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The primary purpose of this paper is to take an in-depth look at the question of whether liberalizing trade in agriculture can generate dynamic productivity gains comparable to those in the manufacturing sector.

In contrast to the manufacturing sector that has generated firm/plant-level trade data, there is a lack of farm-level trade data that are needed for empirical measurement of dynamic productivity gains. Therefore, the authors use thought experiments to analyze the sequence of events that would occur when trade is liberalized for agriculture; delineate the expected behaviors of the actors involved in the trade and draw inferences about whether there would be dynamic productivity gains from agricultural trade.

The central finding is that there would be little dynamic gain from agricultural trade at the farm level due to the limited role of producers in shaping their international competitiveness. Yet, agricultural trade may generate dynamic gains if states or input supply corporations respond to the freer trade environment by making more investments for research and development (R&D). Further, when intraindustry prevails, there can be productivity gains at the industry level due to the transfer of resources from less to more efficient farm producers.

The findings of the paper are expected to present insights into value for researchers working in the area of agricultural trade; for agricultural trade policymakers in developing countries and for trade negotiators engaged in reforming or designing World Trade Organization (WTO)’s trade rules for agriculture.

Relationship is based on the idea of creating a win‐win situation for parties involved in a business engagement. The purpose of the article is to develop a model of mutual value creation and reciprocal return on relationships (ROR_R) assessment, which enables calculation of joint and separate gains from a relational business engagement.

The approach takes the form of a conceptual analysis, which is tested empirically through a real‐life case. The empirical part is based on a longitudinal empirical study including several empirical cases.

Following a practice matching process, resulting in mutual innovation and aligning of their processes, resources and competencies, the parties in a business engagement make investments in the relationship. This enables the creation of joint productivity gains. Valuation of joint productivity gains produces an incremental value, which can be shared between the parties through a price mechanism. Finally, based on this shared value and costs of investments in the relationship by the parties, a reciprocal return on the relationship can be assessed and split between the business parties.

The study addresses dyadic business engagements only. The findings enable calculation of reciprocal return on relationships (ROR_R) and form a basis of further development of marketing metrics and financial contribution of marketing, and of developing financial measures of intangible assets called for by the finance and investor communities.

Using the conceptual model and corresponding metrics, the financial outcome of the development of customer relationships as well as an assessment of the return on relationships with customers can be established.

The approach to assess the value of customer relationships as a two‐sided endeavor is novel, as well as the joint productivity construct and the value sharing approach, and the way of assessing ROR as a reciprocal measure that can be split between the business parties.

The purpose of this paper is to investigate the extent to which the productivity gains associated with workplace training are shared by both the firms concerned and their workers. The approach is both theoretical and empirical as an explicit formula for the internal rate of return for firms and workers is derived; and production and cost functions are estimated in conjunction with wage and productivity equations.

The authors use a unique linked employer-employee longitudinal dataset with detailed information on firm formal training and run regression models to obtain the determinants of the internal rate of return to firm-sponsored training. Analysis of training costs is also provided as well as the econometric framework required to control for firm heterogeneity.

The results obtained from the model specifications indicate that an additional hour of training per worker results in an increase of 0.12 per cent in productivity and 0.04 per cent in wages, or an increase of 0.16 and 0.08 per cent, respectively, if one uses firm training as a stock variable. It is also found that 82 per cent of the gains in productivity are captured by firms and 18 per cent by workers. Given the training costs, it is obtained an IRR of 13 per cent for firms and 33 per cent for workers at sample means.

Training investments are good otherwise they would not even be considered by firms. However, knowing with greater accuracy the gains captured by firms (and workers) is critical for policy makers in their decision-making process. The estimates found in the paper shows that firm training is a genuinely worthwhile investment for all participants.

The authors derive an explicit formula for the internal rate of return to firm-sponsored training and provide workers’ and firms’ shares of the productivity gains using firm-level data. Another original contribution is that the gains enjoyed by firms are computed as net gains, that is, net of the training costs on the one hand, and net of all the gains accruing to workers through higher wages on the other.

Most current modeling approaches identify very small gains from trade reform. In this chapter, we examine recent developments in the literature to assess whether standard modeling approaches are mis-specifying, understating, or overstating the gains from trade reform. Key areas where the impacts of trade barrier reduction appear to be understated include the measurement of barriers; the aggregation of these barriers; process productivity gains, particularly those resulting from reallocation of resources between firms; product quality improvements and expansion of product variety; factor supply; and investment of gains from trade.

The purpose of this paper is to develop the theoretical linkage between culture and economic growth and empirically test the relationship by measuring culture and how it affects labor productivity.

This study uses a cross-section study of developing countries and regresses economic productivity growth on a set of control variables and cultural factors.

It is found that three cultural factors, economic attitudes, political attitudes, and attitudes towards the family, affect economic productivity growth.

Many economists ignore culture as a factor in economic growth, either because they discount the value of culture or because they have no simple way to quantify culture, resulting in the role of culture being under-researched. The study is the first to extensively examine the role of culture in productivity growth using large-scale data sources. The authors show that culture plays an important role in productivity gains across countries, contributing to the study of the effects of culture on economic development, and that culture can be empirically measured and linked to an activity that directly affects the economic growth – labor productivity.

Wages have been spreading out across workers over time – or in other words, the 90th/50th wage ratio has risen over time. A key question is, has the productivity distribution also spread out across worker skill levels over time? Using our calculations of productivity by skill level for the United States, we show that the distributions of both wages and productivity have spread out over time, as the right tail lengthens for both. We add Organization for Economic Co-Operation and Development (OECD) countries, showing that the wage–productivity correlation exists, such that gains in aggregate productivity, or GDP per person, have resulted in higher wages for workers at the top and bottom of the wage distribution. However, across countries, those workers in the upper-income ranks have seen their wages rise the most over time. The most likely international factor explaining these wage increases is the skill-biased technological change of the digital revolution. The new artificial intelligence (AI) revolution that has just begun seems to be having similar skill-biased effects on wages. But this current AI, called “supervised learning,” is relatively similar to past technological change. The AI of the distant future will be “unsupervised learning,” and it could eventually have an effect on the jobs of the most highly skilled.

This book is a policy proposal aimed at the democratic left. It is concerned with gradual but radical reform of the socio‐economic system. An integrated policy of industrial and economic democracy, which centres around the establishment of a new sector of employee‐controlled enterprises, is presented. The proposal would retain the mix‐ed economy, but transform it into a much better “mixture”, with increased employee‐power in all sectors. While there is much of enduring value in our liberal western way of life, gross inequalities of wealth and power persist in our society.

Recent works on the structural transformation of developing countries usually include only a few countries because of the availability of data. Beyond the resulting lack of representativeness, these works also hit a strong disparity between the labour reallocation patterns of sub-regions. This paper devoted to sub-Saharan Africa, evaluates the performance of sub-Saharan Africa, as a whole, in structural transformation using a more exhaustive database and highlights key disparities that exist between the performances of sub-Saharan African sub-regions.

With a database covering 43 sub-Saharan African countries classified into 4 sub-regions, the paper uses the shift-share method over the period 1991–2012 with sub-periods of 1991–2000 and 2000–2012.

Results show that labour reallocation in sub-Saharan Africa occurred, though weakly, towards more productive activities over the period 1991–2012. Results also show a significant disparity between sub-regions' labour reallocation pattern. While East Africa has experienced a labour reallocation towards more productive activities, West Africa has seen a labour reallocation towards activities experiencing an increase in productivity. Central Africa and Southern Africa experienced a labour reallocation towards less productive activities, and these activities know, moreover, a decrease of productivity.

Findings suggest that any political strategy purposing to coordinate structural transformation in sub-Saharan Africa will result in a failure if countries' peculiarities are not taken into account.

This paper offers a representative picture of sub-Saharan Africa's structural transformation and illustrates disparities between its sub-regions' performances.

The purpose of this paper is to use parking behavior as a direct measure of delayed gratification, a cultural trait recognized by scholars as contributing to people's economic success. Backing into a parking space requires more time and effort, but it will enable the driver to exit more easily, safely, and quickly in the future. The author argue that people who park their cars back-in embody a culture of delayed gratification, and societies with a higher back-in parking rate tend to have better economic performance.

The author tested the hypothesis using parking and economic data from the BRIC countries, Taiwan, and the USA.

Results show that there is a strong positive relationship between back-in parking and labor productivity gains. The author also found that back-in parking positively correlates with economic growth, savings rate, and educational attainment.

This is the first study that uses parking behavior to predict economic performance. The feasibility of collecting parking behavior data across countries provides a new and viable way to overcome the limitation of relying on attitudinal or experimental data to measure the culture and behaviors of delayed gratification. The author therefore call for a collective effort to establish a “Global Parking Index.” Such an index will help us better understand parking behavior and how it may relate to socioeconomic performance such as learning, saving, and investing.

The purpose of this paper is to examine the impact of employer-sponsored workforce training on employee productivity in the Australian transport and logistics industry. It challenges the quantitative notion of the ratio of input–output per labour hour as the single most important measure of productivity.

The study utilised a mixed-method approach, involving online and on-site survey questionnaires and on-site semi-structured interviews of employers, employees and students within the industry. Survey questionnaires were administered to Vocational Education and Training (VET) learners to determine the dimensions of productivity gains, while qualitative interviews were conducted specifically to capture employers’ perceptions and expectations of the benefits of training.

Results show that the relationship between employer-sponsored training and workforce productivity is multi-dimensional where, ideally, all essential dimensions must be fulfilled to effectively achieve sustainable productivity level. One dimension is the quantitative measure of increased performance as an outcome of enhanced knowledge, skills and competencies. Another relates to the increased self-confidence, job satisfaction and pride. The third dimension is the cost savings that come with increasing employees’ overall awareness and appreciation of occupational health and safety. The results show that, aside from the dominant theories on training and labour productivity, the perception of the benefits of training on workplace productivity is not merely limited to the conventional understanding of productivity as a simplistic relationship between resource inputs and tangible outputs.

Firms should consider redefining the benefits of training to include employee well-being and individual contribution to common team and organisational goals. Organisations therefore should broaden the notion of productivity to incorporate intangible benefits.

The use of multi-method approach to investigate the views and perceptions of employees, employers and trainers about the productivity benefits of training and key concerns and challenges for the industry.