Book Reviews

Idris F. Sulaiman, G. Hanafi Sofyan and Shannon Luke Smith (eds) (1998), Bridging the Arafura Sea: Australia-Indonesia Relations in Prosperity and Adversity, Asia Pacific Press, Asia Pacific School of Economics and Management, The Australian National University, pp. xxi + 325.

David C. Cole and Betty F. Slade (1996), Building a Modern Financial System: The Indonesian Experience, Cambridge University Press, Cambridge, pp. xxvii + 379. Cloth: US$59.95; paper, US$25.

Chris Manning (1998), Indonesian Labour in Transition: An Indonesian Success Story?, Cambridge University Press, Cambridge, pp. xxii + 323.

Hal Hill and Thee Kian Wie (eds) (1998), Indonesia's Technological Challenge, Research School of Pacific and Asian Studies, Australian National University, Canberra, and Institute of Southeast Asian Studies, Singapore, paper, pp. xxv + 414.

Steven J. Keuning (1996), Accounting for Economic Development and Social Change, IOS Press, Amsterdam, Oxford, Tokyo, Washington DC, pp. x + 233. NLG100; £39; DM90;US$58.

Thomas Brandt (1996; English trans. 1997), Kunci Budaya. Business in Indonesia: The Cultural Key to Success, goasia Verlag, Bad Oldesloe, Germany.     

The effect of relative performance feedback on individual performance in team settings under group-based incentives*

This study reports the results of an experiment that analyses the behavioural effect of relative performance feedback (RPF) on individual performance when compensation is based on team performance. Specifically, it investigates whether RPF affects individual performance differently when the comparison focuses on other members of that individual’s team (within-group RPF) or on other teams (between-group RPF). We predict a negative effect of within-group RPF on individual performance. We also predict that between-group RPF moderates that negative effect, since it encourages individuals to focus on group goals rather than individual goals. Consistent with our predictions, results show that the negative effect of within-group RPF on individual performance is mitigated by between-group RPF. Our results can help accountants to better understand how the effects of relative performance feedback differ according to the predominant comparison target.     

How much do plant guarantees reduce perceived risk?

Abstract

Consumers do perceive risk in purchase decisions and seek to reduce both uncertainty and probability of loss. Risk also varies across persons and purchasing situations. Retailers promote product guarantees as risk reducers, but the quantitative evidence is lacking. They offer guarantees to help resolve outcomes from post-purchase problems mainly, product performance. We used an online survey to investigate the role of risk mitigation by money-back guarantees (MBGs) on a live product: plants. We obtained online responses from 504?US residents?≥?age 18 years who had made at least one live plant purchase in the six months prior to the study. As MBG length increased, perceived risk (PR) decreased. PR was higher for men than for women and declined as income increased. Subjects with a higher level of product involvement, expertise, delight, repurchase intentions, and regret had a higher level of PR. We conducted separate Chow tests for annual and perennial plants by price and MBG length and found several break points. As price increased from $5 to $10, a 30-d MBG reduced PR for annual plants while the reduction in PR was incrementally decreased for all guarantee lengths when annuals were priced over $20. With perennial plants, the MBG had an increasingly larger effect on reducing PR for each $10 increase in price. Overall, for each day increase in MBG length, we observed a 0.0337 decrease in PR, which meant that a 90-d MBG on a plant would reduce PR by 3%. This quantitative evidence of reduction in PR should encourage the use and communication of MBGs which have the potential to improve purchases, customer retention, and profitability.     

Employee wellbeing in call centres

Call centres are often perceived to have a negative impact on employee wellbeing, mainly attributed to four factors: job design, performance monitoring, HR practices and team leader support. This article reports on a survey of 557 customer service representatives that examined the relationship of these factors to four measures of wellbeing: anxiety, depression and intrinsic and extrinsic job satisfaction. One distinctive feature of this article is its focus on anxiety and depression, two major dimensions of wellbeing not addressed in call centre research to date. Results demonstrated that the factors most highly associated with wellbeing were high control over work methods and procedures, a low level of monitoring and a supportive team leader. Evidence also indicates that the level of wellbeing in some call centres is similar to that in other comparable forms of work.     

A framework for assessing financial stability?

I worked as a consultant in the Financial Stability Department (FSD) of the Bank of England for several years (2002–2004). In this paper I reflect on issues relating to the work of such an FSD, starting with the difficulty of defining or measuring ‘financial stability’. Stress tests are commonly used, but, for an FSD, should relate to the system as a whole, not just to individual institutions. FSDs need to assess the probability, virulence and speed of occurrence of potential shocks. There is a need to develop appropriate analytical models. The focus on capital adequacy has diverted attention from concern about having sufficient liquidity.     

Effect of cognitive style and professional development on the initiation of radical and non-radical management accounting innovations

This study examines the effects of adaptive/innovative cognitive style, and professional development on the initiation of radical and non‐radical innovations by individual management accountants. Data are gathered through questionnaire and follow‐up interviews with practising management accountants. The results show that management accountants with a more innovative (adaptive) cognitive style tend to initiate more (fewer) radical relative to non‐radical innovations, and that this effect is amplified by professional development. The study has implications for research in management accounting innovation and for practice, including the importance of maintaining a balance of radical and non‐radical innovations in organizations, and of professional development.     

An ordinal Shapley value for economic environments

We propose a new solution concept to address the problem of sharing a surplus among the agents generating it. The problem is formulated in the preferences-endowments space. The solution is defined recursively, incorporating notions of consistency and fairness and relying on properties satisfied by the Shapley value for transferable utility (TU) games. We show a solution exists, and call it the ordinal Shapley value (OSV). We characterize the OSV using the notion of coalitional dividends, and furthermore show it is monotone and anonymous.     

Flat Earth Economics: The Far-reaching Consequences of Flat Payoff Functions in Economic Decision Making

Economists tend to emphasize the optimum, but in many cases, even large deviations from optimal decisions make little difference to the payoff. This has far-reaching implications that are under-recognized, including: ( a ) decision makers often have a wide margin for error in their production planning decisions, and flexibility to pursue factors not considered in the calculation of payoffs; ( b ) optimizing techniques are sometimes of limited practical relevance for decision support; ( c ) the value of information used to refine management decisions is often low; and ( d ) the benefits of using "precision farming" technologies to adjust production input levels are often low.     

More or Less Ambition in the Doha Round? Modeling the Development Impact of Recent Proposals

We analyse the impact on developing countries, whose economies depend heavily on agriculture, of a WTO Doha Development Round agreement based on greater or lesser levels of ambition. We present the results of an ambitious versus an unambitious Doha Round outcome, using the MIRAGE model of the global economy, with a special focus on developing countries. Our simulations are based on negotiating proposals from the run-up to the Hong Kong ministerial meeting but not agreed upon in December 2005. We compare those outcomes with the estimated effects of full global trade liberalization. The results for the two Doha scenarios demonstrate the high stakes of this negotiation given the positions of EU, US and the G-20 coalition. A successful round could deliver real gains both globally and for developing countries, but the magnitude of those gains depends on the shape of the agreement. A reform outcome based on the most ambitious components of the negotiating proposals of the US and EU delivers noticeably greater benefits than an unambitious outcome. Developing countries are exposed to very contrasting fortunes. The details matter in the differing proposals, such as the tariff and domestic support reduction formulae, tariff caps, and number of sensitive and special products. Negotiating commitment and diligence are needed in 2006 to avoid a hollow Doha outcome given the technical character of these details.     

Health and Wealth: A Structural Model of Social and Economic Development

The paper presents a model of social and economic development which relaxes some of the assumptions made in existing papers on the determinants of growth. In particular, the model allows for multidirectional causality between social and economic indicators. The model indicates that there are strong causal relationships in both directions between economic development and social and political development.