Languages in the European Union: The quest for equality and its cost

The European Union has recently expanded from 15 to 25 countries, bringing the number of official languages to 20. Currently, the EU extends equal treatment to all member countries’ official languages. This, however, is costly, especially since many Europeans speak one of the procedural languages, English, French or German, either as a native or a foreign language. We develop a simple theoretical model of linguistic-regime choice in a multilingual society and apply the model's insights to the case of the EU: we compute disenfranchisement rates that would result from using only the three procedural languages for all EU business and then proceed to quantify the average cost per person and cost per disenfranchised person associated with providing translations and interpreting into the remaining languages. Both the disenfranchisement rates and costs are shown to vary substantially across the different languages, raising important questions about the economic efficiency of equal treatment for all languages. We argue that an efficient solution would be to decentralize the provision of translations.     

英国亨利管理学院

杰出的董事是怎样炼成的？ 普遍的趋势和看法是，未来外部董事将在董事会中扮演越来越重要的作用，下一代的董事会主席应该从非执行董事中选出。同时，在未来的公司里，董事会主席也将扮演更重要的角色，这不仅仅是为了权力平衡和独立董事会的需要，因为一个公司的领导能力将在越来越激烈的竞争中变得更加重要，金融投资机构对董事会的关注也越来越高就证明了这一点，董事会主席的作用将明显不同于首席执行官的作用。     

Zur Frage der Ankurbelung durch Kreditpolitik

Ohne Zusammenfassung     

Predicting ethical values and training needs in ethics

Two hundred and twenty-six state employees completed a structured questionnaire that investigated their ethical values and training needs. Top management were more likely to have attitudes against cronyism and giving advantage to others. Individuals higher in the organizational hierarchy, and female employees were more likely to believe that discriminatory practices were an ethical concern. In addition, employees with a larger number of clients outside of the organization were more supportive of the need to maintain strict confidentiality in business dealings. Employees' awareness and use of the organization's code of conduct generally proved to be poor predictors of ethical values. Other analyses revealed that a variety of sociodemographic factors, job characteristics and ethical values predicted specific areas of training needs in ethics.Victor J. Callan is Professor of Organizational Behavior in the Graduate School of Management at the University of Queensland. He is the author of 8 books and over 100 journal articles and book chapters in the areas of social and organizational psychology. His recent publications include a chapter in Marvin Dunnett'sHandbook of Industrial and Organizational Psychology (2nd ed., 1992), and a second edition ofSocial Psychology (Harcourt Brace Jovanovich, 1991).     

Mixed causal–noncausal autoregressions with exogenous regressors

Mixed causal–noncausal autoregressive (MAR) models have been proposed to model time series exhibiting nonlinear dynamics. Possible exogenous regressors are typically substituted into the error term to maintain the MAR structure of the dependent variable. We introduce a representation including these covariates called MARX to study their direct impact. The asymptotic distribution of the MARX parameters is derived for a class of non-Gaussian densities. For a Student likelihood, closed-form standard errors are provided. By simulations, we evaluate the MARX model selection procedure using information criteria. We examine the influence of the exchange rate and industrial production index on commodity prices.     

A Response to the British Journal of Industrial Relations Symposium on the Human Rights Watch Report: A Minimum Program for Promoting Collective Bargaining Rights as a Human Right

The publication of Unfair Advantage, a report published by Human Rights Watch (HRW), documents and analyzes how employers routinely violate international human rights standards by depriving U.S. workers of their legal right to organize. In a recent symposium on Unfair Advantage published in the British Journal of Industrial Relations, 7 essays analyzed the strengths and weaknesses of the HRW report from a variety of ideological and theoretical perspectives. Although the scholars who wrote these essays raised a number of important issues concerning Unfair Advantage, they failed to provide any concrete or practical methodologies for using this report to promote the collective bargaining rights of U.S. workers in the early years of the twenty-first century. Thus, the purpose of this paper is to critique these symposium papers as well as to propose a minimum program, on the basis of Unfair Advantage, for advancing the collective bargaining rights of U.S. workers.     

Tourism in rural areas

This article derives from reflections on recent books by Newby (“Green and Pleasant Land”) and by Shoard (“Theft of the Countryside”). The nature of rural areas is changing, and this affects tourism to these areas. Both books are concerned to analyse and discuss the British countryside experience, although the issues raised are most certainly relevant to European countries and, to a lesser extent, to North America.     

Competitive conditions among the major British banks

This paper reports an empirical assessment of competitive conditions among the major British banks, during a period of major structural change. Specifically, estimates of the Rosse–Panzar H-statistic are reported for a panel of 12 banks for the period 1980–2004. The sample banks correspond closely to the major British banking groups specified by the British Banking Association. The robustness of the results of the Rosse–Panzar methodology is tested by estimating the ratio of Lerner indices obtained from interest rate setting equations. The results confirm the consensus finding that competition in British banking is most accurately characterised by the theoretical model of monopolistic competition. There is evidence that the intensity of competition in the core market for bank lending remained approximately unchanged throughout the 1980s and 1990s. However, competition appears to have become less intense in the non-core (off-balance sheet) business of British banks.     

High-Tech Production Workers’ Fear of Unionizing: A Wheeler–McClendon Model Analysis of a Union Organizing Campaign at a US Medical Electronics Factory

Using the framework of the Wheeler and McClendon (1991) theory of employee support for unionization, the purpose of this article is to examine an unsuccessful unionization drive in a US medical electronics factory that the author took part in while working as a production worker during 1983 in order to gain insight into why unionization is so difficult to promote among production workers in high-tech industry. I argue that high-tech companies take advantage of the inherent fear in production employees to organize in order to defeat unionization campaigns. That is, they negatively affect employee support for unionization through the development of inhibiting conditions of the emotional path of the Wheeler–McClendon theory to prevent unionization. The use of this widespread strategy is crucial for understanding such low rates of unionization in this industry.