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Asks how innovative Dutch immigrant entrepreneurs are. Since the mid‐1980s the number of immigrant firms has more than tripled. This coincides with a huge increase in the number of start‐ups in the Dutch economy as a whole. However, international comparisons show that this increase has not resulted in an equal rise in the number of fast growing firms that add value and create employment – the so‐called gazelles – and are hence the preferred ideal of policy makers. This raises the question of how innovative the Dutch economy might be. To address this issue, constructs a framework of assessment, derived from the divergent capitalisms approach of Richard Whitley and associates, as this approach offers a useful conceptual instrument to do so. Concludes that, despite appearances, the Dutch institutional setting is not very conducive for value creating innovations, but instead seduces firms, especially small and medium enterprises, to follow reactive strategies. Offers some general remarks on how the conditions for innovation can be improved.

This paper aims to utilize Whitley's theory of the intellectual and social organization of the sciences and build on research carried on by Aarek et al., Vakkari, Rochester and Vakkari, and Åström, to analyze both intellectual and institutional characteristics of Arabic library and information science (LIS).

Data derived from a content analysis of sampled research articles published in seven core peer‐reviewed Arabic LIS journals and from an inventory of the currently identified Arabic LIS educational institutions, professional associations, and scholarly communication channels were analyzed in terms of Whitley's theory and relevant LIS research.

The social organization of Arabic LIS has highly influenced its intellectual organization. An analysis of types and diversity of institutional affiliations, determination of terminology, resources and fund accessibility, scholarly communication of intellectual productivity, and research collaboration point to high levels of “tasks uncertainty”, low levels of “mutual dependency” and uncontrolled “reputational autonomy”.

Because Arabic LIS institutions, associations, and research channels are poorly represented on the internet or in accessible literature, it was difficult to collect data comprehensively. While the findings are suggestive and are in agreement with views from the Arabic LIS literature, the results cannot be generalized to regions beyond the Arab world. This investigation is not primarily intended as a contribution to the philosophy of LIS, but to describe the development of LIS in the Arab States within a broad social and intellectual framework.

While there is a considerable body of theoretically‐oriented interpretations for bibliometric findings, no research has been conducted to analyze the social and intellectual dimensions of LIS in the Arab world. This paper also fills a gap for this type of the research in Arabic LIS and creates awareness of Arabic LIS for English‐speaking readers.

The purpose of this paper is to address the key developments concerning innovation at universities at a macro level. It describes the key trends and changes in the governance of universities and the transformation of universities into organizational actors. This also affects the governance on academic research in the sense that it leads to a gradual evolution of the specific public science system in which research is being initiated and executed.

Cultural evolution involves social articulation and transmission of knowledge. What makes a culture distinctive is how it distributes interactions in the information-space.

The innovation policies of the European Union play a noticeable, but not yet dominant, role in the EU member states, at least not in the large member states. The wide gap between the North of Europe and the South and East of Europe in innovative performance is – despite the innovation policies of the European Union – still difficult to overcome.

The actual innovative performance of ten European countries has been evaluated. Northern European countries show a higher score on the Innovation Index, whereas countries in Southern Europe score relatively low. Can we relate this difference to cultural factors?

There are few social phenomena which have as significant effects on our lives in industrial societies as the management of firms. Despite this the empirical study of management is still an underdeveloped area of social scientific research. Though very much has been written about management it can still be argued that very little is known about it as a social practice in concrete historically specified contexts. Such a state of the art is mainly due to the fact that there has been a tendency to take the individual manager as the unit of analysis and abstract away from the historical, organisational and wider institutional context of managers and managing (Willmott 1984; 1987). By emphasising abstract‐general and universalistic determinations of managers and managing, most traditions of management research have missed crucial aspects of the nature of these phenomena. The problems to be solved by managers in firms and in the wide societal environment are, however, both varied and historically specific. The types of knowledge and skills required of managers are highly specific and related to particularistic objects of work (cf. Whitley 1988). In addition, success on the part of management is very much dependent on the right timing of their interventions.

The purpose of this paper is to develop new conceptual tools for analyzing how contemporary collaborative academic work is organized on micro-level, and its social and economic impact, in broad terms. Thus it makes a contribution towards a better view on how contemporary academics organize their professional activities in light of profound changes to the framework conditions of academic work, and a better view on the productivity and potentially very wide societal impact of academia.

Based on previous research, the arguments are developed conceptually. The paper builds both on previous empirical findings and strong traditions in organization theory (resource dependence theory) and innovation studies.

The paper achieves a synthesized conceptual view on impact of academia, strongly related to how individual academics organize their professional activities today, given the recent profound structural changes to the academic system. The paper launches resource dependence as a key concept for understanding contemporary academic work in a collaborative context, and sequences of impact as a key tool for conceptualizing the very varied role of academia in society.

While building strongly on previous research, the paper is conceptual in nature and thus its value lies chiefly in assisting future studies.

The contribution can assist in policymaking by promoting the achievement of more accurate and better balanced models and appraisal schemes.

The paper has theoretical originality and its synthesized argument about organizing and impact is of high value for current scholarly debate on these topics.

China has become a driving force in the world economy, yet East‐West cultural differences remain a problem area for many managers. This paper examines the importance of Confucianism in shaping societal values in China and how these values have affected the Chinese style of management. Confucian principles are extracted from the extant literature and used to explain the cultural underpinnings of Chinese leadership patterns, interpersonal behaviors and individual values. The longevity of Confucian influences throughout Chinese culture is a major factor in China’s resistance to Western management practices. There is also evidence that mainstream Confucian principles emphasizing teamwork, relationships and strong corporate cultures are gaining traction in the West. Future Western researchers should pay increased attention to East Asian philosophies and Asian‐based religions in their attempts to understand non‐Christian lifestyles and management methods.

Any kind of production flow is obtained not from individual production organizations but from a more or less widespread Production Network of interconnected production modules located in different places and times. All of these modules are, consciously or not, necessarily connected, interacting and cooperating in a coordinated way to combine and arrange, step by step, the factors, materials, components, manpower, machines and equipment to obtain flows of products’ final goods, in particular’ and to sell these where there is a demand for them. The purpose of this paper is to determine, in logical and formal terms, the minimum conditions that bring about the formation of production networks and to discover the laws that explain their dynamics over time.

At the global level, the continuous and accelerated economic progress of mankind is witnessed. There is an increase in the quantity and quality of satisfied and yet to be satisfied needs, of attained and yet to be attained aspirations. The increase in productivity and in quality has become unstoppable and appears to guide the other variables in the system. It is natural to ask who produces and governs these phenomena. It does indeed seem there is a Ghost in the “Production” machine whose invisible hand produces growing levels of productivity and quality, increases the quality and quantity of satisfied needs and aspirations and reduces the burden of work, thus producing increasingly higher levels of progress in the entire economic system. This conceptual framework gives a simple answer: there is nothing metaphysical about this evolution towards unstoppable and irreversible progress, and it is produced by the spontaneous genesis and activity of selfish nodes and governed by the rules and laws of the production networks.

The author has identified ten “rules of selfish behavior” on the part of the nodes, whose application necessarily and inevitably produces three evolutionary dynamic processes “which refer to the network as an entity” which the author has called the “rules of the production networks” to emphasize their cogency: continual expansion, elasticity-resiliency and continual improvement in performance. The cognitive and creative processes that characterize the nodes do not allow us to predict the actual evolution of production networks; nevertheless, if it is assumed that nodes “consciously or not” follow the 10 “rules of selfish behavior”, then several typical trends, or behavioural schema, can be deduced which the author has called as the “laws of networks”, to highlight their apparent inevitability and cogency.

More than any other structure, Production Networks display Holland’s features and Arthur’s properties as their modules, viewed as autonomous entities with cognitive functions, represent a collectivity of agents that interact and exchange information with their environment to maintain over time their internal processes through adaptation, self-preservation, evolution and cognition, making individual and collective decisions as part of a network of micro behaviours.

This new conception of production through production networks, which takes into account the “rules” and “laws” regulating their behaviour, also sheds new light on the development of networks and their natural tendency to become globalized.

Although the concept of a network is becoming more popular in economic and business studies, it is yet to see an interpretation of production as deriving exclusively from the actions of increasingly larger networks. This paper presents an integrated view of production that does not discard the notion that production is carried out by organizations and companies but introduces the broader concept of the integration among organizations, which must be interpreted as nodes of a broader network that produces the flows of all the components needed to obtain the flow of a specific product. This represents an innovative view that will help us in understanding the difficulties policymakers encounter in governing production and controlling the basic variables that characterize it, specifically productivity, quality, quantity, prices and value. This perspective also allows to derive rules and laws for the behaviour of production networks that appear to be cogent and unvarying over time.

Identifies and discusses nine issues the author believes will dominate management development programmes in the immediate future: learning (including “maintenance learning”, “shock learning” and “anticipatory learning”); the power of teams; time as a competitive weapon; dramatic leadership; globalization and transnationalization; flexibility and resilience; customer responsiveness, service or quality; technology and information systems; and systems thinking. Concludes by pointing out that while these themes should not be included in management development programmes simply because they are popular, few become popular without meeting an important need.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.