Scheduling and the problem of computational complexity

Why is it that the problem of scheduling is so computationally difficult to solve? At last recent developments in modern mathematical complexity theory are providing some insights. The paper describes in essentially non-mathematical terms the computational technique known as the ‘Branch and Bound Method’. This, the best general optimising technique available for scheduling, is also shown to have its limitations. It now appears that efficient computational and optimising algorithms are unlikely ever to be found for all except special cases of the general industrial scheduling problem. It seems that heuristic (rule-of-thumb) methods leading to approximate solutions are likely to offer the only real promise for the future.     

Social capital and nonprofit leaders

The concept of social capital seems to be a very compatible, useful, and important one for nonprofit organizations. Nonprofits must sustain and enhance the original social capital with which they were formed and broaden it into a variety of key areas. Nonprofits and their leaders must foster social capital in order to recruit and develop board members, raise philanthropic support, develop strategic partnerships, engage in advocacy, enhance community relations, and create a shared strategic vision and mission within the organization and its employees. Nonprofit executives have a pivotal role in carrying out these functions, but they do so through relationships and networks with others. These activities are time‐consuming and demanding, and they require planning. This article provides a focused literature analysis on the concept of social capital as it applies to nonprofit management and leadership. The author views the literature with respect to definitions of social capital and the way nonprofits generate and mobilize social capital in order to achieve organizational goals. The author also cites methods for measuring social capital.     

Personal Value Patterns of Managers in Latvia: Value Diversity Within Subcultures Facing Change

This study examined the personal value systems of 200 Russophone and 44 ethnic Latvian managers in Latvia using the Personal Values Questionnaire. Value patterns of Russophone and Latvian managers were generally congruent. However, subcultural diversity within the Russophone sample, based upon both geographic location and primary value orientation, produced a complex set of similarities and differences. Russophones in Riga and Russophones inthe provincial city of Daugavpils differed from one another nearly as much as either subgroup differed from Latvian managers. Contextual factors — the long reach of decades of Soviet administrative culture, as well as current political and economic realities — are discussed as possible constraints on value expression. Prospects for cooperation and conflict between Russophones and Latvian managers, grounded in shared and divergent values, are likely to be mediated by perceptions about these contextual realities for sometime to come. This revised version was published online in August 2006 with corrections to the Cover Date.     

Motivating knowledge sharing through a knowledge management system

Based on both economic and sociological theory, the effects of supervisory control and organizational support on the frequency and effort of individuals in contributing their personally held valuable knowledge to a “best practices-lessons learned, repository-based” knowledge management system (KMS) were compared. Supervisory control, as expected, had significant impact on frequency, but it also had unexpectedly significant influence on effort. When system variables—usefulness and ease of use—were controlled for, the organizational support measure had little effect on either outcome. These results provide greater support for economic-agency-theory motivators of knowledge sharing and lesser support for organizational support motivators than has been previously believed. They also emphasize the important impact of systems variables in motivating KMS use. Since the study was conducted in a government (joint civilian–military) organization, the organizational type may significantly influence the results. However, since the result is contrary to the conventional wisdom that suggests that a “knowledge-sharing culture” is all-important, at the very least, this study shows that the nature of the organization may moderate the relationship between the motivational approach and the outcomes.     

Bias at the Ballot Box? Testing Whether Candidates' Gender Affects Their Vote*

Objective. This study examines whether women's electoral fortunes in Australia have improved in line with changing social norms over the past century. We use new strategies to explore whether female candidates face discrimination by the voting public, or by political parties' preselection systems. Methods. Using data from all elections to the House of Representatives between 1903 and 2004, we examine the relationship between candidates' gender and their share of the vote. We consider the electoral performances of female independent candidates, female incumbents, and female candidates from the Australian Labor Party (after 2001) in order to determine whether the bias against female candidates is driven by voters or preselectors. We also make use of gender pay gap and attitudinal data to examine how the ballot box penalty has shifted in line with changing social norms. Results. We find that the vote share of female candidates is 0.6 percentage points smaller than that of male candidates (for major parties, the gap widens to 1.5 percentage points), but find little evidence that the party preselection system is responsible for the voting bias against women. Over time, the gap between male and female candidates has shrunk considerably as a result of changes in social norms (as proxied by the gender pay gap and attitudinal data) and the share of female candidates running nationwide. Conclusions. A statistically significant gender penalty has been a consistent feature of Australian federal elections since 1903. The penalty against female candidates has narrowed since the 1980s, and this bias lies with the voting public rather than with the political parties themselves. We find little evidence that party‐based affirmative action policies have reduced the gender penalty against female candidates.     

Model Selection When a Key Parameter is Constrained to be in an Interval

This article considers model selection procedures based on choosing the model with the largest maximized log-likelihood minus a penalty, when key parameters are restricted to be in a closed interval. Its main emphasis is how these penalties might be chosen in small samples to give good properties of the resultant procedure. We illustrate two model selection problems in the context of Box–Cox transformations and their application to the linear regression model. Simulation results for both problems indicate that the new procedure clearly dominates existing procedures in terms of having higher probabilities of correctly selecting the true model.