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The brief I was given for writing this chapter suggested that I summarise and evaluate the previous chapters in particular, to critically assess the evidence for the effectiveness of new working practices, discuss the extent to which they have had a positive or negative effect on the experience of work, and propose ways in which the gaps in our practice and theory may be overcome In responding to this brief, I intend to focus on four issues The rst issue is to consider what really is new about the organisational and work designs discussed in these chapters.

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Less experienced brokers who do not fully understand value really do not know what a property is worth I have dealt with many real estate brokers, and I can assure you that their level of experience varies widely I have seen apartment deals priced at $500,000 that were really worth only $350,000 Some brokers will try to persuade you to buy at the higher price based on the upside potential, but that is not the way you make money in this business There is much greater detail on valuation analysis in 7 Finding an apartment building with an occupancy rate of more than 90 percent will help to ensure that you can service the debt on it in other words, make your monthly payment to the lender Many lenders have minimum occupancy standards and will not provide financing if the building is not adequately inhabited.

Is twenty- rst century teamworking much different from the semi-autonomous work groups of the 1970s or call centre work different from any 1950s factory organised on Tayloristic lines Have issues about new technologies and work design advanced much beyond the early work of the socio-technical systems theorists of the 1950s and 1960s (Rice, 1958; Trist & Bamford, 1951; Trist et al, 1963) or even the work of the 1980s and 1990s (Clark et al, 1988; Clark, 1995) Second, what evidence do we really have of employees experience of work As has been discussed elsewhere (Mabey et al, 1997), even when we purport to talk of employees experience , too much of our evidence relies at best on employees responding to highly structured questionnaires or on managers speaking on their behalf.

Lenders are by their nature risk averse and will therefore attempt to make every effort to minimize their risk on every loan You want as much in your favor as possible going into a deal Ensuring that you have adequate rental income sufficient to meet all of your obligations associated with the property will allow you to focus on the task of creating value rather than having to worry about monthly expenses In your search for that diamond in the rough, I recommend concentrating your efforts on the type of building that appears to be in disrepair but, in.

In any case, in the globalised world to which Sparrow ( 19) refers, with the extended supply chains that Kerrin & Icasati-Johanson ( 5) discuss, who are the employees that we are (or should be) referring to Surely not just those handily placed for Western researchers to access with questionnaires based on ethnocentric, Western theories of organisational psychology Third, there is the related issue of the inadequacies of positivistic methodologies (even in their own terms) to deliver meaningful ndings about the relationships between working practices and various outcome measures, notably organisational performance Fourth, when considering gaps between theory and practice, we perhaps need to query whether some of these re ect psychology s neglect of political dimensions to behaviour at work, including the political behaviours of academics themselves In the light of the above agenda, I should declare an interest.

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