Interdisciplinary integration in Europe: the case of the Fifth Framework programme

This paper describes an investigation into the experience of researchers and research managers involved in the European Union Fifth Framework Programme (FP5) with its ambitious encouragement of more integrated problem-oriented approaches to research. We used a series of workshops, a questionnaire survey, individual telephone interviews and six detailed case studies to examine the extent to which these ambitions for ‘interdisciplinary integration’ were being met and the issues involved. Various models of disciplinary integration were identified, which may be appropriate in particular settings. Whilst we found disappointingly few projects that seemed by our criteria to be clearly interdisciplinary, particularly in crossing the boundary between natural and social sciences, we did find a great deal of learning taking place about how to conduct interdisciplinary research and how to overcome some of the difficulties experienced. Researchers emphasised in particular the importance of careful consortium development and team building as a basis for effective interdisciplinary research, and the time and effort needed to establish effective communication between different specialisms. The paper identifies barriers to collaboration between disciplines and some strategies and measures through which closer integration, and its associated benefits, might best be secured.     

Psychological and ethical considerations when teaching futures studies

This paper explores ethical and psychological issues in teaching futures studies. A range of political, economic, religious, and philosophical assumptions are discussed in terms of how they influence one's view of the future. Special attention is given to the concept of future generations and its application in teaching about long-range implications of contemporary actions.     

The Nature of Some Recent Trade Union Modernization Policies in the UK

This article draws on recent research to present findings concerning the nature of some recent trade union modernization policies in the UK. In response to decline, it can be seen that the unions have increasingly been encouraged to represent and service members more as individuals than as part of a collective. This appears to be consonant with the frequently expressed view that greater individualism, both in employment and in society more generally, has largely been responsible for recent union weaknesses, and that if they are to endure the unions should adapt to it. Using data generated from interviews with full-time officers from a number of unions and from a case study of Unison organization within a local authority, the paper identifies two crucial problems with such an approach. First, it is argued that the substantial difficulties that the unions have experienced recently have been caused by a process of decollectivization in employment relations, and not one of individualization. Second, an indication of the complexity of the relationship between individualism and collectivism within trade unionism is given, something that is entirely ignored by proponents of the thesis that unions should concentrate solely on appealing to individuals.     

Is silence killing your company?

Many times, often with the best of intentions, people at work decide it's more productive to remain silent about their differences than to air them. There's no time, they think, or no point in going against what the boss says. But as new research by the authors shows, silencing doesn't smooth things over or make people more productive. It merely pushes differences beneath the surface and can set in motion powerfully destructive forces. When people stay silent about important disagreements, they can begin to fill with anxiety, anger, and resentment. As long as the conflict is unresolved, their repressed feelings remain potent, making them increasingly distrustful, self-protective, and all the more fearful that if they speak up they will be embarrassed or rejected. Their sense of insecurity grows, leading to further acts of silence, more defensiveness, and more distrust, thereby setting into motion a destructive "spiral of silence." Sooner or later, they mentally opt out--sometimes merely doing what they're told but contributing nothing of their own, sometimes spreading discontent and frustration throughout the workplace that can lead them, and others, to leave without thinking it through. These vicious spirals of silence can be replaced with virtuous spirals of communication, but that requires individuals to find the courage to act differently and executives to create the conditions in which people will value the expression of differences. All too often, behind failed products, broken processes, and mistaken career decisions are people who chose to hold their tongues. Breaking the silence can bring an outpouring of fresh ideas from all levels of an organization--ideas that might just raise the organization's performance to a whole new level.     

惊喜的顾客与QFD：顾客需求与过程（节选）

W·爱德华·戴明成名于他将统计过程质量控制的种子植入了日本.日本人非常善于学习,将数据驱动的管理(data-driven management)扩展到了公司的所有范围.其中之一就是1966年开创的将戴明的质量原则应用到新产品开发领域中的质量功能展开(QFD).     

Frank Knight on Preachers and Economic Policy: A 19th Century Liberal Anti Religionist, He Thought Religion Should Support the Status Quo

Abstract . A central feature of the work of American economist and social philosopher Frank H. Knight was his antagonism toward organized religion, particularly Christianity and especially Catholicism. Knight's antagonism towards the Church may be traced to his historical views on the Liberal Revolution and the opposition of the Church to critical inquiry and open discussion, and its support for despotic social institutions. Additionally, Knight's antagonism stemmed from his skepticism about the possibilities of effective social reforms based upon Christian moral principles. Knight found little in Christian teaching that would offer appropriate solutions—certainly not the “Gospel of Love” which he took as the core of Christian social teachings. Furthermore he was critical of the reform efforts of preachers because of their ignorance of the function of the free market and their propensity towards radical solutions. On the centennial of his birth, he is remembered as an ardent social critic and a liberal supporter of the status quo.

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Implementation of an automated medication/supply distribution system

In the summer of 1992, Carraway Methodist Medical Center implemented a computerized medication and supply distribution system from the pharmacy and central supply to the patient care units. Improved efficiency was achieved in the form of automatic billing, inventory control, decreased worked hours per patient day, and improved documentation. Regulatory requirements relating to narcotic distribution were simplified through technology eliminating manual counting, handwritten signatures, and manual record keeping. The impact from this change was cost effective, allowed more time at the bedside, provided easier access to pharmacy and central supply items, facilitated inventory control, and increased nursing productivity as well as increasing nursing satisfaction.     

Corporate Governance: A Problem of Hierarchies and Self Interest

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Measurement models for linking latent variables and indicators: A review of human resource management research using parcels

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