DIFFERENCES IN BELIEFS ABOUT WORK BETWEEN MANAGERS AND BLUE-COLLAR WORKERS

The beliefs about work of managers and blue-collar workers in the U.S.A. and Scotland were determined through a questionnaire. Both managers and blue-collar workers strongly endorsed humanistic beliefs and were indifferent to the work ethic. Blue-collar workers endorsed more strongly than managers beliefs about worker exploitation and the value of participation. In Scotland, there was a wide difference in the perceived value of leisure between managers and workers. It appears that the Scottish respondents hold fewer independent beliefs than their U. S. counterparts.     

MARKET POWER AND THE PHARMACEUTICAL INDUSTRY IN SOUTH AFRICA

This paper examines the social cost of the pharmaceutical industry in South Africa. From a regulatory perspective the industry is seen to exhibit monopolylike behaviour resulting in monopoly prices on the supply (manufacturing) side and diminished consumption on the demand (consumer) side. The evidence presented here, which is complementary to that of previous studies, does not support that view. The findings contained here are relevant to the highly contentious subject of access to drugs.     

FINANCIAL CRIME IN SOUTH AFRICA

During the 1990s economic crime began to spiral in South Africa. This phenomenon coincided with the country's transition to a democratic state. The article outlines a number of steps that South Africa took to align its laws with international standards and to improve the legal tools of law enforcement to address the crime wave. A number of successes, for instance the improvement in tax morality, are pointed out but it is argued that co-ordination and co-operation between law enforcement agencies require more attention.     

车在南非怎么开

或许你早已有打算在这个时候休年假并飞到那个正因一个黑白相间的球而曝光率最高的国家,但是衣食住行,尤其是行该做怎样的准备？《汽车消费报告》帮你做了一下梳理。     

THE REMUNERATION OF NON-OWNER MANAGERS IN SMALL AND MEDIUM-SIZED UK ENTERPRISES

Virtually all prior research on small and medium sized enterprise (SME) management has focused on owner managers. This article, however, empirically examines the determinants of managerial remuneration for a sample of 97 UK SME non-owning managerial employees. the empirical analysis, based upon data obtained from interviews with middle (i.e. non-director level) managers and the published financial records of their employing firms lodged at Companies House, first examines the influence of firm size and performance and then augments the empirical model to include pay composition, industrial sector, external labour market and human capital variables. The empirical results indicate that the average profitability of the employing firms is not a significant determinant of managerial remuneration. However, composition of pay appears to have a significant effect upon total remuneration since, even after controlling for other influences, managers in receipt of annual bonuses and/or profit-sharing bonuses are estimated to earn an additional £6,600. the managers’age and qualifications, and the asset size, industry and location of their employing firms are also significant factors and collectively are able to explain a large proportion of the cross-sectional variance in remuneration. Though there is a lack of previous empirical research on SME managerial pay.     

THE COLLAPSE OF PRIMARY SCHOOLING RETURNS IN SOUTH AFRICA 1960–90

By 1975, the effect of a year's primary schooling upon the wages of Africans in South Africa had fallen to about 2.5 percent — one of the lowest primary schooling returns in the world. Secondary schooling returns were high throughout the period 1960–90. The collapse of primary schooling returns was due to declining school quality, an increase in the supply of primary school graduates, an increase in mining wages in the mid-seventies, and wage regulation by the Industrial Councils and Wage Boards. The low level of the return, compared with the returns to other races in South Africa, is due to the low quality of African primary schools. Implications for education spending patterns and wage regulation are pointed out.     

THE RELATIONSHIP BETWEEN MANAGERIAL SUCCESS AND PERSONAL VALUES IN SOUTH AFRICA: A RESEARCH NOTE

T he relationship between personal values and job success was investigated in a sample of 92 South African managers. The correlation between scores on a specially developed key of the Personal Values Questionnaire and relative salary per age (index of success) was significantly positive ( r = 0.36, P < 0.001). More successful managers had dynamic and pragmatic values while less successful managers had more passive and static values. The results offer further cross-cultural support for the close relationship between personal values and managerial success.     

POVERTY AND RECOVERY: THE HISTORY OF AID AND DEVELOPMENT IN EAST AFRICA

Poor countries are believed to be trapped in a vicious circle of poverty where low incomes lead to low savings and insufficient resources for investments. Foreign aid is supposed to boost investment and link poor countries to a virtuous circle of growth. But real per capita growth has not been present in the modern history of Kenya and Tanzania ‐ even though foreign aid has increased many times over. Does the recent history in Uganda pave the way for new principles of efficient aid, or is it just a rare occasion of aid‐induced behavioural change?     

THE INTERDEPARTMENTAL INFLUENCE OF MANAGERS: INDIVIDUAL AND SUB-UNIT PERSPECTIVES

This paper examines the extent to which managerial influence over group-interdepartmental decisions is derived from sub-unit contingencies or is due to more individualistic characteristics of the manager. Both individual and sub-unit perspectives are presented in a framework composed of seven power factors each of which is investigated empirically. The major finding from a survey of 142 departmental managers is that individual managerial expertise is more important than sub-unit-based power with access to and control of information being of equal importance. We suggest that the investigation of managerial influence from a sub-unit perspective alone may be insufficient and that, in certain circumstances, both individualistic and sub-unit perspectives should be taken into account.     

FROM APATHY TO ALACRITY: MANAGERS AND NEW TECHNOLOGY IN PROVINCIAL NEWSPAPERS

The article explores why provincial newspaper managers have shifted from a position of reluctance and uncertainty about new technology to enthusiasm and zeal for the process and product development opportunities it offers. the transformation is assessed in terms of changes in the industrial relations context, market conditions and technological developments between the late 1970s and early 1990s. This can be characterized as moving from reactive management to proactive management, and the article examines how the latter reflects the development of new business opportunities through application of new technology to the information-gathering process, the pre-press production process and the product. Data are drawn from case study interviews and trade/professional publications. The analysis suggests that there is evidence of three prime managerial objectives/motives for introducing new technology: cost, control and market. Each of these were of varying importance for managers at different times, and were affected by technological uncertainty and ignorance. Attitudes transformed because of the changing context and the pursuit of functional interest, with the result that newspaper managers are now in a better position to exploit new technology for competitive advantage.     

白酒业的围城现象

资本搅动白酒市场的同时,一些原来依靠白酒攫取丰厚利润的企业,纷纷卖掉自己手中的股票,开始寻找新的投资项目.白酒市场的围城现象客观存在,围在城里的人想出去,城外的人想进来.     

THE BENEFITS AND COSTS OF MONETARY UNION IN SOUTHERN AFRICA: A CRITICAL SURVEY OF THE LITERATURE

Abstract.  With the 14 members of the Southern African Development Community (SADC) having set the objective of adopting a common currency for the year 2018, an expanding empirical literature has emerged evaluating the benefits and costs of a common-currency area in Southern Africa. This paper reviews that literature, focusing on two categories of studies: (1) those that assume that a country's characteristics are invariant to the adoption of a common currency and (2) those that assume that a monetary union alters an economy's structure, resulting in trade creation and credibility gains. The literature reviewed suggests that a relatively small group of countries, typically including South Africa, satisfies the criteria necessary for monetary unification. The literature also suggests that, in a monetary union comprising all SADC countries and a regional central bank that sets monetary policy to reflect the average economic conditions (e.g. fiscal balances) in the region, the potential losses (i.e. higher inflation) from giving up an existing credible national central bank, a relevant consideration for South Africa, could outweigh any potential benefits of trade creation resulting from a common currency.     

使用职业经理人应注意的问题

由于现代企业所有权和经营权的分离产生了职业经理人阶层,企业各级管理人员大部分由职业经理人担任,因而,企业的命运与其所使用的职业经理人的关系日益密切.我国的职业经理人市场,起步较晚,运作还不规范,人员素质良莠不齐.企业通过公开招聘或猎头公司获取的职业经理人员,经过几次面试是很难真正了解其品德才能的,因而对企业而言,使用职业经理人存在着一定的风险.     

INEQUALITY, ETHNICITY AND THE FIGHT AGAINST CORRUPTION IN AFRICA: A KENYAN PERSPECTIVE

Perceptions of inequality among different ethnic groups have the power to shape the fortunes of nations by affecting the political and economic choices of both ruling elites and their voters. In ethnically heterogeneous African states with a tradition of political patronage economic inequality is manifested along ethnic and regional lines. This paper argues for a constitutional dispensation that includes both the diffusion of executive power and systematic action in regard to structural economic inequalities that have assumed an ethnic expression.     

DETAILED ESTIMATION OF WORKLIFE EXPECTANCY FOR THE MEASUREMENT OF HUMAN CAPITAL: ACCOUNTING FOR MARRIAGE AND CHILDREN

Abstract Measuring an individual's human capital at a point in time as the present actuarial value of expected net lifetime earnings has a lengthy history. Calculating such measures requires accurate estimates of worklife expectancy. Here, worklife estimates for men and women in the USA categorized by educational attainment, race, marital status, parental status and current labour force status are presented. Race has a much larger impact on the worklife expectancy of men than women. Education is associated with larger worklife differentials for women. The association between marriage and worklife expectancy is significant, but of opposite sign, for men and women: married women (men) have a lower (higher) worklife expectancy than single women (men). Parenthood is associated with a reduction in the worklife expectancy of women; the association is smaller and varies from positive for some education/marital status groups to negative for others for men.