A tale of three cities: Large,medium, and small consumer markets compared

In what size consumer markets does the consumer fare best — those of large, medium-sized, or small cities/towns? This is the general question that this article seeks to answer through analysis of price-quality data pertaining to Minneapolis (a large city), Ann Arbor, MI, and Ithaca, NY (a small town). While differences were smaller than expected, limited evidence from this pilot study support the notion that small markets are most efficient. At the same time the analysis confirms others' findings that most consumer markets are chaotic.     

Pay discrimination and imperfect competition in the labor market

Recent work has shown the prevalence of monopsony power in labor markets characterized by low pay. Monopsony has long been offered as a potential explanation of labor market discrimination. Yet, in the case of gender discrimination, most studies suggest that female labor supply is more elastic than that of males which, in a standard monopsony model, would imply higher pay for females. In the current paper we develop a theoretical framework capable of reconciling these empirical phenomena. We also attempt to explain: (i) the puzzle regarding the apparent trade-off between profits and discrimination in the standard neoclassical treatment of discrimination associated with the work of Becker (1957) and Arrow (1973) and (ii) the apparently paradoxical increase in female relative employment at a time of a significant rise in the relative price of female labor.     

THE ARBITRAGE PRICING THEORY AND COST-OF-CAPITAL ESTIMATION: THE CASE OF ELECTRIC UTILITIES

Capital asset pricing model (CAPM) and alternative arbitrage pricing theory (APT) methodologies are used to estimate the cost of capital for a sample of electric utilities. The statistical factors APT method is found to produce significantly different estimates depending on the number of factors specified and the set of firms factor analyzed. The use of macroeconomic factors is explored, and it is shown that this methodology has advantages over the statistical factors APT and the market model.     

Career Analysis: the Missing Link In Managerial Assessment and Development

Robin Jacobs and Robert Bolton argue that, although competency-based assessment methods have improved the haphazard management development practices of the past, they nonetheless provide an incomplete picture for improving performance and developing potential. They suggest that self-development through a career planning framework might provide the missing link and present a case study in this area based on their work in the Nationwide Building Society. Robin Jacobs is a Lecturer in Management at the Open University Business School as well as one of the directors of Transitions Limited, and Robert Bolton is Human Resources Manager at the Nationwide Building Society.     

Computing occupations: organizational power, work transition and collective mobility

The computing occupations are in a state of transition between a technical service and something more central to organizational power and decision-making. This process has had complex implications for the nature of computing work and for careers. There is no certainty that embryonic changes will carry through. But neither should the chances of these occupations of mounting a 'collective mobility project' be written off early.     

ON MANAGING HYBRIDS: SOME DILEMMAS IN HIGHER EDUCATION MANAGEMENT

This is an exploratory and conceptual paper. It argues that the concept of a hybrid organisation offers a useful way of conceptualising some dilemmas of current higher education management. The process of hybridisation captures some of the internal stresses and management problems facing higher education institutions caught between quasi-market and commercial market pressures. The increasingly widespread contractual management style may offer an inappropriate coping structure for some of these dilemmas. An open, negotiating management style, making explicit the problems of accountability and legitimacy generated by hybridisation, may be the only way to maintain staff commitment, but is very hard to achieve in the current context.     

RETIREMENT POLICY IN FRENCH AGRICULTURE

A supplementary retirement grant (I. V.D.) has been the most important of a range of measures introduced since 1962 as a solution to social and structural problems in French agriculture. Although one-third of the country's agricultural area has been transferred through the scheme, there has been no revolutionary change in farm sizes. The restructuring required by the policy has been relatively slight and the economic attractions of the retirement grant have declined, particularly since the early 1970's. Problems have also arisen from the uneven spatial adoption of the pension, from internal contradictions within the scheme and from the lack of co-ordination with other aspects of government support for agriculture and regional development policy.