Human Resource Management in Africa: Alice's Adventures in Wonderland

Africa is not a dream but in many ways, human resource management (HRM) in Africa could be a dreamlike experience. This appearance of managing in Africa as being surreal is particularly evident with many Western human resource managers. The sheer complexity and diversity found there can make the HRM process one of the more vexing decisions that management may have to undertake when doing business in Africa. In an effort to dramatize the complex nature of HRM decisions in African context, Alice's Adventures in Wonderland will be used as a metaphor throughout the paper. Just as Wonderland held many surprises for Alice during her adventure, Africa holds many surprises for Western HRM, not only in the form of the alien nature of the 'rules, regulations and laws' of many African nations but also in the extent to which many African organizations/employees ignore or bend the rules It is the intent of this paper to demonstrate a means to develop a classification scheme from which categories of African countries can evolve into more or less homogeneous groupings. These categories can then be used to develop customized HRM policies, strategies and tactics. The classification schema is based upon the European colonization of Africa, the history of leadership in African nations since decolonization, the economic/infrastructure development differences among African economies and the cultural differences among these same countries. It is envisioned that the African HRM decision matrix could provide the basis for making 'informed' HRM decisions by Western managers in an African context, although these Western managers must always be ever mindful of the Alice's Adventures in Wonderland nature of the HRM in Africa.     

Forecasting in a large macroeconomic system

This paper examines the efficiency gains yielded from estimating multiple equation cointegrated systems as compared to their single equation counterparts. In particular, this paper is concerned with the ability of utilizing the cointegrating information to improve forecasting performance. Recently an inability to improve forecasts of real income once money demand error correction terms were introduced has been used to argue that the M2 relationship had broken down during the early 1990s. However, the results suggest that once the underlying responses of variables are more closely investigated, the behaviour of M2 has remained stable.     

The Adoption of Sustainable Manufacturing Practices in the Caribbean

The Caribbean region is awakening to the reality that environmental sustainability is fast becoming a major business performance dimension that is shaping the competitive landscape for manufacturers. This research attempts to gain a picture of the current level of emphasis on environmental sustainability among manufacturers in five Caribbean countries. This paper reports on the level of awareness of the concept of sustainable manufacturing, the sustainability practices Caribbean manufacturers are currently engaged in, and the barriers preventing the adoption of sustainability practices. The findings from our survey show that the majority of Caribbean manufacturers have little knowledge of the concept of sustainable manufacturing and the adoption of sustainability practices is low. In light of these findings, the paper discusses potential roles for Caribbean governments, manufacturing associations, and educational institutions in addressing the need for greater emphasis on sustainable manufacturing in the region. Copyright © 2011 John Wiley & Sons, Ltd and ERP Environment.     

The adoption,diffusion, and evolution of organizational form: insights from the agrifood sector

The adoption and diffusion of contract farming and vertical integration in modern agriculture has varied widely across regions, commodities, or farm types. This paper lays out a framework for understanding the evolution of organizational practices in U.S. agriculture by drawing on theories of the diffusion of technology and organizational complementarities. Using recent trends as stylized facts, with case studies from various agricultural industries, we argue that research identifying complementarities within specific sectors of the agrifood system will greatly improve our understanding of the organizational structure of agricultural production, and we identify several specific lines of inquiry. Copyright © 2011 John Wiley & Sons, Ltd.     

Forecast encompassing tests and probability forecasts

We consider tests of forecast encompassing for probability forecasts, for both quadratic and logarithmic scoring rules. We propose test statistics for the null of forecast encompassing, present the limiting distributions of the test statistics, and investigate the impact of estimating the forecasting models' parameters on these distributions. The small‐sample performance is investigated, in terms of small numbers of forecasts and model estimation sample sizes. We show the usefulness of the tests for the evaluation of recession probability forecasts from logit models with different leading indicators as explanatory variables, and for evaluating survey‐based probability forecasts. Copyright © 2009 John Wiley & Sons, Ltd.     

Towards internal cohesion? The role of local government in economic development under the EU Single Programme in Northern Ireland

This paper focuses on the extent to which EU funding available under the Local Economic Development Measure of the Northern Ireland Single Programme (1994-99) has encouraged local government in Northern Ireland to adopt a new role in local economic development. It also considers whether the implementation of the Measure has effectively addressed its objectives of economic and social cohesion. It discusses the rationale for district council involvement and concludes that the local government structure in Northern Ireland requires adaptation to optimise the impact of the aid on offer.     

The emergence of the pluralism construct and the inpatriation process

The concept of centric (i.e. ethnocentric, polycentric, regiocentric and geocentric) orientations, applied to strategic international human resource management (SIHRM), has been argued to reflect the corporate top management dominant logic of managing and staffing multinational subsidiaries in hierarchical multinational corporations (MNCs). In this paper, we introduce a new, complementary concept of pluralistic strategic global human resource management (SGHRM) orientation for network-oriented global organizations. Moreover, we develop an integrative framework for SIHRM/SGHRM orientations, which accommodates both centric and pluralistic perspectives. The dimensions used in the framework development include: 1) nature of the headquarters-subsidiary exchange (transactional/relational); and 2) the differentiation of dominant relational norms governing co-operation in the multinational network (obligatory/consensual). By focusing on the interaction between formal and informal contractual and normative dimensions, we derive four distinct SIHRM/SGHRM orientations (exportive, adaptive, integrative and pluralistic). This conceptual framework offers insights into how the innovative global staffing practice of inpatriation may foster the emergence of the unique outcomes of social capital, trust, commitment and legitimacy in global networks.