Capital market trading volume: an overview and some preliminary conclusions

This paper suggests an explanation for the heavy trading volumeobserved on the US capital markets, the world's largest. Heterodoxeconomic theory puts much of this volume down to speculation.Mainstream theory tends to support this thesis, either directlyor indirectly, by giving space to the idea that trading activityis for the most part exogenous to the functioning of the capitalmarkets. The central hypothesis of this paper is that the tradingvolumes observed are an endogenous feature of the capital markets,because they are to a great extent determined by the needs ofthe institutional investors who predominate on these markets.This endogeneity of trading is posited in connection with theemergence of a new ‘core–satellite’ paradigmin institutional investment, a development that essentiallymanifests the asset-management industry's transformation froma small industry serving a few wealthy clients to a mass industryserving large sections of the population.     

Performance Monitoring in the Australian Public Service: a Government-Wide Analysis

This article considers the applicability of performance monitoring in the public sector. It analyses performance information across Australian government in order to identify, if possible, the basic attributes of effective performance monitoring, and finds significant variations. The authors conclude that varying levels of complexity in defining ends, and in attributing the achievement of objectives to particular means, may account for most of the differences. However, a number of exceptions suggest there is also room for adaptation.     

Corporate Cultural Change – Is It Relevant For the Organisations of the 1990s?

Partly as a consequence of the popularity of the ‘excellence’ literature of the early 1980s, there was a widespread acceptance that ‘corporate cultural change’ was one of the effective mechanisms within a strategic HRM approach to people management. However, recent research into imposed cultural change programmes in the late 1980s raises doubts about their effectiveness as change mechanisms, as management control devices and as contributors to business performance. This article engages in the current debate concerning the aims, design and implementation of cultural change but goes on to question the relevance of such an idea for organisations in the context of the 1990s. the article extends the many debates within the HRM and corporate culture literature by contextualising them within the emerging features of organisations in the 1990s.     

A COMPARISON OF PERFORMANCE INDICATORS FOR TRAINING AND ENTERPRISE COUNCILS IN THE UK

ABSTRACT ** : The use of performance indicators for the evaluation and comparison of efficiency in service provision in the public and related sectors of the economy is continuously developing. While they often represent a step forward, to the extent that they focus attention on the objectives of the organization in question, it is frequently suspected that they fail to take into account non-controllable environmental factors. To do so requires multivariate techniques of analysis. This paper compares the results of three such methods with the raw performance indicators. It confirms the importance of non-controllable factors but also shows that different multivariate methods give results which do not always agree. Understanding the properties of different approaches is essential in drawing conclusions about performance.