Strategic operations management decisions and professional performance in U.S. HMOs

Professional service organizations are becoming an increasingly important segment of the service sector in the U.S. but little attention has been paid to the management of these organizations, particularly in relation to technical performance. This paper reports the findings of a survey of managers of Health Maintenance Organizations (HMOs) which related operations management decisions about organization, workforce management, quality management and planning and control, to clinical process and outcome performance.This research demonstrates that managerial decisions do affect clinical performance in HMOs. These findings have implications for both researchers and practitioners. For researchers, the study provides a framework for future research on the important link between management decisions and technical performance in professional service organizations. For practitioners, this study suggests that technical performance will be enhanced when professional work is appropriately managed.     

The Rights of Employees with Disabilities: Supreme Court Interpretations of the Americans with Disabilities Act and Their Implications for Human Resource Management

The Americans With Disabilites Act (ADA) of 1990 provides broad protection to an estimated 43 million Americans against discrimination in many facets of their lives. Title I of the Act prohibits discrimination in employment. Title III of the Act, which prohibits discrimination in public accommodation, has also impacted the employment relationship. Eight years after the passage of the Act, the U.S. Supreme Court issued its first ruling under the ADA. Two subsequent decisions have been rendered that further interpret the statute and the Court has repeatedly denied to review cases that deal with another key interpretation of the ADA. This paper analyzes these cases and decisions and their implications for management practices.     

In Sickness and in Health: Recent Judicial Developments in Americans with Disabilities Act Association Discrimination Cases

A little-known provision of the Americans with Disabilities Act (ADA) prohibits covered employers from taking an adverse employment action against a qualified employee if a determinative factor in the adverse employment action is the disability of an associate or relative of the employee. A review of the reported court opinions indicates that plaintiff employees often encounter difficulty in these cases. Some plaintiffs are unable to prove that they are “qualified” employees at the time of the adverse employment action, and other plaintiffs find it difficult to prove that a determinative factor in the adverse employment action was the disability of the associate or relative. However, plaintiffs have achieved some success as evidenced in the 2008 U.S. Circuit Court of Appeals holdings in Dewitt v. Proctor Hospital and Trujillo v. PacifiCorp. This paper describes reported U. S. Circuit Court of Appeals opinions about ADA association discrimination, its relationship to the Family and Medical Leave Act and Employee Retirement Income Security Act, and the implications for employers, employees, and lawmakers. It also offers practical guidance to both employees and employers for asserting and managing rights and potential liability in this area.     

U.S. Strategic Trade Policy and the Competitiveness of the U.S. Construction Industry in Developing Country Markets

SUMMARY

U.S. government trade policy increasingly reflects “strategic trade” beliefs that, because competition in markets is imperfect, governments can act strategically to affect trade flows and enhance national welfare. The U.S. National Export Strategy targets the infrastructure sector in twelve developing countries as a strategic opportunity for U.S. construction firms. This paper examines whether U.S. government export promotion initiatives effectively implement strategic trade policy by providing appropriate support to these firms in that target market. It concludes that, within limits, they do.     

Salience in Quality Disclosure: Evidence from the U.S. News College Rankings

This paper investigates the impact of college rankings, and the visibility of those rankings, on students’ application decisions. Using natural experiments from U.S. News and World Report College Rankings, we present two main findings. First, we identify a causal impact of rankings on application decisions. When explicit rankings of colleges are published in U.S. News, a one‐rank improvement leads to a 1‐percentage‐point increase in the number of applications to that college. Second, we show that the response to the information represented in rankings depends on the way in which that information is presented. Rankings have no effect on application decisions when colleges are listed alphabetically, even when readers are provided data on college quality and the methodology used to calculate rankings. This finding provides evidence that the salience of information is a central determinant of a firm's demand function, even for purchases as large as college attendance.     

Overestimating Oneself and Overlooking the Law: Psychological Supports for Employment at Will

This article studies the hypotheses that people tend to underrate other people's work motivation and skills relative to their own, and further tend to be unaware of the legal status of employment at will in contemporary U.S. law. The theoretical part of the article describes psychological bases for the hypothesized tendencies and explains how they can be expected to foster acquiescence to employment at will and high employment insecurity. The empirical portion of the article describes and discusses a survey of M.B.A. students that probed their knowledge of and attitudes toward U.S. employment law, along with their attitudes toward employment insecurity and work motivation. Consistent with the hypotheses, the study found widespread lack of knowledge about the legal status of employment at will, as well as a tendency toward overrating one's own work motivation relative to others and a tendency toward taking higher risks of termination when they were presented as controllable on an individual, though not a group, basis.     

An Examination of Proposals for a U.S. Industrial Policy

Abstract . An “industrial policy” for the U.S. appears from the writings and statements of its advocates to involve modification of federal tax laws and expenditures to allow a largely unchanged set of business institutions to better serve the public interest. It employs planning but it is planning of the sort the U.S. has always had. Those who oppose all government activity in the private sector oppose it, not realizing that the anti-trust laws, for example, do not interfere with the economy's operation but aid it to function beneficently. It is those whose activities are anti social who are loudest in their demands for business “freedom.” Does the U.S. need a more efficient economic system? Intercountry comparisons show that in many areas it lags. To achieve stability of income and employment as well as productive efficiency, the U.S. has many policy options it can consider—and it must.     

The Worker, the Union and the Democratic Workplace

Abstract . Much attention has been devoted to the potential gains in work satisfaction and productivity that can result from more democratic work organization. In the U.S. the willingness of management to share power is a key factor in the transfer from authoritarianism, as is widely recognized. Less widely recognized are the worker and the union as impediments to change. Various characteristics and interests of both, many related to the long history of the authoritarian workplace, make transition difficult. A particular set of conditions, not generally prevailing in the U.S., would be necessary for a pervasive joint union, management, worker thrust toward more participatory work organization.     

Identifying and addressing fundraising's overarching ethical questions through ethical theory

Purpose

This paper seeks to build on MacQuilllin and Sargeant's (2019) framework for normative fundraising ethics by considering how fundraising professionals might use these theories to support their fundraising practice. In the paper we will seek to identify the higher-level ethical questions that underpin the majority of ethical decisions fundraisers will need to make: decisions around the acceptance and solicitation of donations and we will then seek to address each of these questions through the lens of MacQuilllin and Sargeant's (2019) normative ethical theories.

Approach and methodology

We will abstract from common ethical dilemmas the higher-level or overarching questions that can encompass them. We will then consider each question through the lens of the normative theories developed by MacQuillin and Sargeant (2019), drawing on available evidence to support our arguments.

Findings

Two core questions were identified: 1. Where are the lines in who we approach for/receive resources from for our organisation ? 2. Where are the lines in how we approach people for resources for our organisation?

Originality

To our knowledge, this will be the first academic paper that a) identifies the overarching ethical questions that affect fundraising practice, and b) applies the various normative theories of fundraising ethics directly to them. In practical terms, it may also be particularly useful to fundraising practitioners who want to explore the theories of ethics in relation to the dilemmas they encounter in practice.     

美军未来地面运输装备前瞻

现代科技与人类创造力的完善结合创造出许多极富想象力的现代机械,文章介绍了四种将在未来装备美军的地面运输装备,包括未来战斗系统中的后勤机器人车辆、未来战术卡车系统、机械外骨骼、仿生学机器人,它们不仅是可以高效完成战场运输任务的运输机械．更是美军科研创新体制先进性的证明,其研发思路和功能运用对我军相关研究具有启示和借鉴作用。     

A Response to the British Journal of Industrial Relations Symposium on the Human Rights Watch Report: A Minimum Program for Promoting Collective Bargaining Rights as a Human Right

The publication of Unfair Advantage, a report published by Human Rights Watch (HRW), documents and analyzes how employers routinely violate international human rights standards by depriving U.S. workers of their legal right to organize. In a recent symposium on Unfair Advantage published in the British Journal of Industrial Relations, 7 essays analyzed the strengths and weaknesses of the HRW report from a variety of ideological and theoretical perspectives. Although the scholars who wrote these essays raised a number of important issues concerning Unfair Advantage, they failed to provide any concrete or practical methodologies for using this report to promote the collective bargaining rights of U.S. workers in the early years of the twenty-first century. Thus, the purpose of this paper is to critique these symposium papers as well as to propose a minimum program, on the basis of Unfair Advantage, for advancing the collective bargaining rights of U.S. workers.     

Transforming Transformers into Militainment: Interrogating the DoD‐Hollywood Complex

This article examines how the U.S. Department of Defense (DoD) and Hollywood collaborated to manufacture the blockbuster films Transformers (T) and Transformers: Revenge of the Fallen (TRF) to sell in global markets and to sell a positive image of DoD personnel, policy, technology, and practice to the world. T and TRF are global militainment films made by the “DoD‐Hollywood complex” to make money in markets and put the U.S. military before the world in a positive light. To show how, the article's first section defines the “DoD‐Hollywood complex,” presents a brief 20^th‐century history of its formation, and describes the current DoD institutions, policies, and practices that fuse DoD publicity agencies to Hollywood filmmakers. The second section highlights how DoD assisted T and TRF's production and contemplates why Hollywood solicited DoD support. The third section shows how T and TRF put DoD in a positive light. The conclusion addresses some of the consequences of T and TRF with regard to democratic theory. By showing T and TRF to be global militainment commodities, this article interrogates the nexus of “reel” and “real” U.S. military power and sheds light on how DoD interacts with Hollywood studios to influence how it gets screened by entertainment media and seen by global spectators.     

Smoking in the Workplace: Balancing Smoker and Nonsmoker Rights

The tobacco industry presents an interesting American dilemma. While warning against the use of tobacco and striving for a smokeless society the U.S. government subsidizes the growth of tobacco. The economic impact of smoking is, on balance, negative for users, nonusers and society. The federal government does not legislate the use of tobacco but most states and many municipalities have smoking laws. Although such laws vary they normally attempt to protect the rights of both smokers and nonsmokers. Workplace smoking policies also vary but generally focus on applicable laws, health research findings, employee preferences, involvement in policy determination, formalization and communication, and smoking cessation programs.     

Returns to Society from Offshore Hard Mineral Resource Development: special Interests Are Seeking to Monopolize Public Land Under the Sea by Doing Away with the 1953 Act

Abstract . A combination of the recently proclaimed extension of the offshore U.S. Exclusive Economic Zone to 200 miles and the growing demand for critical metals has led to increased attention to offshore hard mineral resource development. The U.S. Minerals Management Service began to establish the rules to govern offshore mining under its Outer Continental Shelf Lands Act of 1953 and its 1978 amendments. However, others—including environmental groups, some mining groups and many coastal states— joined together to generate an alternative law to govern offshore mining. Both approaches seek to promote the public's interest in offshore hard minerals. This article examines the returns to society as a concept and as applied under each of these competing alternatives. It concludes by noting that socially derived criteria point to the Outer Continental Shelf Lands Act as the socially preferable approach to offshore mining.     

On approximating the distributions ofFriedman's 75-175-175-1and related statistics

Error bounds depending explicitly on parameters of the problem are given for large-sample approximations to the central and noncentral distributions ofFriedman's [1937]x _r ² statistic,Steel's [1959] statistics for comparingr treatments with a control, andNemenyi's [1963] statistics for pair-wise comparisons among all treatments. These bounds are of ordero(N ^–1/2); an improved bound of ordero (N ^–r/(r+1)) is given forFriedman's statistic in the central case. Applications yield bounds on the actual type 1 and type 2 error probabilities in terms of their normal-theory approximations.Supported in part by ONR Contract N00014-72A-0136-003 from the U.S. Office of Naval Research.     

In Sickness and in Health: Implications for Employers when Bipolar Disorders are Protected Disabilities

This paper explores the potential conflict between employment protections afforded to individuals with bipolar disorder, and employers’ obligations to maintain a safe working environment for others in the workplace. Both the Americans with Disabilities Act (ADA) and the Americans with Disabilities Act Amendments Act of 2008 (ADAA) provide workplace protections to those employees or applicants who are classified as qualified individuals with a disability. A disability is “a substantial impairment—a physical or mental impairment—in a major life activity that would substantially limit that major life activity.” ( 42 U.S.C. §§ 12102(1)(A)-(C)), and “mental impairment” is defined to include individuals with bipolar disorder (42 U.S.C. § 1630.2(h)(2)). These statutes further impose a requirement on employers to make reasonable accommodations for such individuals. In essence, they protect the bipolar employee from any discrimination in the workplace based on their disability, to include harassment by coworkers. However, employers may find themselves caught on the horns of a dilemma. Depending on the nature and severity of the bipolar employee’s conduct toward coworkers, they may also be exposed to liability for harm done to coworkers under negligent retention laws, or even the anti-harassment provisions of other equal employment statutes. If a bipolar employee’s negative behaviors toward coworkers are sufficiently severe or pervasive, they can result in coworkers suffering harassment sufficient to constitute actionable conduct under the ADA. To reduce exposure to litigation, employers must understand both their obligations under the ADA, and the nature of bipolar disorder.     

Same-Sex Sexual Harassment: A Legal Assessment with Implications for Organizational Policy

The legal debate over sexual harassment (SH) has taken an interesting turn concerning the controversial issue of same-sex sexual harassment (SSSH). Disagreement among circuit courts' decisions propelled the U.S. Supreme Court to grant full review to the SSSH case of Oncale v. Sundowner Offshore Services, Inc., et al. (1996) [83 F.3d 118 (5th Cir. 1996) [online]. Available: http://laws.findlaw.com/5th/9530510cvl.html]. In a unanimous decision, the Justices indicated that (a) SSSH not only violates Title VII of the Civil Rights Act of 1964 and (b) that the law does not exclude the idea that one heterosexual male can sexually harass another heterosexual male [Oncale v. Sundowner Offshore Services, Inc., et al., S. Ct. 96-568, Lexis 1599 (1998)]. This paper reviews the history of SSSH law and discusses the implications of the Oncale decision for SH policies and procedures.     

The Influence of Environmental Pressures, Diversification Strategy, and Union/Nonunion Setting on Employee Participation

This study tests the hypotheses that environment, diversification strategy, and union/nonunion setting affect the number and variety of employee participation programs. A survey of large U.S. manufacturing firms measured the implementation of employee participation programs. Regression results suggest that environmental pressures exert a direct effect on participation in union settings. However, in nonunion settings, environment and diversification strategy both correlated directly with participation. These results suggest that unions could potentially affect participation program implementation.     

Attention Deficit/Hyperactivity Disorder in Adults: Will This Be the Greatest Challenge for Employment Discrimination Law?

This article examines the issues surrounding the treatment of attention deficit/hyperactivity disorder (ADHD) under the Americans with Disabilities Act (ADA). Recently, medical research has shown that ADHD, which had formerly been thought to be a childhood impairment, in many cases persists into adulthood. Because of the projected prevalence and severity of the disorder, ADHD has the potential to be a critical employment issue as well. This article begins with an examination of the current state of knowledge regarding ADHD. Then, attention is turned to the intersection of ADHD and the ADA. Three central questions are then addressed. These include whether ADHD is a covered condition under the ADA and how ADHD might enter into the employment selection process, and finally, the question of how employers can and should provide reasonable accommodation to ADHD-affected employees. A concluding discussion addresses how the convergence of ADHD and the ADA could become the health issue of the 1990s and beyond for both individual employers and employment law in general.     

The General Public and the Art Museum: Case Studies of Visitors to Several Institutions Identify Characteristics of Weir Publics

Abstract . From case studies at several art museums, characteristics of several types of museum goers have been identified. Typically museum visitors are in the upper educational, occupational and income groups, younger than the population in general (average age is 34) and active in community and leisure-time organizations. Frequent visitors do so to be with people, to do something they consider worthwhile, to use surroundings in which they feel comfortable and at ease, to be challenged by new experiences, to use an opportunity to learn and to participate actively in an experience they value. Replication in the U.S. of a classic study in England corroborates its findings.