Ce modele est principalement utilise en analyse input-output: A represente alors les echanges interindustriels de l'annee de base, u et v les consommations intermediaires totales par produit et par branche de l'annee de projection; plus generalement on peut appliquer cette methode pour desagreger des projections globales de flux positifs (importations par pays et produit, flux de transports . . ) lorsque l'on suppose une certaine stabilite structurelle. Diverses interpretations economiques des coefficients r, et s1 (qui sont en fait strictement positifs puisque u, et v; le sont aussi) ont ete avancees;1 notons toutefois que les grandeurs absolues de r et s n'ont pas de signification intrinseque, car si (r, s) est

A method is developed to calculate an (s, S) policy that minimizes the average stationary cost in an inventory system with: constant lead time, fixed order cost, linear holding cost per unit time, linear penalty cost per unit short, discrete compound Poisson demand, and lost sales. It is assumed that at most one order is outstanding, or equivalently that S − s > s. The procedure is compared to several easier-to-compute approximate solutions, including one that assumes backordering. Examples are given that reveal that although the backorder solution is different than the lost sales one, the cost penalty of using it in the lost sales situation is small.

In this article, I discuss the early development of the philosophy and concept of management by objectives (MBO) as it has been traditionally defined in the literature. Peter Drucker worked out the philosophic foundations of MBO with the assistance of Harold Smiddy of the General Electric Company, who was already putting the “manager's letter” concept into practice in the late 1940s.

Within the considerable volume of research on role-stress antecedents and consequences, the construct of person/role conflict has rarely been studied separately from other forms of role conflict (intersender, intrasender, role overload). An extension of Holland's person/environment congruence-model (from vocational psychology) to research on person/role conflict can help clarify this construct. I propose three types of research to develop better understanding of this type of employee stress: development of a scale to measure perceptions of person/role conflict separately from other types of role conflict; application of the Holland model as a conceptual base as well as an objective measure of one aspect of person/role conflict — namely, person/role incongruence; and empirical tests of the propositions suggested by the Holland model.