Crashing into the future

The title of this paper, Crashing into the Future, references a conception of technology as containing its own future demise. It is a conception of the future as accident or discontinuous. We find this in J.G. Ballard's novel Crash (1973), in many of David Cronenberg's early films of the seventies, and more recently in his film adaptation of Crash (1996). This paper focuses on Crash (both the novel and the film) in terms of the way the future is pathologized through the car, and, in particular, how the car crash foregrounds temporality in a manner that is traumatic.     

Changes and continuities in South Korean HRM

The operating context of South Korean human resource management (HRM) has undergone radical shifts since we wrote our first piece in 1997 for a similar collection to this. This has undoubtedly influenced the practice of HRM. Therefore, the focus of this piece is to compare the current situation with the past and delineate the amount and type of such change vis-à-vis continuity in HRM. The contextual factors and issues, political and economic background, labour market situation, the 1997 Asian financial crisis and ramifications, are analysed. Then future possible scenarios and key issues are outlined.     

Factors affecting global integration of Chinese multinationals in Australia: A qualitative analysis

This study utilizes cross-level and in-depth interviews to extend empirical and conceptual studies that have identified the factors underlying the choices made by OECD based multinational enterprises (MNEs) when determining their approach to global integration. The study examines the applicability of these factors in the context of Chinese MNEs with operations in Australia. In so doing, it pioneers the use of qualitative methods to determine which factors affect emerging market MNEs’ global integration and how these elements function and interrelate. Furthermore, the study contributes to theory-building by classifying the factors affecting global integration into organizational, industrial, and environmental groupings. The implications of this study are drawn from the data analysis and directions for future studies are advanced.     

Evaluating change in European industrial relations: research evidence on trends at organizational level

This paper uses evidence from organizations with more than 200 employees in several countries across Europe to explore the proposition that industrial relations in Europe is becoming more convergent around a non-union HRM model. The evidence indicates that, although there are some similar moves taking place, national patterns remain distinctive, the IR/HRM distinction may not be sustainable in Europe and there are significant elements of continuity in industrial relations in Europe alongside the changes that are taking place.     

Evaluation of inventory management: Efficiency can affect success

In many manufacturing companies, top management analyzes inventories only when financial trouble is at hand. The average amount of money committed to inventories is about three times the amount held in cash. It is rare that a member of top management gives the sustained attention to inventories that he gives to the company's cash position. A troubled company can take important steps in retrenching by evaluating its inventory management. However, this evaluation can be a part of the continuing analysis of the company's operations, in most cases as an outgrowth of auditing services. The resulting efficiencies can have a favorable effect on the company's success and growth—especially if money formerly tied up in inventories is freed for investment in other resources.     

A Tale of Two Models: Comparing structuralist and neoclassical computable general equilibrium models for South Africa

This paper compares two working models of the South African economy, an orthodox, neoclassical computable general equilibrium model in which savings drive investment, and a more structuralist, eclectic, model for which there is an independent investment function. Both models are calibrated to the same social accounting matrix. Comparative statics of simplified prototype models are presented and identical simulations with the corresponding applied versions are compared. It is seen that the neoclassical model fully supports the principles of the 'Washington Consensus' while the structuralist model requires a far more heterodox set of policies to avoid slow growth or high inflation.     

Reinforcing organizational defensive routines: An unintended human resources activity

Although human resources professionals are against the proliferation of defensive routines, they often design programs that reinforce them. This paper examines one organization in depth in order to illustrate how its human resources professionals acted in ways that unintentionally reinforced the very defensive routines that they were trying to reduce. Organizational defensive routines organized into self-reinforcing loops can result in lack of effective line leadership and increasing difficulty for management development, organizational development, education, organizational diagnosis, and compensation to achieve their objectives.