Beyond Technical Competence: The Loyalty Factor

This study discusses an attribute of leadership that is beyond technicalcompetence. Defines `Loyalty' as an unwavering commitment to colleagues,organizations, and to oneself. Clarifies the development of a loyalty and theformation of operational principles are synergetic for ethical behavior.Explains `Loyalty' and the manner in which it differs from unethical, illegal,or immoral behavior. Depicts `loyalty' as an essential behavior that promotesand supports quality leadership. Provides guidance, techniques, and examplesthat can be used to enhance leadership skills. Establishes a sound philosophyto increase the probability for long-term success and professionalfulfillment. Includes quotes from contemporary as well as historical leaders.     

Higher Education's Role in the Dialogue on Race

The university is a logical locus for discussionof the role race has played in our society. Perhaps noAmerican institution is more committed to free andopen dialogue than the university. Higher educationcan thus provide a context for the recognition ofissues as well as a forum for the resolution ofinitiatives. To date, however, university attempts atdiversity training have often imbued recipients withself-consciousness, usurping the unity implicit in theword `university' and evoking an even greater tendencytoward separatism. The university's traditional questfor truth has been subverted by a subtle and pervasivesense that some views are more correct than others,that openness is dangerous, and that some issues mighteven be taboo. At best, such an approach to diversityleads to a fragile stalemate among self-containedenclaves. By championing President Clinton's call fora dialogue on race, the university can restore itselfas an institution that puts honesty above all else.Not only is there a resonant rationale for theuniversity's central responsibility in this debate,but there is also a pedagogical means by which itsrole can be realized. This paper proposes a model forethnic dialogue relevant to either a text-based orissues-based class. Borrowing from pedagogy developedin professional schools, we believe that the tenets ofthe `case method' can create a climate conducive tothe substantive scrutiny of race, ethnicity, andprejudice in general. We argue that this dialogueshould not be a mere add-on to college life, butintegrated into existing curricula in the socialsciences, literature, and history. Heated debate canthen occur without anger, and race/ethnicity can bediscussed without fear of recrimination.Paradoxically, the very expression of ethnicity may bethe catalyst that eventually moves multiculturalismtoward interculturalism – where differences are nolonger articulated, measurable or even discernible.     

决策支持系统的自适应建模研究及应用实例分析

在进行决策的过程中 ,建立正确的系统模型是解决问题的关键 .由于多方面的原因 ,有时要针对研究对象选用适用的模型来进行分析是很困难的 .本文根据遗传算法在程序设计中的应用 ,探讨了基于遗传算法的自适应建模方法 ,并对实际应用中自适应建模的算法存在的问题提出了改进方法 .最后应用自适应建模方法对全国的集装箱与外贸数据进行了建模分析 ,应用实例表明自适应建模方法对于解决难以选择合适的模型进行建模分析时是很有效的     

Anreizsysteme und Unternehmensethik

The article analyses the structuring of incentive systems from a business ethics point of view. The focus is on examining the impact of different types of social preferences on wage compensation. Besides the structuring of incentive systems, especially the effects of different types of social preferences on firm profits are analyzed. The paper systematizes important determinants for the impact of social preferences on the structure of the incentive system as well as firm profitability and provides an overview over the literature employing formal models based on a possibly general modeling approach.     

Entscheidungsverhalten von Kunden in Mass Customization-Systemen

Sequential choice processes are ubiquitous in consumer decision making. In each attribute decision, consumers are often faced with different numbers of options which they must trade off in order to make the best possible choice. Thereby, complicated high variety choices at the beginning of a choice process produce a larger trade-off conflict and, thus, initially a greater mental depletion than more simple low variety choices. We examine the strength of mental depletion in sequential choices on individuals’ perceived attractiveness of the firm’s recommended default option at a target choice. We show that consumers who are confronted with difficult high variety choices early in the decision sequence followed by low variety choices initially deplete more than consumers who encounter exactly the same attribute decisions in reverse. As a result, depleted consumers are more likely to fall prey to the recommended default or some perceptually focal options close to the default anchor at target choice succeeding a sequence of decisions.     

Conflict in foreign subsidiaries of Japanese and western multinational corporations: The impact of cultural distance and differences in home-host country combinations

This article investigates the degree of conflict between different groups of employees in MNC subsidiaries in relation to different home-host country combinations. More specifically, we compared the degree of conflict of Western subsidiaries in Japan and Japanese subsidiaries in the West. We based our comprehensive investigation on data from 617 US and German subsidiaries in Japan as well as Japanese subsidiaries in the USA and Germany (and, for comparative reasons, US subsidiaries in Germany and German subsidiaries in the US). Possibly rather surprisingly, our results indicate that different degrees of cultural distance between home and host country do not lead to different degrees of conflict in MNC subsidiaries. We suggest that expected conflicts, due to substantial cultural differences, induce employees to actively counteract such problems, leading ultimately to a reduction of real conflicts. Furthermore, while previous literature suggested that in particular Japanese subsidiaries in the West are prone to a high degree of conflicts, our findings suggest that Western subsidiaries in Japan are even more conflict-laden. This should caution Western companies against complacency when operating in Japan.     

A game theoretical analysis of an extended manager-auditor-conflict

Horst Albach has dealt in his research very often with problems of the quality of balance auditing (Albach 1992, 2003). Sometimes his considerations show close relations to the current crisis of the financial market and its consequences. Some of his contributions were already made in times, when it was not yet expected that the dependency of auditors from clients could once become a serious deficit of auditing. Those aspects also become relevant now in connection with the crisis of the financial market.The misgivings that arise continuously in this context with regard to the correctness of submitted balance sheets have sparked off intense discussions in two directions in the Federal Republic of Germany. Whereas the USA has already realised a prohibition of this nature to a great extent through statutory provisions, a broad spectrum of additional consultancy services is still permissible in the Federal Republic of Germany in spite of similar initiatives on the part of legislators.The present paper analyses methodically in the framework of an extended manager–auditor game how the Nash equilibrium is altered in a non-cooperative two-person game through the behaviour of the players, if the supervisory board, as an exogenous party, detects with a specific probability the incorrect certification of a substantively incorrectly prepared balance sheet. At the same time, payoffs from consultancy services for both players are included in the analysis here. However, with a greater probability of detection of an incorrectly certified incorrect balance sheet, and through the reductions of consultancy payoffs, the supervisory board can work towards the product of audit and publication quality being increased.     

Warteschlangen-Modelle in der Produktionsplanung – Möglichkeiten und Grenzen

Production Management often tried to apply queueing models to describe the flow of products and parts. These approaches usually apply very simple queueing models. Due to mathematical problems implied by general waiting line models, an adaptation to real life problems fails often. In this paper, some simple models discussed in production management are presented and it is shown why they failed to be generalized. Afterwards, we try to find a way how to model the simple case of flow shop production using generalized queueing models: First decomposition of serial waiting lines and approximation of the system by a sequence of independent stations. Afterwards the approach of recent literature to consider again the entire system simultaneously is sketched, and it is argued that these approaches are restricted as well to small problems     

结构化面试构思效度现场研究

面试是一种广泛使用的测评手段,面试的构思效度历来是研究者讨论的热点。本文通过结构化面试的现场研究,围绕面试构思效度问题,旨在考察结构化面试的信度、构思特征及其影响因素。分析结果表明 :(1)结构化面试要素间一致性和考官间评判一致性均较高;(2)面试要素间密切相关,探索性因素分析表明面试评价可能是一个单维构思;(3)面试成绩受到社会经历以及外向性、开放尝试和责任意识等个性因素的影响,说明面试可能测评到了人际交往和内在激励等特征。     

公司企业家精神培育的系统理论假设模型及验证

企业家精神是企业永续发展的不竭动力。是21世纪推动一个国家经济发展最主要的动力之一。本文从微观角度出发,研究公司如何采取有效的措施促进公司企业家精神的培育,进而提高公司的经营业绩。笔者在国内外相关领域研究成果的基础上,提出了影响公司企业家精神培育的系统理论假设模型,并通过实证研究验证了假设模型。