Social Exclusion—New Language, New Challenges for Local Authorities

National policy initiatives such as the establishment of the Social Exclusion Unit and the new government strategy, 'Opportunity for All', have provided a new stimulus to local authorities to develop more effective local strategies to promote social inclusion. The major features of current local initiatives are described, and the leadership and management challenges presented to local authorities are discussed. However, for local government to tackle social exclusion and poverty more effectively it is also necessary for the structural and regional dimensions of social exclusion to be taken more into account by central government, and for a new equilibrium between central, regional and local initiative to be achieved.     

‘Everybody's talking at me’: the dynamics of information disclosure and consultation in high‐skill workplaces in the UK

This article examines the dynamics of direct and indirect consultation processes in three high‐skill work establishments in the UK. Drawing on a mix of case study survey and interview data, it analyses the experiences and attitudes of predominantly well‐qualified professional employees. Adopting the concept of ‘embeddedness’ of employee consultation at the workplace level, we find that despite considerable breadth and depth of practice, many employees remain dissatisfied with the extent of their individual and collective influence over management decision‐making processes. Four underlying contributory factors are presented: extant hierarchical and bureaucratic management styles, the negative impact of work overload, the individualisation of consultation through computerisation, and the weakness of cooperative forms of union engagement.     

The Regressive Recovery: Distribution,Inequality and State Power in Britain's Post-Crisis Political Economy

This article interrogates the underlying mechanisms at the heart of Britain's post-crisis political economy. We argue that the contemporary economic recovery has been characterised by a dynamic of ‘regressive redistribution’: a socially regressive dynamic of state-led economic restructuring that has worked through two axes at the centre of the recovery. The first axis, a monetary policy framework centred upon Quantitative Easing, has driven asset-price inflation to the benefit of the wealthiest asset holders. The second axis centres upon the politics of regressive labour market restructuring which has provoked widespread wage deflation. In combination, these two axes have been central to defining the contours of the Britain's post-crisis political economy paradigm: characterised by rising asset wealth for the few, and falling living standards alongside increasing economic insecurity for wage earners. The opportunity to change path from the trends of deepening inequality that defined the pre-crisis era has not been taken. Instead, the prevailing policy paradigm of the post-crisis period – discursively unified and sustained by David Cameron's government – has intensified the regressively redistributive dynamics at the core of the neo-liberal project. Ultimately, this is likely to further entrench structural weaknesses in Britain's economy in the years ahead.     

Fits,misfits and interactions: learning at work,job satisfaction and job‐related well‐being

The resource‐based view (RBV) of the firm has focused attention on the importance of aligning employees' needs with the requirements of the jobs they do. This article focuses on how these needs and requirements interact in terms of learning. It does so in two ways. First, it develops new survey instruments to capture the learning demands of jobs and the learning dispositions of workers and uses them for the first time in a survey of 2,810 employees. Second, it examines how these person and job characteristics correlate with specific aspects of job satisfaction and job‐related well‐being. The results show that although learning alignment is associated with high levels of satisfaction and well‐being, not all learning misalignments are associated with the reverse.     

Chasing after “good jobs.” Do they exist and does it matter if they do?

Most people believe that there are such things as good jobs—jobs that a worker would consider herself lucky to get. But for economists, the existence of good jobs is debatable. In this paper, I provide a definition of a good job based on various theories of the labour market: a job that involves a surplus captured partly by the worker. I use that definition to guide an empirical investigation of the existence and importance of good jobs. I conclude that good jobs do exist—that the labour market does not just function according to a Roy model with wage differentials reflecting only skill differentials, compensating differentials or bond posting—and that their impact on the overall wage structure is substantial. Finally, I discuss the implications of the existence of good jobs for policy setting and for assessments of the justice of a society.     

Governance, organizational capabilities, and restructuring in transition economies

This paper focuses on the links between governance, firm capabilities and restructuring following the large-scale privatization process in Central and Eastern European transition economies using an integrative approach. Restructuring in these countries has been motivated by political and institutional changes and less so by market forces. Accordingly, political processes have produced political solutions such as “give-away” privatizations to insiders. These privatizations, in contrast to divestitures to outside owners, have realized less substantive restructuring because non-market incentives, such as too much managerial equity ownership, have created managerial entrenchment. In addition, we propose a connection between governance and organizational learning suggesting that learning is inhibited by excessive managerial ownership and lack of board knowledge regarding its oversight function. Furthermore, this entrenchment and poor board functioning may be perpetuated in financial-industrial groups, which have emerged as substitutes for market intermediaries in emerging economies. Thus, we propose that outside ownership involvement and the development of organizational capabilities may facilitate restructuring in the Central and Eastern European context. Our theoretical arguments are supported by case study evidence from transition economies.     

Principled moral reasoning: Is it a viable approach to promote ethical integrity?

In response to recent recommendations for the teaching of principled moral reasoning in business school curricula, this paper assesses the viability of such an approach. The results indicate that, while business students' level of moral reasoning in this sample are like most 18- to 21-year-olds, they may be incapable of grasping the concepts embodied in principled moral reasoning. Implications of these findings are discussed. James Weber is currently an Assistant Professor of Management at Marquette University. He has published articles on managerial values and moral reasoning and the teaching of business ethics in Research in Corporate Social Performance and Policy: Empirical Studies of Business Ethics and Values, International Journal of Value Based Management, Human Relations, and Journal of Business Ethics. Sharon Green is currently an Assistant Professor of Accounting at the University of Wisconsin-Madison. Her research emphasizes information processing aspects of decision making in governmental, auditing and educational contexts. Her publications have appeared in Accounting Review and Research in Governmental and Non-Profit Accounting.     

Frank J. Byrne. Becoming Bourgeois: Merchant Culture in the South, 1820 1865

Eschewing business history for a cultural exploration of merchantfamilies, Frank J. Byrne provides a twenty-two county sampleand numerous primary sources to showcase southern merchantsanxiously working for their social position in the antebellumand Civil War years. He argues that southern traders' processof Becoming Bourgeois was incomplete before 1865, but that theirliberal capitalist values increased in significance, layingthe foundations for the New South. This interesting investigationof merchant culture and families echoes the newest historicalresearch     

A Kantian evaluation of Taylorism in the workplace

A Kantian evaluation of Taylorism in the workplace requires a consideration of four problems; (1) the conditions of agency, (2) the relation of Taylorism to these conditions, (3) an explanation of the method given by the Typic for applying the Categorical Imperative, and (4) the actual application of the Categorical Imperative to Taylorism. An agent who views himself as a performer is distinguished from an agent who is a mere observer of his own actions, and it is argued that Taylorism in effect attempts to remove the purposiveness of action from the workmen and to reduce them to the state of being mere observers of their own actions. Then it is argued that in order for one to attempt to think of a maxim as a universal law, one must posit a universal and necessary connection between the circumstances and the performances and then another such connection between the action and the purpose to be achieved. A model is constructed using heat-seeking machines, and it is argued that a principle analogous to Taylorism could not hold as a universal law for such machines. Thus, Taylorism is not an acceptable solution to the problem of coordinating the activities of self-directed agents within the workplace. Dr. Michael K. Green is Assistant Professor at the Department of Philosophy at SUNY-Oneonta. His most important publications are: Using Nature to Typify Freedom: The Application of the Categorical Imperative, International Studies in Philosophy (Fall 1982); Marx on Utility and Right, Political Theory 11, No. 3 (August, 1983), pp. 433–446; and Kant, Crimes Against Nature, and Contraception, forthcoming in The New Scholasticism.