The future of bioregional planning in the Southern Appalachian Man and the Biosphere region

This paper assesses the current status and future prospects for bioregional planning in the Southern Appalachian Man and the Biosphere (SAMAB) region in the United States. The SAMAB region is one of the most biodiverse temperate regions in the world. The region's environment is threatened by development, air and water pollution, and invasive species. Numerous institutions in the region have some responsibility for protecting the region's environment, including the National Park Service, the US Forest Service, the US Environmental Protection Agency, the US Fish and Wildlife Service, several states, hundreds of municipalities, and numerous active non-profit organizations. Twenty-seven people associated with bioregional planning were interviewed to gauge their opinions on the state of bioregional planning in the SAMAB region. Overall, the respondents do not believe that the totality of all those efforts comprises bioregional planning because the efforts are limited in scale and scope and somewhat uncoordinated. With respect to the future of the region, the respondents found it difficult to imagine the state of the region 50 and especially 200 years into the future. Additionally, almost all of their definitions of bioregional planning included a spatial dimension but none included a time dimension. Thus, one of our conclusions is that the future of bioregional planning in the region will be hampered by difficulties people responsible for environmental protection have in dealing with ‘the future’. Much effort needs to be expended to inculcate people in the region with the desire to anticipate problems long before they occur. Reactive responses, which characterize the majority of current efforts, are likely to be ‘too little, too late’.     

Cognitive representations of the future: Survey results

This paper reports the results of a web-based survey concerning how people think about the future. Five hundred and seventy-two people from 24 countries completed the survey. The results indicate that when the respondents hear the word ‘future’, they think about a point in time 15 years into the future, on average, with a median response of 10 years. Respondents think less about the future than the present. On the other hand, they tend to worry more about the future than the present. Respondents’ ability to imagine the future goes ‘dark’ around 15-20 years into the future. Most of the respondents are optimistic about the near term, but become more pessimistic about the longer term. Respondents believe that humankind is not acting very responsibly with respect to a whole host of environmental and social issues but is acting responsibly with respect to technology. Almost half of the respondents would not wish to have been born in the future. Most of the other respondents would have preferred to have been born 50-500 years into the future. Approximately 45% of the sample believes that humankind will become extinct. The data suggest that Christians are more optimistic and less worried about the future and do not believe that we will become extinct. Males worry less but also think more about the future. There is a strong correlation between thinking about the future, clearly imagining the future, and being optimistic about the future. It is concluded that individuals have diverse and rich conceptions about the future but that they think less about the future than futurists might hope. Individuals’ considerations of the future are highly influenced by their identities and worldviews. Future research should focus on better unraveling these relationships and on understanding their implications for futures-oriented policy making.     

Organisational flexibility and HRM in the hotel industry: evidence from Australia

The hotel industry is renowned for its poor pay and employment conditions and a low take‐up of HR practices. It is generally believed that the industry has relied on a lowcost, numerically flexible and disposable workforce. Recently, however, there has been debate concerning the extent to which managers in the hotel industry are embracing high commitment HRM and functionally flexible work practices. This study seeks to shed light on this question by analysing large‐scale survey and interview data on the hotel industry in Australia. While hotel workplaces in general continue to be associated with high levels of numerical and temporal flexibility and greater informality of HR policies, it was apparent that larger luxury hotels were adopting more systematic employee management techniques and strengthening their internal labour markets through functional flexibility initiatives. Such firms were also pursuing numerical and temporal flexibility strategies, although in rather different ways.     

The micro-economic effects of financial market structure: evidence from 20th century North American steel firms

This paper analyzes the historical relationship between domestic financial institutions, firm level financing decisions, and average capital costs in a sample of US and Canadian firms from a large and economically important manufacturing industry—primary steel production. We find that national capital market characteristics and firm specific characteristics were important determinants of 20th century US and Canadian steel firms’ financing decisions. We also show that, despite source-specific price differences, average capital costs were approximately equal in the two countries, and the firms’ financing decisions were important determinants of these average capital costs. We conclude that firms structured their balance sheets in an effort to exploit the idiosyncratic features of their domestic financial institutions, and thereby, minimize their average capital costs.     

The Euro-area Financial System: Structure, Integration, and Policy Initiatives

Four years after the introduction of the euro, this paper providesan overview of the current structure and integration of theeuro-area financial systems and related policy initiatives.We first compare the euro-area financial structure with thoseof the United States and Japan. Using new and comprehensivefinancial account data, we also describe how the euro-area financialstructure has evolved since 1995. We document the progress towardsintegration of the major euro-area financial segments, namelymoney markets, bond markets, equity markets, and banking. Finally,we discuss recent policy initiatives aimed at further improvingEuropean financial integration.     

Should the firm or the employee pay for upskilling? A contract theory approach

Upskilling involves costly effort on behalf of existing employees to acquire new skills that are required to execute high value-added projects. A firm-financed training scheme allows the screening of applicants but comes with the cost of hidden actions, as some employees might train themselves yet continue working on low-value projects. A policy relying on worker self-training and incentive compatible contracts allows attracting more workers to high-value projects, yet it must grant a positive informational rent to flexible workers. The analysis reveals the optimal contract specific to each of the two training schemes. The profit comparison shows that the training strategy depends on how large is the net value created by upskilling, which is a characteristic of the business or industry.     

The evolution of financial intermediation: Evidence from 19th‐century Ontario microdata

Microdata for Ontario decedents in 1892 and 1902 is analyzed to help explain the dramatic growth of the Canadian banking system in the late 19th century. Combining data from probate inventories with census data at the township level, we find that the expansion of deposit banking happened at the extensive rather than intensive margin and was correlated with the expansion of the branch network of the banking system, although we cannot assign causation. Wealth and urbanization help to explain the growth of deposit banking but the significance of a dummy variable for 1902 points to other time‐correlated factors such as innovations in transportation and financial innovations that lowered costs and facilitated access to banking services.     

The role of technical expertise in firm governance structure: evidence from chief financial officer contractual incentives

We provide evidence that the presence of technical expertise in firm governance structure reduces reliance on contractual incentives to control the potential agency problem for executives whose responsibilities require specialized knowledge. Specifically, we find that firms with financial expertise in the form of a board finance committee, or a chief executive officer with a financial background, tend to use lower levels of incentive‐based compensation for their chief financial officers. Our findings suggest financial experts provide stronger oversight and/or direction with regard to firm financial policies and strategies, thereby allowing firms to reduce reliance on incentive compensation. Our study provides insight into the role of technical expertise and board committees in firm governance, and into the benefits of common functional expertise within top management teams. Copyright © 2010 John Wiley & Sons, Ltd.     

What role does culture play? A look at motivation and job satisfaction among hotel workers in Brazil

Job satisfaction has been associated with positive organizational outcomes such as increased employee productivity, higher innovation and reduced turnover, all of which are linked to improved firm performance. Motivation is considered to be a primary determinant of job satisfaction. Yet little research has focused on the links between motivation, job satisfaction and the impact of culture in the workplace. This qualitative research uses Herzberg's Two-Factor Theory of Motivation to assess job satisfaction in the Brazilian hotel industry. The results partially support the theory and suggest that culture influences the degree of job satisfaction.