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The purpose of this study is to analyze the case of Ximena Aguilera, a prominent Chilean epidemiologist, as an exemplar of a champion in times of COVID-19 in Ibero-America. We also refine our understanding of the nature of a champion facing wicked problems.

The authors use qualitative case analysis to examine Aguilera’s actions in response to COVID-19 and compare her actions with the characteristics of an emerging theory of champions facing wicked problems.

This study builds iteratively upon prior analysis of gender equality champions and finds that the depth, scope and leverage of embracement of champions in times of COVID-19 are parallel to those of gender equality champions. The authors also discuss the findings from the perspective of wicked problems.

Future qualitative and quantitative work is needed to examine the boundaries of the theory of champions facing wicked problems across a wider range of problem domains and in a wider population of champions.

Wicked problems can occur in multi-level organizational structures, and understanding the characteristics of individuals best-suited to contribute to the definition and solution of these problems is relevant to organizational selection, development, policy and practices.

Many of the society’s greatest challenges are defined as wicked problems, so understanding the champions of wicked problems is critical for public policy and societal advancement efforts. The nature of wicked problems is considered, and the implications of champions of wicked problems for society are discussed.

This work offers an in-depth examination of a champion facing a wicked problem, here the COVID-19 pandemic, while the crisis is ongoing. By capturing the champion’s observations and experiences in real time, the authors obtain a perspective that is unique and unavailable through other methods.

El propósito de este estudio es analizar el caso de Ximena Aguilera, una destacada epidemióloga chilena como ejemplo singular de una paladín enfrentando COVID-19 en Iberoamérica. También perfilamos nuestra visión de la condición de una paladín enfrentando un problema complejo y de difícil solución.

Utilizamos el análisis de un caso cualitativo para examinar las acciones de Ximena Aguilera en respuesta al COVID 19. Comparamos sus acciones con las características de una teoría emergente de paladines enfrentando problemas complejos.

Este estudio se fundamenta en forma reiterativa en un análisis previo de paladines de igualdad de género y encuentra que la profundidad, alcance y efectividad del acogimiento de los paladines enfrentando COVID-19 es similar a la de aquellos paladines de igualdad de género. También analizamos los resultados bajo la perspectiva de los problemas complejos.

Este trabajo ofrece un análisis profundo de una paladín enfrentando un problema complejo, la pandemia del COVID-19, estando la crisis en curso. Al captar las observaciones y experiencias de una paladín en tiempo real, logramos una perspectiva que es única y que no está disponible a través de otros métodos.

Se requiere en el futuro de investigación cualitativa y cuantitativa para analizar los límites de la teoría de paladines enfrentando problemas complejos a través de un rango más amplio de problemas y en una población más extensa de paladines.

Los problemas complejos pueden presentarse en estructuras organizacionales de niveles múltiples y entender las características de quienes son más aptos para contribuir a la definición y solución de estos problemas, resulta importante para la selección y el desarrollo de normas y prácticas organizacionales.

Muchos de los más grandes retos de la sociedad son definidos como problemas complejos, por lo que, para las normas públicas y los esfuerzos de avance social, es fundamental entender a los paladines enfrentando problemas complejos. Consideramos la naturaleza de los problemas complejos y también discutimos las implicaciones de los paladines de problemas complejos para la sociedad y la práctica de la gestión.

O objetivo deste estudo é analisar o caso de Ximena Aguilera, uma epidemiologista chilena, como um exemplar único de uma líder em tempos de Covid-19 na Iberoamérica. Nós também aprimoramos nosso entendimento sobre a natureza de uma profissional lider que enfrenta soluções para um problema considerado complexo.

Nós usamos uma análise de caso quantitativa para examinar as ações de Ximena Aguilera no combate à COVID-19. Nós comparamos suas ações com as características de uma teoria emergente de líderes que enfrentam problemas complexos.

Este estudo utiliza análises prévias de estudos anteriores de igualdade de gênero e descobre que o profundidade, âmbito e a influência do acolhimento de líderes em tempos de COVID-19 são paralelos aos de igualdade de gênero. Neste estudo também discutimos os resultados sob a perspectiva de problemas considerados complexos.

Este trabalho oferece um estudo profundo de uma líder que enfrenta um problema complexo, como a pandemia global chamada COVID-19, enquanto a crise da pandemia acontece. Através das observações e experiências obtidas pela líder em tempo real, conseguimos obter uma perspectiva única e indisponível de se conseguir por outros métodos.

é preciso que se façam futuros trabalhos quantitativos para se examinar os limites da teoria de líderes que enfrentam problemas complexos, através de um escopo maior do problema em uma população mais abrangente de líderes que buscam soluções para problemas complexos.

problemas complexos podem ocorrer em estruturas organizacionais de vários níveis. O entendimento das característica de individuos melhor qualificados que possam contribuir para a definição e solução de tais problemas é de extrema relevância para a seleção, desenvolvimento, regras e práticas organizacionais.

Muitos dos maiores desafios de nossa sociedade são chamados problemas complexos ou de difíceis soluções. Assim sendo, o entendimento das ações dos líderes que enfrentam esses problemas é crítico para as diretrizes de políticas públicas e esforços sociais avançados para se combater o problema. A natureza desses problemas é considerada neste estudo bem como as implicações das ações dos líderes desses problemas para a sociedade, sendo que práticas gerenciais são particularmente discutidas.

Negotiating effectively in multicultural contexts or others is not only a very important skill for all organizational elements but also crucial to inter-organizational relations (Adler, 2008). If defined as a process that occurs when one party feels adversely affected by another (De Dreu, 1997). Conflict management styles can be analyzed as a function of personality variables. In this respect, cultural intelligence and self-monitoring appear to be relevant variables, as they are characterized by the demonstration of flexibility and interest in elements that are present in conflict management styles. This study aimed to evaluate the extent to which variables such as cultural intelligence and self-monitoring can positively influence the ability to solve interpersonal conflicts more effectively.

This study, with a sample of 399 individuals, aimed to test a model that explores how cultural intelligence and self-monitoring are related as predictor variables in the styles of conflict resolution.

It was observed that cultural intelligence presents itself as a reasonable predictor of conflict management styles, whereas self-monitoring appeared as a dispositional and controversial measure in relation to those styles. Self-monitoring exhibited itself as an important predictor of conflict management, but on the other hand, it had an influence on the choice of the dominating style in conflict situations.

Understanding the predictors of conflict management style and, in particular, realizing the extent to which cultural intelligence promotes a more effective conflict management style can help in the development of selection processes and skill training programs. The development of these multicultural skills will contribute to individual, social and organizational well-being.

This study contributes to the literature of individual differences and conflict management, demonstrating that some individual differences that predict the styles of conflict management can lead to a certain ambiguity in understanding the behaviour that an individual may adopt in situations of conflict.

The underlying question to the investigation is “are supply chain performance indicators usage patterns related to specific strategic goals?” The paper aims to analyze whether specific supply chain performance metrics from the Balanced Scorecard are related to specific strategic goals among individual agribusiness companies.

A survey among 121 individual Brazilian agribusiness companies was undertaken. Each of them was asked to declare their respective strategic goal as well as point out which performance indicators they used from a list composed by 49 performance indicators divided into the four traditional perspectives of the Balanced Scorecard. Percentages were used to identify the use extent of these performance indicators and upper quartiles and estimated percentages were used to identify the groups of performance indicators for all strategic goal considered.

The groups of eligible performance indicators relating to Balanced Scorecard frameworks for specific strategic goals changes its composition significantly if upper quartiles or estimated percentages are applied. The results also suggest that the intensity of use of performance indicators from the learning and growth perspective changes significantly among groups of individual companies as they aim different strategic goals.

The research carried out in this paper is based on responses provided by senior managers regarding managerial practices, but it does present a new perspective about relations between strategic goals and usage patterns of supply chain performance indicators from the perspectives of the Balanced Scorecard.

The managerial implications arising from the findings suggest that supply chain performance metrics selection criteria should consider the characteristics of strategic goal.

There is little existing literature that addresses attention to the relations between strategic goals and the structure of Balanced Scorecard framework toward supply chain performance measurement and this paper aims to fill this gap.

Everyday conversation has not yet been assigned its full role in public discussion of citizen’s issues, despite the growing number of studies about it. Casual conversations are not usually regarded as a particularly privileged place for political discussions mainly because of its apparent lack of organization following the principles and rules of the deliberative tradition in Political Studies. However, due to its closeness, informality, and personal proximity, it is particularly adequate to rise political aspects of everyday lives that otherwise would not be publicly disclosed. But how to grasp the spontaneity of everyday conversation? This chapter argues that focus groups, as a research method, are fit to observe and understand real-time ordinary conversation on political issues. In what follows, the argument goes threefold: (1) it contrasts “conversation” with “deliberation” from a micro-point of view; (2) all conversation, as a discourse embroiled in power relations, is political in a broad sense (3) as it brings forward personal views and experiences, casual conversations defies the borders between public and private issues.

The purpose of this paper is to analyze firms and employees’ strategies in illegitimate institutional contexts in which non-governmental armed groups enforce illegitimate activities in firms and civil society. The aim is to recognize employees as key and effective players in implementing ambidextrous organizational and human resource management (HRM) strategies. We know little regarding employee norms and behaviors in complying with global market standards while surviving in environments characterized by high levels of civil violence and crime.

This paper presents an explorative, qualitative study based on 65 semi-structured interviews and conversations with employees in Colombia and Mexico over four years.

The findings of this paper indicate that the presence of non-governmental armed groups forces firms, HR departments and front-line managers to strategically exploit security measures inspired by employees’ informal institutions to protect firm assets while implementing innovative exploration strategies to improve employee work conditions, survive in unsafe environments and remain internationally competitive.

The findings suggest that organization, HRM and employee ambidexterity are organizational advantages in illegitimate institutional contexts. This study contributes to the literature linking ambidexterity and institutional theory by emphasizing informal institutions when examining employment relationships in unsafe environments.

o objetivo deste trabalho é fazer uma análise das estratégias de empresas e empregados em contextos institucionais ilegítimos onde grupos armados afetam empresas e sociedade civil através da implementação de atividades fora da lei. O objetivo é reconhecer aos empregados como funcionários-chave e efetivos na implementação de estratégias de ambidestria organizacional e da gestão de recursos humanos (HRM). Conhecemos poucas informações sobre as políticas, estratégias, práticas e comportamentos dos funcionários para cumprir com os padrões globais, as suas responsabilidades e funções no cargo, enquanto procuram sobreviver em simultâneo em contextos que têm um alto nível de violência e criminalidade contra a população.

Este artigo apresenta um estudo exploratório sob uma abordagem qualitativa com base em 65 entrevistas semiestruturadas e conversas com funcionários na Colômbia e no México ao longo de um período de quatro anos.

Nossas descobertas indicam que os grupos armados não governamentais têm forçado organizações, setores de recursos humanos e gerentes da linha de frente a explorar estrategicamente medidas de segurança inspiradas nas instituições informais para proteger os ativos da empresa. Além disso, as empresas têm adotado estratégias exploratórias inovadoras para melhorar as condições de trabalho dos funcionários, lidar e sobreviver em ambientes de risco e continuar sendo competitivas internacionalmente.

Nossas descobertas sugerem que a organização, a gestão dos recursos humanos e ambidestria dos funcionários são uma vantagem organizacional em contextos institucionais ilegitimos. Nosso estudo tem como objetivo contribuir para a literatura que liga a ambidestria com a teoria institucional com o fim de destacar o papel das instituições informais na análise das relações de trabalho em ambientes inseguros.

Instituições Informais, instituições ilegítimas, Ambidestria, Gupos armados não-governamentais, Colômbia, México

Tipo de artículo – Trabajo de pesquisa

el propósito de este trabajo es analizar las estrategias de las empresas y los empleados en contextos institucionales ilegítimos en los que los grupos armados afectan a las empresas y la sociedad civil mediante la implementación de actividades al margen de la ley. El objetivo es reconocer a los empleados como actores clave y efectivos en la implementación de estrategias de ambidestreza organizacional y de gestión de recursos humanos (HRM). Sabemos poco sobre las políticas, estrategias, prácticas y comportamientos de los empleados para cumplir con los estándares mundiales, sus responsabilidades y funciones en el cargo y al mismo tiempo sobrevivir en entornos caracterizados por un alto grado de delincuencia y violencia hacia la población civil.

este documento presenta un estudio exploratorio bajo una perspectiva cualitativo basado en 65 entrevistas semiestructuradas y conversacionales con empleados en Colombia y México durante un período de cuatro años.

nuestros hallazgos indican que grupos armados al margen de la ley han obligado a organizaciones, departamentos de recursos humanos y gerentes de primera línea a explotar estratégicamente medidas de seguridad inspiradas en instituciones informales para proteger activos de la empresa mientras implementan estrategias exploratorias innovadoras para mejorar las condiciones de trabajo de los empleados, sobrellevar y sobrevivir en entornos de riesgo e inseguros y, a la par, seguir siendo competitivos en el plano internacional.

nuestros hallazgos sugieren que la organización, la gestión de recursos humanos y la ambidestreza de los empleados son una ventaja organizativa en contextos institucionales ilegítimos. Nuestro estudio tiene como objetivo contribuir a la literatura que vincula la ambidestreza y la teoría institucional destacando las instituciones informales para examinar las relaciones en entornos inseguros.

Instituciones informales, Instituciones ilegítimas, Ambidestreza, Grupos armados no gubernamentales, Colombia, México

Trabalho de investigação

The purpose of this paper is to contribute to the relaxion on what can be done to develop ethical cultures that may be less permeable and more resilient to changes in leadership from an ethical point of view. The influence of leaders on organisational ethics is recognised, and there are even those who consider that it is not possible to maintain an ethical culture when leaders are not engaged. But, if this theory is true, all business ethics programmes that can be created, and the cultures that can gradually be developed in organisations, will always have their existence and robustness suspended at each leadership change. How to maintain an ethical culture beyond leadership?

As a strategy, we used the case study with a narrative methodology, in which a chief executive officer (CEO) and a chief compliance officer (CCO) narrate in the first person a case of perceived collapse of the ethical culture of a multinational company.

The findings point to the difficulty in maintaining ethical leadership. Key aspects to protect an organization from leadership changes are as follows: the management of the succession process, the quality of the training on ethics and the mechanisms developed by the organization to foment speak up and take notice of the situations. Moral blindness and the banality of evil that also can be observed in organizations appear as facilitating elements for collapse.

Ethical leadership is generally presented as a necessary condition for an ethical culture. However, leaders often have unethical or ethically neutral leadership. This case helps to understand the difficulties experienced by leaders in adopting ethical leadership and proposes a set of instruments and procedures that, when included in an ethical programme, can protect the company's ethical culture against unethical leaders. Some characteristics of our case study make it particularly relevant: action occurs in a multinational, a context where, by size and complexity, achieving uniformity in culture becomes particularly relevant, and actions happen in the context of a CEO succession process, something that may occur in any company and which is often a trigger for ethical misconducts. Additionally, our case is narrated by a CEO and a CCO, which makes it rare, as it is especially difficult to have access to these executives.

This study aims to analyze the relationship between the nonpathological traits of narcissism and decisions under conditions of uncertainty and risk in light of the prospect (PT) and fuzzy-trace theories (FTT).

This paper conducted an empirical-theoretical study with 210 Brazilian academics from the business area (accountants and managers), using a self-reported questionnaire to collect data. This paper analyzed the data through descriptive statistical techniques, correlation, test of hypotheses and logistic regression.

The results point to a lower disposition of respondents to narcissistic traits, although the characteristics of self-sufficiency, authority, exploitation and superiority have been demonstrated. Most participants chose the sure gain in positive scenarios and risk in light of possibility of losses. However, those with high levels of narcissism showed higher propensity to make risky decisions, both in positive and negative scenarios.

The empirical results about risky decision-making behavior of individuals with narcissist traits spur further investigation on the impacts of attitudes and behaviors in organizations as they are affected by psychosocial factors. These attitudes and behaviors, reflected in administrative and financial reports, influence future decisions of investors.

The interaction between the areas of business administration and psychology in regard to the effects of the narcissist personality trait and the FTT is both original and valuable for the business area. The simplest scenario based on the FTT theory can help eliminate issues around the interpretation and complexities of calculations regarding decision-making scenarios in PT format.