Social indicators and social accounts

This paper defines “social indicators” as statistics which have two denning characteristics. They are, first, measures of direct normative interest; that is, what the economist would call measures of “welfare” and “illfare”. Most existing government statistics are not of this type, because a large proportion of existing statistics are measures of government or other institutional activity, produced as a by-product of accounting or administrative routine. The second defining characteristic of a social indicator is that it should fit into a systematic scheme of classification or aggregation which would make possible a balanced assessment of socio-economic progress or retrogression in some broad area, as well as disaggregated and detailed study of particular problems.

The work in government on social indicators was designed in part to meet the needs of Toward a Social Report, a preliminary study of the condition of American society issued by the U.S. Department of Health, Education, and Welfare (Superintendent of Documents, Wash. D.C. 20402; 1969). Social indicators can also fit, with other statistics, into a set of “policy accounts” or scheme of social accounting, which would relate social expenditures to the social indicator they were designed to affect. This would encourage broadened cost-benefit analysis and rational public decision-making.     

Increasing human and social capital by applying job embeddedness theory

Most modern lives are complicated. When employees feel that their organization values the complexity of their entire lives and tries to do something about making it a little easier for them to balance all the conflicting demands, the employees tend to be more productive and stay with those organizations longer. Job embeddedness captures some of this complexity by measuring both the on-the-job and off-the-job components that most contribute to a person's staying. Research evidence as well as ample anecdotal evidence (discussed here and other places) supports the value of using the job embeddedness framework for developing a world-class retention strategy based on corporate strengths and employee preferences.To execute effectively their corporate strategy, different organizations require different knowledge, skills and abilities from their people. And because of occupational, geographic, demographic or other differences, these people will have needs that are different from other organizations. For that reason, the retention program of the week from international consultants won’t always work. Instead, organizations need to carefully assess the needs/desires of their unique employee base. Then, these organizations need to determine which of these needs/desires they can address in a cost effective fashion (confer more benefits than the cost of the program). Many times this requires an investment that will pay off over a longer term – not just a quarter or even year. Put differently, executives will need to carefully understand the fully loaded costs of turnover (loss of tacit knowledge, reduced customer service, slowed production, lost contracts, lack of internal candidates to lead the organization in the future, etc., in addition to the obvious costs like recruiting, selecting and training new people). Then, these executives need to recognize the expected benefits of various retention practices. Only then can leaders make informed decisions about strategic investments in human and social capital.

Selected bibliography

A number of articles have influenced our thinking about the importance of connecting employee retention strategies to business strategies:

• R. W. Beatty, M. A. Huselid, and C. E. Schneier. “New HR Metrics: Scoring on the Business Scorecard,” Organizational Dynamics, 2003, 32 (2), 107–121.

• Bradach. “Organizational Alignment: The 7-S Model,” Harvard Business Review, 1998.

• J. Pfeffer. “Producing Sustainable Competitive Advantage Through the Effective Management of People,” Academy of Management Executive, 1995 (9), 1–13.

• C. J. Collins, and K. D. Clark. “Strategic Human Resources Practices and Top Management Team Social Networks: An Examination of the Role of HR Practices in Creating Organizational Competitive Advantage,” Academy of Management Journal, 2003, 46, 740–752.

The theoretical development and empirical support for the Unfolding Model of turnover are captured in the following articles:

• T. Lee, and T. Mitchell. “An Alternative Approach: The Unfolding Model of Voluntary Employee Turnover,” Academy of Management Review, 1994, 19, 57–89.

• B. Holtom, T. Mitchell, T. Lee, and E.Inderrieden. “Shocks as Causes of Turnover: What They Are and How Organizations Can Manage Them,” Human Resource Management, 2005, 44(3), 337–352.

The development of job embeddedness theory is captured in the following articles:

• T. Mitchell, B. Holtom, T. Lee, C. Sablynski, and M. Erez. “Why People Stay: Using Job Embeddedness to Predict Voluntary Turnover,” Academy of Management Journal, 2001, 44, 1102–1121.

• T. Mitchell, B. Holtom, and T. Lee. “How To Keep Your Best employees: The Development Of An Effective Retention Policy,” Academy of Management Executive, 2001, 15(4), 96–108.

• B. Holtom, and E. Inderrieden. “Integrating the Unfolding Model and Job Embeddedness To Better Understand Voluntary Turnover,” Journal of Managerial Issues, in press.

• D.G. Allen. “Do Organizational Socialization Tactics Influence Newcomer Embeddedness and Turnover?” Journal of Management, 2006, 32, 237–257.

Executive SummaryEmployee turnover is costly to organizations. Some of the costs are obvious (e.g., recruiting, selecting, and training expenses) and others are not so obvious (e.g., diminished customer service ability, lack of continuity on key projects, and loss of future leadership talent). Understanding the value inherent in attracting and keeping excellent employees is the first step toward investing systematically to build the human and social capital in an organization. The second step is to identify retention practices that align with the organization's strategy and culture. Through extensive research, we have developed a framework for creating this alignment. We call this theory job embeddedness. Across multiple industries, we have found that job embeddedness is a stronger predictor of important organizational outcomes, such as employee attendance, retention and performance than the best, well-known and accepted psychological explanations (e.g., job satisfaction and organizational commitment). The third step is to implement the ideas. Throughout this article we discuss examples from the Fortune 100 Best Companies to Work For and many others to demonstrate how job embeddedness theory can be used to build human and social capital by increasing employee retention.     

E-Leadership and Virtual Teams

In this paper we have identified some key challenges for E-leaders of virtual teams. Among the most salient of these are the following:

• The difficulty of keeping tight and loose controls on intermediate progress toward goals

• Promoting close cooperation among teams and team members in order to integrate deliverables

• Encouraging and recognizing emergent leaders in virtual teams

• Establishing explicit processes for archiving important written documentation

• Establishing and maintaining norms and procedures early in a team’s formation and development

• Establishing proper boundaries between home and work

Virtual team environments magnify the differences between good and bad projects, organizations, teams, and leaders. The nature of such projects is that there is little tolerance for ineffective leadership. There are some specific issues and techniques for mitigating the negative effects of more dispersed employees, but these are merely extensions of good leadership—they cannot make up for the lack of it.

SELECTED BIBLIOGRAPHY

An excellent reference for research on teams is M. E. Shaw, R. M. McIntyre, and E. Salas, “Measuring and Managing for Team Performance: Emerging Principles from Complex Environments,” in R. A. Guzzo and E. Salas, eds., Team Effectiveness and Decision Making in Organizations (San Francisco: Jossey-Bass, 1995). For a fuller discussion of teleworking and performance-management issues in virtual teams, see W. F. Cascio, “Managing a Virtual Workplace,” Academy of Management Executive, 2000, 14(3), 81–90, and also C. Joinson, “Managing Virtual Teams,” HRMagazine, June 2002, 69–73. Several sources discuss the issue of trust in virtual teams: D. Coutu, “Trust in Virtual Teams,” Harvard Business Review, May–June 1998, 20–21; S. L. Jarvenpaa, K. Knoll, and D. E. Leidner, “Is Anybody Out There? Antecedents of Trust in Global Virtual Teams,” Journal of Management Information Systems, 1998, 14(4), 29–64. See also Knoll and Jarvenpaa, “Working Together in Global Virtual Teams,” in M. Igbaria and M. Tan, eds., The Virtual Workplace (Hershey, PA: Idea Group Publishing, 1998).Estimates of the number of teleworkers vary. For examples, see Gartner Group, Report R-06-6639, November 18, 1998, and also Telework America survey, news release, October 23, 2001. We learned about CPP’s approach to managing virtual work arrangements through David Krantz, personal communication, August 20, 2002, Palo Alto, CA.There are several excellent references on emergent leaders. For example, see G. Lumsden and D. Lumsden, Communicating in Groups and Teams: Sharing Leadership (Belmont, CA: Wadsworth, 1993); Lumsden and Lumsden, Groups: Theory and Experience, 4th ed. (Boston: Houghton, 1993); R. W. Napier and M. K. Gershenfeld, Groups: Theory and Experience, 4th ed. (Boston: Houghton, 1989); and M. E. Shaw, Group Dynamics: The Psychology of Small Group Behavior, 3rd ed. (New York: McGraw-Hill, 1981).An excellent source for e-mail style is D. Angell and B. Heslop, The Elements of E-mail Style: Communicate Effectively via Electronic Mail (Reading, MA: Addison-Wesley Publishing Company, 1994). To read more on the growing demand for flexible work arrangements, see “The New World of Work: Flexibility is the Watchword,” Business Week, 10 January 2000, 36.For more on individualism and collectivism, see H. C. Triandis, “Cross-cultural Industrial and Organizational Psychology,” in H. C. Triandis, M. D. Dunnette, and L. M. Hough, eds., Handbook of Industrial and Organizational Psychology, 2nd ed., vol. 4 (Palo Alto, CA: Consulting Psychologists Press, 1994, 103–172).Executive SummaryAs the wired world brings us all closer together, at the same time as we are separated by time and distance, leadership in virtual teams becomes ever more important. Information technology makes it possible to build far-flung networks of organizational contributors, although unique leadership challenges accompany their formation and operation. This paper describes the growth of virtual teams, the various forms they assume, the kinds of information and support they need to function effectively, and the leadership challenges inherent in each form. We then provide workable, practical solutions to each of the leadership challenges identified.     

Case study of the use of the transportation algorithm for school districting under federal integration guidelines

One part of the problem of school districting is the assignment of children to schools in such a manner as to minimize the overall cost of the system. This is a simple transportation problem and transportation procedures have been used in the past so as to minimize such things as total student-miles traveled (both straight line and actual travel distance), cost of transportation and many other measures of “Cost”.

Even with the introduction of minimum and/or maximum Federal integration limits, the problem can be stated as a transportation problem with suitable alterations. This paper presents a case study of the application of the transportation procedure to school districting under integration guidelines along with some observations on the results.     

Mathematical analysis applied to school attendance areas

The objective of this paper is to develop a generalized mathematical model of pupil assignment within school districts. This model can then be used to examine various policies of student integration. Proposed bussing schemes, school location policies, educational parks, attendance boundaries, etc., can be tested for cost, travel time or other measures of efficiency. Extension to other areas of educational planning is feasible.

Mathematical programming techniques are used to assign resources (say school children) to facilities (say schools) subject to restrictions on facilities (say capacity limits) and resources (say a maximum travel time or a desirable range of school “mixtures”) so that a measure of performance, the “objective function” (say total cost or total time of travel) is optimized. The model is intended to allow examination of a wide range of objective functions and system constraints.     

The risk impacts of global natural and technological disasters

This research develops an expected risk model and estimates risk impacts of single or multiple disasters in terms of human fatality, injury, affected, and economic damage for nearly 200 nations. Both natural hazards, including geophysical, meteorological, hydrological, and technological disasters, such as industrial, transport, and structural, are considered. Relevant measures of expected risk, such as standard deviation, coefficient of variance, range, and rank are also calculated to assess a country's overall risk. Social-economic-physical factors from the World Development Index developed by the United Nations (UN) are then regressed with occurrences and risks of natural and tech disasters to seek plausible associations. The results show that (1) the model performs reasonably well in fitting observed and modeled risks and risk impacts, relatively better for natural disaster and affected people and economic damage; (2) while natural disasters are far more risky than tech ones in total risk impacts; specific risks for subgroups of natural or tech disasters vary widely in magnitude and by country; (3) high natural and/or tech risks concentrate in a small number of countries, such as China, India, Bangladesh in Asia; U.S., Mexico, Canada in North America; Turkey, Russia, France, Germany in Europe, and Algeria, Egypt, and Ethiopia in Africa, which are relatively large in population, fast in development, or advanced in industrialization; yet (4) high risk deviations per unit risk impacts reveal that many small, developing, and tech backward countries need to prepare even more for both natural and tech disasters. Finally, (5) while many country-level development factors, together with disaster occurrence, are statistically significant, only some can provide weak predictability of disaster risk impacts under robust regression. The research findings provide useful risk references to countries for resilient national policies for disaster preparation, mitigation, and recovery.     

On the socially optimal size of a life-saving facility

The paper examines the simultaneous problem of finding an optimal size of an intensive care unit and an optimal amount of social investment in preventive medicine. The “demand” for ICU services is assumed stochastic. The approach used is to minimize social costs involved in operating the facility and social loss stemming from deaths of untreated patients.

After deriving the optimality conditions the results are applied to recent British data     

Redistricting reformulated: A maximum interaction/minimum separation objective

Alternative objective functions to the population centroid type commonly employed in computerized political districting algorithms are suggested and discussed. Districtings based on maximum overlap of individuals' “action spaces” or on minimum aggregate length of interpersonal separations better represent the spatio-political notion of “compactness” than do those based on centroid measures. The traditional analogy between the warehouse location problem and the optimal districting problem may thus be an inappropriate one. The proposed reformulated optimal districting problem with a spatial interaction or interpersonal separation objective may be formally stated as a quadratic integer program. The solution to the program is seen, however, to be only one of several possible “optimal” political partitionings. Regardless of the specific compactness measure chosen, separate “mean” and “modal” districtings may exist.     

The generation of doctorates and their feedback into higher education

The dynamic effects of alternative manpower policies and programs can be “pretested” in a computer based simulation. It is generally recognized that the production of Doctorates depends to a large degree on the Doctorate-holding faculty. Because the doctorate holders are in great demand by the other sectors of the economy, a circular or a “feedback” situation exists. The problem is further complicated by the availability of developed student talent and by various socioeconomic conditions existing at different periods of time within two or three decades prior to the time a study is made.

This paper attempts to develop a conceptual and a mathematical model to study the production of Doctorates, Masters' and Baccalaureate degrees and their feedback into higher education. The model consisting of over 200 non-linear difference equations is programmed for computer simulation and validation against historical data. Currently simulation is used to describe what has happened in the past. Once this phase is accomplished, the model can be used to prescribe what will happen in the future with a fair level of confidence.     

A budget model of a university

Yale University operates a number of budget systems for purposes of planning and control. These include a capital budget, a cash budget, an operating budget, and an operating growth budget. The operating growth budget might be the one of most potential interest to people concerned with Operations Analysis in Education.

The operating growth budget is a model of what the University fiscal flows and structure might look like under varying conditions over an extended period, e.g., 20 years. It is composed of a set of ideas, a set of equations, and a computer program.

It is important to us to point out that this work is in a development stage. We have run many simulations, adjusted the program, refined the parameter estimates, and modified the questions we have been asking. Part of our efforts have followed a concern that we have captured the appropriate structure, part that we are investigating our own spectrum of decisions, and part that we can reflect the varying “external” conditions outside of the University's immediate influence and control.

Our work with the operating growth budget has already started to influence some of the decisions of the University including the yearly operating budget, the capital funds programs, and the endowment investment portfolio.     

Professional education in urban planning: A framework for growth

Expanded interest in socio-economic problems have created new opportunities for the urban planning profession. Because of their emphasis on physical and land-use aspects of the city, traditional educational programs in urban planning have been unable to deal adequately with these new opportunities. Changes in program orientation and emphasis to meet these new challenges have started to take place in some urban planning departments. It remains to be seen how effective some of these changes will be over the long run.

This paper considers some current aspects of urban planning education. The role of professional education in our society is examined along with the role of science in planning. Based on this analysis, a framework is proposed for the future growth of professional education in urban planning. Because of its strong orientation towards a “science of planning”, this proposal appears to be somewhat different than other changes currently being considered in some urban planning programs.     

价值学在可持续发展评价中的应用

随着社会的工业化进程,人们对自然资源的开发利用的破坏性日益加剧,这对人类的生存发展造成了极大的威胁。因而可持续的发展战略成为现代社会发展的主流。本文正是顺应这一主流,将价值学理论应用到可持续发展的评价,这一领域的定量分析做出一定的探索性研究,为区域可持续发展的监测预警提供依据。     

Demand for education, and its estimation

Since education produces major externalities and has important merit want characteristics, the estimation of a demand schedule is extremely difficult. Demand estimation for higher education is made somewhat easier because of the great importance of the associated costs and the relevant private substitutes, i.e. private colleges and universities. Therefore higher education is a good candidate for the application of the individual (economic) preference approach, which is based on the assumption that individuals are aware of their need for education about as they are aware of their needs for products provided by the open market.

The estimation of demand for primary and secondary education can rely only to a minor extent on the individual (economic) preference approach. The voter's behavior approach analysis is likely to be more directly applicable. Study of the behavior of voters and the behavior of legislators and members of school boards can shed light on the demand for education. Analytic insight can be gained also by the “voting with one's feet”, and the “calculus of consent” methods.

Finally, benefit-cost analysis can be applied in situations where education gives an extremely weak demand signal. In education we often are less interested in overall benefit-cost estimates than in the benefit-cost positions in which different important interest groups find themselves with regard to education. Such analysis requires the identification of significant interest groups, bargaining strategies, and bargaining patterns, as well as of ways in which education decision makers respond to group pressures.     

The air diffusion model as an urban planning tool

The air above a city is scarce and thus should be considered an urban resource. As a resource, air affects the urban population in several ways. First, the quality of this resource is important, it provides amenities to the urban dweller and enters into his site selection process. Second, because this mass is constantly in motion, it provides a diffusion mechanism through which externalities, or economic “bads”, are exchanged throughout the city.

In this article, we will develop a statistical air diffusion model that explicitly defines this exchange process. The model is then employed to examine two opposing theories of zoning justification—the property value theory and the planning theory. In examining the latter, the importance of air quality and its movement to the design and implementation of the comprehensive urban plan is emphasized.

“This urban system is no longer composed of separate, autonomous places with country in between but is a complete eco-system. A new urban ecology is in the making. Man is no longer able to step temporarily out of the framework of his own structuring or to move on elsewhere to escape the unforeseen consequences of his ingenuity, ruthless energy or folly”     

Towards a national educational planning model

The reflections of this paper are based upon some of the experiences of the Organisation for Economic Co-operation and Development since work was started on educational planning in the late 1950's. It attempts to show how this work has led almost inevitably to the adoption of a “systems approach” to educational planning over a large part of the O.E.C.D. programme. The paper is confined to educational planning activities in which the O.E.C.D. has had some involvement and deals with only a part of those activities—national educational planning within the context of economic and social development.     

Spatial strategies of the “haredi” population in Jerusalem

The purpose of this article is to discuss the strategic behavior—spatial and social—of the “Haredi” (ultra-orthodox) Jewish population. This behavior is associated, in essence, with self-segregation and social isolation accompanied by spatial expansion.

This study deals with these processes in one of the largest concentrations of the ultra-orthodox Jewish community—the northern neighborhoods of Jerusalem. The Jewish ultra-orthodox community is characterized by its special interpretation of Jewish law (halacha) and by its high degree of cohesiveness. It tends to segregate itself from the Israeli population for two main motives. The positive one is the desire to create and maintain “cultural dominance” in a specific area in which the community lives and functions. This includes considerations of scale economies and concentration economies in the provision of the special goods and services which it consumes. The second motive, a negative one, is the desire to avoid some kinds of contacts and interactions with the various groups which do not observe Jewish law according to the orthodox conception. This is done in order to prevent the transfer of secular cultural values of western society into their domain.

The high communal cohesiveness, coupled with high population growth and a strong desire for self-territorial segregation, results in increased pressure on the urban residential space. The fear of social relationship—which may serve as agents for transferring social or cultural values—results in a high degree of intolerance toward the non-religious Israeli population. The contact lines between the two populations have become, therefore, confrontation areas which are characterized by territorial conflicts.

Study of the directions of the territorial expansion suggests what the spatial strategy of the ultraorthodox community is: to gain control of a whole, well-defined urban space in order to maintain cultural dominance in it, while assuring potential directions for expansion in the future. The relationships with the outside, non-religious population is built on a modus operandi principle: i.e. minimal and culturally neutral interactions.

This strategy is carried out through penetration and expansion tactics in a well-known process. These processes present important challenges for planning areas in which ultra-orthodox communities reside.     

Planning in a communal society: A comparison between physical planning in the kibbutz and in the city

This article presents a model of the development of the physical system of the kibbutz as an example of the physical planning of a communal society. A comparison of the kibbutz model with parallel urban models of physical planning in a capitalistic consumer society reveals great similarity between the two. Thus, although the socioeconomic value system of the kibbutz is different from that of the city, the kibbutz may nevertheless be considered a “micro-city” with regard to the solution of physical planning problems. The primary conclusion seems to be that physical planning is less influenced by social system than many planners claim.     

Evaluating shifts in Japan's quality-of-life

This paper presents a Data Envelopment Analysis/Malmquist index (DEA/MI) analysis of the change in quality-of-life (QOL), which is defined as the state of a social system as measured by multiple social-indicators. Applying panel data from Japan's 47 prefectures for the period 1975–2002, we identify significant movement in the country's overall QOL using a “cumulative” frontier shift index. Results suggest that Japan's QOL rose during the so-called “bubble economy years” (second half of the 1980s), and then dropped in the succeeding “lost-decade” (1990s). We also identify those prefectures considered most “responsible” for the shift(s) in QOL. Moreover, the use of both upper- and lower-bound DEAs enabled an evaluation of both “good” and “bad” movements in QOL.     

The position of agriculture in kibbutz economy—an attempt at quantitative projection

The Israeli Kibbutz Movement adopted the ideology of the “Return to Nature” and aspired to especially develop agricultural labour. But in the past decade there has been a process of “internal migration” of workers from agriculture to industrial occupations, which was compared to the “Industrial Revolution”. The ratio of agricultural workdays to other productive branches workdays decline from 62% in 1967 to 46.5% in 1974. Kibbutz' management has many reasons to evaluate its future direction, (investment in land, in education, etc.). We shall try to describe the expected developments, using the Markov chain. We shall also try to analyse the yearly interchanges and transfer from agriculture to industry and vice versa. We shall attempt to show that the process of decreasing agricultural manpower has almost ceased, and it will become stable on a fixed level of about 43%.