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Investigates the differences in protocols between arbitral tribunals and courts, with particular emphasis on US, Greek and English law. Gives examples of each country and its way of using the law in specific circumstances, and shows the variations therein. Sums up that arbitration is much the better way to gok as it avoids delays and expenses, plus the vexation/frustration of normal litigation. Concludes that the US and Greek constitutions and common law tradition in England appear to allow involved parties to choose their own judge, who can thus be an arbitrator. Discusses e‐commerce and speculates on this for the future.

One MNC′s attempts to develop empowerment strategies are reviewed. These strategies are based on a cross‐cultural study of employee needs in the company′s Australian, German and Japanese subsidiaries. Although the need to control stands out in each of the three countries, employee needs patterns are different. The needs for economic security, belongingness, recognition, self‐worth, and control relate with each in different configurations and patterns. Because of significant differences in employee needs patterns, empowerment strategies enabling employees to fulfil their need to control cannot be transferred from one culture to another without major adjustments. In some instances very little is needed to empower an employee while in others almost nothing works. Some light is shed on why, within an MNC, a similar amount of control over their work and work environments empowers Japanese workers much more than their Australian and German counterparts.

The groundbreaking works of Maslow and Herzberg have been used by many researchers on construction worker motivation. These two classical theorists were used as the basis for a survey of needs, motivators and demotivators on high‐rise building construction sites in Bangkok, Thailand. The needs and felt motivators of construction workers in Bangkok are low on the Maslow hierarchy. The agreement between workers and supervisors regarding needs is strong. However, the agreement on motivators and demotivators is rather weak. This may lead to the use of inappropriate methods for motivating workers. A comparison of the results of the present survey with other studies showed that attempts to motivate workers should take cognizance of the cultural context in order to achieve good results.

The purpose of this paper is to discuss the role of recognition in learning processes among female nurses, social and health care assistants and occupational therapists working with people with dementia and other age‐related illnesses.

The paper highlights the need to experience recognizing learning spaces among social and health care workers dealing with elderly care. Such learning spaces are crucial/imperative in order to come to terms with emotionally stressing experiences from daily work, and in order to be prepared for future challenges, such as new tasks or patients with a complex diagnosis. Drawing on Nordic research into health and care work, it is argued that, particularly in work fields which are mentally loaded or which are not held in high esteem culturally, this condition seems to be important.

The main argument is that learning is related to recognition – especially when it comes to groups of professionals, who are low ranked in the workplace hierarchy and therefore seldom experience recognition in their daily work. According to interviews with members of the mentioned professional groups, learning spaces, in which the medical and professional hierarchies are suspended, promote learning processes.

Axel Honneth's critical theory of recognition is used as the theoretical framework for understanding more generally the relational nature of human learning processes and the need for recognizing contexts. The paper concludes that this need is particularly imperative in health and care work for the elderly, but may also promote learning more generally.

This is a comparative study of employee needs patterns in eight international subsidiaries of a multinational corporation. Although in each country the need to control one′s work environment emerges as the most dominant need, four different needs patterns are identified. The resulting patterns suggest that specific strategies are necessary for employee motivation in different cultural environments. Strategies that enhance work motivation in one country should be reviewed carefully before being transferred to another.

This paper examines the attempts by trade unions in Britain to gain organisational rights for their members and for workers in organisations operating within the hitherto non‐unionised “new economy”.

By using data drawn from fieldwork interviews with full‐time union officials and supplemented by secondary sources, the paper assesses the genesis and progress of these campaigns, suggesting a combination of employer hostility and worker indifference explain the limited advances made to date.

In particular, the paper considers the configuration of the inter‐relationship between employer action, union strength and sudden grievances as the major explanatory variable in accounting for the variation in the outcomes of the eight union recognition campaigns. Finally, the high degree of dependence and reliance on full‐time union officers, contra the “organising” model, is examined.

Further research on union presence and activity in the “new economy” are needed to critically examine these conclusions, given that the research was based on a study of eight employers.

The implications for trade unions are that not all campaigns for union recognition can be expected to be equally successful, that campaigns are likely to take a relatively long period of time before significant advances are made and that greater scrutiny of potential campaigns is needed.

Provides lessons for trade unions attempting to gain organisational rights for their members.

The purpose of this paper is to survey and analyse the literature emanating from less developed countries (LDCs) and international agencies and dealing with their perception of the needs of LDCs for scientific and technical information (STI) in relation to social and economic development.

The purpose of this paper is to describe a speech and character combined recognition engine (SCCRE) developed for working on personal digital assistants (PDAs) or on mobile devices. Also, the architecture of a distributed recognition system for providing a more convenient user interface is discussed.

In SCCRE, feature extraction for speech and for character is carried out separately, but the recognition is performed in an engine. The client recognition engine essentially employs a continuous hidden Markov model (CHMM) structure and this CHMM structure consists of variable parameter topology in order to minimize the number of model parameters and to reduce recognition time. This model also adopts the proposed successive state and mixture splitting (SSMS) method for generating context independent model. SSMS optimizes the number of mixtures through splitting in mixture domain and the number of states through splitting in time domain.

The recognition results show that the developed engine can reduce the total number of Gaussian up to 40 per cent compared with the fixed parameter models at the same recognition performance when applied to speech recognition for mobile devices. It shows that SSMS can reduce the size of memory for models to 65 per cent and that for processing to 82 per cent. Moreover, the recognition time decreases 17 per cent with the SMS model while maintaining the recognition rate.

The proposed system will be very useful for many on‐line multimodal interfaces such as PDAs and mobile applications.

Existing models of decline and turnaround assume an automatic initiation of a turnaround strategy when decline occurs. However, extended decline over time suggests that the turnaround strategy did not match the causality and severity of the situation. Borrowing from the crisis management literature, this paper argues that a triggering event or events needs to shock incumbent management into realizing that different action is called for. Such triggering events, or triggers, also play a role in the turnaround process by influencing strategies and inducing management changes. Incorporating the need for, and role of, triggers in understanding the decline/turnaround sequence helps explain the iterative and non‐sequential nature of this process.

Research can be an influential driver in raising care home standards and the well-being and human rights of residents. This paper aims to present a case for how a relational research capacity building programme could advance this agenda.

This study uses Axel Honneth’s Recognition Theory as a lens through which to explore organisational and institutional factors (such as research capacity and investment) that can either enable or limit “recognition” in the context of research in care homes. This paper draws on recent evidence from the COVID-19 pandemic in the UK and worldwide, to argue that such a relational capacity building agenda is even more pressing in the current context, and that it resonates with evidence from existing relational capacity building initiatives.

A lack of relevant research arguably contributed to the crisis experienced by the care home sector early in the pandemic, and there are only tentative signs that residents, care home providers and staff are now informing the COVID-19 research agenda. Evidence from pre COVID-19 and insights from Honneth’s Recognition Theory suggest that relational approaches to building research capacity within the care home sector can better generate evidence to inform practice.

This is a novel application of recognition theory to research in the care home sector. Drawing on theory, as well as evidence, has enabled the authors to provide a rationale as to why relationship-based research capacity building in care homes warrants further investment.