: July 2002

Reports that standard accounts of the life of Heinrich von Stackelberg, a brilliant theoretical economist, are full of errors and lacunae. In addition, claims that many writers in the English language literature have seriously misjudged his economics because they make the unwarranted assumption that there must be a close relationship between a person’s scientific work in economics and his politics ‐ he was a member of the National Socialist German Workers’ Party. Fills some of the gaps in the accounts of his life, and presents evidence about his attitude towards Jews and that he may also have been part of the German resistance to Hitler and the Nazis. Concludes that the political and intellectual realms of his life often were separate ‐ and that both changed over time.
Public capital and private sector productivity in Ireland, 1958‐1990
Authors: Kavanagh Catherine
Published: July 2002

Academic research in the USA and more recently in the UK and Sweden, has highlighted public capital as a significant growth determinant. Public capital, it is argued, has a positive effect on private sector output, productivity and capital formation. However, controversy surrounds the empirical results emerging from this literature. Much of the controversy rests on research methods employed. Adds to this body of literature in two ways. First, estimates aggregate production functions for private sector output using Irish data. The stock of public capital is included as an input to investigate the effects of government investment on private sector productivity. Second, uses modern time‐series techniques to test the hypothesis. Employs the Johansen (1988) cointegration testing procedure and error correction modelling on annual data for the period 1958‐1990. These modern techniques produce empirical results which do not support the public capital hypothesis. Suggests several reasons to explain this outcome, and outlines possible policy implications.
Human capital and returns to scale
Authors: Hansen Paul , Knowles Stephen
Published: July 2002

Models of endogenous economic growth typically assume that aggregate production is characterised by increasing returns to scale, often as a result of the accumulation of physical and human capital. In this paper, an international data‐set on formal educational attainments is used to disaggregate total employment in order to estimate a Cobb‐Douglas aggregate production function. The function is estimated, using a pooled cross‐section time‐series model, for a selection of high income OECD countries for five years in the period 1960‐85. The estimation results suggest that increasing returns to scale prevailed.
Evidence of forward discount determinants and volatility behavior
Authors: Sophia Aguirre Maria , Saidi Reza
Published: July 2002

This paper studies the components of the forward discount dynamics in Germany from 1972 to 1996. By using two different frequencies in the analysis, we find that an ARCH structure fits the monthly data well, while an EGARCH structure gives a better description of daily forward discount volatility. Results also suggest that foreign central bank reserves and portfolio investment are significant in the determination of the forward discount trend over the whole period. The causality, however, varies over time. Sign size, and persistence effects on the volatility of the forward discount are all significant, and thus, provide important information to both policy makers and operators in the market. There is also evidence that the volatility of the forward discount dropped after the Plaza Accord.
Foreign direct investment and industry structure
Authors: Yin Xiangkang
Published: July 2002

Using a differentiated oligopoly, this paper studies the effects of tax incentives on the structure of a domestic industry in terms of price, output, profit, and entry/exit, taking account of technology transfer through FDI. It is found that if the government of the host country provides more tax relief for foreign firms, it will raise total output and reduce the price index. More foreign firms will enter the industry while certain existing host firms will have to exit. Consumers are better off if income is unchanged; otherwise, the change in social welfare is ambiguous in general and several sufficient conditions ensuring definite outcomes have been identified. This suggests that the government should be cautious in reducing taxes to attract FDI and should differ their preferential tax treatments across industries.
The impact of demographic deterioration on labour balances in Greece
Authors: Glytsos Nicholas P.
Published: July 2002

This paper investigates the impact of demographic deterioration on Greek labour supply, and the possible labour shortages that it may entail. Through a disaggregated approach by occupation and region, the paper predicts, for the year 2000, the new entry to and exit from the labour force, as well as labour requirements. Various methods are used, such as temporal shifts of youth and workers by age brackets for predicting net demographic additions to the labour force, shift and share analysis for decomposing employment changes, and the manpower requirements approach for predicting employment through output and productivity projections. The occupational and regional predictions are mostly done by top‐down calculations. Finally, a formula is invented for measuring the occupational and regional intensity of demographic deficits. Despite the predicted demographic deficits in almost all regions of the country, immigrants and other additional workers to the job market will fill the demographic gap, but many of them will also remain unemployed.
Robotic production assistants for working alongside the human operator
Authors: Kochan Anna
Published: July 2002

DaimlerChrysler's research laboratory in Berlin has developed an autonomous forklift truck for automating materials handling operations. The first prototype is now in operation in one of the automaker's bodyshops. The next phase of the development program is to mount an intelligent robot arm on the AGV so that it can become a robotic production assistant capable of working both autonomously on the assembly line and in a cooperative mode with a human operator.
Generic flexible assembly system design
Authors: Edmondson N.F. , Redford A.H.
Published: July 2002

The development of a generic flexible assembly system involves the design, selection and integration of a number of different mechanical systems in order to develop an assembly system, which is capable of assembling a wide variety of products having an unknown specification. A specific system configuration being dependent on a variety of factors such as, product size, weight, component insertion direction, and manipulator geometry. This paper examines each of the factors that should be considered when designing a generic flexible assembly system and presents a novel generic flexible assembly system design.
The treatment of gay and lesbian fiction for young adults in selected prominent reviewing media
Authors: Rothbauer Paulette M. , McKechnie Lynne E.F.
Published: July 2002

Content analysis was used to determine how a sample of 32 gay and lesbian novels for young adults were treated in 158 reviews from five prominent reviewing journals. Findings indicate that most reviews (84.8 percent) were favourable, many (79.7 percent) contained clear reference to the homosexual content, and there were few differences between the individual reviewing journals. Some reviews contained cautions and warnings about the gay and lesbian content, some denied or downplayed it, some justified the content if it was used to teach a lesson, and most described these stories as “problem” novels. Analysis also showed that gay and lesbian fiction is now regarded as a distinct genre of young adult literature. While librarians wishing to identify gay and lesbian fiction for collection development will be able to do so through the reviewing media, ambivalence about this literature and the young adults it represents was also evident in the reviews.
A method for determining faculty preferences for monographs
Authors: Kushkowski Jeffrey D.
Published: July 2002

Methodologies for determining patron preferences for monographs are a neglected area in library literature. This article describes a method for determining faculty preferences for monographs using subject headings from a print bibliography. Faculty members from the colleges of business at three public universities in Iowa (Iowa State University, University of Iowa and the University of Northern Iowa) were asked to rank 100 subject areas in business administration based on their perceived importance to programs of study within their colleges or departments. A total of 58 percent of the surveys were returned and 46 percent were included in the analysis. Faculties were grouped by department, and subject areas were grouped into categories by discipline. The survey results show that, with some exceptions, faculty ranked subject groups corresponding to their departments higher than other areas. The implications of this study for collection development librarians are noted.
Impact of remote library storage on information consumers: “Sophie’s choice”?
Authors: Seeds Robert S.
Published: July 2002

Most large academic and research libraries have placed parts of their collections in off‐site storage. The author discusses the full range of decision‐making criteria used in selecting materials to be transferred into such facilities, their rationale and liabilities. The physical impact of remote library storage includes closed/limited access, collection disassembly, user inconvenience/lower productivity, and usage decline. Intellectual impact may encompass undermined scholarship, diminished graduate education, and inhibited library services. Although digital storage and electronic publishing hold some promise of relief for these problems, it’s still too early to tell just how much. Has the ubiquitous use of remote library storage taken collection development into the era of de‐construction?
Collection development in Brazilian public libraries: evolution, perspectives and difficulties for a systematic approach
Authors: Vergueiro Waldomiro C.S.
Published: July 2002

Reviews the development of public libraries in Brazil, taking a close look at the reasons why such institutions have not developed their collections in a systematic manner. Posits the necessity of organizing collection development activities rationally. Highlights the difficulties public libraries routinely face in Brazil for fulfilling this task. Argues that a better management of public library collections can bring concrete benefits to Brazilian society, as well as help librarians to obtain better support from their clientele and from more senior management.
Introduction: the origins of organizational development
Authors: Grieves Jim
Published: July 2002

The history of Organizational Development (OD) reveals a much older tradition of organizational science than the conventional wisdom would suggest. By the 1960s and 1970s OD became self‐confident and dynamic. This period was not only highly experimental but established the principles of OD for much of the twentieth century. By the end of the twentieth century new images of OD had occurred and much of the earlier thinking had been transformed. This review illustrates some examples under a series of themes that have had a major impact on the discipline of OD and on the wider thinking of organizational theorists and researchers.
Critical review – Outsourcing: a paradigm shift
Authors: Kakabadse Nada , Kakabadse Andrew
Published: July 2002

Outsourcing of services has been receiving increasing attention in management literature and praxis. It is considered that greatest attention has been given to the enhanced efficiency of transaction costs through outsourcing. In contrast, this paper explores what is being outsourced, the drivers for outsourcing and the IT commodification influence on outsourcing. Particular attention is given to examining supplier‐client relationships and the consequently new emerging outsourcing arrangements and organisational forms. The benefits and costs of outsourcing and client satisfaction are discussed as well as outsourcing in the public sector. The paper highlights that a fundamental paradigm shift is underway from strictly provider/supplier relationships to an emerging array of partner based relationships comparable with the Japanesekieretsurelationship model. The paper concludes by identifying areas for further research for increasing understanding of the paradigm shift that is highlighted.
Defining and assessing competencies for competency‐based, outcome‐focused management development
Authors: Rausch Erwin , Sherman Herbert , Washbush John B.
Published: July 2002

This paper suggests that competency‐based, outcome‐focused management development and education programs might benefit from redirecting the non‐technical subjects away from emphasis on theories and skills, to emphasis on the decisions which managers have to make. To do this effectively, there is a need for defining the types of decisions, for organizing the knowledge and skills for making these decisions, and for a model that permits a pedagogically sound process for learning the many concepts that have to be mastered. In addition to the paper, the Peernet reviewer’s comments are provided, as well as a response to them.
The cross model of guanxi usage in Chinese leadership
Authors: Wood Elliot , Whiteley Alma , Zhang Shiquan
Published: July 2002

In the past 20 years, there has been a growing interest in the workings of Chinese management and organisation. Recent research has also focused on Chinese leadership. This paper examines an emerging issue uniquely important to the Chinese leadership setting – guanxi. A research process was initiated that included a ten‐case preliminary field study followed by a more extensive investigation of guanxi with 40 Chinese business leaders. Results revealed complex differences in the way guanxi is utilised in state‐owned and foreign‐invested enterprises. The differences are conceptualised using Falcione et al.’s notion of structuration, and developed into a “cross model” of guanxi usage.
Managerial problems in Kuwait
Authors: Al‐Kazemi Ali A. , Ali Abbas J.
Published: July 2002

This article investigates managerial problems in Kuwait. A total of 762 managers participated in the study. Managers perceived that the most important problems are: primacy of personal relationships over work relationships, favoritism and personal loyalty at work, subjectivity in evaluation and promotion, unwillingness to shoulder responsibilities, multiplicity of rules and regulations, rigid and obsolete administrative systems and policies, and influence of cliques in the workplace. No significant results were found between expatriates and nationals in their perception of managerial problems. Implications for policymakers, senior Kuwaiti managers, and multinational corporations were provided.
Executive Development Observations: Prague 1993
Authors: Drew Stephen A.W.
Published: July 2002

Economic and business restructuring has proceeded at a dizzy pace in
Central Europe since the overthrow of Communist Government and
centralized state planning. The development of effective business
leadership is essential to the success of joint ventures involving
Western firms and local entrepreneurial undertakings. However, many
executives in Central Europe are inexperienced and lack basic managerial
knowledge. North American and West European business schools have rushed
in to fill the demand for Western business knowhow. Presents
experiences of executive development in the Czech Republic and a
critical review of the challenges which educators face in Central
Europe. Suggests that the adaptation of Western models of management is
required, and the content and design of programmes should be tailored to
the organizational situation. Suggests, for consideration in future
programmes, areas such as ethics, business and society and managerial
simulations. The difficulties of radical change facing many
organizations are not dissimilar from those currently facing Western
firms. The potential for mutual experiential learning exists.
Managerial Competences in Small Firms
Authors: Martin Graeme , Staines Harry
Published: July 2002

The failure rate of small firms in the UK is high, but there is little reliable evidence as to what factors account for success or failure in small businesses. Lending organizations have adopted a set of criteria that they use to evaluate new business proposals. One lending organization sponsored a research project with the object of identifying whether a general set of competences could be found which were associated with effective performance in the region. Describes the setting up and findings of the research, and identifies the competences that were found.
Management Style as an Element of Management Development
Programmes
Authors: Fok Lillian Y. , Crow Stephen M. , Hartman Sandra J. , Moore Alger
Published: July 2002

Describes a longitudinal study which examined the social style profile
(SSP) as a predictive tool for managerial success over a ten‐year
period. The SSP has been used extensively in the USA to measure
leadership behaviours and has served as a foundation for a wide variety
of leadership development programmes in organizations. The analyses
indicated that there is no clear cut relationship between the dimensions
of the SSP and managerial success in the long run.
Managerial Innovation in the Civil Service in Jordan
Authors: Awamleh Na′il A.H.K.
Published: July 2002

Examines the relationship between managerial innovation (dependent
variable) and sex, age, education, organizational level, and length of
service as independent variables. The sample of this field survey
included 293 managers in the civil service in Jordan. Primary data have
been collected by means of questionnaires. Among major findings of this
study are: (1) Respondents gave significant level of assessment for
managerial innovation. (2) There is a negative yet weak relationship
between innovation and age, organizational level, and length of service.
(3) There is a positive yet weak relationship between innovation and
education and sex. (4) The most significant obstacles to innovation are
those related to organizational climate. Recommends wide improvements
in the organizational climate in the civil service in Jordan, follow‐up
with up‐to‐date managerial developments, and carrying out further
studies on public service.
Training and development are not enough
Authors: Frank Fredric D. , Jaffee Cabot L.
Published: July 2002

Challenges the testing industry to change its methods and
approaches aggressively to meet industry′s needs as we move towards the
twenty‐first century. While the training and development field has
addressed the critical issues of empowerment, quality, teamwork, etc.,
the testing industry remains basically in the Dark Ages, continuing to
rely on archaic paper and pencil tests which have little to do with such
concepts as teamwork, etc. Addresses testing as the first step leading
to a competent workforce. Discusses trends which will have an impact on
testing, e.g. movement towards team‐oriented work environments. Then
discusses the impact of these trends in creating challenges for the
testing industry – tests will be needed which can be used not only
for selecting people, but also for providing diagnostic developmental
information (given labour shortages, it will be critical to point out to
those people hired as well as the organization, how these people can
improve their skills so as to increase the likelihood of their being
successful on‐the‐job performers). Contrasts innovative testing
approaches, e.g. video‐based testing, with more conventional methods in
terms of meeting the challenges.
A study of agentic self‐efficacy and agentic competence across Britain and the USA
Authors: Sadri Golnaz
Published: July 2002

The reality of working in multicultural environments, in multinational companies and in a global marketplace have made an understanding of potential cultural and country differences imperative. Focuses on two constructs relevant to the study of work‐related behaviour, agentic self‐efficacy and agentic competence. Self‐efficacy may be defined as an individual’s judgement of his/her capability to organize and execute a course of action required to attain a designated type of performance. Agentic behaviour includes creating and/or taking advantage of opportunities, risk‐taking behaviour, assertiveness in the protection of one’s rights and in the pursuit of one’s goals, persistence in goal pursuits, and willingness to change one’s situation to achieve a better fit with interests, aspirations and expectations. Examines differences in agentic competence and agentic self‐efficacy across two countries: Britain and the USA. No significant differences emerged from the results, indicating the cross‐country applicability of the two concepts examined. Suggests that further research of this nature, across a broader range of constructs and countries, is needed.
Relationships between employee attitudes, customer satisfaction and departmental performance
Authors: Adsit Dennis J. , London Manuel , Crom Steven , Jones Dana
Published: July 2002

Describes how relationships were studied between employee attitudes, customer satisfaction, productivity, and administrative effectiveness at two points in time in a computer‐hardware customer‐service organization ‐ 281 employees from 92 departments participating at time 1, and 215 employees from 87 departments participating in a follow‐up survey ten months later. Performance and customer satisfaction were associated with employees believing that they have input in evaluating success and have confidence in the management team. Employee attitudes accounted for significant and practically meaningful proportions of variance in performance. The ability of attitudes to predict unit performance and customer satisfaction increased over time. Discusses the results in terms of the value of upward feedback for increasing employee sensitivity to managerial and unit performance and for enhancing managers’ attention to behaviours that influences departmental performance and customer satisfaction.
Cautionary tales of managing in the internal market
Authors: Marsh Sheila
Published: July 2002

Contends that public service quality is necessarily a democratic concept. Because the public generally has no choice and/or is disempowered, dependent or excluded in relation to the services it is entitled to, quality, both in its technical and non‐technical dimensions, must be defined through bargaining. Different groups, including citizens and communities as well as individual consumers, need to be empowered to make their needs and desires known. For this, a new kind of organizational infrastructure and culture are needed. These look remarkably like those being developed in current models of decentralization. The key elements in both quality and decentralization are the three building blocks of front and back line (or centre), and, most importantly, the public. The service chain connects them. It is the maintenance of this chain which now needs to be the concern of front‐line managers, to sustain democracy and ensure a holistic and integrated response to need and quality development. Some recent research on decentralized managers reveals the kind of integrative, boundary‐crossing skills which will be relevant, indeed essential, in future quality developments.
Developing elements of a learning organization in a metropolitan ambulance service
Authors: Francis Stuart D. , Mazany Peter C.
Published: July 2002

First, presents a new model for developing a learning organization which is well within the grasp of today’s organizations, since many of these already have the main components which provide the platform for this. Second, provides four measures of how an experiential workshop used to develop learning organization components may be evaluated. Despite huge international popularity for experiential workshops, effectiveness measurements are rarely used. Third, presents a case study of how to begin developing a learning organization through developing middle management in a metropolitan ambulance service.
Management standards/NVQs and business benefits
Authors: Loan‐Clarke John
Published: July 2002

Considers the claims that the management standards developed by the Management Charter Initiative (MCI) reflect what is required of managers for effective job performance and that using the standards to train managers will lead to business benefits for organizations. Contends, however, that empirical evidence to support these substantial claims is not apparent. Argues that this evidence is necessary at a national policy level, at an organizational investment level and at the human resource functional level. Uses the example of a self‐governing hospital trust’s adoption of the management standards to illustrate the need to evaluate the MCI’s work rigorously. Presents a framework for evaluating the effectiveness of management training based on the management standards.
Toyota Motor Manufacturing in Europe: lessons for management development
Authors: Winfield Ian , Kerrin Máire
Published: July 2002

Relates how the arrival of Toyota Motor Manufacturing in Derby, UK, prompted the setting up of a research project to study the impact on regional businesses. Baseline surveys were conducted in the Derbyshire region revealing a marked swing towards modern, socially‐based manufacturing methods, including lean production, cellular manufacturing, just‐in‐time component supply and teamworking. Contends that this swing is congruent with national findings. When the Toyota supply chain was examined using survey and extended case‐study analysis, the research uncovered significant differences in the way supply chain firms approach and implement changes in manufacturing, compared with other matched, non‐supply chain firms. Toyota UK appeared able to pass on valuable knowledge and expertise to its component suppliers. Examines and further explains this process of inter‐firm learning and collaboration.
Management development in Israel: current and future challenges
Authors: Reichel Arie
Published: July 2002

Analyses the developmental needs of Israeli managers from four perspectives. First, examines the ideal of the competent Israeli manager and identifies areas of weaknesses as perceived by top executives. Second, discusses geographical segmentation and industry life cycles. Analyses the three main regions of Israel in terms of growing versus declining industries and their need of particular managerial skills. Third, presents specific key issues that are related to the travel and tourism industry, the military profession, the Israeli‐Arab segment, new immigrants, health care management and, finally, the software industry. Fourth, introduces Israel’s burgeoning management development sector and notes its rapid adaptability to market demand.
The congruence between the importance of job satisfaction and the perceived level of achievement
Authors: Savery Lawson K.
Published: July 2002

Measures hospital pharmacists’ importance levels for different items influencing their job satisfaction and dissatisfaction and their perceived levels of satisfaction achieved by the organizations. Finds that intrinsic motivators are the most important items influencing a person’s job satisfaction and dissatisfaction. When consideration is given to the congruency between importance of job satisfiers and the perceived level to which the job satisfiers are met by the organization, it appears that there are only a few where congruency occurs. In fact, it appears that intrinsic motivators are perceived to be the least satisfied by the organization. Indicates that managers should be aware of those motivators which people rank as important for positively influencing their levels of satisfaction or dissatisfaction with the job. Claims that this knowledge would allow managers to spend their limited resources wisely and achieve the greatest benefit for the organization by having a well‐satisfied workforce.
Learning from experience with learning logs
Authors: Barclay Jean
Published: July 2002

Explains the use of learning logs as a tool for self‐development as a form of diary for recording and enhancing experiential learning, increasingly advocated owing to the limitations of traditional learning methods and pressures on training resources. Evaluates a study involving over 100 participants on a postgraduate management course who kept a log for one year, recording their self‐directed learning from workplace activities. Explores the relationship between participants’ learning styles and their experiences of using learning logs. Identifies the main benefits for learners as improved self‐awareness and access to more work opportunities, as well as professional development. Highlights managers’ perceptions of benefits in managing staff development. Pinpoints simplicity and flexibility in using logs as important, for both learners and managers. Discusses the importance of support for learners as a key issue, and concludes that self‐development is a social process.
Managerial capability in the professional firm ‐ assessing competences in the City
Authors: Goffee Rob
Published: July 2002

Discusses how firms and, indeed, entire industries are likely to attract and reinforce particular skill profiles among their employees. Such biases are an inevitable consequence of distinctive business environments, technologies, market conditions and labour markets. The City has traditionally excelled in its range and depth of technical expertise; but as conditions change so do skill requirements. Given increases in scale, cross‐functional dependence and product complexity, the effective exploitation of technical skills at the level of the firm is increasingly reliant on well‐developed “managerial” capabilities among large numbers of “professional” staff. Drawing on case study and interview data, provides evidence of a serious shortage of such managerial skills among City firms. Further suggests that firms engaged in international wholesale financial services lag behind those in other sectors in their analysis, assessment and development of high performance management competences. Very strong “entrepreneurial” and “professional” traditions, driven largely by US and UK firms, have contributed to the City’s pre‐eminence. However, these may also limit the ability of firms to exploit expertise within and between professional teams fully.
Productivity improvement: a working person’s view
Authors: Savery Lawson K.
Published: July 2002

Concerns an Australian working person’s view of the ability of the workforce to improve its productivity. Just under three‐quarters of the respondents believed they could improve their individual productivity but that an even greater percentage of the workforce could improve its productivity. Any increase in productivity will have to be divided between three stakeholders, namely managers/shareholders, workers and customers. It appears that working people believe that managers/ shareholders should receive approximately 30 per cent of the savings, workers 29 per cent and customers 26 per cent. Political, union and industrial leaders must make an effort to convince workers of the benefits of increased productivity and offer rewards commensurate with the increase achieved. While there is some support for productivity improvement it is far from universally accepted and needs appropriate encouragement from the relevant authorities, particularly the management/ owners of the organizations.
Part‐time MBA education in Japan
Authors: Kagono Tadao
Published: July 2002

One of the characteristics of the Japanese management education has been the near absence of domestic MBA programmes on the one hand and the prevalence of in‐company education on the other. Yet many large companies have increasingly been sending their employees to overseas MBA programmes. The sudden emergence of part‐time MBA programmes in the late 1980s, which might have appeared to go some way to addressing this seeming paradox, has not in fact been the answer, since the benefits the businesses seek from the overseas MBA programmes are those which the domestic MBA programmes cannot provide. There is also a big gap between the aspirations of the MBAs and the corporate HRM reality. Examines the reasons behind the recent development, and explores the more general issues which the domestic MBA education is likely to encounter for some time, through the findings of the recent research and the experience of the Kobe University in this area.
Adult business education programmes in private educational institutions in Japan
Authors: Kaoru Kobayashi “Maurie”
Published: July 2002

Outlines the number of difficulties the Japanese businesses encounter in their operating environment today. Argues that the traditional paradigms of an organizational structure is no longer adequate for their long‐term survival, and discusses a new model of employment which has implications for human resource development of the future. In describing adult business education provision in the private sector, shows that employees are increasingly taking initiatives for their professional education, rather than their companies dictating what skills they should have.
Middle‐aged and older employees in Japanese corporations
Authors: Suzuki Norihiko
Published: July 2002

Looks at the long recession the Japanese economy suffered in the 1990s and its ramifications on the employment situation in Japanese corporations. Describes, in general, the current trends in human resource management in corporate Japan which have long‐term implications for management development. In particular, focuses its attention on those white‐collar employees in older age groups who find themselves “trapped” in a “career plateau”. Sees their plight as part of the necessary historic process in a move towards a new corporate society in Japan.
Social power for compliance of middle managers and front‐line workers with quality improvement policies
Authors: Lam Simon S.K.
Published: July 2002

The results of a company‐wide quality improvement programme are usually new company policies. Implementation of these quality improvement policies can be extremely difficult, because employees may not comply with them. A survey of 67 middle managers and 174 front‐line workers was conducted in Hong Kong to investigate the role of social power in influencing compliance with quality policies. The results show that front‐line workers responded best to reward and legitimate power, with expert power receiving the lowest score. Managers were more responsive to expert and informational power and less to reward and legitimate power. The results also indicate that the response to coercive and referent power in both groups was fairly low.
Becoming a learning organization: the transformation of the workforce
Authors: Waldersee Robert
Published: July 2002

The actions of outstanding leaders who are introducing changes in their organizations are best viewed as complex mosaics which pervade most aspects of their management. Argues that these mosaics cannot be produced by a cookbook approach to management. Such action sets can only be generated from leader theories of the employee learning processes. Outstanding leaders were observed in a set of service sector case studies. These leaders use their theory to guide information collection. Information is collected from a network of formal and informal sources. The focus of the theory and information collection is ensuring message reception, creating and embedding an intellectual transformation, motivating, raising self‐confidence and enabling employees to navigate through change. The model challenges the effectiveness of leader development which is conducted out of the leader’s context, is prescriptive or within a single time period.
Business schools and corporate management development
Authors: Beeby Mick , Jones Warwick
Published: July 2002

Briefly reviews the literature on the role of business schools in corporate management development and reports on the conduct, results and conclusions of a survey of private sector management development in the south‐ west of England. Taking a predominantly quantitative approach, by means of a self‐completion postal questionnaire, examines 97 responses from managing directors of medium and large companies in this region. Finds that the results of this survey support those of other studies with regard to a growing corporate sector requirement for tailor‐made programmes. Concludes that south‐western companies are looking to business schools to provide programmes and processes which are: demonstrably able to provide value for money as measured in terms of strategic level outcomes; designed and delivered in the context of an open, well‐managed relationship; grounded in an understanding of corporate cultures; flexible and responsive to managers’ needs and work schedules; and staffed by skilled facilitators able to work on real issues in the group setting.
Management development and management NVQs
Authors: Swailes Stephen
Published: July 2002

Compares individual perceptions of management development across two groups of students who had achieved either an academic management qualification or a National Vocational Qualification (NVQ) in Management. Also examines the experience of candidates on the vocational qualification (VQ). Reports that perceptions of the extent to which management development had occurred were similar between the two groups, although the NVQ group had a higher proportion of non‐developers on some dimensions. Significant differences were found only for development of written and numerical ability, where the academic programme was rated more highly, and for team management, where VQ candidates rated more highly. Also reports that similar patterns of development were perceived by the two groups. Self‐understanding by NVQ candidates appears to have been enhanced through development of openness to feedback, leading to greater awareness of own management style, sensitivity to others and personal confidence. Managerial development centred on task analysis and prioritization, and awareness of the organization’s micro and macro environments.
The future of management training in Canadian healthcare organizations
Authors: Loo Robert
Published: July 2002

Two complementary research techniques, a case study of one municipal hospital and Round 1 of a Delphi study, were used in a preliminary study of management training and development in the Canadian healthcare sector which is undergoing a dramatic change. Five broad themes emerged from these two studies: expectations of continuing tight financial constraints associated with greater accountability from healthcare managers; a concern that human resource departments improve their practices to better identify, develop and evaluate staff; a view that healthcare organizations co‐operate more with other organizations to pool resources for management training; and a need for innovation to utilize cost‐effective training technologies.
Employee plateauing: some workplace attitudes
Authors: Choy Rita M. , Savery Lawson K.
Published: July 2002

Organizations are under pressure to cope with factors such as resource scarcity, increased competition, slow economic growth, increased utilization of technology and an increase in acquisitions and/or mergers. All these can lead to downsizing of the workforce. Many organizations believe downsizing can reduce costs and increase competitiveness. However, flattening structures reduces the number of people needed in organizations and such practices escalate the plateauing phenomenon. The present study explores the relationship between job satisfaction, organizational commitment and the plateauing phenomenon. Non‐plateaued workers seem to have a better relationship with their organization and find coaching new staff more rewarding than plateauing workers. This finding is important because trainers must hold positive attitudes toward the company and this seems more likely when the person is not plateaued. Non‐plateaued employees are also more likely to view the organization as encouraging job performance ‐ another issue of importance to managers of organizations.
Problem solving and culture ‐ exploring some stereotypes
Authors: Crookes David , Thomas Ivor
Published: July 2002

This paper investigates the cultural influences (ethnic and organisational) on management decision making. Using Michael Kirton’s Adaptors and Innovators (1987) as a model, research was undertaken in Hong Kong with four groups of managers. The groups represented the permutations of expatriate and local managers in the private and public sectors. A comparison of national cultures prefaces the research methodology and the instrument used. Assumptions of culturally induced performance and sector styles were examined, producing some interesting results. The findings have implications for the selection and development of managers in multicultural or Chinese environments. Finally, an area for future research is how training can be used to enable managers to switch consciously between a range of problem‐solving and decision‐making styles.
Management and productivity increases
Authors: Savery Lawson K.
Published: July 2002

Describes the difference in attitudes between managers and shopfloor workers concerning the influences of productivity increases on outcomes from both groups. The study shows that the managerial group has more positive views of the influence of productivity increases on outcomes for shopfloor workers than do the shopfloor workers themselves. It seems that workers feel that they will bear more of the costs of any program which aims to improve productivity. Management must be aware of the sceptical feelings of shopfloor workers towards productivity enhancement programs and try to counteract the negativism by advertising the benefits to the workers and other stakeholders. The procedure for measuring and delivering the outcomes of such programs to the various stakeholders must be transparent so that every stakeholder is satisfied that he/she has received his/her fair return.
Family structures on income and career satisfaction of managers in Singapore
Authors: Chew Keng‐Howe Irene , Liao Ziqi
Published: July 2002

This study explores the impact of differential family structures on income and career satisfaction of managers in Singapore. A total of 225 managers who were MBA graduates from the three local universities were surveyed. Results of this study support Devanna’s (1988) assertions that marriage and children have positive effects on men’s career success. Family structures have significant effect on income but not career satisfaction of men. The satisfaction is derived from the higher income earned. Furthermore, significant results are shown between married and single women on level of income but insignificant on career satisfaction.
NVQs in management – Some pedagogic and marketing implications
Authors: Swailes Stephen , Brown Paul
Published: July 2002

This paper opens by reviewing the market for NVQs in management, their status in higher education and evidence for their effectiveness as vehicles for management development. The delivery and assessment of Management NVQs are then considered against a value‐adding paradigm and it is proposed that Management NVQs focus on routine aspects of management and are, overall, relatively ineffective at adding value in organisations. Proposals for the redesign of the high level NVQ process that address this weakness and allow concentration on value adding activities are given.
Computing and the Construction Industry
Authors: Scott Neil , Ponniah David , Saud Ben
Published: July 2002

Reviews the general state of computer systems in the construction
industry. Reports on a survey aimed at examining the attitudes of
people in the construction industry regarding computer applications and
reveals the importance of computers in areas such as engineering and
management. Highlights the prospects of computer applications in the
future and concludes that advances in technology are going to require a
change in attitude between all parties in the industry.
The Use of Fluorescent Dyes in Highlighting Some Construction Problems
Authors: Hunt Barry J.
Published: July 2002

Describes a number of ways in which fluorescent dyes have been used to
investigate different construction problems, highlighting in particular
the areas of stone cladding cracking, moisture prevention in cavity
walls and microscopical and reconstructed stone testing. Concludes that
good observation, coupled with careful consideration of the problems in
hand, is essential to ensure that the appropriate methods are used and
the right conclusions drawn.
Developing a strategic direction for airports to enable the provision of services to both network and low‐fare carriers
Authors: Pitt M.R. , Brown A.W.
Published: July 2002

As airports strive to attract new carriers, a new strategic direction is necessary to address the differing needs of the two main types of airline – network carriers and low‐cost airlines. The problem for the airport’s manager is compounded by the different management styles and philosophies that operate within the carriers themselves, meaning that the requirements of each airline may be subtly, or even fundamentally, different from one which might be expected to be placed in the same category. For strategic reasons, the facilities manager must understand the fundamental differences that exist between the two types of carrier. Examines the strategic response of Dublin airport to the presence of the two types of carriers requiring different services, and the difficulties faced by airport managers in the provision of the differing levels of service required by different customers. Sets out the strategic differences and suggests the resultant implications for facilities requirements. Shows that, in most cases, the provision of differing levels of “side by side” service to airlines is not possible with the existing strategic direction and that new directions are needed to facilitate the long‐term expansion of air transport.