Politique du logement et lutte de classes au Chili (1970-75)*

To analyse the historical evolution of the building sector in Chile, and the way in which it reflects and affects the social structure as a whole, it is necessary to consider two aspects:

• 1 the building sector, considered as a specific part of the production sphere, a specific system of economic and social interests;
• 2 the building front, where the social practices of the conflicting forces express the needs of the reproduction of the labour force, and the class struggle in the building sector, opposed to speculation and capital accumulation processes.

Before 1970, the capital interests were dominant, strongly organized through the Chilean Building Chamber and its influence on government policy-making, and linked with US imperialism, particularly at the finance level. With the Popular Unity Government, a series of measures expressed the shift to the dominant interests of the working class: nationalization of the main private banks; control of the housing market; organization, control and partial socialization of the building industry; breaking of urban segregation patterns; national agreement on wages policy. The construction front was affected by new forms of class struggle: construction brigades, unemployed brigades, popular planning and, at the same time, new forms of economic and political retaliation by capital. This led first to the employers' strike and then, through the constitution of a capitalist class bloc supported by imperialism, to the coup d'etat, which restored the fullest opportunity for exploitation, speculation, segregation, and the power of the Chilean Building Chamber.     

Earnings inequality and unemployment in South Africa

Unemployment and earnings inequality have moved together remarkably closely in South Africa in recent years. This article explores the relationship between unemployment and earnings inequality in South Africa, investigating the extent to which changes in unemployment can account for changes in earnings inequality. Static and dynamic decompositions of earnings inequality by employment status reveal the centrality of unemployment in accounting for the both level and trend of earnings inequality. The distribution of employment in the formal and informal sectors is found to be of lesser importance in explaining earnings inequality, as is wage dispersion within each of these categories. The findings point to the central importance of reducing unemployment in South Africa if the extremely high levels of inequality are to be reduced.     

Constructing a knowledge‐based system to aid scenario‐based strategic planning: an application to the European airline industry

This paper explores the use of scenario planning and the design of a knowledge‐based system in strategic decision making, in the context of the European airline industry. Several innovative strategies were derived, as well as other key recommendations based on sound strategic reasoning, and participants testified to the effectiveness of the approach in stretching their thinking. The requirement to draft strategies as expert system rules, with reasons, was useful in clarifying thinking and achieving group consensus. This methodology, therefore, aids effectiveness of the scenario planning process itself, while providing a dynamic, accessible means of storing the resulting strategic thinking. Copyright © 2005 John Wiley & Sons, Ltd.     

Equality and diversity in the public services: moving forward on lesbian,gay and bisexual equality?

A key change for lesbian, gay and bisexual (LGB) people in the European Union has been the prohibition by the Employment Equality Directive (2000) of discrimination in employment on grounds of sexual orientation. This article focuses on the UK, which in 2003 introduced legislation making it unlawful to discriminate on these grounds. It explores the factors encouraging ‘good practice’ in sexual orientation equality work. It considers progress within the public services that have ‘pioneered’ sexual orientation equalities work, drawing on the views of LGB employees, management and trade union stakeholders. The recent legislation is considered to have provided a major impetus for change; however, an emerging ‘business case’ within the public service modernisation agenda is considered to have provided both opportunities and barriers to progress. A challenge for HR practitioners is getting organisational commitment to sexual orientation work, which is still perceived within organisations as a ‘sensitive’ area.     

On the export-led growth hypothesis for the little dragons: An empirical reinvestigation

The export-led growth hypothesis is tested using quarterly time series data for Hong Kong, Korea, and Taiwan and by constructing a vector autoregression (VAR) model. The Granger no-causality procedure developed by Toda and Yamamoto [1995] was applied to test the causal link between real export growth and real industrial output growth. Three distinct features in this paper stand out against earlier studies on the Little Dragon countries of Asia. First, going beyond the traditional two-variable relationship, a VAR model is built in the production function context to avoid a possible specification bias. Second, Riezman et al. [1996] are followed to test the export-led growth hypothesis while controlling for the growth of imports to avoid producing a spurious causality result. Third, the sensitivity of causality test results under different lag structures is tested along with the choice of optimal lags. In particular, the methodology developed by Toda and Yamamoto is expected to improve the standard F-statistics in the causality test process. The principal result from this research cannot offer support for the export-led growth hypothesis.     

An employee-centred analysis: professionals' experiences and reactions to HRM

A key premise underlying research efforts about human resource management (HRM) is that it leads to improved performance through bolstering employee attitudes. The value of assessing employee reactions to HRM practices is now widely recognised. Using process models of strategic HRM, we adopt an employee-centred focus to explore the perceptions of a sample of New Zealand professionals with regard to HRM practice, attitudes, reactions and performance. Our findings provide support for some elements in this model, but not all. Although the relationship between practices and attitudes is strong, the relationship between reactions and performance is not. We conclude that the employee experience of practice is still a murky concept and suggest greater clarity about what this means, and how this could, and indeed should, be assessed is urgently required.