This article analyzes the investments in both manufacturing units and sales subsidiaries by German chemical companies in the United Kingdom prior to 1914. It extends the findings in the existing literature on the subject, as sales subsidiaries have not so far been investigated. In particular, the article focuses on the motives underlying these investments. By building sales subsidiaries, German companies hoped to improve their control over foreign distribution activities and to promote their own brand names. As for the creation of manufacturing outlets, the motives of the companies differed before and after the reform of the British patent law in 1907. Prior to patent law reform, branch plants were set up due to transport cost considerations, resource orientation, or the pursuit of monopoly. Further reasons included restrictions on the use of proprietary technology in the home country and capacity constraints in the home factory. It was only after 1907 that manufacturing units were established to safeguard the companies' British patents. Consequently, the traditionally held notion that it was solely the patent law of 1907 which sparked off German FDI in the British chemical industry needs to be modified.

Women substantially increased their presence in Washington, D.C.'s federal civil service during World War II. Accordingly, agency administrators struggled to define and address the “needs” of these new government women. This article analyzes the crucial role that gender played in the renegotiation of management strategies and policies during the 1940s. It examines the popularization of the human relations school of management in federal agencies and reveals how gendered concepts of authority impacted the employment prospects of female civil servants. The war provided an opportunity for some managers to promote a more “feminine” interpretation of human relations, but as this article demonstrates, that interpretation rested upon stressing the difference between male and female workers. In addition, postwar conservatism allowed for a reassertion of more hierarchical, “masculine” approaches to employment management in the civil service.

Throughout the twentieth century, the role of workers in the management of business enterprise has been the subject of ongoing debate. Opponents of centralized, bureaucratic management have proposed a series of participatory alternatives—workers' control, industrial democracy, employee stock ownership, and more recently, employee involvement—that have sought to democratize workplace governance. Much of the literature on such initiatives, be it historical or contemporary, has implied that workers favor exercising greater responsibility over shop-floor matters but have been deterred by employer resistance and cautious labor leadership. This literature often fails to capture the complexity of workers' attitudes towards greater participation and the tensions felt by reform-minded business leaders seeking to share power and authority with their employees. It is in this context that the story of the Columbia Conserve Company, an Indianapolis-based producer of canned soups, assumes particular relevance as a pioneering attempt to implement workplace democracy. Between 1917 and 1943, Columbia Conserve's owner, William P. Hapgood, established a system of workers' ownership and management. However, workers at Columbia Conserve, while sympathetic to Hapgood's experiment, were reluctant to accept full managerial responsibility. Instead, they embraced a more familial concept that met their psychological needs for fellowship and security. William Hapgood's faith in worker self-management subsequently waned, revealing an authoritarian streak that undercut his democratic pretensions. The experience at Columbia Conserve illustrates the enduring problems involved in sustaining workplace democracy and illuminates the status of current efforts aimed at empowering workers on the job.

Dennison Manufacturing Company let work out into private homes in surrounding communities and paid piece rates for it for many decades. This work, primarily attaching strings to tags, benefited both the company and the community but contained the potential for abusive child labor. Home work declined when machinery could be substituted for hand labor, but machinery capable of replacing all handwork was never developed. Social and political pressures to reduce or eliminate child labor increased the incentives to end home work; but not until the depression of the 1930s, when national efforts to put men back to work gained momentum, did home manufacture end in the tag and other industries. This article uses internal company documents spanning the period 1912 to 1935 to illuminate the company's policy towards this work. It also relies on the recollections of many of those who performed the work when they were children. This research contributes to a substantial body of literature on home work by providing a case study on one company and enriching it with human testimony.