INTERNATIONAL JOURNAL OF CONSUMER STUDIES, Issue 6 2009
Chiquan Guo
Abstract Outshopping has been studied in the marketing literature for years, and research has identified some compelling reasons for people to shop out of their home country. Outshoppers literally go extra miles to outshop for better quality and assortment of merchandise, higher quality of personal service, more pleasant shopping atmospherics, and more competitive prices. In this study, we propose that outshopping enjoyment is not only directly related to outshopping, as are the earlier outshopping determinants, but mediate the relationships between those cognitive determinants and outshopping behaviour. In addition, we explore how patriotism and terror would affect people's outshopping frequency. Managerial and research implications are also discussed. [source]

An Analysis of the Integration of Strategic Sourcing and Negotiation Planning

JOURNAL OF SUPPLY CHAIN MANAGEMENT, Issue 4 2003
Larry R. Smeltzer
SUMMARY Initially, strategic sourcing is defined as an integrated, seven-step process that includes the negotiation plan. Research questions are then proposed to determine the extent to which negotiation is part of the integrated sourcing process. To answer the research questions, the strategic sourcing process and negotiation plan are evaluated in 29 cases. In 14 of the 29 cases, strategic sourcing was completed and integrated into the negotiation plan. This is just under half of the cases, which led to the general conclusion that negotiation is not well integrated with the other strategic sourcing processes. Additional findings indicated the appropriate negotiation style was used in only 64 percent of the cases, with most mismatches occurring when an integrative style was used instead of the more appropriate distributive style. Managerial and research implications of the findings are presented and discussed. [source]

The Effect of Problem Severity, Managerial and Organizational Capacity, and Agency Structure on Intergovernmental Collaboration: Evidence from Local Emergency Management

PUBLIC ADMINISTRATION REVIEW, Issue 2 2010
Michael McGuire
Like most public managers nowadays, local emergency managers operate within complex, uncertain environments. Rapid changes in the scope and severity of the issues increase the extent of intergovernmental collaboration necessary to address such challenges. Using a large data set of county emergency management agency directors, variations in intergovernmental collaboration reflect influences from problem severity, managerial capacity, and structural factors. The results demonstrate that public managers who perceive problems as severe, possess specific managerial skills, lead high-capacity organizations, and operate in less complex agency structures collaborate more often and more effectively across governmental boundaries. [source]

An analysis of predictors of team satisfaction in product development teams with differing levels of virtualness

R & D MANAGEMENT, Issue 5 2009
Eric M. Stark
The purpose of this study is to empirically examine and assess the moderating effects of extent of virtualness on a variety of well-established predictors of new product development team satisfaction. We focus our study on 178 different new product development teams from a variety of industries and use extent of virtualness as a structural characteristic of the teams, measuring it on a continuum. The predictors of team satisfaction we studied are relationship conflict, familiarity, goal clarity and preference for group work. Primary findings include: (1) relationship conflict has a more deleterious effect on team member satisfaction as teams become more virtual, mainly because it is very difficult for team members of virtual teams to resolve their interpersonal disputes; (2) the relationship between preference for group work and team satisfaction is moderated by extent of virtualness, such that preference for group work increases team satisfaction more as virtualness increases; (3) goal clarity and familiarity are not moderated by extent of virtualness, but have a significant direct effect on team satisfaction. Managerial and research implications of these findings relative to new product development teams are also discussed. [source]

Financial Champions and Masters of Innovation: Analyzing the Effects of Balancing Strategic Orientations,

THE JOURNAL OF PRODUCT INNOVATION MANAGEMENT, Issue 6 2009
Angela Paladino
Theory predicts that market and resource orientations can each lead to innovation and financial success. Despite this, no research has examined whether the pursuit of both resource and market orientations is feasible and, if so, the impact of this combined effect on innovative and financial outcomes. This paper aims to address these gaps. Thus, it is the first to examine the interdependent relationship between market orientation (MO) and resource orientation (RO). Additionally, this study responds to calls for (1) cross-disciplinary research, particularly in the areas of marketing and strategic management, and (2) comparative studies of diverse strategic orientations on performance. In doing so, this paper investigates the difference in innovation performance and financial performance between firms adopting a high or low degree of market orientation or a high or low degree of resource orientation. This allows us to observe independent and interdependent effects of these orientations on the firm's performance. Data were collected from 250 senior executives in Australia. Confirmatory factor analysis and related techniques were applied to assess the robustness of the measures used. A two-way between-groups analysis of variance (ANOVA) was used to evaluate the relationships. Results show the emergence of four organizational types: unfocused imitators or followers; market-driven innovators; masters of innovation; and financial champions. From these, financial champions emerge as having the greatest impact on the financial performance of the firm, while masters of innovation are best for maximizing innovation outcomes. In fact, organizations with a high RO in the matrix (masters of innovation and financial champions) achieved a higher impact on innovation relative to the quadrants reflecting a lower MO. Results also demonstrate that pursuing a low degree of resource and market orientations leads to inferior financial performance. Therefore, a balance of resource and market orientations is important. A potential extension of this research is to assess these relationships on an industry-by-industry basis. This would contribute to our knowledge by allowing us to determine if and how these results differ between industries. Managerial and theoretical implications are also discussed. [source]

An exploratory Investigation of new product forecasting practices

THE JOURNAL OF PRODUCT INNOVATION MANAGEMENT, Issue 2 2002
Kenneth B. Kahn
To guide new product forecasting efforts, the following study offers preliminary data on new product forecasting practices during the commercialization stage (prelaunch and launch stage). Data on department responsibility for and involvement in the new product forecasting process, technique usage, forecast accuracy, and forecast time horizon across different types of new products are reported. Comparisons of new product forecasting practices for consumer firms versus industrial firms are also reported. Overall, study results show that the marketing department is predominantly responsible for the new product forecasting effort, there is a preference to employ judgmental forecasting techniques, forecast accuracy is 58% on average across the different types of new products, and two to four forecasting techniques are typically employed during the new product forecasting effort. Compared to consumer firms, industrial firms appear to have longer forecast time horizons and rely more on the sales force for new product forecasting. Additional analyses show that there does not appear to be a general relationship between a particular department's involvement and higher forecast accuracy or greater satisfaction, nor does it appear that use of a particular technique relates to higher forecast accuracy and greater satisfaction. Countering previous research findings, the number of forecasting techniques employed also does not appear to correlate to higher forecasting accuracy or greater satisfaction. Managerial and research implications are discussed. [source]

Disability and the Performance Paradox: Can Social Capital Bridge the Divide?

BRITISH JOURNAL OF INDUSTRIAL RELATIONS, Issue 3 2010
Kelly Williams-Whitt
This research captures the physical and social experience of disability by analysing the practical performance problems that arise when an ill or injured employee returns to work, and documenting how those problems are interpreted. The grounded theory approach suggests an alternative to the traditional biomedical or social perspectives on disability. Field research reveals four themes: attendance, disciplinary history, peer interaction and task function. Managerial and co-worker perceptions were significantly affected by interactions that occurred before any disability was known to exist. Historic patterns of social exchange strongly suggest that social capital theory explains problematic work performance. [source]

An Exploratory Analysis of the Value of the Skills of IT Personnel: Their Relationship to IS Infrastructure and Competitive Advantage

DECISION SCIENCES, Issue 1 2001
Terry Anthony Byrd
Abstract Determining and assessing the requisite skills of information technology (IT) personnel have become critical as the value of IT has risen in modern organizations. In addition to technical skills traditionally expected of IT personnel, softer skills like managerial, business, and interpersonal skills have been increasingly cited in previous studies as mandatory for these employees. This paper uses a typology of IT personnel skills,technology management skills, business functional skills, interpersonal skills, and technical skills,and investigates their relationships to two information systems (IS) success variables, IS infrastructure flexibility and the competitive advantage provided by IS. The study investigates these relationships using the perceptions of chief information officers (CIOs) from mostly Fortune 2000 companies. The contributions of this study are: IT personnel skills do affect IS success, technical skills are viewed as the most important skill set in affecting IS infrastructure flexibility and competitive advantage, and modularity is viewed as more valuable to competitive advantage than integration. Several explanations are offered for the lack of positive relationships between the softer IT personnel skills and the dimensions of IS success used in this study. [source]

The Knot of Contracts: The Corporate Geography of Legacy Costs

ECONOMIC GEOGRAPHY, Issue 2 2008
Ashby H. B. Monk
Abstract Burdensome past commitments are threatening a concentrated group of industries and communities, predominantly in the U.S. Midwest. Beginning with the bankruptcy of Delphi Corporation, this article documents the crisis for "old-economy firms" with significant legacy costs. To understand the root causes of this legacy crisis, the analysis builds on previous research in economic geography and the results of a widely subscribed and unique "expert opinion" survey highlighting the corporate impacts of defined benefit pensions in the private sector. The result is a conceptual framework that describes the corporate geography of legacy costs: the "knot of contracts." Specifically, the knot of contracts conceptualizes the role of intergenerational commitments in restricting corporate evolution and innovation, while underscoring time as a central component of the nature of the firm. Developing this framework requires linking microeconomic theories of the firm with the institutional aspects of firms' geographies. While referring to specific cases and proprietary data throughout, the article is principally concerned with understanding legacy costs. In addition, the intent is to uncover managerial and governmental behavior that tightened this knot of contracts and to expose the current managers' attempts to manage their firms through the adverse affects of the knot of contracts. The explanations in this article serve as a useful bridge between the realities faced by firms and their surrounding communities and the more abstract notions of the firm and competitiveness in the context of globalization. [source]

The Role of Human Capital in Technological Entrepreneurship

ENTREPRENEURSHIP THEORY AND PRACTICE, Issue 6 2007
Mike Wright
This special issue addresses the role that the human capital characteristics of individuals and teams play in the complex process of technological entrepreneurship. In this article, we position the special issue on human capital and technology-based entrepreneurship within the literatures concerning academic entrepreneurship, technology transfer and innovation, and corporate spin-offs. We summarize the articles in the special issue and also outline a research agenda at the firm, entrepreneurial team, and individual entrepreneur levels. Finally, we discuss managerial and policy implications. [source]

Corporate Governance and Competitive Advantage in Family-Controlled Firms

ENTREPRENEURSHIP THEORY AND PRACTICE, Issue 3 2005
Michael Carney
Recent attempts to identify the basis of family-controlled firms' competitive advantage have drawn upon the resource-based view of the firm. This article supplements these efforts and advances the argument that family-controlled firms' competitive advantage arises from their system of corporate governance. Systems of corporate governance embody incentives, authority patterns, and norms of legitimation that generate particular organizational propensities to create competitive advantages and disadvantages. For comparative purposes, the characteristics of managerial, alliance, and family governance are reviewed. The impact of a family's control rights over a firm's assets generates three dominant propensities (parsimony, personalism, and particularism). These propensities give advantages in scarce environments, facilitate the creation and utilization of social capital, and engender opportunistic investment processes. The experience of family-controlled firms in emerging markets is drawn upon to illustrate the argument. [source]

Academic Entrepreneurship in France: the promotion of economic returns of public research and its political and scientific challenges

EUROPEAN JOURNAL OF EDUCATION, Issue 3 2008
CHRISTELLE MANIFET
Emphasising the level of the observation of university configurations and the example of academic entrepreneurship, the author analyses the drivers of economic returns of public research in France. Based on the study of national public policy in this field since 1999 and a general survey of the paths of researchers-entrepreneurs, the article highlights the weight of political and scientific logics. It also shows that behind the justification of promoting the knowledge economy lies a commercialisation of knowledge that underpins a process to defend the interests of a public research sector in support of mixed mercantile, managerial and professional and scientific logics. [source]

Feminist Research Management in Higher Education in Britain: Possibilities and Practices

GENDER, WORK & ORGANISATION, Issue 5 2010
Natasha S. Mauthner
This article aims to explore the possibilities and ambivalent practices of feminist management in the context of research management in higher education in Britain. Drawing on a reflexive and critical analysis of our experiences of contract research and research management over the past 15 years, we discuss the challenges of putting feminist management principles into practice in team-based and collaborative research projects. By rendering academic cultures increasingly competitive, individualist and managerial, we argue, new managerialist reforms in higher education over the past two decades have intensified those very aspects of academic life that feminists have long struggled with. In particular, in creating the new subject position of research manager, with concomitant institutional expectations and obligations, new managerialism has exacerbated tensions between our identities as feminists, scholars and managers and between collective, individual and institutional needs and aspirations. We illustrate these tensions through a discussion of four related aspects of team research which, we suggest, undermine attempts at implementing the feminist ideals of intellectual equity and political equality: divisions of labour in research teams; divisions of intellectual status and the differential valuation of researchers and research labour; divisions of formal power and the management structure of research teams; and exertions of informal power and the micropolitics of research teams. We suggest that feminist research management and feminist management, more generally, need to recognize and accept differences and inequalities among feminists and work with these issues in reflexive, ethical and caring ways. [source]

Hispanic Women Managers and Professionals: Reflections on Life and Work

GENDER, WORK & ORGANISATION, Issue 1 2007
Linda M. Hite
Much of the research on professional and managerial women actually describes the experiences of White women, excluding those of other racial and ethnic backgrounds. This exploratory qualitative study focuses on the life and work experiences of Hispanic women in managerial and professional positions and how those experiences influence their career possibilities. Data from individual interviews of first-, second- and third-generation Hispanic women in the USA are used to illustrate a framework of career possibilities that reflects both cultural and personal perspectives. Implications for further study are addressed. [source]

Banishing Bureaucracy or Hatching a Hybrid?

GOVERNANCE, Issue 2 2000
The CanadianFood Inspection Agency, the Politics of Reinventing Government
The Canadian Food Inspection Agency (CFIA) is a means to overcoming long-standing bureaucratic politics while attaining some major policy ends.Contrary to some of the new public management bravado of transforming the public sector, the CFIA is not a bureaucratic revolution in reshaping the Canadian State. Changes in scientific staffing, funding, and inspection have been more incremental than fundamental. Moreover, the CFIA is something less than the special and separate operating agency models discussed in the alternative service delivery literature in terms of autonomy and market orientation, but something more autonomous and entrepreneurial than traditional government departments. These organizational and managerial reforms are modest extensions providing a means for achieving economies and enhanced effectiveness in carrying out the mandate of safety, consumer protection, and market access for Canadian food, animal, plant, and forestry products. [source]

Valuing reductions in on-the-job illness: ,presenteeism' from managerial and economic perspectives

HEALTH ECONOMICS, Issue 4 2008
Mark V. Pauly
Abstract This paper reports on a study of manager perceptions of the cost to employers of on-the-job employee illness, sometimes termed ,presenteeism,' for various types of jobs. Using methods developed previously, the authors analyzed data from a survey of more than 800 US managers to determine the characteristics of various jobs and the relationship of those characteristics to the manager's view of the cost to the firm of absenteeism and presenteeism. Jobs with characteristics that suggest unusually high cost (relative to wages) were similar in terms of their ,absenteeism multipliers' and their ,presenteeism multipliers.' Jobs with high values of team production, high requirements for timely output, and high difficulties of substitution for absent or impaired workers had significantly higher indicators of cost for both absenteeism and presenteeism, although substitution was somewhat less important for presenteeism. Copyright © 2007 John Wiley & Sons, Ltd. [source]

East,west: does it make a difference to hospital efficiencies in Ukraine?

HEALTH ECONOMICS, Issue 11 2006
Anatoly I. Pilyavsky
Abstract Ukraine's history has given it a split personality (e.g. divergent cultural influences on economic and managerial behavior), as was observed in the recent political developments both prior to and following the December 2004 elections. Eastern regions were heavily influenced by Russo-Soviet rule, while western regions have more of a European outlook. This study, which is largely exploratory, compares recent trends in hospital efficiency in Ukraine to see if this split personality manifests itself in differential rates of improvement. Given the inflexibility of Soviet-style planned economies, it is hypothesized that western regions will show greater improvement in economic efficiency that can be attributed to higher levels of managerial and medical entrepreneurship. Data for this study comes from three oblasts (i.e. geopolitical regions), one in the west and two in the east, spanning from 1997 to 2001. Data envelopment analysis (DEA) was used to estimate technical efficiency for the hospitals. After correcting for bias, a second,stage Tobit regression was estimated. Results indicate that hospitals in the west improved efficiencies, while those in the east stayed constant. These western areas of the nation, being more amenable to western management and medical ,business' practice, may be quicker to pick up on new techniques to increase healthcare delivery efficiencies. This may stem from the more limited effects of a shorter history of incorporation into a Soviet-style planned and controlled economy in which individual decision-making and entrepreneurship was suppressed in favor of central decision-making by the state. Copyright © 2006 John Wiley & Sons, Ltd. [source]

Whose interests do lay people represent?

HEALTH EXPECTATIONS, Issue 1 2001
Towards an understanding of the role of lay people as members of committees
Increasingly, lay people are appointed as members to health service committees. The term ,lay' is used loosely and the reasons for involving lay people are seldom clearly defined. This paper argues that the different roles that lay people play need to be explicitly defined in order for their contributions to be realized. Although lay members of health service committees are generally assumed to be working for patients' interests, our observations lead us to think that some lay people tend to support professionals' or managers' interests rather than patients' interests as patients would define them. We suggest that lay people fall into three broad categories: supporters of dominant (professional) interests, supporters of challenging (managerial) interests and supporters of repressed (patient) interests. These alignments should be taken into account in appointments to health service bodies. Further research is needed on the alignments and roles of lay members. [source]

Developing a Performance Measurement System for University Central Administrative Services

HIGHER EDUCATION QUARTERLY, Issue 3 2009
Marika Arena
Central administrative services have recently received increasing attention from practitioners and academics due to the challenging need to both manage scarce resources and provide high-quality services. In this context, performance measurement systems (PMSs) may assume a central role, although an unresolved debate remains on the claimed benefits of accountability and the difficulties that have emerged in defining and managing proper measures. This paper contributes to this debate by presenting the results of a study in which a PMS for central administrative services has been developed and tested through an action research approach drawing on actor network theory. The experiment was carried out in 15 Italian universities and five areas of services were dealt with: student support, research support, accounting, human resources, and logistics and procurement. The highly participative method resulted in a comparable system with a complete set of cost and quality indicators across the participating universities. These data proved to be useful at managerial and policy level, providing insights on the presence of scale effects and on the relative importance of quality dimensions for users of services. Participating in the project encouraged the university staff to use indicators in decision making. [source]

Australian Universities 1939-1999: How Different Now?

HIGHER EDUCATION QUARTERLY, Issue 2 2000
Bruce Williams
Between 1939 and 1999, when the Australian population increased from 7 to 19 million, university enrolments rose from 14,236 to 681,870. Until 1974 the most notable changes were the increases in the size of universities and of departments (which encouraged greater specialization), continued increases in research expenditures, in the percentage of postgraduate students, and a gradual decline in collegiality. In 1974 the Commonwealth Government assumed full responsibility for government grants to universities and abolished fees at just that time when growth rates in the economy fell sharply. Government influence on the universities increased, and there were some departures from the no-fees policy for international and postgraduate course-work masters and diploma students. Then in 1988 the Government decided to abolish the distinction between universities and colleges of advanced education, to create through amalgamations a smaller number of much larger universities and to set a specific mission for each university in the interest of economic growth. The Tertiary Education Commission was abolished and the universities dealt directly with the Minister and his Department. The Universities became distinctly more managerial, less collegial, and the range of courses and degrees was greatly expanded. There are now legitimate doubts about the quality of some degrees. Student fees came back, but in a way that reduced the financial burden on the government without giving the universities greater freedom. The government sponsored collective bargaining for university staff but as universities were not given the capacity to earn much additional income, increases in salaries increased student/staff ratios and induced a decline in morale. [source]

Survey ranking of job competencies by perceived employee importance: Comparing China's three regions

HUMAN RESOURCE DEVELOPMENT QUARTERLY, Issue 4 2006
Jin Xiao
The acquisition of skills that match job requirements has become an issue in human resource development. A uniform but vague list of desirable skills often provided by policymakers or advocated by scholars is used as a guide in education and training programs in China. Using survey data, this study analyzes the core skills that workforces in China consider to be important in carrying out job routines in different jobs, different industries, and different geographical regions. This study surveyed 25,933 employees from 397 randomly sampled firms of four counties in each of the East, Central, and West regions of China. Twenty kinds of job skills were deduced from interviews conducted in the field. Five categories of skills were identified by the employees: dispositional characteristics, technical know-how skills, job basics, problem solving, and communication. Using a hierarchical model, the analysis is focused on whether employees in different occupations ( for example, managerial, professional, salesperson, frontline workers) had different perceptions of required job skills. The results show both differences related to occupation and work experience and similarities in perceived job competencies among industries and across three regions. [source]

A comparison of HRM systems in the USA, Japan and Germany in their socio-economic context

HUMAN RESOURCE MANAGEMENT JOURNAL, Issue 2 2006
Markus Pudelko
This article provides a comparative analysis of the HR practices of American, Japanese and German companies. The starting point is an investigation of the managerial, economic, socio-political and cultural contexts of the three HR systems. It will be demonstrated that the socio-economic contextual factors of the American and Japanese HR systems are in many ways at opposite ends of the spectrum, with the German factors in between. Subsequently, the three HR systems themselves are analysed. The data show that the same pattern, USA and Japan at the extremes and Germany taking a middle position, is valid also for the HR systems. This suggests that the relevant socio-economic context is highly pertinent for the establishment of an HR system. This outcome does not exclude either the integration of HR practices from a foreign HR model into the domestic one or standardisation efforts of HR practices of multinational companies, but confines the potential for cross-cultural learning and standardisation to what is within the ,fit' of the relevant socio-cultural context. [source]

Flexible Daily Work Schedules in U.S. Jobs: Formal Introductions Needed?

INDUSTRIAL RELATIONS, Issue 1 2009
Article first published online: 9 DEC 200, LONNIE GOLDEN
The incidence of flexible daily starting and ending times of work presumably reflects the various underlying motivations of employers to offer them either as a formal workplace program or on a more selective basis. Access to scheduling flexibility is greater for managerial and professional, long hours, private sector, salaried and nonunion jobs, and for parents and men. This advantage is gained primarily through means other than a formal flexi-time plan. Implementation of more formal programs would likely promote more equity in access. [source]

Assessing and managing the benefits of enterprise systems: the business manager's perspective

INFORMATION SYSTEMS JOURNAL, Issue 4 2002
Shari Shang
Abstract. This paper focuses on the benefits that organizations may achieve from their investment in enterprise systems (ES). It proposes an ES benefit framework for summarizing benefits in the years after ES implementation. Based on an analysis of the features of enterprise systems, on the literature on information technology (IT) value, on data from 233 enterprise systems vendor-reported stories published on the Web and on interviews with managers of 34 organizations using ES, the framework provides a detailed list of benefits that have reportedly been acquired through ES implementation. This list of benefits is consolidated into five benefits dimensions: operational, managerial, strategic, IT infrastructure and organizational, and illustrated using perceived net benefit flow (PNBF) graphs. In a detailed example, the paper shows how the framework has been applied to the identification of benefits in a longitudinal case study of four organizations. [source]

Barriers to, and facilitators of, research utilisation: a survey of Hong Kong registered nurses

INTERNATIONAL JOURNAL OF EVIDENCE BASED HEALTHCARE, Issue 2 2006
David R Thompson RN BSc MA PhD MBA FRCN FESC
Abstract Aim, Despite increasing efforts to promote the utilisation of research in daily nursing practice it is apparent that there are a number of obstacles to address. This paper reports a study to examine the barriers to, and facilitators of, research utilisation among registered nurses in Hong Kong. Methods, A survey design and a random sampling method was used. The final sample consisted of 1487 registered nurses working in private and public health-care sectors in Hong Kong. A bilingual version of the Research Utilisation Questionnaire, comprising a 31-item barriers scale, and an 8-item facilitators scale was used. The instrument was mailed to participants who were asked to return the completed questionnaire by mail. Results, The highest ranking barriers to research utilisation reported by respondents were related mainly to organisational factors with regards to inadequate facilities, no authority to change procedures, and time constraints. Hong Kong nurses, however, did not appear to see any problem with regards to items related to characteristics of research, such as conclusions drawn from research being justified, research articles not being published fast enough, and literature reporting conflicting results. This indicates that nurses are aware of research developments in nursing and can critically analyse research reports. With regards to facilitators of research utilisation, respondents agreed that managerial and peer support are the greatest facilitators. Conclusions, The results indicate that factors influencing research utilisation are multidimensional and should be taken into account by all involved in the research enterprise: researchers, practitioners, educators, managers and policy-makers. The results of this study provide directions on how to assist nurses in Hong Kong in their efforts to utilise research. [source]

Vertical or holistic decentralization of the health sector?

INTERNATIONAL JOURNAL OF HEALTH PLANNING AND MANAGEMENT, Issue 4 2000
Experiences from Zambia, Uganda
Abstract Many countries in Africa have embarked on health sector reforms. The design of the reforms differs considerably. A key feature of the reforms is decentralization, of which Uganda and Zambia are implementing two different models. This paper analyses the two models of health sector reform, and their implications for ultimate development goals. In Uganda, the whole government has been decentralized, with a wide range of powers and resources transferred to the districts. The health care system is part of the political set up of the country. In Zambia, only the health sector has been decentralized. Power and resources for health care have been divested to new parallel organizations. While useful lessons can be drawn from the managerial and administrative experience in the two countries, not least concerning donor coordination, it seems that neither form of decentralization has so far led to a clear and appreciable improvement of health services and, ultimately, to a clear focus on development goals, such as poverty alleviation. The conditions for this to happen are discussed in this paper. Copyright © 2000 John Wiley & Sons, Ltd. [source]

Evaluating the efficiency of a small hotel chain with a Malmquist productivity index

INTERNATIONAL JOURNAL OF TOURISM RESEARCH, Issue 3 2005
Carlos Pestana Barros
Abstract By applying data envelopment analysis (DEA) a two-stage procedure is followed to evaluate the determinants of efficiency of a Portuguese public-owned hotel chain, Enatur for the period 1999 to 2001. In the first stage the paper estimates the Malmquist index and breaks it down into technical efficiency and technological change. In the second stage, a Tobit econometric model, designed to relate efficiency scores, along with other managerial and contextual variables, is used to identify the efficiency drivers. The implications of this study for managerial purposes are then discussed. Copyright © 2005 John Wiley & Sons, Ltd. [source]

Unlocking the potential to influence government skills policy: a case study of the UK construction industry

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 4 2008
Arthur Morgan
Despite a series of national policy initiatives aimed at addressing skills shortages in a number of sectors, little evidence of longer-term change is apparent. This paper examines concerns expressed by small businesses that their local views are not sought or considered when national training policies and initiatives are either being developed or being implemented, and that the investment in skills development does not appear to adequately represent their skills needs. The research was carried out on the UK construction industry, which is characterized by a small number of large contractors who employ mainly managerial and professional staff, and a large number of small, micro- and self-employed firms that provide, on a subcontract basis, the majority of the industry's demand for a skilled manual workforce. The identification and delivery of vocational education and training at an industry level rests firmly on addressing the skills needs of the small and micro-type organizations and not those of the large construction firms, although it is the voice of the larger firms that appears to dominate the skills and training development agenda. The public policy model that articulates the requirements for training and skills development in the UK is based on sector-specific skills councils. This model is examined in relation to the construction sector by drawing upon the experiences of the South Wales region as a case study. Findings indicate that the current construction skills framework, upon which public policy is formulated and delivered, fails to adequately reflect the structure, skills and training priorities of the industry. The tensions that exist in this system are highlighted and the implications for reform of public policy articulation with regard to sector skills councils are discussed. [source]

Minimum and preferred entry qualifications and training provision for North Australian workers

INTERNATIONAL JOURNAL OF TRAINING AND DEVELOPMENT, Issue 3 2006
Bruce Acutt
This paper reports on the outcomes of a replication study of a survey of British employers that requested information on the qualifications sought when recruiting employees and on subsequent training and development. While the British survey was interested in the uptake and use of the British National Vocational Qualifications, the study reported in this article is primarily focused on the uptake and use of the Australian Qualifications Framework qualifications by North Australian employers. This study was prompted by the skills shortages and recruitment difficulties being experienced by organizations throughout rural and regional Australia. Previous studies have found that vocational qualifications were not valued by UK employers and few employers were encouraging employees to undertake vocational awards. If this is also the case in Australia, it may in part explain problems in recruiting skilled workers. This research clearly demonstrates that employees in regional and rural Australia are seeking to improve their knowledge and skills through vocational training and higher education qualifications. Also, employers are providing access to training and are supporting managerial and professional employees to gain higher educational qualifications. When recruiting all types of worker other than unskilled labourers, the majority of organizations prefer to recruit workers with qualifications. In rural and regional centres, however, a more pragmatic stance of recruiting unqualified employees in some areas is observed. Clearly, employers will attempt to minimize training costs by recruiting skilled employees, but in the end they will have to provide access to training and education to ensure that they have a skilled workforce that can deliver essential services and products. [source]

Risk-Taking Incentives: A Review of the Literature

JOURNAL OF ECONOMIC SURVEYS, Issue 1 2005
Richard Windram
Abstract., Incentive structures affect people's decisions. But what are the implications of the resulting choices that people make for the level of risk within the economy? This paper reviews the literature in this area and attempts to draw out practical work that can be taken forward in assessing risk-taking incentives in the UK. Understanding the principal,agent problem is key to explaining many of the incentive structures that emerge. The paper provides an exposition of this before considering its implications in the managerial and financial markets. Within both these markets the paper considers how incentive structures alter principals' behaviour, before considering possible solutions to the common problem of asymmetric information. The paper concludes that the implications for risk-taking are unclear, as incentive structures can lead to both increased and decreased risk-taking. It therefore makes a number of suggestions for future research into the effect of incentive structures in existence in the UK. [source]