THE IMPACT OF THE PRODUCT/PRODUCTION PROCESS INTERACTION ON THE EVOLUTION OF STRATEGIC RESPONSE

This article synthesizes previous research on the interaction between product and production process, and the impact of that interaction on the evolution of strategic response. This interaction has major implications for the competitiveness and productivity of the firm. The authors identify characteristics of the interaction that allow a more complete analysis of its relation to firm strategic response, productivity and competitiveness.     

Increasing the skill utilization of expatriates

This article examines the utilization, underutilization, and misutilization of expatriate skills in overseas assignments. Using quantitative data from 268 expatriates from six Fortune 500 multinational corporations, the research first examines expatriates' utilization of eight distinct skills and how patterns of skill utilization influence important job attitudes. Then, using qualitative data from the expatriates, the research examines the subsidiary‐level, corporate‐level, and country‐ level factors which facilitate (or inhibit) skill utilization. The study highlights the idea that effective skill utilization depends not only on the selection and training of expatriates themselves, but also upon the level of skill and teamwork among host country nationals and the quality of support provided by the MNC as a whole. © 2000 John Wiley & Sons, Inc.     

Bayesian learning and convergence to rational expectations

In this paper the probability distribution of equilibrium outcomes is assumed to be a continuous but unknown function of agents' forecasts (which are probability measures). Agents start with a prior distribution on the set of mappings from forecasts into probabilities on outcomes. This induces an initial forecast. After observing the equilibrium outcome a posterior distribution is computed which induces a new forecast. The main result is that with probability one the forecasts converge to the set of fixed points of the unknown mapping. This can be interpreted as convergence to rational expectations.     

Personality Types and Career Patterns: Some Empirical Evidence on Holland's Model

Using John Holland's theory of career development, the paper tests nine hypotheses about the role of personality type in individuals' career choices, career mobility, and career satisfaction. Data were collected from 964 accountants on the impact that personality type has on the following dependent variables: entry into the occupation; satisfaction with vocational choice; job satisfaction; professional commitment; opportunities to develop friendships at work; co-operation with co-workers; tenure in the profession; and intention to change professions. The data suggest that personality type is significantly related to job satisfaction, satisfaction with vocational choice, and professional commitment but has much less impact on entry into the occupation, opportunities to develop friendships at work, co-operation with co-workers, tenure in the profession, and intentions to change professions. Résumé En utilisant la théorie de John Holland sur les plans de carrière, cette étude examine neuf hypothèses relatives au rǒle de la personnalité dans le choix de carrière de l'individu, sa mobilité professionnelle, et sa satisfaction au travail. Les données furent recueillies auprès de 964 comptables pour étudier l'impact du type de personnalité sur les variables dépendantes suivantes: entrée dans la profession: degré de satisfaction du choix de carrière; possibilités de faire des nouvelles amitiés au travail: coopération avec les collègues; permanence; intention de changer de profession. Les données indiquent que le type de personnalité est étroitement lié au degré de satisfaction professionnelle, à la satisfaction quant au choix de carrière, et au dévouement professionnel mais a beaucoup moins d'impact sur le choix de carrière, les nouvelles amitiés développées au travail, la coopération avec les collègues, la permanence, et l'intention de changer de profession.     

The Ethics of Shifting Ties: Management Theory and the Breakdown of Culture In Modernity

Despite a long tradition of documenting unethical practices in organizations, the sociology of organization literature has seldom addressed the question of management ethics. One early work in the field, Melville Dalton's Men Who Manage (1959), did develop a contingent approach to ethics that is seen as a precursor to contemporary discussions in modern and postmodern organization theory. In this essay, Dalton's work is interpreted in terms of a premodern or traditional view of moral theory. It is concluded that Dalton and those who have followed him have reduced morality to politics and have provided an intellectual rationale for the contemporary dark ages of moral behaviour with its worship of the cult of the individual.     

The Japanese financial system in comparative perspective

Major elements of financial market structure in Japan and the U. S. are compared for the postwar period. It is found that the ratio of financial liabilities of the nonfinancial sector to GNP rose continuously in Japan, but was stable in the U. S. Intermediation was deeper in Japan than in the U. S., and the Japanese government's chief role was as an intermediary rather than as borrower or regulator. There was more competition in deposit collection in Japan than in the U. S. It is hypothesized that the depth and competition in Japanese financial structure helped raise savings, investment, and GNP growth.     

Forum Selection in International Business Contracts: Home Bias Portfolio Puzzle and Managerial Moral Hazard

We provide an economic analysis of forum selection in international business contracts. International business contracts or multi-state transactions within federally structured countries might be subject to more than one sovereign adjudication system. In case of conflict between the transacting parties, the appropriate tribunal must be identified. We examine the question of business firms' optimal choice of the forums to adjudicate future business disputes. We extend the investment model approach to litigation by applying a portfolio theory type analysis. We show that firms that prefer higher expected income and lower income volatility are better off diversifying the forums under which they litigate business disputes. This stands in contrast to real-world business practice that consistently shows a clear preference to selecting the home court and legal system to settle international business disputes. In a fraction of the cases, both parties gain by selecting a certain forum, because of specialization for example, and it becomes optimal to ignore diversification. In most cases, however, the relevant factors that affect forum selection are zero sum and priced ex ante, court bias, for example. Once priced, there is no incentive to disregard diversification. We hypothesize that, in addition to specialization, factors such as managerial moral hazard explain the real-world behavior of firms: managers are less likely to be blamed, ex post, for choosing the home court. We suggest that, as international barriers decline and international trade grows, firms will diversify the forums in which they adjudicate international business disputes.     

Better practices in managing layoffs

This article presents eight case studies that illustrate “better practices” in how layoffs are managed in organizations. These examples incorporate such policies and programs as early notification of layoffs, provisions for severance pay and extended benefits, education and retraining for displaced workers, outplacement assistance, clear and direct communication of layoff information, and support services for “survivors” of layoffs. These examples highlight the benefits of collaboration among downsizing businesses, public sector organizations, and unions in helping laid-off employees adjust to unemployment and obtain satisfactory reemployment.