EMPLOYMENT OF OLDER WORKERS IN POLAND: ISSUES AND POLICY IMPLICATIONS1

The aim of this paper is to discuss barriers to the employment of older workers in Poland, where, due to various structural weaknesses and institutional arrangements, this problem has taken on a particularly acute seriousness. After analysing the causes of inactivity amongst older workers, the paper concludes by making policy recommendations.     

ENTERPRISE WITHOUT UNIONS: THE MANAGEMENT OF EMPLOYEE RELATIONS IN NON-UNION FIRMS

Employee relations in non-union settings remain largely uninvestigated by industrial relations researchers. This article examines the management of employee relations in establishments in high technology industries in the Southeast of England - a sector and locality frequently identified with high levels of non-unionism. Moreover, high technology firms are frequently seen as exemplars of new human resource management techniques designed to substitute for unions. Our data from postal and interview surveys of 115 establishments suggests that HRM is only one, and by no means the dominant, approach to managing employee relations in high technology establishments.     

厉以宁评析企业文化建设的深层问题

一、关于公平公平,在经济学和管理学中都是一个难以解决的问题。经济学家对公平曾有三种解释: 第一种解释是:平均分配是公平。当然,一般条件下平均分配不是公平,但在特定条件下平均分配是公平的。举两个例子:一个城市严重干旱缺水,这时必须平均分配,不管这个人有钱没钱、有势没势,每人每天都是一桶水,这就是公平。另一个例子是发生了     

企业文化是企业的生命

毛泽东指出：“没有文化的军队是愚蠢的军队，而愚蠢的军队是不能战胜敌人的。”著名民营企业集团——四通公司总裁段永基套用毛泽东的这段话说：“没有文化的企业是庸俗的企业。”而笔者想说，没有文化的企业是没有生命的企业。回顾20年来民企大起大落的发展历程，许多经营成功的企业皆因文化失败而最终走向没落。     

ERRORS IN VARIABLES IN ECONOMETRICS: NEW DEVELOPMENTS AND RECURRENT THEMES*

The paper reviews some old and new approaches to the analysis of linear models with errors in variables. The emphasis is on the identification problems that usually arise in errors–in–variables models and on the various types of additional information that econometricians have invoked to be able to estimate parameters consistently. The approaches discussed include instrumental variables, grouping, simultaneous equations, multiple equations and bounds on measurement error variances.     

PHILANTHROPY AND ENTERPRISE IN THE BRITISH CREDIT UNION MOVEMENT

Through the 1990s hundreds of credit unions were established to serve indebted communities throughout Britain. These volunteer-run financial co-operatives did not meet growth expectations because of restrictive legislation, inadequate development models and well-intentioned but unproductive state intervention. British credit unions are more successful when they develop as market-oriented social enterprises able to build effective partnerships with banks, government and the private sector to serve low-income communities.     

INDUSTRIAL RELATIONS AND THE BRITISH ECONOMY IN THE 1990s: MRS THATCHER'S LEGACY

The authors challenge the view that the UK Conservative governments during the 1980s achieved important advances in industrial performance through the abandonment of corporatist policies that allowed management to regain the initiative and push through changes in work organization. The article takes issue with the idea that collective labour institutions necessarily impair economic efficiency, and it points up important connections between Thatcher's offensive against organized labour and the enduring weaknesses in human capital and technology. The article has three sections: the first examines labour markets and industrial relations; the second analyses government regulation; and the third assesses trends and prospects for the future, with emphasis on employment flexibility and labour productivity. The authors conclude with some comments on future prospects in the context of Britain's fuller integration in Europe.     

THE INTERSUBJECTIVITY OF ISSUES AND ISSUES OF INTERSUBJECTIVITY

This paper describes research concerned with assisting groups in organizations handle their complex, ill-structured policy issues in ways which we believe are significantly different from many typical policy analysis projects. It is our belief that many systems research, operational research and management science projects have concentrated on 'objective', usually quantitative data at the expense of losing their clients' interest and commitment. Our work is concerned with taking account of intersubjectivity in policy analysis and evaluation. It is orientated to the construction of models that will be owned by our clients because they recognize as legitimate, and explicitly take account of, the subjective and particular knowledge of individuals within organizations. They also explicitly take account of the interaction of shared and individual knowledge as a group comes to define an intersubjective group issue.     

ECONOMIC ANALYSIS OF KNOWLEDGE: THE HISTORY OF THOUGHT AND THE CENTRAL THEMES

Following the development of knowledge economies, there has been a rapid expansion of economic analysis of knowledge, both in the context of technological knowledge in particular and decision theory in general. This paper surveys this literature by identifying the main themes and contributions, and outlines the future prospects of the discipline. The wide scope of knowledge‐related questions in terms of applicability and alternative approaches has led to the fragmentation of research. Nonetheless, one can identify an enduring quest for analyzing various aspects of the generation, dissemination and use of knowledge in the economy.     

EMPLOYMENT PROTECTION LEGISLATION AND THE GROWTH OF THE SERVICE SECTOR IN THE EUROPEAN UNION

In modern developed economies it is the service sector that generates jobs. In Anglo-Saxon economies, where employment protection legislation is low and unions comparatively weak, services account for three-quarters of income and four-fifths of jobs. Yet in France, Germany and Italy, where the reverse is true, the service sector accounts for much less of the economy in terms of income and jobs. This article shows that employment protection legislation – defended by trade unions still dominating manufacturing in continental Europe – results in higher unemployment rates and also negatively affects the growth of services.     

MANAGERIAL ISSUES IN CLOSING THE LOOP

The consequences for corporations striving to meet the new requirements of ‘closing the loop’ are investigated. An integrated managerial framework is developed to manage products over their complete life cycle. Effectively managing systems for ‘closing the loop’ requires a careful examination of the complex web of markets, government regulations, consumer behavior, supplier relationships and their impact on the value chain of an individual corporation. The underlying assumption is that developing a systematic framework of managerial issues for managing products over their complete life cycle is necessary to cope with the increased complexity caused by the tools related to ‘closing the loop’. Although managerial issues are the focus in this paper, this does not imply that changing consumer behavior or a more incentive and innovation oriented regulatory approach are not of importance. Without such an approach only a few pioneers will follow a closed loop system.     

THE INDIVIDUAL AND ORGANIZATIONAL CULTURE: STRATEGIES FOR ACTION IN HIGHLY-ORDERED CONTEXTS*

Writers in the management literature use one of three general concepts of culture: homogeneous organizational culture, heterogeneous subgroup cultures, and ambiguous cultures. In spite of their differences, each of these conceptualizations focuses attention primarily on the context in which the individual member of an organization acts, and suggests that the latitude for individual action increases as the orderliness of that context decreases. In doing so, the culture literature has underestimated the role of individual actors as active agents in their contexts, regardless of the degree of orderliness prevailing in them. By incorporating a more dynamic perspective of action into the cultural analysis of organizations, this article develops a framework which focuses attention on how individuals not only adhere to, but also depart from even highly-ordered organizational and subgroup cultures. This framework is then used to investigate managerial interactions during a planning meeting in HAPCO (a pseudonym), a Fortune 500 company. Two general conclusions emerge from these analyses. First, the normative force of HAPCO culture suppresses conflict, as well as the discussion of alternative ideas during decision-making meetings. Thus, this particular organizational culture severely limits the range of individual action. Second, even in large, highly-ordered organizations such as HAPCO, culture never completely dominates action because individuals comment critically on their situation. Consequently, individuals possess the capacity not only to adapt to, but also to challenge and depart from cultural rules. Four general types of strategies for individual action are empirically observed and conceptually distinguished.     

STRATEGY, STRUCTURE AND CULTURE: CADBURY, DIVISIONALIZATION AND MERGER IN THE 1960S*

This case study re-examines the history of Cadbury, the British-based chocolate confectionery manufacturer, to give an insight into the relationship between strategies of diversification, adoption of a multidivisional structure, and culture in relation to labour management. During the 1960s Cadbury undertook diversification, divisionalization and merger, all of which were affected by, and had an effect upon the Cadbury culture developed at the Bournville factory in Birmingham, England. Contemporaneous documentary evidence, especially the Cadbury board minutes, are used to question the prevalent view, mostly based on retrospective interviews with managers, that cultural change was the outcome of intended management strategies. Instead it is argued that the dilution of the Cadbury culture was the unintended consequence of diversification and divisionalization rather than a conscious abandonment on the part of a new generation of Cadbury directors or the influence of Schweppes after the merger with Cadbury.