Biotechnology Clusters in the U.K.: Lessons from Localisation in the Commercialisation of Science

Today, U.S. biotechnology firms dominate the growing therapeutics and diagnostics sectors despite most of the key discoveries being made by European, and especially U.K. scientists. Lessons have been learned about the economic importance of commercialisation of bioscience. Within Europe, the U.K. is the leading challenger of U.S. hegemony in biotechnology exploitation. Knowledge-driven clusters of start-ups and established smaller and medium-sized businesses have developed in Cambridge and Oxford along with nascent agglomerations in Surrey and Scotland. They are responsible for the turnaround. As in the U.S., intimate links with large pharmaceutical firms and publicly-funded research centres are key to spin-out businesses, suggesting a generic "new economy" model. The specific problem at present is scale and the need to make up ten years lost ground. But the evidence is there that the U.K. is taking up the competitive challenge.     

Learning to labour: an evaluation of internships and employability in the ICT sector

The employability of graduates is often reduced to lists of de‐contextualised skills that graduates may or may not have and which may or may not translate to prized graduate positions. Recently, internships have become the way in which graduates acquire and demonstrate work‐readiness to potential employers. This article examines a particular type of internship in the ICT sector, namely placements incorporated in degree education. The findings suggest that while internships can enhance employability and indeed be a mechanism for accessing permanent jobs, more often, instead of ‘learning to labour’, interns are expected to be productive workers. A mini labour market operates at the undergraduate level that advantages those already possessed of the required soft skills. The emphasis on soft skills signals a shift in the nature of ICT work with attendant implications for education of workers in this sector, revealed by anchoring employability to particular labour process(es).     

The Impact of Accounting Principles on Profits: The US versus Japan

Weetman and Gray (1991) sought to add quantitative information to the extant qualitative literature on differences in profits reported under US GAAP with those in the Netherlands, Sweden and the UK. This paper introduces Japanese companies to such analysis and seeks to add to both the qualitative and quantitative literature on profit comparisons. In attempting to undertake such work, the paper serves to highlight the difficulties of trying to compare financial statements in Japan with those published in the US and as a consequence the problem of undertaking quantitative analysis. On the basis of a case study approach, there is some evidence that the profits of companies prepared in accordance with Japanese GAAP are considerably more prudent than if prepared in accordance with US GAAP for companies operating in the financial sector. Such differences may not be so pronounced in the non-financial sector.     

Harnessing the Firm-specific Knowledge of the Maintenance Workforce for Organizational Competitiveness

This paper argues, with the support of the empirical data from five case-study firms, that maintenance workers can play a key role in advancing technology used by their firm and contributing to its long-term competitiveness. Maintenance workers can contribute their firm-specific knowledge which they gain from their experience of working with the equipment in two ways: by providing feedback on asset performance to other departments/firms who design, select or install new technology/equipment; and by making the newly introduced and/or existing technology more suitable to the working environment. Yet, this valuable potential of maintenance employees is rarely appropriated by firms, of which many are enthusiastically seeking additional competitiveness. If 'learning by doing' is an important way for firms to learn and to compete, then this wider role of the maintenance workforce should be harnessed by firms that seek long-term competitiveness.     

Maintaining change: the maintenance function and the change process

This paper explores the organisation of the maintenance function of five manufacturing and utility companies and the involvement of maintenance workers in plant improvement. It highlights the important role of the tacit skills of maintenance workers and the broader role of the maintenance function in technological change and organisational performance.     

DISCLOSURE IN JAPANESE CORPORATE ANNUAL REPORTS

This paper reports the results of a survey of disclosure in the annual reports of unlisted and listed corporations in Japan, a country that many argue has a unique environment. The paper attempts to investigate differences between companies in the extent of disclosure in their Commercial Code (CC) and Securities and Exchange Law (SEL) accounts respectively. The survey finds that there is a significant difference in disclosure by multiple listed companies in their CC accounts compared with domestically listed corporations and unlisted enterprises. It is also found that there is a significant difference in disclosure between multiple listed and domestically listed entities in their SEL accounts. However, there was no significant difference in disclosure between the TSE (Tokyo Stock Exchange) group and the unlisted group in their CC accounts.     

Bond yield uncertainty and the demand for money : A comment

The purpose of this paper is to reconsider the work recently reported by Amihud that the demand for money is an increasing function of the risk of holding bonds. Our evidence from testing annual and quarterly Cambridge k and demand-for-money equations cannot confirm the positive and significant bond-yield uncertainty coefficient reported by Amihud in a semi-annual Cambridge k equation.     

Foreign firms in China: modelling HRM in a toy manufacturing corporation

This article reports the study of a large, wholly foreign‐owned toy factory in China. It explores whether foreign direct investment (FDI) manufacturing firms in China inevitably operate in a Taylorist fashion, in contrast to the much praised HR model of blue chip multinational corporations (MNCs) in the country, or whether there is a ‘third way’ in which good HR practices may be adopted on the ground. The article concludes that a more nuanced approach is needed in our study of FDI companies in order to gain a fuller understanding of the institutional and cultural factors at play and of the consequent diversity in the HR and employment practices of FDI firms, instead of being trapped in a simplistic and polarising typological framework of analysis. This study is necessary in light of the growing diversity in the patterns of FDI companies operating in China in terms of their ownership structure, product market, management style and HR strategy, both for managers and for workers.