Japanese managers and British culture: a comparative case study

This paper examines the applicability of Japanese management practices in Britain within a socio-cultural perspective. Using a case study research in a Japanese multinational subsidiary in Britain, the paper argues that some management practices are incompatible with British societal and business cultural characteristics and are therefore not adopted by the Japanese managers working in this country. There are some practices which can more readily be adapted to local conditions and have successfully been implemented in Britain.     

The competitive advantage of nations: the role of HRM and its socio-cultural context

This study focuses on the links between human resource management practices and the socio-cultural characteristics of nations, on the one hand, and their competitive advantage in the international market, on the other. The particularly important conclusion is that some nations' cultures offer their managers a higher repertoire of modes of management practices than some others. In high repertoire nations, organizations appear to be better equipped to compete internationally than their counterparts in low repertoire nations.     

Economic burden of thromboembolic and hemorrhagic complications in non-valvular atrial fibrillation in Algeria (the ELRAGFA study)

Abstract

Background: Atrial fibrillation (AF) is the most common cardiac arrhythmia, with substantial public health and economic impact on healthcare systems due to the prevention and management of thromboembolic and hemorrhagic complications. In Algeria, stroke is a leading cause of death, representing 15.6% of all deaths in 2012. Current data on the epidemiology and costs associated with non-valvular AF (NVAF) in Algeria are not available.

Methods: A three-step approach was undertaken to estimate the economic burden of NVAF in Algeria. First, a literature review identified the epidemiological burden of the disease. Second, expert clinicians practicing in Algerian hospitals were surveyed on consumed resources and unit costs of treatment and management of complications and prevention. Finally, these data were combined with event probabilities in an economic model to estimate the annual cost of NVAF prevention and complications for the Algerian healthcare system.

Results: Based on literature and demographics data, it was estimated that there are currently 187,686 subjects with NVAF in Algeria. Seventy per cent of this population was treated for prevention, half of which were controlled. Cost of prevention was estimated at 203 million DZD (€1.5 million) for drugs and 349 million DZD (€2.6 million) for examinations. Mean hospitalization costs for complications ranged between 123,500 and 435,500 DZD (€910–3,209), according to the type and severity of complications. Hospitalization costs for thromboembolic and hemorrhagic complications were estimated at 8,313 million DZD (€62 million), half of which was for untreated patients. Finally, the economic burden of NVAF was estimated at 8,865 million DZD (>€65 million) annually.

Conclusion: The economic burden of NVAF is important in Algeria, largely driven by untreated and INR-uncontrolled patients. There is a lack of information on the Algerian healthcare system that could increase uncertainty around this assessment, but it clearly establishes the importance of NVAF as a public health concern.     

Growth and Jobs in Developing Economies: Trends and Cycles

Open Economies Review - This paper investigates the relationship between economic growth and job creation in developing economies with a focus on low and lower middle-income countries along two...     

Transfer of HRM practices across cultures: An American company in Scotland

This paper reports the findings of a case study into human resource management (HRM) policies and practices of the Scottish subsidiary of an American multinational firm. The study is discussed within the debate on transfer of HRM practices between nations, and on subsidiary - parent company relationships. The paper makes a distinction between HRM policy on the one hand, and HRM practice on the other. It will be argued that whereas companies might find it feasible to have company-wide policies , they might find it unavoidable to be responsive to local conditions when it comes to HRM practices . Further, it will be argued that some practices can be transferred across nations almost without any change from one country to another. Some must be modified to become workable in another setting. And some are more deeply culture-specific and may not always be transferable. The findings of the study support the argument that multinational companies' management practices are more prone to local cultural influences than are their overall policies and strategies. Moreover, some of the practices which the company had imported from abroad had to be modified to make them workable, given its local cultural and non-cultural contexts. These local contexts had at the same time affected the relationship between the Scottish subsidiary and its parent company. The study found four clusters of factors which intervened in this relationship. A dynamic model of subsidiary-parent company is proposed to elaborate such an intervention. On the basis of the study it is argued that HRM in a foreign subsidiary is a complicated matter. The choice between one of three major options, polycentric, ethnocentric, and global, advocated by many scholars, is found to be too simplistic a model for understanding what actually goes on in a subsidiary and between it and its parent organization.     

The resources crisis

This article utilizes a new concept of supply and demand for raw materials. It emphasizes the need for the use of long run economics rather than short run analysis in the determination of a fair price for raw commodities.