Establishment Level Earnings,Technology And The Growth Of Inequality: Evidence From Britain

It is often argued that technical change is responsible for the increase in wage inequality in Britain and the United States in the 1980s and 1990s. In this paper we examine this argument using data from individuals and establishments. It is found that the presence of micro-electronic technologies in workplaces is associated with higher earnings, especially for skilled workers. Decompositions suggest that technical change could have been a cause of the increase in skills premium for highly skilled workers. Nevertheless, our view is that the correlation between wages and plant-level technology is mainly driven by the effect of high wages on the propensity to introduce new technologies rather than vice versa. This view is supported by simultaneous models of the wage-technology relationship.     

TIME‐VARYING VOLATILITY IN CANADIAN AND U.S. STOCK INDEX AND INDEX FUTURES MARKETS: A MULTIVARIATE ANALYSIS

We use a multivariate generalized autoregressive heteroskedasticity model (M‐GARCH) to examine three stock indexes and their associated futures prices: the New York Stock Exchange Composite, S&P 500, and Toronto 35. The North American context is significant because markets in Canada and the United States share similar structures and regulatory environments. Our model allows examination of dependence in volatility as it captures time variation in volatility and cross‐market influences. Estimated time variation in volatility is significant, and the volatilities are highly positively correlated. Yet, we find that the correlation in North American index and futures markets has declined over time.     

Team Rewards: How Far Have We Come?

Although many organizations find teams to be important to their success, few have implemented reward systems that encourage team effort. This study examines the practices of 35 firms using team‐based reward programs and identifies some features of these programs that improve their effectiveness. The results indicate that the most valued programs were those associated with (1) high levels of communication to employees about the specifics of the plan, (2) strong worker involvement in the plan's design and implementation, and (3) team members' perceptions that the pay system was fair. HR managers considered more complex plans more beneficial than simple plans. © 2001 John Wiley & Sons, Inc.     

影响为人处世的领导心理

职场如战场,所谓"知已知彼,百战不殆"了解职场中的心理学一定能使你的职场之路更加顺畅无比     

与美国商人打交道的礼节

美国人是出了名的热情开朗,随和友善,不拘小节。美国人在人与人的交往上就比较随便。但在正式场合下,人们还是略讲究礼节。和美国人做生意,要注意美国的商务礼俗和美国社会的一些习俗。