Valence,Elections, and Legislative Institutions

To the degree that voters care about competence, expertise, and other valence characteristics of their representatives and political parties care about winning elections, parties have an incentive to signal that their legislators have such characteristics. We construct a model of parties, motivated by both reelection and by policy, that attempt to signal individual incumbents' valences to voters through the assignment of these members to positions of authority. The model illustrates how electorally motivated party leaders will have an incentive to promote less competent incumbents than they would if voters did not make inferences from promotion decisions. We derive the model's empirical implications and test them with original data on the careers of Chilean senators serving between 1998 and 2013. In support of the model's insights, we find that promotion to a leadership position is an effective signal to voters only if the promoted incumbent has extreme views relative to the party.     

Beyond "safe and effective": the role of the federal government in supporting and disseminating comparative-effectiveness research

Over the past century, medical advancements have resulted in tremendous health gains for Americans. Although the federal government has played a prominent role in ensuring that new treatments are safe and effective, questions about which medical treatments work best under which circumstances have largely remained unanswered. Thus, the federal government's recent major investments in comparative-effectiveness research have potential to play a significant role in helping both patients and health care providers navigate the vast array of available treatment options, as well as in improving the quality, efficiency, and delivery of health care system-wide. Yet, the controversial nature of the government's foray into comparative-effectiveness research also suggests that the path toward realizing these goals may be treacherous. This Article describes the rationales for federal support of comparative-effectiveness research and potential models for that involvement, analyzes the federal government's recent investments in the research, and concludes with predictions about the probable outcomes of these investments. While increased federal support for comparative-effectiveness research is unlikely to achieve all of the benefits anticipated by its supporters, it is a crucial step toward ensuring that Americans are able to take full advantage of the benefits of medical innovation     

The East Asian Seas UNEP Regional Seas Programme

In East Asia, the Action Plan of the Coordinating Body of the Seas of East Asia (COBSEA) aims to protect the marine and coastal environment. COBSEA is funded by member countries and UNEP, member countries discuss common problems and resolve and diagnose cross-boundary degradation of marine environments. Success has come from funding for coral reef community activities and the Global Environment Facility funds for the South China Sea Project. COBSEA is actively engaged in the Global Plan of Action for Land-based sources of pollution and the Swedish Government is funding a programme to integrate marine and coastal activities in East Asian Seas. COBSEA is not always successful because of lack of member countries’ commitment and understanding of marine and coastal degradation by the wider community. COBSEA could easily combine with other agencies or have closer ties with them. It is suggested that the COBSEA member countries decide on a code of practice for donors and the responsibilities of funding recipients.

Employee concerns regarding self-managing work teams: A multidimensional justice perspective

The increase in the use of self-managing work teams in organizations has been accompanied by growing employee resistance and concern about what such dramatic changes mean to workers. Using an organizational justice perspective, this chapter identifies and examines employee concerns about the move to self-managing work teams in two Fortune 500 organizations. Employee fairness concerns regarding three types of justice—distributive, procedural, and interactional—are highlighted. Findings suggest that to address employee fairness concerns regarding the move to self-managing work teams, managers should act distributively, procedurally, and interactionally justly.[Self-managing work teams are] the right way and the only way to be productive.—Self-managing work team member in a Fortune 500 company