Decoupled Farm Payments and Expectations for Base Updating

The degree to which U.S. farm programs are decoupled from production has been a central issue in recent trade disputes. Several authors have suggested producer expectations for base acreage and yield updating in future farm bills create an incentive to alter planting and input decisions. This article reports analysis of the subjective expectations of producers for base updating and an analysis of the effect these expectations have on producer willingness to accept a buyout of the right to update. On average, producers think the chances of updating in the next farm bill are about 40%, but less than 17% indicate adjusting acreage or yields in anticipation of updating.     

Jointism and the Role of the Workplace Union in the auto-components Industry

This article is part of a case study history, from the British auto-components industry involving a changing workplace regime from the late 1970s through to the 1990s. Employing the concepts of 'dual commitment' and 'incorporation' we explore, partly through the voices of participants, the process of involvement in that regime. We consider the implications for how trade unions might respond to policies on 'jointism', and for management vis-a-vis the choices on union involvement or anti union strategies.     

Mobilizing consent: paternalism and cellular manufacturing

In this paper we explore the dynamics of the introduction of New Systems and Structures of Work Organization (NSSWO) in the context of the forces impacting upon organizational change in the unionized sector of manufacturing industry throughout the Thatcher period. This we do by way of a detailed case study of a major UK auto-components manufacturer. We explore a number of changes in work organization, including the introduction of a cellular-based system of manufacturing, from its initial strategic conception through to its implementation; the delegation of responsibility for quality to shop-floor operators and the use of more flexible working practices. In doing so, we reconsider the context of change, the detailed processes of change and the pattern of accommodation between labour and management. Drawing upon our previous work on the nature of paternalism (Ackers,and Black, 1991), we explore its significance in terms of management’s constant drive for more economic work practices and patterns of organization. Specifically we explore the significance of paternalism as a relevant concept in interpreting the case, and hence, also, as a relevant concept in understanding HRM. The case challenges the prevailing ideology that the ‘successful’

economic organization requires (a) a de-regulated labour market and (b)

a trade union free environment, or, failing this, that management needs to

develop an individualistic approach towards the work-force, moving from the

more pluralist‘industrial relations’approach towards an essentially ‘unitarist framework, as found in certain interpretations of ‘uman resource management’(Guest, 1987)

The paper is thus a contribution to the continuing analysis of those ‘tensions and struggles through which the open ended potential of labour power have been managed, through shifting patterns of coercion, accommodation and compliance into profitable forms of production’(Elger and Smith, 1994: 12; Thompson, 1990). By means of this case we attempt to explore this issue with respect to three interconnected

themes:

The place of paternalism as a relevant concept in the age of HRM.

The extent to which organizations may be better advised to look towards ways

to build upon their existing organization culture, rather than seeking solutions

from overseas models.

Linking with previous work on the ‘Joint Process’in the US (Black and Ackers, 1994), the paper raises issues concerning the ‘strategic issue . . . which managers have to face . . . the balance between joint regulation and joint consultation’(Storey and Sissons, 1993: 221), and hence the role of trades unions in organizational change programmes.     

Socially responsible investment fund performance: the impact of screening intensity

Perhaps the most common criticism of socially responsible investment funds is that imposing non‐financial screens restricts investment opportunities, reduces diversification efficiencies and thereby adversely impacts performance. In this study we investigate this proposition and test whether the number of screens employed has a linear or curvilinear relation with return. Moreover, we analyse the link between screening intensity and risk. Screening intensity has no effect on unadjusted (raw) returns or idiosyncratic risk. However, we find a significant reduction in α of 70 basis points per screen using the Carhart performance model. Increased screening results in lower systematic risk – in line with managers choosing lower β stocks to minimize overall risk.     

The Demand for Hedging and the Value of Hedging Opportunities

Hedging strategies typically assume that hedging is costless and that only one futures market exists. When these assumptions are dropped, the demand for hedging is shown to depend on basis risk, price risk, and the hedger's risk preference. The marginal and incremental value of hedging opportunities are computed for the general cases of one and two markets and applied to the specific case of Pennsylvania dairy input hedging.     

Flexible work practices and human resource management: a comparison of South African and foreign owned companies

This study compares the use of flexible work practices in wholly owned South African (SA) companies with that in foreign-owned companies. Data were obtained from questionnaire results of a study conducted by Horwitz and Franklin (1996) of flexible work practices in SA organizations. The questionnaire was used as part of a collaborative research project involving three countries (Brosnan et al ., 1996). It was found that SA-owned companies use certain flexible work practices to a lesser extent than foreign-owned companies. This was found to be the case particularly in the use of numerical forms of flexibility, such as sub-contractors/consultants and the use of temporary employees. Use of subcontractors/consultants and temporary staff agencies was found to be the greatest in partially foreign-owned companies. A larger proportion of foreign-owned companies have lower labour costs than do SA-owned companies. This has, however, not been as a result of the greater use of flexible work practices. Foreign-owned companies make more joint decisions with unions than do SA-owned companies when changing work practices.     

‘The times they are a changin’? transformative organizational innovations in financial services in the UK

Much of the management guru-based literature emphasizes the transformational capacity of organizational innovations (OIs). The excellence, quality and reengineering literature purports to abandon hierarchy, bureaucracy and management control; to eradicate conflict and instil an new team and quality-based ethos. Yet much remains unknown about how these OIs are operationalized. Here we question both theoretically and empirically the validity of such transformational claims by reference to our research within financial services. We argue that despite considerable changes, OIs remain both a condition of, and location for, the exercise of organizational power relations. Bureaucratic and hierarchical structures continue to pervade organizations. Work-related pressures and tensions abound concerning issues such as control over the quality versus the quantity of work output, work intensification and job insecurity. All of which impinge upon the performance of OIs, and belie notions of a ‘transformation’ of organizational cultures, structures or strategies.     

Race and cesarean delivery in Florida

At a time when the Clinton Administration has set a goal of eliminating racial disparities in health by the year 2010, medical experts are struggling to understand one of the most glaring, and least talked about, disparities of all: death in childbirth. In a study made public this spring, the Centers for Disease Control and Prevention in Atlanta reported that black women in the U.S. were nearly four times as likely to die during delivery, or shortly thereafter, as white women. The disparity, which has remained about the same for the last four decades, holds true even for women who … are middle class and have health insurance. The findings … have renewed interest among scientists and legislators in a problem that many peoole think no longer exists … Dr. David Satcher, the United States Surgeon General, (says) “the disparity is important. In this country, we have a certain standard of expectation about the risk of women dying in pregnancy, and black women are off the scale right now.” (Sheryl Gay Stolberg, “Black Mothers' Mortality Rate Under Scrutiny,” Front Page, 8 Aug. 1999 New York Times)