Obsoleszenz — ein Synonym für die Konsumgüterproduktion in entfalteten Marktwirtschaften

Zusammenfassung Wie im Titel angedeutet, gehen die Verfasser davon aus, daß sich hinter dem Obsoleszenz-Phänomen keine besondere Absatzstrategie der Unternehmen und daher kein eigenständiges Erkenntnisobjekt verbirgt. Die von bürgerlichen und marxistischen Kritikern vielfach geäßerte Ansicht, mit zunehmender Vermachtung/Monopolisierung der Märkte seien die Waren schlechter geworden, wird nicht geteilt. Nach wie vor werden bei uns sehr viele «gute» sowie «schlechte» Konsumgüter hergestellt, je nach dem wie die Produktivkräfte sowie die Konkurrenz um die zahlungskräftige Nachfrage es erlauben. Was die bekannten gesamtgesellschaftlichen Probleme (Umweltbelastung, Rohstoffknappheit etc.) verursacht und die Wissenschaften auf dem Plan gerufen hat, ist nicht die abnehmende Qualität der Waren, sondern die erweiterte Reproduktion kapitalistischen Wirtschaftens schlechthin. Die «ungeheure Warenansammlung» kann wissenschaftlich nicht zerlegt werden in eine unanfechtbare Normalität (=technischer Fortschritt) und moralisch abzulehnende Auswüchse (=Obsoleszenz); ebensowenig signalisieren Obsoleszenzstrategien die allgemeine Dekadenz des Monopolkapitals. Der Reichtum an Konsumgütern ist vielmehr zu begreifen als dialektisches Resultat einer Erwerbsgesellschaft, die-beispielhaft konkretisiert-überdimensionierte Fernsehgeräte zum Kauf anbietet, nachdem sie zuvor technisch ausgereifte Geräte entwickelt hat.

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As indicated by the title the authors are convinced that obsolescence is no special marketing strategy. Therefore the phenomenon should not be regarded as a subject worthy of study by itself. The authors reject the hypothesis that product quality is eroded by increasing monopolization, a position taken by bourgeois as well as marxian critics. In market economies there will always be production of good and bad consumer goods depending on productive capacity and sellers' competition for effective demand. The well-known social problems (pollution, shortage of raw materials, etc.) are not caused by decreasing product quality but are due to the need for reproduction of capital on a larger scale.The enormous production of goods cannot be separated by scientific methods into (a) an economic normality (technical progress) and (b) a perverse exaggeration not acceptable on moral grounds (obsolescence). Neither do the strategies of obsolescence indicate the decadence of monopolistic capitalism. Instead the abundance of consumer goods should be interpreted as a dialectic result of a society's profit maximization. To give an example: After well-equipped television sets with a high technical standard had been developed, the system starts supplying units of a hypertrophic size and capacity.

     

Development and the mystification of ‘cultural factors’: One destiny: Our common future in Africa,by A S van Niekerk

In One destiny: Our common future in Africa the author relates, in popular fashion, a series of incidents which convinced him that the basic difference between black and white in South Africa is cultural deep‐seated and the cause of underdevelopment and conflict He develops a circular argument in which world‐view is taken as the root of perceptions, values and activities. The effects of experience and economic and political factors are given secondary importance. This argument cannot accommodate social change and differentiation, and the author tends to concentrate on perceptions and events which he finds morally unacceptable. He gives an unbalanced assessment and an ethnocentric interpretation of African life. Possible reasons for this type of argument are explored and an alternative which takes its departure from the interaction between experience and perception is offered     

HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices

Abstract

HR managers have different beliefs about the nature, value, and instrumentality of talent—referred to as ‘talent philosophies’. In line with cognitive psychology, we reason that talent philosophies are similar to mental models that influence how HR managers interpret and use talent management (TM) practices within their organizations. In this article, we explore the prevalence of four different talent philosophies (exclusive/stable; exclusive/developable; inclusive/stable; inclusive/developable) in a sample of 321?HR managers. We then explore how talent philosophies relate to organizational context (i.e. size, ownership form, multinational orientation) as well as to HR managers’ perceptions of their organization’s TM practices. Cluster analysis corroborated the presence of the four talent philosophies in our dataset. All four talent philosophies were represented almost equally often in the overall dataset. Organizational size was found to be related to talent philosophies, such that HR managers who worked in smaller organizations were more likely to hold an inclusive talent philosophy. We also found support for the relationship between talent philosophies and perceptions of the exclusiveness or inclusiveness of the organization’s definition of talent, and its degree of workforce differentiation. Contrary to expectations, results did not support a link between talent philosophies and perceived talent identification criteria.     

A REVISED GEOMETRY OF MEAN-VARIANCE EFFICIENT PORTFOLIOS

A revised definition of efficiency compares portfolios with different net worths. One axiom rules out instantaneous riskless gains, the other asserts that it costs money to buy good portfolios. Unlimited short sales are allowed. Portfolios which cannot be improved at any price are called absolutely efficient. The geometry of the mean-standard deviation frontiers is governed by three “efficient set constants”. A few results regarding efficient portfolios must be modified, and a new version of the security line equation is proposed. Explicit formulas are given: no need to use different formulas for singular or non-singular covariance matrix.     

Experience with a simulator for training ammonia plant operators

A computer-based simulator was used for training operators prior to the start-up of a new fertilizer complex which includes a 1,350-MTPD ammonia plant, two 1,100-MTPD urea plants, and a steam and power generation plant with two 18-MW gas turbines. The simulator offered many benefits, which can be used for continued education of operators and engineering studies.     

Kicking against tradition: women’s football,negotiating friendships and social spaces

This article examines friendships and social networks in the context of amateur women’s football. Studies of intimacies and friendships tend to situate women’s same-sex friendships around emotional support. The aim of this research seeks to account for more depth in understanding diversity in female friendships. The traditionally masculine (football) environment is peculiarly distinctive because it contrasts with traditional spaces found in private, domestic context that have traditionally associated with the formation and negotiation of ‘feminine’ friendship identities. Utilising 10 narrative interviews, the paper examines social and friendship networks in two main areas. Firstly, although non-traditional social groupings were evident, it was apparent that some participants had to negotiate a dual private/public role. Secondly, there were friendships based on sociability and these were integral to the connectedness of groups not defined by conventionally gendered roles, defined by emotional ties, but instead on collective interest focused around playing sport. These groupings are of interest because they are contrary to conventionality that frame emotional femininity, and foreground social activities that accentuate cultural complexities rather than confine friendship groups in terms of either masculine or feminine cultural practices. Drawing on the grounded experiences of female football players, we found that female friendships are much more layered and complex than represented in broader cultural discourse.     

Requests for zoo visitors to undertake pro-wildlife behaviour: How many is too many?

Recognising the potential conservation impact, zoos regularly ask their visitors to undertake pro-wildlife behaviour. This paper presents the results of two studies undertaken to address the question: how often during a visit should visitors be asked? Study 1 sought to a) determine individuals' personal thresholds and b) the point where the number of different behaviours requested began affect visitors' experiences. Study 2 sought the same, but focused on requests for the same behaviour. Results suggest that few respondents' personal thresholds were crossed (2.5% in Study 1 and 9% in Study 2). In neither study did many respondents (2.5% in Study 1 and 2.8% in Study 2) feel that the number of requests negatively affect their overall zoo experience. While there are caveats, we conclude that there appears little cause for concern about asking zoo visitors on multiple occasions to act in support of wildlife. Indeed, such requests may improve experiences.