Toward a National Market System for U.S. Exchange–listed Equity Options

In its response to the 1975 Congressional mandate to implement a national market system for financial securities, the Securities and Exchange Commission (SEC) initially exempted the option market. Recent dramatic changes in the structure of the option market prompted the SEC to revisit this issue. We examine a sample of actively traded, multiply listed equity options to ask whether this market's characteristics appear consistent with the goals of producing economically efficient transactions and facilitating “best execution.” We find marked changes between June 2000, when quotes are often ignored, and January 2002, when the market more closely resembles a national market.     

Graduate Engineers and British Trans-National Business: Elite Human Resource Or Technical Labourers?

Bryn Jones, Peter Scott, Brian Bolton and Alan Bramley discuss the results of their cross-sectoral study of manufacturing firms in the UK. They find that policy of treating graduate engineers as an elite human resource is mostly confined to consortia having international cooperative links and to companies with ‘central interventionist’ HRD policies. the high degree of decentralisation characteristic of UK-owned companies, however, combined with the disproportionate recruitment of non-engineer managers, restricted the career development of engineers. All four authors are from the University of Bath. Bryn Jones and Peter Scott are from the School of Social Sciences. Brian Bolton and Alan Bramley are from the School of Electronic and Electrical Engineering and the School of Mechanical Engineering.     

Accessing other people’s technology for non–profit research

As patents and other forms of intellectual property become more pervasive in the next generation of biotechnologies, designing policies and practices to ensure sufficient freedom to operate (i.e., the ability to practice or use an innovation) will be crucial for non–profit research agencies, especially those intent on developing technologies destined for commercial release. Are non–profit organisations exempt from intellectual property claims? What constitutes infringement of a patent? How does a non–profit establish its freedom to operate? We address these issues in this paper and evaluate various options for accessing other people’s technologies. Options include cross–licensing agreements, research–only or cost–free licences, market segmentation strategies, mergers or joint ventures, and patent pooling or clearinghouse mechanisms. Responding creatively to the new intellectual property environment will have far reaching consequences for the future of non–profit research.     

Design and Implementation of Return on Capital Employed Performance Indicators Within a Trading Regime: The Case of Executive Agencies

The financial regime under which trading executive agencies operate implies that return on capital employed (ROCE) is used to indicate that revenues meet but do not exceed costs, including the cost of capital; that is, that there is neither cross-subsidisation nor hidden taxation. This paper develops a model for measuring ROCE derived from this objective. It argues that users of ROCE indicators are likely to lack financial sophistication and to want to compare performance between entities, so that indicators should be clear, readily understandable and comparable. The range of measurement and presentation methods used in practice undermines clarity and comparability and some methods are inconsistent with the model. Performance is sometimes characterised as meeting the target when this is problematic. The paper also examines outturn performance and finds some very substantial excess returns, implying hidden taxation.     

Strategic reward systems: a contingency model of pay system design

A limited number of studies have addressed the idea of ‘strategic’ reward systems—the matching of compensation systems to a firm's strategy. Prior research on this topic has been confined to U.S. firms, however, and a number of key questions remain unanswered. Using a sample of 917 employees from two large Swiss financial institutions, we found that pay systems are linked with divisional strategic orientation, but in a different form than prior studies. Additionally, we identify hierarchical position as an important variable in the tailoring of reward systems. Hierarchy has a significant main effect on pay plan design, and an interactive effect with strategic orientation. Copyright © 2001 John Wiley & Sons, Ltd.     

Training Strategies In Small Service Sector Firms: Employer and Employee Perspectives

Brian Abbott, who is a Research Assistant in the Small Business Research Centre at Kingston University, examines both employer and employee views towards the level and character of training provision in small service sector firms. He challenges the widely held belief that small firms universally offer inferior levels of training and demonstrates that the level and character of training are largely dependent on the industrial sector in which the firm is located. He goes on to examine the implications of employers’ views on the newly established Training and Enterprise Councils (TECs).