9. Human Rights: Historical Learning in the Shadow of Violence

This paper emphasizes the historical dimension of human rights understood as a social ethic. Rather than timeless principles, human rights and the universality proper to them emerge in a process of suffering, conflict, political assertion, and institutional change. We can understand them as historical yet also universal by seeing that human rights arise in processes of social learning that take place in an increasingly globalized world. Such learning often has advanced in the face of dramatic violence, for example, the bombing of Hiroshima. But the demands on a global social ethic today are not only a matter of responding to threats and acts of dramatic violence in isolation. Attention to the example of Hiroshima suggests that the problem of violence is bound up with other questions about the regulation of emerging technical powers in a context of inequality and social conflict. To what extent can an ethic centered on human rights provide an ethics that can inform effective responses to these problems? To consider the promise of human rights, we look more closely at the kind of social learning they involve and explore in particular the role of social movements in forging new identities and reciprocities along with normative claims proper to a global public sphere (the anti‐apartheid movement provides an example). We go on to see that these political experiences can inform interpretations of historical experience that can inform a widened sense of historical possibilities, both those missed in the past and those that confront us today. While this argument may thicken our sense of the promise of a human rights ethic, it remains speculative, not least because of the limited effectiveness of these norms in practice today. We close with the suggestion that nonetheless a coherent ethical response is possible, one that in the wealthy parts of the globe might take the form of an ethic of democratic responsibility. This would both represent a distinctive kind of learning and perhaps contribute to a wider advance of human rights.     

The emergence of the pluralism construct and the inpatriation process

The concept of centric (i.e. ethnocentric, polycentric, regiocentric and geocentric) orientations, applied to strategic international human resource management (SIHRM), has been argued to reflect the corporate top management dominant logic of managing and staffing multinational subsidiaries in hierarchical multinational corporations (MNCs). In this paper, we introduce a new, complementary concept of pluralistic strategic global human resource management (SGHRM) orientation for network-oriented global organizations. Moreover, we develop an integrative framework for SIHRM/SGHRM orientations, which accommodates both centric and pluralistic perspectives. The dimensions used in the framework development include: 1) nature of the headquarters-subsidiary exchange (transactional/relational); and 2) the differentiation of dominant relational norms governing co-operation in the multinational network (obligatory/consensual). By focusing on the interaction between formal and informal contractual and normative dimensions, we derive four distinct SIHRM/SGHRM orientations (exportive, adaptive, integrative and pluralistic). This conceptual framework offers insights into how the innovative global staffing practice of inpatriation may foster the emergence of the unique outcomes of social capital, trust, commitment and legitimacy in global networks.     

4 Human Rights, Global Justice, and Disaggregated States: John Rawls, Onora O'Neill, and Anne-Marie Slaughter

A bstract .   Human rights are urgently important rights that all individual persons may validly claim and that all governments are obligated to respect. According to some philosophers, no government can plausibly claim legitimate authority unless its legal and political system ascribes such rights, and no society can plausibly claim to be just unless it has a legitimate government. John Rawls presents his own version of this conception in the context of his account of the moral basis of a just global system of public law, which he calls the Law of Peoples. According to some of his critics, including Onora O'Neill, not only is the Law of Peoples statist, but also it relies on a false view of the state. O'Neill has developed a new conception of an ideally just global order in which states have fewer, and corporations more, powers and obligations to secure human rights, in contrast to Rawls's conception. Her conception is consistent with Anne-Marie Slaughter's account of the transformation of state sovereignty due to globalization. However, contrary to initial appearances, it is not the case that O'Neill's and Slaughter's views taken together require significant modification of Rawls's conception of human rights. There is no fundamental conflict between Rawls's conception of human rights and Slaughter's account of state transformation. And O'Neill's criticisms of Rawls's view are unwarranted.     

Strategic management perspectives on supply chain

In the second decade of the twenty-first century, supply chain management (SCM) practices have gained an increasingly strategic character. The focus has shifted from an operational perspective to a strategic one, and SCM is repeatedly cited in the literature as a strategic management tool with a profound effect on the survival of the organizations. SCM domain is well-supported to be closely linked with a number of strategic management views and theories. This study investigates the main strategic management views and theories relevant to SCM and their interactions. It reveals how they complementarily explain supply chain management characteristics of being customer-driven, process-oriented, global, strategically coupled, complex, dynamic, adaptive, multi-agent, IT-intensive, value creating, collaborative and networked. Based on a comprehensive literature taxonomy, a mapping of the main supply chain characteristics to these management views and theories is provided. A conceptual clustering of different management perspectives is developed, and their interactions are analyzed.

     

WHY EUROPE? A CRITIQUE OF INSTITUTIONALIST AND CULTURALIST ECONOMICS

Abstract Economists have recently started to discuss the roles of institutions and cultural beliefs in explaining the performance of civilizations. This paper investigates two views, ‘institutionalist economics’ and ‘culturalist economics’, with regard to the question of why Europe rose economically a few centuries ago, while other regions of the world lagged behind. These two views share a common platform raised on two pillars. First, both regard institutions/beliefs as extra‐economic – as primordial entities that ultimately stand independent of economic performance. Second, both regard economic performance as fully determined by institutions/beliefs – i.e. normative causality in the sense that institutions/beliefs determine performance. Douglass North's (2005) analysis of economic performance, for example, is based on both pillars. Concerning the primordial pillar, he attributes ‘the mystery’ of the rise of Europe to primordial beliefs, viz. ‘Christian dogma’ and English ‘individualism’. Concerning the normative pillar, he presumes that such beliefs have almost one‐to‐one correspondence with economic performance. This paper, though, maintains that the two pillars (primordial analysis and normative causality) are rather fragile: Advocates of the first pillar fail to recognize that institutions/beliefs are endogenous. Advocates of the second pillar fail to recognize that institutions/beliefs can give rise to diverse economic performances.     

Creditor protection,shareholder protection and investment efficiency: New evidence

Prior studies show significant effects of creditor rights and shareholder rights on corporate investment efficiency; however, they have not addressed how shareholder (creditor) rights influence the relationship between creditor (shareholder) rights and firm investment efficiency. With a research sample of 235,969 firm-years from 31,152 firms across 42 countries during the period 2002–2016, we find that the negative (positive) effect of creditor (shareholder) rights on corporate investment efficiency is stronger (weaker) in countries of strong shareholder (creditor) protection. In addition, our research findings show that both creditor rights and shareholder rights are less effective in investment efficiency during the global financial crisis. Firms in countries of strong shareholder (creditor) protection experience smaller (larger) decreases in the effectiveness of creditor (shareholder) rights.     

Attitudes toward employee and employer rights in the workplace

A large sample (N=692) of undergraduate business majors were surveyed in order to assess their attitudes toward 54 different employer activities that might impact on employee rights in the workplace. Demographic and lifestyle measures as well as one personality variable, authoritarianism, were also included in the survey. A factor analysis on attitudes toward employer activities revealed three distinct factors, which we labeled private, polydrug (i.e., polygraphs and drug tests), and normative activities. Mean levels of agreement with employer actions were highest for normative and lowest for private activities, with polydrug activities falling in between. All mean differences were highly significant. Authoritarianism proved to be the strongest predictor of attitudes toward both private and polydrug activities.     

Privacy and Personnel Selection: Reciprocal Rights and Responsibilities

Previous models of invasion of privacy in selection have stressed applicant rights to the exclusion of applicant responsibilities, and have slighted organizational incumbents' needs to acquire accurate knowledge about prospective co-workers. To correct this imbalance, a reciprocal model, enumerating and justifying possible rights and responsibilities of applicants, organizational management, and organizational incumbents, is postulated. This normative model is contrasted with the current mistrust that characterizes many selection interactions. Propositions suggesting ways of gaining the information that organizations require, while still respecting the privacy needs of applicants, are advanced. Tentative suggestions for how human resource professionals could initiate these positive changes are suggested as well.     

PLANNERS' PERCEPTIONS OF THE STRATEGIC MANAGEMENT PROCESS[1]

This paper discusses the foundations of the normative model of strategic management and reports the results of empirical research that examined the validity of the model from the perspective of practising planners. It was concluded, on the basis of the responses, that the normative model of strategic management is an accurate representation of what planners believe to be the steps in the process at both the corporate and business-levels. While the steps were all included, there was significant variation among the relative importance of the various steps.     

Career success across 11 countries: implications for international human resource management

This qualitative study examines perceived meanings of career success across 11 countries. The results show that people define career success in ways that enrich and illuminate the basic dichotomy of objective and subjective career success and establish their relative strengths across countries. Juxtaposing our data with human resource management (HRM) practices, we contribute to the universalist versus contextualist debate in HRM by adding the career management angle. We shed light on the relative importance of cultural and institutional factors for HRM in the area of careers and add a global perspective to the discussion about agentic careers. In our discussion we offer practical suggestions for multinational companies including how to individualize HRM to address diverse views of career success.     

Universal Basic Income and Work in Catholic Social Thought

Catholic social thought (CST) has obvious resonance with universal basic income proposals, due to the tradition’s insistence on basic needs as human rights, comfort with government redistribution, and preference for programs that promote the agency of individuals and local communities, among other similarities. However, some CST scholars believe basic income challenges dearly held values of the tradition. This essay examines both views, concluding that basic income can comport with CST’s view of work, correctly understood.     

An innovative global management staffing system: A competency‐based perspective

Significant demands are imposed on corporate management of multinational corporations (MNCs) to develop a strategic orientation of their global human resource management systems (SGHRM). This strategic orientation, which should balance the need for both global stability and local flexibility, necessitates a more pronounced multicultural management membership. The competency‐ based SGHRM system proposed in this paper combines an innovative global management staffing practice of inpatriating foreign managers with the extant practice of expatriating domestic managers. The competency‐based criteria are used to identify global manager candidate pools capable of executing an integrated global management system © 2000 John Wiley & Sons, Inc.     

Post‐socialist trade unions: China and Russia

This paper identifies the constraints and opportunities facing trade unions in post‐socialist societies through a comparison of the Russian and Chinese cases. The paper charts the changing role of trade unions in the integration of state‐socialist economies into global capitalism and argues that this presents the trade unions with a dilemma: whether to reconstitute their traditional role through collaboration with management and the state apparatus, or whether to develop their ability to defend the rights and interests of workers. While the former offers the line of least resistance, there are progressive elements pushing for change in both trade union movements.     

Managerial perspectives on drivers for and barriers to sustainable supply chain management implementation: Evidence from New Zealand

The purpose of this paper is to examine the factors that drive or prevent companies' implementation of sustainable supply chain management (SSCM) practices. To this end, we interviewed 29 senior managers from 23 New Zealand‐based companies. The key reported drivers were customer expectation, top management commitment, moral and ethical values of managers, reputation management, and economic and operational benefits. Conversely, cost concerns, strategic and structural restraints, supplier and customer issues, and a lack of effective regulations were cited as critical obstacles to SSCM implementation. Thus, the evidence from our findings provides support for both instrumental and normative logics for SSCM implementation. The findings further indicate that, in general, instrumental and normative logics are congruent; however, varied tensions arise when managers seek to simultaneously address competing yet desirable SSCM aspects. Accordingly, we argue that it is imperative to understand, work through, and manage such tensions as balancing divergent sustainability aspects holds considerable potential for successful SSCM implementation.     

The impact of external constraints on labour rights: the case of the Philippines

Today, conventional wisdom suggests that integration into the global economy provides the best opportunity for economic growth and that such growth will, inevitably, benefit all sectors in society. However, if one looks beyond the economic indicators, the project of integrating into the global economy, particularly through export-oriented industrialization, carries high social costs in terms of violations of labour rights. This article argues that external constraints in the global economy prevent national governments from pursuing both integration through export-oriented industrialization and satisfactorily protecting workers. By focusing on the case of the Philippines, this study demonstrates how external constraints lead to specific violations of labour rights. The evidence suggests that practices such as labour-only contracting and 'no union, no strike' policies are best explained in terms of external constraints emanating from the global economy.     

Antecedents of work–life involvement in work–life issues: institutional pressures,efficiency gains or both?

This paper contributes to the literature by integrating relevant insights from institutional theory and expected efficiency gains to explain organisational responsiveness to work–life issues. In times of global crisis it seems relevant to explore both the question of whether institutional pressures influence organisational behaviour and the positive and negative consequences implementing work–life practices. We tested the model using survey data from 146 private Spanish firms in two different industries. Hierarchical regression analyses tested the relationship between institutional pressures and organisational responsiveness and the potential moderator effect of the expected efficiency gains. The results reveal that mimetic and particular normative pressures significantly influence work–life practices, while coercive and global normative pressures appear not to do so. The perception of certain negative consequences related to the implementation of work–life practices inhibits this responsiveness. The positive outcomes are only relevant for the moderating effect they have on the relationship between institutional pressures and work–life responsiveness.     

The role of property rights in the positive theory of monopoly

The traditional approach to monopoly posits a dead-weight loss, a classic inefficiency, wherever market power is discovered. Critics such as Joseph Schumpeter argue that such dead-weight losses are inconsequential in a dynamic setting, where long-run trade-offs are said to dominate them with postive sum gains, which are also claimed to flow from market power. Yet further examination reveals that even the static monopoly argument showing Pareto inefficiency is not due to a positive analysis but is an outcome determined by the normative interpretation of the monopolist's property rights. The costs which a firm possessing market power has in expanding its output are not considered as legitimate for inclusion in our analysis. (In other markets, traders are sometimes allowed to collect such rents without being labeled as inefficient—for instance, in the labor market.) The interesting questions become: Why have economists adopted this particular normative view of property rights? Is public policy thereby well served?     

The Economics of Property Rights and Human Rights

A bstract . Human rights and property rights are rights of the person , with the former being numbered among the latter. The property rights school of economics analyzes the impact of maximizing behavior within alternative sets of institutional structures defined in terms of the definition and distribution of property rights. Property rights are tools or parameters, not goals of economic policy in themselves. It is useful to view human rights in the same way. The 'optimal' structure of human rights in an exchange economy , like property rights, depends on the nature of market imperfections such as transactions costs . The views of Rawls, Arrow and Sen can be interpreted in the light of this analysis. It makes a tentative case for some communal human rights (aimed at moderating the effects of an unequal ditribution of resources ) within a system of private human rights vested in individuals rather than the State. This conclusion depends, however, on the distribution of transactions costs in human rights and the chosen role of human rights as tools of public policy.     

基于生态学的高层管理团队效能研究

本文研究的目的是试图从一个新的视角来研究高层管理团队（top management group:TMG)，并且构建出了一个高层管理团队的生态学模型。先前的关于高层管理团队的研究主要使用的是传统的团队效能研究框架，这个框架是基于Hackman的标准化模型（输入-过程-输出）。本文构建的生态学模型主要包括三个方面：高层管理团队的内部环境，外部环境以及边界管理。