Fossil frogs from the central highlands of Papua New Guinea

Characteristic features of the pelves of 15 species of extant New Guinean highland frogs (Hylidae and Microhylidae) are described and figured. Ilia among species in these families were found to be relatively invariate with similar sized species often indistinguishable; thus fossil species diversity is therefore likely to be underestimated in such deposits. Nine-two disarticulated ilia from the highland Nombe rockshelter deposit represent a minimum of six species: two Hylidae and four Microhylidae; most of these ilia were deposited in the late Pleistocene before significant human activity at the site. Problems of drawing conclusions about the Pleistocene frog fauna of the area, especially what the main predator was, from such a small sample and limited understanding of the site taphonomy are discussed.     

Regional Wage Rigidity: The European Union and United States Compared

In recent years it has been pointed out that regional unemployment disparities are much more entrenched across member states of the European Union (E.U.) than they are in the U.S. A 'conventional wisdom' has emerged to the effect that this difference is due in part to the greater degree of wage rigidity in E.U. regions. In this paper we explore this issue by estimating short run and long run real wage (in)flexibility for the regions in five core E.U. countries (Germany, France, Italy, the United Kingdom, and the Netherlands) and for the U.S. states for the period 1976–1994. We find that real wage (in)flexibility varies across regions both in the E.U. and the U.S., but that, on average, regional wages are no less flexible in E.U. core regions than in U.S. states. The paper also examines some of the possible correlates ofregional variations in wage (in)flexibility.     

Is international affairs too ‘hard’ for women? Explaining the missing women in Australia's international affairs

Women are demonstrably under-represented at senior levels in Australia's international affairs. Empirical evidence shows a continuing gender imbalance in leadership positions, including in the Department of Foreign Affairs and Trade, the Department of Defence and academia. Two explanations commonly offered are that women are less motivated or lack interest in ‘hard’ international relations. These explanations are found to be unconvincing, given studies showing similar levels of ambition and interest at recruitment. Four alternative explanations are offered to account for the scarcity of female leaders in Australia's international affairs: the legacy of direct discrimination, continued indirect discrimination, inadequate support for women who balance work and family responsibilities, and socially constructed gender norms. Instead of the subject matter of international relations being too ‘hard’, or inherently masculine, it appears that it is the combined impact of these factors that has made it ‘hard’, or difficult, for women to progress to senior levels. In order to show how these barriers can be overcome, three case studies are presented of women who have achieved senior positions: Professor Emeritus Helen Hughes, Her Excellency Ms Penny Wensley and Professor Hilary Charlesworth. These examples suggest strategies that women can use to further their careers and measures that can be implemented in workplaces to improve the representation of senior women in Australia's international affairs.     

Polycentricity and the Hollow State: Exploring Shared Personnel as a Source of Connectivity in Fragmented Urban Systems

The Ecology of Games (EoG) theory couples institutional rational choice with social network theory, articulating how transaction costs, social capital, and collective action dilemmas shape networks and network outcomes in polycentric governance systems. EoG literature has often focused on social–relational ties across organizational boundaries. However, jurisdictional fragmentation and increased reliance on private contractors in local public service delivery foster another source of network connectivity—shared personnel who work for multiple service providers. Drawing upon novel data of organizational personnel from more than 500 special purpose entities responsible for delivering drinking water to local neighborhoods in the Houston metro area in the state of Texas (United States), we examine how managerial, technical, and financial service delivery personnel connect otherwise independent organizations. We find that districts regulated by a common groundwater management agency and districts which contract with one another are both more likely to share technical and managerial personnel. By studying special districts that have overlapping personnel, we broaden the scope of the EoG framework to include additional layers of governance network complexity. As individual bureaucrats and service professionals play a key role in information transfer and innovation diffusion across organizations, shared personnel networks merit consideration as a mechanism for coordination and collective problem solving in fragmented urban systems.     

Analyzing Policy Networks Using Valued Exponential Random Graph Models: Do Government‐Sponsored Collaborative Groups Enhance Organizational Networks?

This paper examines collaborative management groups from the perspective of policymakers seeking to increase coordination within a policy network. While governments often support collaborative groups as a tool to address perceived network failures such as a lack of coordination, the net impact groups have is unclear. I use valued exponential random graph models (ERGMs) to model relationships of varying strength among a regional network of organizations involved in 57 collaborative groups. This provides a unique opportunity to study the interplay between numerous groups and organizations within a large‐scale network. Valued ERGMs are a recently developed extension of standard ERGMs that model valued instead of binary ties; thus, this paper also makes a methodological contribution to the policy literature. Findings suggest that participation in collaborative groups does motivate coordination and cooperation amongst individual network organizations; however, this effect is strongest for: (i) organizations that are not already members of another group and (ii) organizations that do not have a preexisting tie. These results support a transaction‐cost–based perspective of how government‐sponsored collaborative groups can influence network coordination; further, they also provide an empirical example of the Ecology of Games, in which multiple collaborative institutions have interactive effects on one another within a policy network.     

Diversity and diplomacy

ABSTRACT

Diplomats are the face of their country abroad. One way that a country can represent and benefit from its diversity is through the diversity of its diplomatic representatives. Australia’s Department of Foreign Affairs and Trade (DFAT) has made a sustained effort to increase the diversity of its workforce and has improved the representation of some groups: for example, the increased number of women in senior positions in recent decades. A case study of DFAT’s Indigenous Recruitment and Career Development Strategy (2007–2015) identifies the following key factors needed for such efforts to succeed: sustained effort, high-level support, availability of peer support and a willingness to adapt programs over time. While there are challenges in implementing a diversity strategy, such as resource constraints and the broader organisational culture, the Indigenous Recruitment and Career Development Strategy provides a positive model of how to increase diversity among a country’s diplomats.