The Dilemma of Privatized Public Services: Philosophical Frames in Understanding Failure and Managing Partnership Terminations

This paper uses social theory to explicate the competing perspectives on the on-going and, increasing, privatization of public services in the U.K. It suggests that if business ignores these perspectives then political imperatives will come into play that will inevitably turn privatization initiatives commercially sour.Contrary to political rhetoric, public/private partnerships (PPPs) constitute a more strategic form and process of out-sourcing, demanding that wherever public funding flows, private rent-seeking opportunities be created for the private sector. Seen in these terms, managerial elites will need to understand and anticipate conditions under which the state would seek to terminate lucrative partnering arrangements in the public interest.Political–administrative dialogue on partnerships can involve an unresponsive discourse or a dialogue of the deaf, both constituting a threat to business through the imposition of undefined community service obligations or hostile and unprofitable terminations by the state. Performance required of PPPs goes beyond market success and requires co-optation of strategic stakeholders, raising significant issues about corporate governance directions. Business leaders will need to develop communicative rationalities that build pluralized decision structures and implementation capacities. The paper concludes by outlining design features of more effective regulatory regimes to avoid hostile and unprofitable terminations of increasingly contested PPPs. The conclusion is less sanguine about the ability, or even the wish, of governments to do so.     

The potential of the SSI program to reduce poverty among the elderly

Is it more effective to reduce poverty among the elderly by increasing the benefits paid by the Supplemental Security Income (SSI) program or by increasing eligibility for the program? This paper answers that question from a policymaker's perspective. At given program cost levels, we compare the potential reduction in poverty from increasing benefit levels to the potential reduction associated with a variety of policy proposals that would increase eligibility for the program. This paper employs a microsimulation model containing an eligibility and benefits calculator, a participation model, and an optimization algorithm. The data are from the Survey of Income and Program Participation supplemented by the administrative records of the SSI program. The results show that increasing eligibility by relaxing the restrictions of the means tests can be more effective in reducing poverty than raising benefit levels.     

Men and women who like continuous shiftwork are more ‘hardy’: But what does it mean?

Abstract

Continuous shiftworkers of both genders who like shiftwork and report fewer digestive problems have higher scores on hardiness than those who dislike shiftwork. Whether this is a causal, consequential or accidental relationship requires a longitudinal investigation. It is also not clear how far ‘hardiness’ is a personality measure, a behavioural style, a coping strategy, or a consequence of the stress of shiftwork.     

A Taguchi-based Kansei engineering study of mobile phones at product design stage

This article is aimed at applying Taguchi method in Kansei engineering and explores a way to integrate it into an industrial product design stage. Emotional customer needs are derived using Kansei image word pairs. The Taguchi-based approach is validated by a case study with mobile phones. Experimental work in implementing the proposed approach was able to suggest design attributes of a mobile phone that are essential to be considered at the product design stage to satisfy the customers’ expectations and hence to increase the company's sales.     

Revisiting the mediating role of trust in transformational leadership effects: Do different types of trust make a difference?

This study examines the mediating effects of cognitive and affective trust on the relationship between follower perceptions of transformational leadership behavior and their work outcomes. Using data obtained from 318 supervisor–subordinate dyads from a manufacturing organization located in mainland China, structural equation modeling results revealed that affective trust fully mediated the relationships between transformational leadership and the work outcomes of followers, including their affective organizational commitment, organizational citizenship behaviors (OCBs), and job performance. In contrast, cognitive trust negatively mediated the relationship between transformational leadership and follower job performance, and had insignificant effects on their affective organizational commitment and organizational citizenship behaviors. These findings highlight the importance of affective trust as a mechanism which translates transformational leadership into positive work outcomes for the organization.     

Glass Cliffs Are Not So Easily Scaled: On the Precariousness of Female CEOs' Positions

Adams, Gupta and Leeth ( British Journal of Management , 2008) question the universality of the glass cliff after finding no differences in US companies' financial performance either before or after the appointment of male and female CEOs. We agree that glass cliffs are neither universal nor ineluctable, but urge caution in interpreting this null result. This is because the nature and significance of women's precarious leadership positions becomes more apparent when one goes beyond archival financial data and compares the broad circumstances of male and female leaders. Here multiple strands of research suggest that above the glass ceiling the playing field for men and women is far from level.     

Potential for economic development: A quantitative approach

An earlier version of this paper was presented at the Canadian Economic Association Annual Meeting, Hamilton, Ontario, Canada, June 1987.     

Begging as work: a study of people with mobility difficulties in Accra, Ghana

Even though begging is illegal in Ghana, an increasing number of disabled people engage in it. Begging is not only abhorred by the law, but also regarded by many Ghanaians as stigmatizing and devaluing. Successive governments of the country and some non-governmental organizations (NGOs) have made efforts either to reduce or eliminate begging. The attempts made have, however, been unsuccessful and the disabled beggars involved have returned to the streets of Accra. The question is why is it difficult to reduce begging in the research area. While poverty, mobility needs, lack of education and employable skills and employment avenues are factors that explain the decision to start begging, it also seems that the ways in which beggars justify their activities contribute to its perseverance. The study aims at sensitizing policy-makers and other stakeholders in attempts to find empowering alternatives to begging.     

Overcoming the Glass Barriers: Reflection and Action in the ‘Women to the Top’ Programme

Numerous equality programmes have been launched with the aim of promoting a more gender equal work life, yet little substantial action has been reported. This article presents a study of the Women to the Top programme in Sweden, supported by the European Union (EU) and aimed at promoting more women into top management positions. The research suggests that large‐scale projects assembling such heterogeneous actors as industry representatives, politicians and scholars tend to generate further reflection and discussion rather than promoting adequate and highly needed action. Drawing upon Brunsson's distinction between action rationality and decision rationality, the relatively modest effects of large‐scale equality programmes are examined, not in terms of a lack of commitment or competence on the part of the participants but as a matter of the disjunction between reflection and action. Reconciling reflection and action, that is, emphasizing not only reflection on gender inequality but also privileging various forms of practical action (such as new policies, the appointment of female managers, restructuring gendered wage inequalities or new recruitment procedures), is therefore a top priority for policymakers desiring more substantial changes in the gendered outline of industry.