Chicken eggshell powder (ESP) might be an attractive source of Ca for human nutrition. To study its nutritional value, we analyzed minerals, amino acids, and hormones in commercially available Slovakian ESP. The mineral composition was compared with three Dutch ESP samples that differed in feed and housing, a Japanese ESP, refined CaCO3, and an oyster shell supplement. Chicken eggshell powder contains high levels of Ca (mean +/- SD/g EPS: 401+/-7.2 mg) and Sr (372+/-161 microg) when compared with recommended or estimated daily intakes for humans 51 to 70 yr of age. Levels of potentially toxic Pb, Al, Cd, and Hg were very low as were levels of V, B, Fe, Zn, P, Mg, N, F, Se, Cu, and Cr. Large differences in the levels of F, Se, Cu, Cr, and Sr in the Dutch and Slovakian ESP indicated a strong influence of feed and environment. The small protein fraction of ESP contains high levels of Gly and Arg. Furthermore, small amounts of transforming growth factor-beta1 (0.75 to 7.28 ng/g ESP), calcitonin (10 to 25 ng/g ESP), and progesterone (0.30 to 0.33 ng/g ESP) were detected. Estradiol-17beta and calcitriol were below the detection limit of the methods used. Compared with ESP, refined CaCO3 was found to contain increased levels of Cd, and the oyster shell supplement showed increased levels of Al and Cd. Therefore, ESP seems to have a beneficial composition with about 39% of elemental Ca, relevant amounts of Sr, and low levels of Al, Pb, Cd and Hg. It may be used as a Ca source in human nutrition.

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In this article, the authors reflect on the question why simulation games are such an effective tool for learning. The article is based on the authors' experience and that of many other practitioners in the field. The article posits that it is the confluence of systemic knowledge, practice, emotional involvement, and social embeddedness that creates the potential to achieve results that no other methods can match. A simulation game run constitutes a bout of individual and collective purposeful action by an individual or a group formed specifically for that purpose. People have evolved to be supremely good at just that. Simulation games can teach systemic knowledge, and they can enable participants to try out organizational changes. This potential is not always realized, however. Game runs are "alive" and variable, and this is a risky strength. They activate not only the explicit rules but also the hidden cultural rules of the participants. This can lead to memorable learning as well as to frustration, particularly when games are used across cultures. The article specifies reasons why games could fail and offers ways to avoid these pitfalls. It shows that experience and craftsmanship are needed in game design, facilitation, and debriefing.

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Purpose – The purpose of this paper is to argue that in cross-cultural and strategic management, we must pay attention to the processes creating and maintaining culture. How can everyday interactions give rise to national, “deep” cultures, recognizable across centuries, or organizational cultures, recognizable across decades? Design/methodology/approach – This is a conceptual paper using the evidence provided by research about cultural patterns, and using sociological status-power theory to explain the causation of these patterns. Emergence, also called self-organization, is introduced as mechanism connecting individual-level causation with resulting system-level patterns. Cases are used to illustrate points. Findings – Simulation gaming and computational social simulation are introduced. These methods allow “growing” a system, thus allowing to experiment with potential interventions and their unanticipated effects. Research limitations/implications – This essay could have major implications for research, adding new methods to survey-based and case-based studies, and achieving a new synthesis. Strategic management today almost invariably involves cross-cultural elements. As a result, cross-cultural understanding is now strategically important. Practical implications – The suggestions in this essay could lead to new collaborations in the study of culture and organizational processes. Examples include team formation, negotiation, mergers and acquisitions, trans-national collaboration, incentive systems and job interviews. Social implications – The suggestions in this essay could contribute to our ability of proactively steering processes in organizations. In particular, they can provide a check to the notion that a control measure necessarily results in its intended effect. Originality/value – The synthesis of biological, sociological and cross-cultural psychological viewpoints with design-oriented method, using games or social simulations as research instruments, is original in the field.

Negotiations proceed differently across cultures. For realistic modeling of agents in multicultural negotiations, the agents must display culturally differentiated behavior. This paper presents an agent-based simulation model that tackles these challenges, based on Hofstede's model of national cultures. The context is a trade network for goods with a hidden quality attribute. The negotiation model is based on the ABMP negotiation architecture and applies a utility function that includes market value, quality preference and risk attitude. The five dimensions of Hofstede's model are the basis for the modification of ABMP parameters and weight factors in the utility function. The agents can observe each other's group membership and status. This information is used, along with the indices of Hofstede's dimensions, to differentiate behavior in different cultural settings. The paper presents results of test runs that verify the implementation of the model. The model helps to explain behaviors of actors in international trade networks. It proves that Hofstede's dimensions can be used to generate culturally differentiated agents. Further validations of the model with case studies from literature and experiments have yet to be conducted. Extensions can make this model a useful tool for training traders who engage in cross-cultural negotiation and for implementation in negotiation support systems.

This article introduces the concept of synthetic cultures. These are role profiles for enacting dimensions of national culture. The full profiles are given for 10 synthetic cultures, based on Gert Hofstede’s dimensions of national culture. They can be used for training or simulation/gaming. Examples of their application are presented. Apart from examples of existing games, suggestions are made for creating custom simulations that use synthetic cultures. Experiences of players are mentioned, both in face-to-face and in electronically mediated settings. Special attention is paid to debriefing issues. The article concludes with practical advice to prospective game leaders.