Competitive decision making: Two and a half frames

We argue that the study of competitive decision making has been heavily influenced by the frames of reference that are adopted by researchers. The dominant economic frame and the emergent behavioral frame describe largely separate phenomena and have little overlap. Drawing from examples of learning in games and markets, we show how each of these frames falls short of capturing some interesting elements in competitive decisions. We then describe how a coevolutionary perspective may be emerging as an integrative paradigm for the study of competitive decisions.This paper was prepared for the conference, Understanding Competitive Decision Making. Comments by the participants of that conference and Paul Shoemaker are gratefully acknowledged, as are discussions with Colin Camerer, Eldar Shafir, and Sharoni Shafir.     

Human capital,investment and growth: Some results from an endogenous growth model

Recent theoretical literature on the sources of economic growth has emphasized the role of human capital as an internal contributing force in the growth process. Empirical results reported in this paper provide support for this theoretical proposition. Cross-country data from 32 developing countries indicate that human capital (as alternatively measured by the primary school enrollment rate or the adult literacy rate) exerts a significant positive impact upon output growth.     

Trends in international business thought and literature: Parallels between the east and the west: The teachings of ancient Chinese philosophers and the echoes from western management theorists

This article aims to bridge the gap between an oriental culture and a western approach to management concepts and practice with a view to exploring a culturally fit style of management for China. Comparisons are drawn between the teachings of early Chinese philosophers and scholars with those of their western counterparts. It is envisaged that hidden links may be eventually found so that management as a universal concept with cultural variations may be the trend in the nineties and beyond.     

Gender Differences in the Returns to and the Acquisition of On-the-Job Training

This article finds that gender differences in on-the-job training significantly affect the male/female wage gap. First, we find that previously trained workers exhibit larger cumulative wage gains during their current training. Thus, a substantial portion of the gender wage gap results from the fact that women have little prior training relative to men. Second, a significant amount of the observed male/female wage differential is explained by less female acquisition of current training. Gender differences in workplace promotion and training practices help explain why women accumulate less training than men. Both of these sources of gender differences have lessened from 1976 to 1985, which has led to a narrowing of the male/female wage gap.     

Job Security Provisions and Employment: Revised Estimates

This article provides estimates of the effect of statutory severance pay and notice on four labor market outcome indicators, closely following Lazear (1990) but correcting for errors in his dependent variables and covariates. Although we corroborate the directional influence of severance pay for three of the indicators, there is little to suggest that its contribution to rising unemployment is material. Also contrary to Lazear, longer notice appears to be associated with broadly favorable outcomes.     

Japanese/U.S. technological competitiveness and strategic alliances in the biotechnology industry

This paper analyzes the reasons for Japanese/U.S. collaborations in the biotechnology industry, and considers the question of whether such alliances pose a threat to the North American industry. Japan's technological competitiveness in biotechnology is examined in terms of its strengths and perceived weaknesses. Ways in which Japan is attempting to overcome these weaknesses are identified. As well, the strengths and weaknesses of the North American biotechnology industry are assessed. The paper concludes with recommendations for government and R&D managers on how to preserve U.S. competitiveness. R&D managers must keep abreast of their techno-global competitive environments. While organizations can enter into alliances to improve their competitiveness they must be aware of the dangers of collaboration, and to benefit from their alliances they must enhance their organizational learning. Organizations must be aware of the pitfalls of alliance formation, and any alliance must be viewed in its national context. Last, but not least, managers must be more effective in their management of the processes of technological innovation.     

When e-mail becomes junk mail: The welfare implications of the advancement of communications technology

This paper examines the negative externality imposed by a direct marketing firm on the consumers who must spend time reading and processing the advertising they receive from that firm. A model is developed to show that with low communication costs, a firm would send out more unsolicited advertising messages than would be desired by consumers and a social welfaremaximizing planner. The optimal Pigovian tax to eliminate the problem of excessive message sending is then derived. The extent of the problem in a number of media, including direct mail, telemarketing, and the Internet, is briefly examined.     

Canadian Strike Replacement Legislation and Collective Bargaining: Lessons for the United States

Opponents of U.S. and Canadian strike replacement legislation contend that restricting the use of strike replacements significantly alters bargaining power and increases strike activity. This article uses data on Canadian manufacturing collective-bargaining agreements to investigate these hypotheses. Although a general ban on strike replacements is found to be associated with longer strikes, little evidence is found to suggest that banning permanent strike replacements significantly influences strike incidence, strike duration, or negotiated wages.