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Considers the response of US firms to the recent decline in productivity, growth etc and the subsequent adoption of just in time manufacturing pioneered by Japanese industry. Examines the concentration on the reduction in time and costs of the early stages of the product life cycle and the flexibility this allows the subsequent pricing strategies. Highlights the emphasis placed on distribution scheduling and the consolidation of transportation services. Concludes that US firms have accepted that JIT and cost and time reduction programs have been necessary in order to compete in the 1990s.

This article has been withdrawn as it was published elsewhere and accidentally duplicated. The original article can be seen here: 10.1108/01443579110143449. When citing the article, please cite: Byron J. Dangerfield, John S. Morris, (1991), “Relational Database Management Systems: A New Tool for Coding and Classification”, International Journal of Operations & Production Management, Vol. 11 Iss: 5, pp. 47 - 56.

November 10, 1969 Building — Safety regulations — Applicability — Safe means of access and egress — Building site occupied by main contractor — Unusually encumbered by plant and machinery — Suspended cable left by employee of main contractor — Injury to workman employed by independent scaffolding contractors — Liability of main contractor as occupier — Liability of independent contractor to own workman — Whether bound by safety regulations — Indemnity — Independent contractors to indemnify main contractors for “any liability… arising… in respect of personal injuries by reason of any act, default, or omission on our part…” — Construction (Working Places) Regulations, 1966 (S.I. 1966, No. 94), regs. 2(1), 3(1), 6(1).

In this article the properties of relational database management systems (DBMSs) are discussed. It is shown how they can be used as an effective tool for performing the function of primary‐key‐coding schemes for classifying product families in the application of group technology. The attributes of the relational DBMS are demonstrated and compared to traditional coding schemes.

Efforts to make the television landscape more equitable for people of color have been evident both within and outside the industry as early as the 1940s. These advancements made by individuals within broadcasting were an attempt to allow more people of color to get opportunities to prove themselves competent in front of and behind the scenes in broadcast television. While these early attempts were ultimately unsuccessful, they laid the groundwork for future diversity initiative efforts. The purpose of this chapter is to expose the landmark events that introduced changes in diversity policy that eventually resulted from diversity initiatives at NBC despite the racial barriers within its corporate structure. This chapter will show that the trajectory of these early events exhibits that the diversity initiatives seen today resulted from decades of pressure from the government, the press and outside citizen activist groups.

This paper describes the personal history and intellectual development of Morris B. Holbrook (MBH), a participant in the field of marketing academics in general and consumer research in particular.

The paper pursues an approach characterized by historical autoethnographic subjective personal introspection or HASPI.

The paper reports the personal history of MBH and – via HASPI – interprets various aspects of key participants and major themes that emerged over the course of his career.

The main implication is that every scholar in the field of marketing pursues a different light, follows a unique path, plays by idiosyncratic rules, and deserves individual attention, consideration, and respect … like a cat that carries its own leash.

In the case of MBH, like (say) a jazz musician, whatever value he might have depends on his originality.

In a number of recent multi-billion dollar cases brought against cigarette manufacturers, plaintiffs have in part alleged that the cigarette manufacturers (1) conspired not to compete on the basis of health claims or the introduction of potentially safer cigarettes since the 1950s, and (2) engaged in fraudulent advertising by making implied health claims in advertisements selling ‘low tar’/‘light’ cigarettes. In this type of litigation, defendants’ actions could be due to alleged illegal behaviour as asserted by plaintiffs, or be the result of market forces that may have nothing to do with allegedly inappropriate acts. We examine the economic evidence relating to these allegations, taking into account some of the major influences on cigarette company behaviour. In particular, our analyses show that much of the cigarette manufactures’ behaviour can be explained by Federal Trade Commission and related government actions, rather than conspiracy or fraudulent acts. We find the economic evidence is inconsistent with an effective conspiracy to suppress information on either smoking and health or the development and marketing of potentially safer cigarettes. Regarding ‘lower tar’ and ‘light’ cigarettes, the economic evidence indicates that the cigarette manufacturers responded to government and public health initiatives, and that disclosing more information on smoking compensation earlier than the cigarette companies did would not have had any significant impact on smoking behaviour.

In the US minimum wages were initially enacted by individual states, beginning with the Commonwealth of Massachusetts in 1912. These laws were modeled on legislation enacted over the previous two decades in Australia, New Zealand, and England (Fisher, 1926, chap. 8; Hammond, 1915, 1913; Hobson, 1915; Hart, 1994, chaps. 2 & 3; Morris, 1986). From 1912 to 1923, the legislatures of 16 states, Puerto Rico, and the District of Columbia passed minimum wage legislation, although not all of them were operational by the end of this period (Brandeis, 1935, p. 501; Clark, 1921; Millis & Montgomery, 1938, chap. 6; Morris, 1930, chap. 1).

September 21, 1973 Industrial Relations — Unfair dismissal — Compensation — Method of assessment in cases of pressure — Employee in arrears with union dues — Union threatening strike action if employee working with dues unpaid — Employee unfairly dismissed — Whether author of own wrong — Whether entitled to compensation — Industrial Relations Act, 1971 (c. 72),ss. 33(1) (2), 116,119.