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This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/08858629210037263. When citing the article, please cite: Allan Mcgrath, (1992), “The Management of Marketing Productivity”, Journal of Business & Industrial Marketing, Vol. 7 Iss: 4, pp. 49 - 54.

States that companies are under increased pressure in today′s economic climate to boost the productivity of their marketing operations, since this is often a crucial factor in shareholder wealth and continued market presence. Explains that managing marketing for productivity entails the management of four key areas: strategy management, cost management, asset management and organization management. Concludes that marketers must be more concerned with productivity in order to sustain customer satisfaction, healthy margins and market share in the competitive 1990s.

The topic of organizational culture has attracted the attention of numerous researchers from both quantitative and qualitative perspectives. A review of the literature shows that the quantitative assessment of organizational culture has been dominated by studies adopting the competing values framework developed by Quinn and his colleagues. The use of this model embraces the notion that the 4 cultural types depicted by the framework can be used not only to represent the culture of an organization but also to serve as a basis upon which one organization can be differentiated from others. Various attempts have been reported to support the validity of the framework for describing the culture of an organization; however, the claim that one organization can be differentiated from another on the basis of the 4 cultural types is yet to be empirically supported. The study reported here set out to show that the competing values model can be used to differentiate organizations from one another. Based on a survey administered to all academic staff in 7 out of the 8 government‐funded higher education institutions in Hong Kong, the study successfully confirmed the validity of the competing values model as a tool in differentiating organizations.

Historically, Panama has always been “a place of transit.” While technically the isthmus formed part of Colombia in the nineteenth century, it was linked geopolitically to the United States soon after the California gold rush, beginning in the late 1840s. The first attempt at building a canal ended in failure in 1893 when disease and poor management forced Ferdinand de Lesseps to abandon the project. The U.S. undertaking to build the canal could only begin after Panama declared itself free and broke away from Colombia in 1903, with the support of the United States.

The purpose of this paper is to empirically investigate the effects of a major disaster on the management of human resources in the construction sector. It sets out to identify the construction skills challenges and the factors that affected skills availability following the 2010/2011 earthquakes in Christchurch. It is hoped that this study will provide insights for on-going reconstruction and future disaster response with respect to the problem of skills shortages.

A triangulation method was adopted. The quantitative method, namely, a questionnaire survey, was employed to provide a baseline description. Field observations and interviews were used as a follow-up to ascertain issues and potential shortages over time. Three focus groups in the form of research workshops were convened to gain further insight into the feedback and to investigate the validity and applicability of the research findings.

The earthquakes in Christchurch had compounded the pre-existing skills shortages in the country due to heightened demand from reconstruction. Skills shortages primarily existed in seismic assessment and design for land and structures, certain trades, project management and site supervision. The limited technical capability available nationally, shortage of temporary accommodation to house additional workers, time needed for trainees to become skilled workers, lack of information about reconstruction workloads and lack of operational capacity within construction organisations, were critical constraints to the resourcing of disaster recovery projects.

The research findings contribute to the debate on skills issues in construction. The study provides evidence that contributes to an improved understanding of the industry’s skills vulnerability and emerging issues that would likely exist after a major disaster in a resource-limited country such as New Zealand.

From this research, decision makers and construction organisations can gain a clear direction for improving the construction capacity and capability for on-going reconstruction. Factors that affected the post-earthquake skills availability can be considered by decision makers and construction organisations in their workforce planning for future disaster events. The recommendations will assist them in addressing skills shortages for on-going reconstruction.

Although the study is country-specific, the findings show the nature and scale of skills challenges the construction industry is likely to face following a major disaster, and the potential issues that may compound skills shortages. It provides lessons for other disaster-prone countries where the resource pool is small and a large number of additional workers are needed to undertake reconstruction.

This chapter provides a review of existing research on learning gain and related topics in higher education. The methodology adopted is a form of systematic review. The origins and meaning of learning gain, and its relation to similar terms, are discussed. The ways in which learning gain has been applied in practice and in research are considered. The issues raised by this practice and research are examined, and the various criticisms made are reviewed. Some conclusions are then drawn.

It is apparently becoming the fashion among certain types of self‐sufficient persons in this country to endeavour to bring discredit upon the scientific expert, and—whenever the practice can be indulged in with impunity—to snub and to insult him as far as possible. While this course of procedure is particularly to be observed when the expert is called upon to give evidence in a Court of Law, or to explain technical points before some highly inexpert body, it is not only in these circumstances that he is subjected to misrepresentation, discourtesy, and downright insult. Whenever a case occurs which appears to afford pabulum capable of being twisted into shape for the purpose, certain newspapers— generally, we are glad to say, of the lower class—are invariably ready to publish cheap sneers at science and scientific men, frequently accompanied by insulting suggestions. Other journals of a better class do not indulge in abuse and insulting suggestions, but confine themselves to lecturing the expert or experts with all that assurance which is characteristic of blatant ignorance. Accusations of incompetence and of culpable negligence are common in the gutter Press and in some so‐called Courts of Justice. Even suggestions of bad faith and of failure to honourably discharge duties undertaken are sometimes to be met with. It cannot be supposed that the reason for all this is to be found in the conduct of some very few persons who, in the eyes of all right‐thinking people, have brought discredit on themselves by appearing as “ advocate‐witnesses ” to defend the indefensible. At any rate, the conduct of such individuals affords no justification for tarring everybody with the same brush. The hostile, acidly‐cantankerous, and frequently grossly insolent attitude adopted by certain persons and in certain quarters towards those experts whose duties are of a public character and connected with legal or semi‐legal proceedings, is due to a reason which is not far to seek. It is due, in the first place, to the disgraceful ignorance in regard to scientific matters, even of the most elementary kind, which unhappily pervades all classes of the community;' and, secondly, to that form of jealousy peculiar to the small and mean mind which detests and kicks at anything and everything beyond its power of comprehension. When apparently contradictory evidence is given by scientific witnesses—appearing on opposite sides in a case—it is obviously far more easy and satisfactory to shriek about the “ differing of doctors ” than to admit that one's own miserable ignorance prevents one from seeing the points and from ascertaining whether there is any real contradiction or not. It is far more convenient to suggest that the public analyst, for instance, does not know what he is about, has made some absurd mistake, or has been guilty of scandalous negligence, than to admit that one does not understand his certificate owing to one's own defective education or inferior intellectual capacity.

This paper aims to present an exemplar of patient enquiry concerning choice of surgeon and progress regarding individual surgeon performance reporting.

The paper takes an observational approach.

The study finds that there is room for improvement concerning choice of surgeon and progress regarding individual surgeon performance reporting.

The paper presents an anecdotal observation confirming that there is room for improvement.

The purpose of this paper is to find out how strategic decisions have resulted in innovation in the context of the organizational environment. The author studies connections between strategic decision making and innovation to find out what kinds of factors of the organizational environment influence strategic decisions that lead an organization to innovate.

The theoretical and empirical part proceeds from dividing strategic decisions into proactive and reactive; the environment into internal and external, including primary and secondary environment, and dynamic capabilities; and innovation into product, process, marketing and organizational innovation. The study uses qualitative research and case study methodologies to analyse the case of an Estonian IT company, MicroLink.

The results show that even if innovation is not strategically managed in a company, it can still be innovative. However, the potential for different types of innovation at the organizational and local and global market level is very often determined by the company's general strategic vision and its proactive nature, which should be supported by its dynamic capabilities.

Based on the results, some conclusions are also presented for other Estonian IT companies in terms of what aspects they should keep in mind when making strategic decisions and implementing innovation.

The paper contributes to the understanding of how innovation evolves and it is presumed that innovation is not always a purposeful, but rather an episodic manifestation that could be a result of strategic decisions. Besides, product and process innovation, this study also helps to highlight the role of marketing and organizational innovation, which have gained much less attention in the literature.