Search results

1 – 10 of 165
Per page
102050
Citations:
Loading...
Access Restricted. View access options
Article
Publication date: 1 November 1942

A.G. Hurn

PARTIAL climbs are usually done at constant A.S.I, readings. In order to maintain constant A.S.I.R. during a climb, the true forward speed of the aeroplane must increase. Thus…

32

Abstract

PARTIAL climbs are usually done at constant A.S.I, readings. In order to maintain constant A.S.I.R. during a climb, the true forward speed of the aeroplane must increase. Thus there is an increase in the kinetic energy of the aeroplane as well as an increase in the potential energy.

Details

Aircraft Engineering and Aerospace Technology, vol. 14 no. 11
Type: Research Article
ISSN: 0002-2667

Access Restricted. View access options
Article
Publication date: 15 August 2019

Stan Hurn, Kenneth A. Lindsay and Lina Xu

The purpose of this paper is to revisit the numerical solutions of stochastic differential equations (SDEs). An important drawback when integrating SDEs numerically is the number…

96

Abstract

Purpose

The purpose of this paper is to revisit the numerical solutions of stochastic differential equations (SDEs). An important drawback when integrating SDEs numerically is the number of steps required to attain acceptable accuracy of convergence to the true solution.

Design/methodology/approach

This paper develops a bias reducing method based loosely on extrapolation.

Findings

The method is seen to perform acceptably well and for realistic steps sizes provides improved accuracy at no significant additional computational cost. In addition, the optimal step size of the bias reduction methods is shown to be consistent with theoretical analysis.

Originality/value

Overall, there is evidence to suggest that the proposed method is a viable, easy to implement competitor for other commonly used numerical schemes.

Details

China Finance Review International, vol. 9 no. 3
Type: Research Article
ISSN: 2044-1398

Keywords

Access Restricted. View access options
Article
Publication date: 1 November 1999

Brian J. Hurn

Examines the need for HR departments to have a clear policy on repatriation, especially at times of restructuring and redundancy and the need to retain valuable staff on return…

8064

Abstract

Examines the need for HR departments to have a clear policy on repatriation, especially at times of restructuring and redundancy and the need to retain valuable staff on return. Considers the physical, psychological and emotional effects of “reverse culture shock”, the often unrealistic expectations of returnees and their families and suggests coping strategies, including assistance to the accompanying spouse and children, that can be implemented by both employers and employees. Outlines the possible content of a repatriation programme, stressing the need to tailor it to the needs of employees and their families. Comments on the heightened circumstances of natural disasters and political unrest that can cause rapid repatriation.

Details

Industrial and Commercial Training, vol. 31 no. 6
Type: Research Article
ISSN: 0019-7858

Keywords

Access Restricted. View access options
Book part
Publication date: 19 November 2014

Garland Durham and John Geweke

Massively parallel desktop computing capabilities now well within the reach of individual academics modify the environment for posterior simulation in fundamental and potentially…

Abstract

Massively parallel desktop computing capabilities now well within the reach of individual academics modify the environment for posterior simulation in fundamental and potentially quite advantageous ways. But to fully exploit these benefits algorithms that conform to parallel computing environments are needed. This paper presents a sequential posterior simulator designed to operate efficiently in this context. The simulator makes fewer analytical and programming demands on investigators, and is faster, more reliable, and more complete than conventional posterior simulators. The paper extends existing sequential Monte Carlo methods and theory to provide a thorough and practical foundation for sequential posterior simulation that is well suited to massively parallel computing environments. It provides detailed recommendations on implementation, yielding an algorithm that requires only code for simulation from the prior and evaluation of prior and data densities and works well in a variety of applications representative of serious empirical work in economics and finance. The algorithm facilitates Bayesian model comparison by producing marginal likelihood approximations of unprecedented accuracy as an incidental by-product, is robust to pathological posterior distributions, and provides estimates of numerical standard error and relative numerical efficiency intrinsically. The paper concludes with an application that illustrates the potential of these simulators for applied Bayesian inference.

Access Restricted. View access options
Article
Publication date: 1 July 2000

Brian J. Hurn and Michael Jenkins

Describes the cross‐cultural training content of a management development programme in a multinational. Concentrates on a series of half‐day intercultural workshops held for each…

2896

Abstract

Describes the cross‐cultural training content of a management development programme in a multinational. Concentrates on a series of half‐day intercultural workshops held for each of the company’s five Peer Groups which were preceded by a questionnaire to all participants. The workshop was first run for Peer Group chairmen. The first session examines why acculturation training is vital for business. The participants examine cross‐cultural issues involved in building and sustaining multinational teams and the problems of participating in multicultural meetings. Group members then consider the required characteristics of an effective member of an international Peer Group and finally evaluate the areas discussed and the techniques for developing cultural synergy.

Details

Industrial and Commercial Training, vol. 32 no. 4
Type: Research Article
ISSN: 0019-7858

Keywords

Available. Content available
Book part
Publication date: 30 July 2018

Abstract

Details

Marketing Management in Turkey
Type: Book
ISBN: 978-1-78714-558-0

Access Restricted. View access options
Article
Publication date: 1 February 1999

Brian J. Hurn

The hallmark of the new breed of European manager is cross‐cultural and linguistic fluency to achieve competitive edge in the European marketplace. There is a need to acquire and…

702

Abstract

The hallmark of the new breed of European manager is cross‐cultural and linguistic fluency to achieve competitive edge in the European marketplace. There is a need to acquire and develop certain key competencies in order to live harmoniously and work effectively in this international environment. These requirements are reflected in the recruitment and selection of European managers. The changing face of European management presents new training challenges and opportunities, with the emphasis on developing cross‐cultural awareness, the ability to work in multicultural teams and to communicate across cultures.

Details

Industrial and Commercial Training, vol. 31 no. 1
Type: Research Article
ISSN: 0019-7858

Keywords

Access Restricted. View access options
Article
Publication date: 9 October 2007

Brian J. Hurn

The purpose of this paper is to examine the importance of the effect of culture when negotiating in an international business context. The paper covers language of negotiation

29299

Abstract

Purpose

The purpose of this paper is to examine the importance of the effect of culture when negotiating in an international business context. The paper covers language of negotiation, the need to study the culture of the parties involved, building trust and personal relationships and appropriate training for international managers.

Design/methodology/approach

The various key cultural factors are considered in international business negotiation, with examples and suggestions as to how these can be used to achieve success.

Findings

The paper presents an overview illustrated with examples of the cultural factors involved in international negotiation. From these, suggested guidelines for good practice are given.

Originality/value

The paper shows that there is relatively little literature on negotiating across cultures, although the cultural “gurus” (Hofstede, Trompenaars, etc.) cover cultural differences. Also shown is the continued spread of globalisation and joint ventures, showing advice on negotiating across cultures will assume increasing importance.

Details

Industrial and Commercial Training, vol. 39 no. 7
Type: Research Article
ISSN: 0019-7858

Keywords

Access Restricted. View access options
Book part
Publication date: 8 February 2006

Ralf Becker, Walter Enders and Stan Hurn

Abstract

Details

Nonlinear Time Series Analysis of Business Cycles
Type: Book
ISBN: 978-0-44451-838-5

Access Restricted. View access options
Book part
Publication date: 3 September 2016

Dana L. Ott and Snejina Michailova

The International Human Resource Management literature has paid less attention to the selection of expatriates and the decision-making criteria with regard to such selection, than…

Abstract

Purpose

The International Human Resource Management literature has paid less attention to the selection of expatriates and the decision-making criteria with regard to such selection, than to issues relating to expatriates’ role, performance, adjustment, success, and failure. Yet, before expatriates commence their assignments, they need to be selected. The purpose of this book chapter is to provide an overview of issues related specifically to expatriate selection. In particular, the chapter traces the chronological development of selection over the last five decades or so, from prior to 1970 until present. The chapter subsequently identifies five expatriate selection criteria that have been applied in regard to traditional international assignments, but are also relevant to alternative assignments.

Methodology/approach

We begin by reviewing expatriate selection historically and its position within expatriate management based on changing business environments. Then, drawing from over five decades of literature on international assignments, we identify and discuss five organizational, individual, and contextual level criteria for selecting expatriates.

Findings

Emphasis on different issues tends to characterize expatriate selection during the various decades since the literature has taken up the topic. The chapter describes those issues, following a chronological perspective. In addition, the chapter organizes the various selection criteria in five clusters: organization philosophy, technical competence, relational abilities, personal characteristics, and spouse and family situation.

Research limitations and practical implications

While there are studies on expatriate selection, there is more to be understood with regard to the topic. Provided all other expatriation phases are subsequent, if selection is not understood in detail, the foundations of studying phases and processes that take place once expatriates are selected may not be sound. While the scholarly conversations of other expatriate-related issues should continue, the international human resource management literature can absorb more analyses on selection. A better understanding of expatriate selection will assist its better management. The chapter provides a basis for human resource management professionals to be able to map the various criteria for selection, and decide, under particular circumstances, which ones to prioritize and why.

Originality/value

The chapter brings clarity to a topic that has remained less researched when compared to other areas of interest related to expatriates and their international assignments by tracing the historical development of this important phase of the expatriation process. In addition, the chapter organizes a number of selection criteria along five core areas and discusses each of them to gain insights that help explain expatriate selection in greater detail.

Details

Global Talent Management and Staffing in MNEs
Type: Book
ISBN: 978-1-78635-353-5

Keywords

1 – 10 of 165
Per page
102050