REDISCOVERING HEGEL: THE 'NEW HISTORICISM' IN ORGANIZATION AND MANAGEMENT STUDIES

This paper advances the argument that a particular form of culturally, rather than materialistically, based historicism dominated organization and management studies in the 1980s. the 1970s were dominated by a materialistically based form of historicism in which economic, technological and organizational imperatives were deemed to drive the evolutionary dynamics, trajectories and outcomes of institutional and organizational transformation. In sharp contrast, the 1980s witnessed the rise of culturally or ideationally based forms of historicist thought and analysis in which the explanatory and political significance of factors located in a society's or organization's 'material base' were substantially downgraded in favour of variables embedded in their 'ideological superstructures'. the paper traces the emergence, progress and implications of this cultural historicism in relation to four distinct, but interrelated discourses - enterprise, flexibility, quality and human resource management. It also suggests that this analysis raises a number of fundamental theoretical and methodological issues concerned with three different approaches to the study of the interconnections between intellectual and institutional change in 'late' or 'post'-modern societies - that is, the history of ideas, the sociology of knowledge, and technologies of government. the paper concludes with the argument that each of these broad approaches needs to be brought into clearer theoretical and methodological alignment in order to develop a more subtle and sophisticated understanding of the dynamics of, and elective affinity between, intellectual and institutional change. It also suggests that this need for a clearer theoretical alignment between these three approaches will become particularly pressing in the 1990s as an alternative discourse of citizenship emerges to challenge the ideological hegemony of the discourse of enterprise with its roots in cultural historicism.     

ENGINEERS,MANAGEMENT AND WORK ORGANIZATION: A COMPARATIVE ANALYSIS OF ENGINEERS' WORK ROLES IN BRITISH AND JAPANESE ELECTRONICS FIRMS*

Many commentators have attributed the poor performance of British manufacturing to the ‘under-representation’ of engineers in management, and have proposed policies for bringing more engineers into management so as to develop a technologically oriented management culture. This paper argues that the under-representation of engineers in management is a symptom not the root cause of the problem, which lies in the split between technical and managerial expertise at the enterprise level. Based on a comparative analysis of engineers’ work roles and the relationship between technical and managerial functions in British and Japanese electronics firms, the paper argues that the mechanistically structured organization systems in the British firms generate a vertical polarization between technical and managerial roles, inhibit knowledge sharing and lead to the gross under-utilization of engineers in product development. A technologically oriented management cannot simply be achieved by getting more engineers into management. It requires, instead, organizational restructuring and changes in work practices to enable a better integration between technical and managerial expertise.     

ENVIRONMENTAL MANAGEMENT IN DANISH MANUFACTURING COMPANIES: ATTITUDES AND ACTIONS

The importance of environmental management has long been recognized and has, among other things, resulted in a number of national and international recommendations and guidelines for sustainable business practice. However, although several examples of the actual implementation of environmental management initiatives have been reported, there is little evidence available for an evaluation of the general situation. This is also true for Denmark. A survey was therefore carried out to obtain some knowledge of the extent and nature of environmental management practice in Danish manufacturing companies. Some of the general results indicate a situation where the major driving factor is legislation and where only a few companies have formulated a general environmental policy and written internal environmental guidelines. Many companies have established practical steps in improving their environmental situation, but mainly because of the cost-saving effects. Only a limited number of companies have introduced techniques which can help to monitor and control the environmental situation and development.     

THE TRANSFER OF JAPANESE MANAGEMENT STYLES IN TWO US TRANSPLANT INDUSTRIES: AUTOS AND ELECTRONICS

Japanese industry is characterized by a unique set of industrial relations and management styles. the ability to transfer these relations overseas has been the object of much scholarly and popular debate. This paper examines this transfer to the United States in the automobile and electronics industries.
It was found that Japanese automobile manufacturers had been able to transfer most of the central features of the system with some adaptation. the most successful firms were using teams, quality control activities, rotation and quite egalitarian management styles. On the other hand, most of the electronics transplants examined had not transferred Japanese style industrial relations. the electronics firms seemed to be content to accept many of the prevailing US practices.
It is concluded that the transfer of Japanese style relations is possible, but that this occurs only where Japanese managers make a considered and sustained effort to implant their system. In many electronics operations it appears as though Japanese managers never seriously attempted to implement the Japanese system. Thus, the record of transfer is mixed at the moment.     

THE ADOPTION OF JAPANESE MANAGEMENT TECHNIQUES IN BRAZILIAN INDUSTRY*

Changing competitive conditions in Brazilian industry are leading companies to seek Japanese management techniques as a means of rapidly raising productivity and quality. Macroeconomic instability, low levels of educational achievement and poor labour relations would seem to present barriers to the use of these techniques. Case studies of firms in the motor components industry show that firms in Brazil can make radical changes to their production systems, overcome educational deficiencies and also secure reverse past employment relations practices in order to obtain some degree of acceptance of change by labour. However, there are reasons for supposing that these successes may be difficult to sustain in a difficult and turbulent macroeconomic environment.     

COINTEGRATION AND CHANGES IN REGIME: THE JAPANESE CONSUMPTION FUNCTION

In this paper we examine a model of cointegration where long-run parameters are subject to switching between several different cointegrating regimes. These shifts are allowed to be governed by the outcome of an unobserved Markov chain with unknown transition probabilities. We illustrate this approach using Japanese data on consumption and disposable income, and find that the data favour a Markov-switching long-run relationship over a standard temporally stable formulation. © 1997 by John Wiley & Sons, Ltd.     

PROFESSIONALIZING MANAGEMENT AND MANAGING PROFESSIONALIZATION: BRITISH MANAGEMENT IN THE 1980s

The purpose of this article is to analyse the strategy of managerial professionalizatin through educational reform as it has been attempted in Britain during the course of the 1980s. This strategy-whatever its internal contradictions and inherent weaknesses- is located within the longer-term historical context in which British management has developed. In turn, this brief historical analysis is complemented by an assessment of the feasibility of the strategy of professionalization in relatin to some of the most recent work carried out on the sociology of the professions/expert knowledge. Finally, we discuss the broader implications of this analysis for current debates concerning the reality of managerial work and management culture, as well as the pedagogical principles and practices thought most appropriate to the latter-that is, how managers ought to be educated and developed.     

THE ORGANIZATION OF INNOVATION IN THE UNITED STATES AND JAPAN: NEOCLASSICAL AND RELATIONAL CONTRACTING*

This article discusses the role of intermediate governance structures between vertically related industries in the specific context of technological innovation. In the United States, relations between firms in vertically related industries correspond closely to the neoclassical contracting model, characterized by arms-length, spot contracting on the open market. In Japan, inter-firm relations are more likely to involve relational contracting, characterized by stable bonding mechanisms and a dense historical network of economic ties between the parties to the exchange. We focus upon the kinyu keiretsu type of relational contracting between firms of unequal size and power in vertically related industries, which is a special case of the more generally studied kigyo shudan, or inter-market financial group. For illustrative purposes, we compare the contractual arrangements used to manage the development of new technology by 46 US and 27 Japanese semiconductor equipment firms. We conclude by speculating that the organization of innovation in the Japanese semiconductor equipment industry has accelerated their development of new technology and led to their extraordinarily rapid worldwide market penetration.     

ENVIRONMENTAL MANAGEMENT IN THE MINERALS INDUSTRY: THEORY AND PRACTICE

The minerals industry has a high public profile and applications for new planning permissions often attract considerable controversy. Minerals operations generate a wide range of environmental impacts from the extraction, processing, storage and transportation of the mineral and mineral products. Minerals operators have long recognised the importance of environmental issues and the industry associations have published a number of environmental codes of practice which give general guidance for performance in this field. The recent development of the BSI and CEC standards for environmental management systems (EMS) has provided a mechanism for operators to achieve better control of environmental performance and to demonstrate this through certification. The paper reports on a study of 100 UK minerals companies, carried out by questionnaire, to investigate the rate of progress in this industry with development of EMS and preferences in relation to the two standards currently available. The findings of the survey indicate a relatively high level of activity in the EMS field, perhaps suggesting that many companies have been developing systems based on environmental policies and practices already adopted. Despite this, the survey identified a clear need for more detailed guidance on common standards of environmental performance. Few companies have undertaken any assessment of the cost benefits of the EMS work carried out and some possible interpretations of this are discussed.     

SIMPLY A QUESTION OF CULTURAL BARRIERS? THE SEARCH FOR NEW PERSPECTIVES IN THE TRANSFER OF JAPANESE MANAGEMENT PRACTICES

This paper discusses the transfer of management practices from parent companies in Japan into the operations of overseas subsidiaries of Japanese enterprises. the literature reviewed as well as the findings of case studies on human resource management practices in Japanese manufacturing firms in Australia suggest that key but rather high-cost practices associated with Japanese management including tenured employment, seniority-based remuneration and the provision of extensive welfare benefits are absent in overseas Japanese firms. On the other hand, relatively low-cost practices such as internal training, internal promotion and job rotation have been generally introduced into the firms researched. It appears, therefore, that the transfer of Japanese management practices is primarily affected by economic considerations rather than socio-cultural constraints as it has frequently been argued in the literature. Thus, the development of new theoretical frameworks explaining the transfer (or its absence) of Japanese management practices is essential. the paper takes a small step in this direction by suggesting that the overseas expansion of Japanese subcontracting networks including large-scale corporations as well as smaller size firms, produces conditions leading to the marginalization of segments of the local labour force and the emergence of the core-peripheral workforce dichotomy at the international level.     

DEFICIENCIES AND THE PERPETUATION OF POWER: LATENT FUNCTIONS IN MANAGEMENT APPRAISAL

Institutionalized procedures for management appraisal are considered to be necessary and appropriate devices which contribute to and are supported by rational-legal ideologies of organization. The operation of such appraisal systems, however, is frequently regarded as deficient. This article discusses three inter-related propositions. They are that: 1. the rational-legal procedures of appraisal systems contradict the social processes by means of which dominant organizational power groups emerge, cohere and are perpetuated; 2. management appraisal systems consequently come to operate in ways which manifestly are consistent with a rational-legal ideology, but which do not constrain the prerogatives of members of dominant power groups to define reality and manage affairs in their own interests; and that 3. this inconsistency fulfils a latent function of perpetuating deficiency in the operation of management appraisal systems.     

SURVIVING JIT: CONTROL AND RESISTANCE IN A JAPANESE TRANSPLANT

This research considers the process of management control and workers' actions in a Japanese-owned consumer electronics plant sited in England. the data are drawn from a period of participant observation which enabled the author to explore, in detail, the style and extent of management control and worker behaviour, and the nature of workplace relations at the plant. the author found that the incorporation of just-in-time JIT) and total quality management (TQM) into clearly defined management objectives had allowed a more complete combination of the control of labour with management's economic goals than that apparent under piece rate systems of control. Worker resistance and 'misbehaviour' persist, but in ways which are increasingly fragmentary and marginal.