Mobilizing consent: paternalism and cellular manufacturing

In this paper we explore the dynamics of the introduction of New Systems and Structures of Work Organization (NSSWO) in the context of the forces impacting upon organizational change in the unionized sector of manufacturing industry throughout the Thatcher period. This we do by way of a detailed case study of a major UK auto-components manufacturer. We explore a number of changes in work organization, including the introduction of a cellular-based system of manufacturing, from its initial strategic conception through to its implementation; the delegation of responsibility for quality to shop-floor operators and the use of more flexible working practices. In doing so, we reconsider the context of change, the detailed processes of change and the pattern of accommodation between labour and management. Drawing upon our previous work on the nature of paternalism (Ackers,and Black, 1991), we explore its significance in terms of management’s constant drive for more economic work practices and patterns of organization. Specifically we explore the significance of paternalism as a relevant concept in interpreting the case, and hence, also, as a relevant concept in understanding HRM. The case challenges the prevailing ideology that the ‘successful’

economic organization requires (a) a de-regulated labour market and (b)

a trade union free environment, or, failing this, that management needs to

develop an individualistic approach towards the work-force, moving from the

more pluralist‘industrial relations’approach towards an essentially ‘unitarist framework, as found in certain interpretations of ‘uman resource management’(Guest, 1987)

The paper is thus a contribution to the continuing analysis of those ‘tensions and struggles through which the open ended potential of labour power have been managed, through shifting patterns of coercion, accommodation and compliance into profitable forms of production’(Elger and Smith, 1994: 12; Thompson, 1990). By means of this case we attempt to explore this issue with respect to three interconnected

themes:

The place of paternalism as a relevant concept in the age of HRM.

The extent to which organizations may be better advised to look towards ways

to build upon their existing organization culture, rather than seeking solutions

from overseas models.

Linking with previous work on the ‘Joint Process’in the US (Black and Ackers, 1994), the paper raises issues concerning the ‘strategic issue . . . which managers have to face . . . the balance between joint regulation and joint consultation’(Storey and Sissons, 1993: 221), and hence the role of trades unions in organizational change programmes.     

The effect of information on consumers' willingness to pay for natural and organic chicken

This study examined the effect of definitions for organic and natural on willingness to pay a premium for organic over natural chicken. Data were collected using surveys and experimental auctions that were conducted before and after information was presented. Before information, approximately two‐thirds of participants inaccurately equated the requirements of natural with those for organic. After information, nearly 50% increased their premium, while 30% decreased their premium. Logistic regression results showed that consumers who had overestimated the requirements for natural were most likely to have an increased premium after information, with significantly higher bids for organic. For those who decreased their premium after information, awareness of consuming genetically modified (GM) foods was a key variable. The non‐genetically modified (non‐GM) requirement of organic appears to be of low value to some consumers. Overall, consumer confusion regarding organic and natural standards may be having substantial impacts on the two markets.     

Computers BITE accounting education

The recent establishment of the £20 million Teaching and Learning Technology Programme by the Universities' Funding Council in the UK provides one of the largest boosts for IT and education since PLATO (in the USA) and NDPCAL (in the UK). This note describes the BITE project which is part of the above programme and highlights some of the problems that have affected both the development and evaluation of accounting courseware in the past. By using a strong interdisciplinary team of software, educational and subject specialists, the project hopes to overcome some or all of these problems.     

The predictive ability of a risk-adjusted yield spread for economic activity in Europe

This paper examines whether the pricing of risk is important for macroeconomic activity at the country level. We design a risk-adjusted yield spread and test its predictive content for economic activity on the periphery and the centre of Europe over the 1990–2012 period. This risk-adjusted bond yield spread is defined in a cross-country context and referred to as the GZ-type spread. Increases in the yield on corporate bonds issued in the countries on the periphery relative to the riskless yield (calculated using German zero-coupon term structure data) reflect increases in the risk premium that the financial market imposes on borrowers. The risk premium rises in all countries during European-wide recessions of the recent past, particularly those associated with the Global Financial and the Sovereign Debt Crisis. Our findings indicate further that this GZ-type spread acts as a reliable signal for imminent and near-term economic activity in countries where financial markets were shaken to their foundations during the Crisis period. For Germany, the GZ-spread has predictive content for industrial production but not for the unemployment rate. For GDP its predictive ability is confined to the EMU period.     

National culture and labour-market flexibility

This paper develops a cultural explanation for labour-market flexibility, building on the work of Lipset. Using Hofstede's conceptual framework for categorizing national cultures, certain hypotheses are derived concerning the association of various labour-market institutions and rigidities connected with employment, pay bargaining the treatment of the unemployed, and Hofstede's dimensions of national culture. These hypotheses are tested on data for OECD countries, using ordinary least squares regression. The results demonstrate a strong statistical association between Hofstede's cultural indices and the various labour-market rigidities. In particular, there is a strong inverse relationship between Hofstede's MAS variable and all our labour flexibility variables. Cultural values reflecting feminine gender structuring appear to be strongly associated with labour-market inflexibility. There is also a strong statistical association between scores on the UAI dimension, and employment rigidities and pay-bargaining practices. Cultural attitudes to power inequalities as reflected in the PDI index inversely related to rigidities in pay-bargaining practices. While the results demonstrate only statistical associations, they are suggestive of the possibility that culture plays more determining role. This has important implications for deregulation/regulation strategies.     

IDENTIFYING THE RESPONSE OF FERTILITY TO FINANCIAL INCENTIVES

While using financial incentives to increase fertility has become relatively common, the effects of such policies are difficult to assess. We propose an identification strategy that relies on the fact that the variation in wages induces variation in benefits and tax credits among ‘comparable’ households. We implement our approach by estimating a discrete‐choice model of female participation and fertility using individual data from the French Labor Force Survey and a detailed representation of the French tax–benefit system. Our results suggest that financial incentives have had a significant effect on fertility decisions in France. As an example, we simulate the effects of an additional, unconditional child credit of 150 euros per month. The effects are strongest for the third child. Copyright © 2013 John Wiley & Sons, Ltd.