Journal Article Tariffs and the Terms of Trade Get access R. F. Kahn R. F. Kahn Cambridge Search for other works by this author on: Oxford Academic Google Scholar The Review of Economic Studies, Volume 15, Issue 1, 1947, Pages 14–19, https://doi.org/10.2307/2295923 Published: 01 April 1947

Introduction, 533. — Growth of ALPA, 533. — Government of ALPA: membership, 538; councils, 539; the convention, 539; officers, 541; co-pilots, 542; affiliated groups, 544. — Salaries and Earnings: the Pre-NRA period, 545; Decision 83, 546; co-pilots' pay, 551; international service, 551; the Stratoliner arbitrations, 553. — The Four-Engine Dispute, 554. — Hours of work and mileage limitations, 562. — Rules and working conditions, 564. — Theoretical bases of high pilot pay: qualifications, 569; earning life, 571; hazards, 672; technological advance, 573; bargaining power, 574. — Conclusion, 575.

The problem: price policy in markets neither completely independent nor completely interrelated, 95. — I. Under monopolistic competition: price interdependence, 97; product interdependence, 98; “advertising” interdependence, 99; limited vs. unlimited discrimination, 100; freedom from price interdependence, 101; ability to enforce price differentials, 103. — II. A classification of cases: importance of substitutability, 106; coefficient expressing the relationship, 107; summary table, 109; relative size of markets, 112; comparison with interdependence between firms, 113. — III. Relation to the theory of international trade: four groups of cases, 113; complete independence, 115; interdependence, 116.

L. R. Klein, H. Rubin; A Constant-Utility Index of the Cost of Living 1, The Review of Economic Studies, Volume 15, Issue 2, 1 January 1947, Pages 84–87, https:

IT IS desirable to provide tools of analysis suited for public economic policy that are, as much as possible, independent of the personal judgments of a particular investigator. Econometric models are put forth in this scientific spirit, because these models, if fully developed and properly used, eventually should lead all investigators to the same conclusions, independent of their personal whims. The usual experience in the field of economic policy is that there are about as many types of advice as there are advisors (sometimes even more!). Statistical models of the working of the economy are not proposed as magic formulas which divulge all the secrets of the complex real world in a single equation. The statistical models attempt to provide as much information about future or other unknown phenomena as can be gleaned from the historical records of observable and measurable facts. To the extent to which people maintain their past behavior patterns in the future, the statistical models provide information about the quantitative properties of economic variables in the future. However, econometricians do not operate in a vacuum; their methods are not purely mechanical in the sense that they do nothing but substitute in formulas. Any information of a qualitative nature that is available should be used by the econometrician in drawing inferences about the real world from his models. For example, suppose that an econometrician is called upon to forecast next year's level of employment and suppose further that this econometrician knows that war will break out next year. Would the econometrician merely substitute into his equations of peacetime behavior patterns in order to forecast employment in a period during which there will be war? Obviously, any qualitative information (e.g., the outbreak of war next year) must be taken into account in order to make a proper forecast. The nonstatistical economist has only qualitative information from which to make judgments. The statistical economist has this same qualitative information plus a thorough knowledge of historically developed behavior patterns; hence it may be said that the latter is better equipped.

The following article presents preliminary estimates of the economic importance of nuclear energy and is part of a study being conducted by the Cowles Commission* at the University of Chicago under the direction of Dr. J. Marschak, and Dr. Sam Schurr. Mr. Menke joined the Manhattan Project as an engineer in 1942, and is now on the staff of the Clinton Laboratories in Oak Ridge. This article has appeared in ECONOMETRIKA and is reprinted by permission of its editors. Minor revisions have been made by the author.

Reviews the book "Preparation of Company Annual Reports."

The article focuses on the usefulness of training programs for the public accountants staff. During the period of the world wars both the armed forces and industry made extensive use of special training programs to meet the challenge of new demands and to solve the problems created by the sudden loss of experienced employees. It was demonstrated that by the use of proper training methods individuals could be brought to the stage of respectable performance in relatively short periods of time. Millions of individuals were trained to meet the multiple demands of a modern army and millions of others with little or no experience in the mechanical arts were trained to take their places in industry. This was done with such efficiency that in a period little longer than that which it normally takes an individual to acquire a college degree an important part was played in defeating an experienced and seasoned enemy. While it is true that assistance was given by pressures and incentives that do not ordinarily exist in more normal civilian activities, accomplishments in many situations were little less than phenomenal.

The increased adoption of employee bonus plans by business corporations and the increased amounts paid out under such plans warrant consideration of the nature of these payments and the proper method of reporting them in the income statement. The possible variety of employee bonus plans is almost endless, and it is therefore difficult to consider them in the abstract. Hence the following assumed bonus program, patterned somewhat after an actual case, is presented as a more concrete basis for analysis. This program calls for four separate bonuses paid to four different, but in one case overlapping, employee groups as follows: (1) Factory Workers' Bonus:-a semi-annual bonus to all qualified factory workers (the qualification requirement under all four plans is six months of uninterrupted service) based upon ability and length of service. (2) General Employee Bonus:-an annual bonus to all employees including factory workers but excluding employees covered under the general staff and executive bonus plans. (3) General Staff Bonus:-an annual bonus to all executive officers and department heads except the president and the chairman of the board of directors. (4) Executive Bonus:-an annual bonus to the president and the chairman of the board of directors.