Drought and famine in Africa : Time for effective action

Optimism that famine in Africa could at last be prevented has been dashed by the drought that hit Southern Africa in 1991–1992. The droughts of the 1980s led researchers to make major advances in the understanding of food security and the design of early warning systems, but the critical transition from theory to effective response has not been made.     

Stakeholders,industry knowledge and adaptive management in the Australian whale-watching industry

Whale watching has become an economically valuable tourism sector. The whale-watching industry is complex, involves multiple stakeholders and can involve multilevel governance. This paper uses the concept of adaptive management to underpin an investigation of industry knowledge and information exchange between two key stakeholder groups in whale watching in Australia – whale-watching operators and environmental resource managers. Twenty commercial operators and nine environmental resource managers were interviewed using both quantitative and open-ended questions. Findings showed key differences between stakeholders involved, and inconsistent perspectives across the industry. Resource managers found biological issues, species health and numbers and interpretation important; operators sought clear and consistent knowledge on compliance, legislation and rules. Only half of the operators had direct access to research and researchers. Managers found the industry to be relatively unprofessionally qualified, especially small and non-specialised operators. Whale-watching operators did not specify that any information (about new knowledge, regulations or policy) was obtained from environmental resource managers through information exchanges. There was inconsistent contact between stakeholders, limiting information exchange and the knowledge-building potential of the industry. Improved dialogue between these groups may not only address existing uncertainties, but also lead to more sustainable outcomes across the industry.     

Leadership and control system design

Little attention has been given to the role of leadership characteristics in the organization design literature despite significant evidence of its importance in explaining firm behavior. This study develops and tests a model to assess the effects of leadership style on three control choices that are considered integral elements of a firm's management control system; namely the delegation choice, the use of planning and control systems and the performance measurement system. Our results, based on data collected from 128 profit center managers, indicate that leadership style is a significant predictor of senior management's use of the planning and control system and their use of the performance measurement system for rewarding lower-level managers. After controlling for operating contextual factors (namely, subunit interdependencies and knowledge asymmetries) we find no effect of leadership style on delegation choices but do find that leadership style influences the use of planning and control systems as predicted.     

Zoning, TDRs and the density of development

This paper explores the effect of low density zoning regulations and other factors on subdivision density. Using a unique dataset of new subdivisions built over a 34-year period in Calvert County, Maryland, we econometrically estimate a density function using both OLS and censored regression. The variability in density permitted by the county's zoning and TDR rules over the sample period allows us to assess the relative importance of market factors and regulatory constraints on density. We use the censored model to predict what density patterns would have been without zoning.     

In search of sustained competitive advantage: the impact of organizational culture,competitive strategy and human resource management practices on firm performance

We develop and test a dynamic model of co-specialized resources for competitive advantage. Using matched data from senior executives and human resource managers, we test the direct and interactive effects of high-performance human resource (HPHR) practices and organizational culture on firm performance. Although the HPHR practices were not an important influence on performance, our findings indicate that organizational culture can be a valuable resource for companies.     

Dark Secrets and Impression Management: Workplace Masks of People with Multiple Sclerosis (MS)

Goffman (1959) described dark secrets as crucial, often stigmatising, facts about an individual that are hidden from others. He also identified impression management as a means of controlling the assessments others make, with passing and covering being identified forms of impression management used by those wanting to hide stigma. Findings from an exploratory phenomenological study conducted in Sydney, Australia, revealed another form of impression management not previously identified: Masking. Masking was used by workers with Multiple Sclerosis (MS) to hide their MS-related experiences even though they had, in each of the cases shared, disclosed that they had MS at their place of work. Respondents presented several workplace “masks” to hide the impacts of having MS: (1) I’m Fine!; (2) I’m Happy!; and, (3) “I’m Better than the Others!”. Masking is suggested to be an unhelpful strategy, for the person doing it and their employer, but the alternative is also problematic. Further research into the phenomenon of masking is recommended.     

Can Human Capital Theory Explain why Nurses are so Poorly Paid?

This paper uses Australian Census data to examine the earnings of female professionals. Comparisons are made between Registered Nurses (RNs), Teachers, Social Professionals, Health Professionals and Business Professionals. Wage decompositions show that RNs earn significantly less than other female Professionals and that the observed differentials can not be explained by differences in human capital endowments. The evidence presented is strongly suggestive of monopsonist or oligopsonist power in the setting of nurse wages – with a manifestation being persistent labour market disequilibrium. Changing the relative reward structure for nurses may help address the on-going nursing 'shortage' in Australia, although further research in this area is called for.