Exploring the Sustainability of Mining Heritage Tourism

This paper considers the development of redundant coal mine sites into industrial heritage attractions as a process compatible with sustainable development objectives. An overview of literature in this field outlines existing social, environmental and economic perspectives on the sustainability of this form of tourism development. The economic aspect of the analysis includes an exploration of the sustainability of UK mining heritage attractions as viable tourism enterprises, using findings from a survey of UK mining heritage attractions undertaken in 2002.     

Advertising Sensitive Products

The results of two nationwide studies of opinions on the advertising of sensitive products in the US are presented in this study. Results show higher levels of approval than had been indicated in previous studies. Several significant differences are observed when the results are cross-tabulated using a number of demographic variables. Conclusions are drawn and implications for managers and researchers are summarized.     

Absence management and presenteeism: the pressures on employees to attend work and the impact of attendance on performance

Absenteeism is an issue that has grown in importance over the past few years; however, little has been done to explore the impact of presenteeism on individual and organisational performance and well-being. This article is based on interviews collected in nine case study organisations in the UK. Two sector organisations (one private and one public) were studied to examine absence management and a conceptual model of presenteeism, with further illustration provided using data from the other seven case studies. This enabled a pattern of presenteeism to emerge, along with the contextual and individual factors which impact on it. In addition to previous research, we found that presenteeism is a complex ‘problem’ and that it is not a single one-dimensional construct, but is continually being shaped by individual and organisational factors. In addition, we found that performance and well-being are more closely related to the organisational reaction to presenteeism and absenteeism, rather than the act itself.     

A Stakeholder Approach to the Ethicality of BRIC-firm Managers’ Use of Favors

This article investigates the use of favors by managers of BRIC firms to accomplish business goals, the ethicality of which should be determined by the moral reasoning in these countries rather than from a developed country perspective. We define a favor as an exchange of outcomes between individuals, typically utilizing one??s connections, that is based on a commonly understood cultural tradition, with reciprocity by the receiver typically not being immediate, and its value being less than what would constitute bribery within that cultural context. This exchange normally takes place between and among members of networks, and may involve a network outsider contacted by a network insider on behalf of another insider. We see the giver and receiver of the favor, as well as network insiders and outsiders, as stakeholders. Additionally, society could also be considered to be a stakeholder since the practice of using favors generally inhibits the development of legitimate, strong formal institutions, since the use of favors in emerging economies is rooted in cultural traditions that we view as informal institutions. Furthermore, we assert that the practice of using favors can lead to bribery which harms society as a stakeholder both morally and economically. We posit that BRIC-country managers?? behaviors stem from informal, culturally based practices??jeito in Brazil, blat/sviazi in Russia, jaan-pehchaan in India, and guanxi in China. We utilize institutional theory to explain why favors are relied upon, and ISCT to support the argument that the use of favors in environments like the BRICs is generally considered ethical.     

A new look at the benefits of diversification: lessons from Central America

Recent trends of export diversification in Central America may lower foreign exchange earnings instability there. Four countries–Costa Rica, El Salvador, Honduras, and Guatemala–are analysed across a twenty-year period. The paper uses United Nations Commodity Trade Statistics to explain why Costa Rica and Honduras have enjoyed greater earnings stability in recent years, despite the fact that Honduras has not greatly diversified its export products and markets. Despite the growth of new agricultural and manufacturing goods, traditional primary products still dominate the countries' export portfolios. Specific products within each of the four broad product category groups contribute to the varied country outcomes. Summary statistics from the United Nations (panel) data suggest newer agricultural exports have not stabilized Guatemalan and Salvadoran export earnings, while Honduras has enjoyed relatively stable banana export revenues and Costa Rica has benefited from the smooth flow of microelectronic products. Further panel data regression analysis shows country size and intangible country effects also explain parts of the detrended earnings deviation in addition to product base and level of diversification.     

Productivity and metal mining: evidence from copper-mining firms

One of the aims of productivity measurement is to assess the performance of various sectors of the economy with respect to their use of scarce inputs. In this paper the emphasis is on the effects of firm behaviour on simple index number measurement of total factor productivity in non-renewable resource industries. Economic theory predicts that when the stock of ore is known and there is positive discount rate, an intertemporally profit-maximizing firm will often process the ‘best’ ore first. That is, ores that are of high grade and/or are most easily accessible will be correspond to the lowest-cost units of final metal output. Less capital, labour, energy and matgerials will be needed in the mining and milling processes.     

Human resource strategies for managing knowledge workers: an Afro-Asian comparative analysis

We use the model of culture fit to determine the human resource (HR) strategies for managing knowledge workers in two socio-culturally different countries: South Africa (SA) and Singapore. The national culture of SA is ethnically more diverse. Enterprise environment, such as institutional factors, particularly ownership, organization size and industry type, has more HR impact in Singapore than in SA. We found that there were convergent effective HR strategies used for motivating and retaining, but practices were divergent for attracting knowledge workers. When most frequent and ineffective strategies were studied, there were divergent practices. This knowledge of effective strategies being transferred to the two countries from more developed economies is in line with similar HR research.     

A Systematic Literature Review of Servant Leadership Theory in Organizational Contexts

A new research area linked to ethics, virtues, and morality is servant leadership. Scholars are currently seeking publication outlets as critics debate whether this new leadership theory is significantly distinct, viable, and valuable for organizational success. The aim of this study was to identify empirical studies that explored servant leadership theory by engaging a sample population in order to assess and synthesize the mechanisms, outcomes, and impacts of servant leadership. Thus, we sought to provide an evidence-informed answer to how does servant leadership work, and how can we apply it? We conducted a systematic literature review (SLR), a methodology adopted from the medical sciences to synthesize research in a systematic, transparent, and reproducible manner. A disciplined screening process resulted in a final sample population of 39 appropriate studies. The synthesis of these empirical studies revealed: (a) there is no consensus on the definition of servant leadership; (b) servant leadership theory is being investigated across a variety of contexts, cultures, and themes; (c) researchers are using multiple measures to explore servant leadership; and (d) servant leadership is a viable leadership theory that helps organizations and improves the well-being of followers. This study contributes to the development of servant leadership theory and practice. In addition, this study contributes to the methodology for conducting SLRs in the field of management, highlighting an effective method for mapping out thematically, and viewing holistically, new research topics. We conclude by offering suggestions for future research.     

The prevention of workplace bullying as a question of human resource management: Measures adopted and underlying organizational factors

The aim of this study was to analyse measures adopted to counteract workplace bullying from the perspective of human resource management. First, the kind of measures that are adopted to prevent bullying were examined. Second, factors affecting the extent of such measures were explored. The introduction of written anti-bullying policies and the provision of information were found to be the most common measures adopted. The policies strongly emphasized the role of supervisors and the immediate superior. Measures to counteract bullying were positively related to the adoption of ‘sophisticated’ human resource practices, negative publicity concerning bullying and the presence of a young human resource manager. The results, however, also indicated that imitation seemed to provide an important impetus behind anti-bullying efforts.