Innovation,the multinational corporation: Some implications for national science policy

In recent years the role of research and development has been examined with great interest to determine its causal relation to economic growth. Emerging from a number of studies is a realization that the process of innovation is the key variable. Innovation refers to that complex chain of events and processes which stretches from the conception of a new idea (often in an R & D lab) through to the acceptance in the market place of a new or improved good or service. This article sets out to examine the impact on the innovative potential of the corporate structure of a country when multinational corporations are active in such a country. In particular, the emphasis is on high technology manufacturing industries. The host country most often referred to will be Canada.     

Using our brains to develop better policy

Current governmental practices often use a method called weight of evidence (WoE) to integrate and weigh different sources of information in the process of reaching a decision. Recent advances in cognitive neuroscience have identified WoE-like processes in the brain, and we believe that these advances have the potential to improve current decision-making practices. In this article, we describe five specific areas where knowledge emerging from cognitive neuroscience may be applied to the challenges confronting decisionmakers who manage risks: (1) quantifying evidence, (2) comparing the value of different sources of evidence, (3) reaching a decision, (4) illuminating the role of subjectivity, and (5) adapting to new information. We believe that the brain is an appropriate model for structuring decision-making processes because the brain's network is designed for complex, flexible decision making, and because policy decisions that must ultimately depend on human judgment will be best served by methods that complement human abilities. Future discoveries in cognitive neuroscience will likely bring further applications to decision practice.     

Outsourcing to emerging markets: Theoretical perspectives and policy implications

Creating value through outsourcing has emerged as a popular competitive strategy for firms in various industries. In order to survive in the domestic and international marketplaces, firms, especially in developed countries, are seeking opportunities offshore, which is one focus of globalization. Offshore outsourcing has emerged as a popular competitive strategy and emerging markets have become increasingly attractive locations. As firms in developed countries (e.g., the US) continue to face enormous challenges to sustain competitive advantage, outsourcing to emerging markets is becoming an increasingly important source of business renewal and corporate transformation.In spite of the growing strategic significance of sourcing, we have limited knowledge of offshoring and outsourcing to emerging markets. The objectives of this review are fourfold: (1) to provide a better understanding of the concepts of offshoring and outsourcing business models, (2) to discuss relevant theoretical perspectives related to outsourcing, (3) to present a taxonomy of outsourcing strategies drawing on the extant literature, and (4) to discuss public policy implications. Conclusions and direction for future research are provided.     

'Management Standards' and work-related stress in the UK: policy background and science

In the late 1990s, the Health and Safety Commission, as the lead authority in the UK responsible for Health and Safety at Work, conducted an extensive consultation exercise to elicit views about how work-related stress should be tackled. The Commission subsequently decided that regulation was not justified and opted for an approach with four strands. One of these was to work with stakeholders to develop clear, agreed standards of good management practice. This paper describes and discusses the rationale behind a standards-based approach that is essentially based on a method of controlling hazards. The Management Standards approach uses a taxonomy of six stressors that has evolved out of extensive research carried out on behalf of the UK's Health and Safety Executive (HSE) and in conjunction with stakeholders, and a three-phase risk assessment methodology. Further developmental work on the standards (which are to be subjected to public consultation) and associated measurement tools is described in a companion paper in this issue of Work & Stress (Cousins, Mackay, Clarke, Kelly, Kelly, & McCaig, 2004). The emphasis is on prevention towards reducing stress in the UK working population. We review current thinking on models of work stress, consider evidence linking workplace psychosocial factors and various health and organizational outcomes, and examine the effectiveness of organizational interventions. We argue that the literature supports an approach that aims to move organizational states (represented by the current situation) to more desirable ones (represented by the six Management Standards), and that this is an effective 'population' based approach to tackling workplace stress and promoting individual and organizational health.     

The market for genetically modified foods: consumer characteristics and policy implications

Conjoint analysis was used to explore consumer preferences for food products that are the product of genetically modified organisms (GMOs). The results of a cluster analysis indicated that consumers fell into three homogeneous groups based on their preference for a branded, low-priced, or GMO-free product. There were some differences between the segments based on the sociodemographic characteristics of age, education, and income. However, consumers in the segment that wished to avoid GMOs were most easily distinguished from consumers in the other two segments based on their high level of risk averseness and belief that GMOs do not positively affect the quality or safety of food products. Implications for food marketers and policymakers are discussed.     

From a dyadic to a triadic perspective: Divestiture research implications for understanding pre- and post-acquisition processes

Acquisition and divestiture studies remain surprisingly disconnected, although both fields address corporate restructuring modes that are tightly linked. Acquisitions entail buying a business that another company divests or even, in many cases, a subsequent sale of formerly acquired activities. In this paper, we adopt a seller perspective, explore cross-fertilization areas, and identify important complementary and challenging insights that divesture research can bring to acquisition research. Focusing on sell-off, a major divesture type that is considered symmetrical to an acquisition, we discuss how divestiture research can shed novel light on pre- and post-acquisition stakeholders and processes. We propose two ways in which a divestiture perspective invites rethinking: 1) regarding actors, by stressing the need to consider triadic (divester–target–acquirer) rather than dyadic configurations (target–acquirer) and 2) regarding processes and time, by enlarging the temporal horizon of acquisition processes by divestiture processes, which precede but also sometimes exceed the acquisition. We contribute to acquisition research by providing a fresh look at stakeholder and process perspectives and identifying important future research avenues.     

Employer-employee based quality circles in Japan: human resource policy implications for American firms

This paper traces the development of the quality circle in Japan with reference to such traditions as permanent employment, nenko (seniority-based compensation), enterprise unionism, and management paternalism. Quality circles are examined as tools for motivating employees, reducing labor turnover, effecting employee "career expansion," and allowing employee participation in job redesign.     

企业伦理与领导效率研究--从交易型领导到转换型领导

不同的领导哲学带来不同的领导类型,按照企业领导行为的伦理道德基础和伦理价值目标,企业领导类型主要分为两类,即交易型领导和转换型领导.与交易型领导相比,转换型领导通过建立和谐、发展的伦理环境和实施积极、进取的核心管理行为,不断提高组织领导效率.转换型领导的伦理环境包括个人影响、动机激励、思维启发和员工发展四个方面的内容;转换型领导的管理核心行为主要包括行为反馈、执行训练、管理指导、网络建构、工作委派和情境学习.     

可持续发展管理:从指标体系到政策

本文提出可持续发展指标与政策的构成基础,强调对可持续发展管理来说,政策比指标更为需要。     

管理: 从系统性到复杂性

人们对管理从“简单的”向“复杂的”认知, 开始于感性直觉上的体验, 并逐渐向揭示本质属性的理性思维深化.本文基于现代科学技术体系的层次框架, 构建了系统科学与管理科学各自标识性概念之间的相互映射.在系统科学思维下, 系统性是一切管理活动的属性, 任何管理活动既是系统的实践, 也是实践的系统.随着人类社会的发展, 管理实践与本质属性在整体上均呈现出从系统性到复杂性的演变趋势.复杂整体性已是各种复杂管理形态的重要起因和深刻内涵, 这是在当今管理领域实现多学科融合, 破解复杂性难题重要的实践逻辑与理论逻辑.     

寡头市场条件下的产品差异化及关税效应研究

在Dixit差异化双头垄断模型的框架内分析了产品差异化对关税政策效果的影响,同时研究了在古诺和贝特兰竞争条件下出口企业选择产品差异化战略的合理性.其推论表明:在古诺竞争前提下,产品差异化可以降低关税的利润转移效应;相反,在贝特兰竞争前提下,产品差异化使得最优关税相应提升.但是,无论在古诺还是贝特兰竞争条件下,产品差异化程度的提高均会导致出口利润的增长.     

《管理: 从系统性到复杂性》读后感

随着中国社会经济进入一个发展的新时代, 在一个快速多变的世界中, 重申生产 (服务) 管理的复杂性特征是非常重要的观点.当现实生产 (服务) 系统由于颠覆性技术的出现、由于全球化出现新的格局而从简单到复杂、从封闭到开放, 其自适应、涌现、自相似等特征已经不容忽视, 因而也为未来管理研究提供了新的探索方向.     

Quality circles: From introduction to integration

As part of a Manpower Services Commision project on the development of quality circles, a study of four manufacturing companies using quality circles for over 4 years has been carried out. The reasons for introducing a circle programme, the operating problems and the changes which occured over the years are discussed. The findings indicate that circle programmes no matter how successful will always face obstacles during the various stages from introduction through to maturity; there is no magic formula for success. The suggestion is made that a circle programme has a life cycle with the phases of introduction, establishment and growth, maturity and consolidation, and integration and dynamism.     

From genes to minds to cultures: Evolutionary approaches to leadership

Evolutionary perspectives are part of any comprehensive explanation of leadership and, more generally, hierarchy formation in groups. This editorial describes contributions to a special issue on the theme of “The evolution and biology of leadership: A new synthesis”, and we reach four main conclusions. First, leadership has been a powerful force in the biological and cultural evolution of human sociality. Humans have evolved a range of cognitive and behavioral mechanisms (adaptations) that facilitate leader-follower relations, including safeguards against overly dominant leaders. Second, how these adaptations interact with local ecological and cultural contexts produces cultural variation in leadership preferences, and in the structure of human organizations more broadly. Third, an evolutionary perspective creates consilience between the social and natural sciences, by integrating leadership theory from diverse fields such as biology, psychology, neuroscience, anthropology, economics, and political science. Fourth, evolutionary approaches – and specifically the collection of articles in this theme issue – produce and test novel hypotheses, such as regards (i) the critical role of leadership in cooperation, (ii) the importance of contextual factors in leader emergence and effectiveness, (iii) interactions between genetic and cultural influences on leadership, and (iv) obstacles and opportunities for women leaders.     

From resistance to attraction: a different approach to change

How can physician executives interested in promoting change be more effective at the task? This article explores how to create an attraction towards change, as opposed to viewing change as overcoming resistance. Learning to recognize naturally occurring change, identify attractors, explore the rationality of others' points of view, and reduce risk are clear and constructive insights from research and emerging systems science. Other ideas to consider are: Understand the issues of those you wish to change, create changes that are "exothermic," produce system changes, accept responsibility, learn from failed efforts, and focus on building relationships of trust.     

象征型品牌的效应——从意义到忠诚

已有研究大都把品牌的象征形象视作一个单维的构念,并未对品牌代表的象征意义的丰富性及其性质的差异予以重点关注。从消费者的视角,以心理学和社会心理学的自我理论为基础,通过文献整理和归纳,将品牌的象征形象区分为个人形象、社会形象、关系形象和集体形象4个维度,通过问卷调查和回归分析研究这些不同性质的象征形象如何作用于消费者的品牌忠诚。研究结果表明,品牌的象征形象总体上可以通过品牌涉入、自我-品牌联结和品牌信任的中介作用对消费者的品牌忠诚产生积极的影响,品牌象征形象的4个维度均对消费者的自我-品牌联结有显著的正向作用,个人形象和集体形象对品牌涉入有显著的正向作用,个人形象、社会形象和关系形象对品牌信任也有显著的正向作用,品牌涉入、自我-品牌联结和品牌信任可以直接促进消费者的品牌忠诚。