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The competitive arena in business environments has changed in many ways. The globalization of markets, rapid technological change, shortening of product life cycles, and…
The competitive arena in business environments has changed in many ways. The globalization of markets, rapid technological change, shortening of product life cycles, and the increasing aggressiveness of competitors require firms to respond flexibly and rapidly (Grant, 1996; Volberda, 1996). Not just fast-moving, high-tech industries have been facing these changes; even industries that were supposed to be stable are heating up (D’Aveni, 1994). As competition intensifies and the pace of change accelerates, firms are increasingly confronted with a tension between exploiting existing competences and exploring new ones (Floyd & Lane, 2000; Levinthal & March, 1993; March, 1991). Firms seek to adapt to environmental changes, explore new ideas or processes, and develop new products and services for emerging markets. In addition, they need stability to leverage current competences and exploit existing products and services (Benner & Tushman, 2003; Sanchez & Heene, 1996).
How can leaders adopt a mindset that maximizes learning, remains responsive to short-term emergent opportunities, and simultaneously strengthens longer-term dynamic…
How can leaders adopt a mindset that maximizes learning, remains responsive to short-term emergent opportunities, and simultaneously strengthens longer-term dynamic capabilities of the organization? This chapter explores the organizational decisions and practices leaders can initiate to extend, strengthen, or transform “ordinary capabilities” (Winter, 2003) into enhanced improvisational competence and dynamic capabilities. We call this leadership logic the “jazz mindset.” We draw upon seven characteristics of jazz bands as outlined by Barrett (1998) to show that strategic leaders of business organizations can enhance dynamic capabilities by strengthening practices observed in improvising jazz bands.
Purpose – Within cultural discourse, prescriptions for “good” motherhood exist. To further the analysis of these prescriptions, we examine how media conversations about…
Purpose – Within cultural discourse, prescriptions for “good” motherhood exist. To further the analysis of these prescriptions, we examine how media conversations about Republican Vice-Presidential candidate Sarah Palin, Democratic Presidential nominee Hillary Clinton, and First Lady Michelle Obama during the 2008 presidential election campaign illustrate existing notions of good motherhood.Methods – Using qualitative content analysis techniques, we review media discourse about Palin, Clinton, and Obama during this campaign. We use existing feminist literature on motherhood and an intersectionality perspective to ground our analysis, comparing and contrasting discourse about these political figures.Findings – The 2008 campaign represented a campaign for good motherhood as much as it represented a campaign for the next president. Discourse on Palin, Clinton, and Obama creates three very different characterizations of mothers: the bad, working mother and failed supermom (Palin), the unfeeling, absent mother (Clinton), and the intensive, stay-at-home mother (Obama). The campaign reified a very narrow, ideological standard for good motherhood and did little to broaden the acceptability of mothers in politics.Value of paper – This article exemplifies the type of intersectional work that can be done in the areas of motherhood and family. Applying an intersectionality perspective in the analysis of media discourse allows us to see exactly how the 2008 campaign became a campaign for good motherhood. Moreover, until we engage in an intersectional analysis of this discourse, we might not see that the reification of good motherhood within campaign discourse is also a reification of hegemonic gender, race, class, age, and family structure locations.
This chapter presents a personal research journey starting from my interest in firms’ decision-making within the tradition of the behavioral theory of the firm to…
This chapter presents a personal research journey starting from my interest in firms’ decision-making within the tradition of the behavioral theory of the firm to discovering mergers and acquisitions (M&A) as an ideal decision context to advance the theory. Using my two articles published in the Academy of Management Journal as examples, I showcase how to leverage the specific attributes of M&A together with the institutional context in which they occur to develop and test new theories. Each paper addresses a distinctive research question and provides a unique angle of theoretical insights to the theory of decision-making. In particular, I was able to dig deeper into the mechanisms of institutional logic, power, and coalition building for explaining how firms make strategic decisions, all owing to the significance and versatility of M&A.
In the Caribbean context, as in any other developing or underdeveloped country or region that considers tourism as a viable socio‐economic factor, the development of…
In the Caribbean context, as in any other developing or underdeveloped country or region that considers tourism as a viable socio‐economic factor, the development of leisure and recreational facilities should be seriously considered. However, planning for these facilities should take into consideration the participation of not only the international tourist but also his domestic counterpart.
The purpose of this paper is to understand the effects of influence and reciprocity as the elements in the determination of executive compensation.
The purpose of this paper is to understand the effects of influence and reciprocity as the elements in the determination of executive compensation.
A purposive sample was drawn, which comprised of 13 respondents chosen for their expertise relating to the determination of executive compensation in state-owned enterprises (SOEs). A semi-structured interview guide was used as the data-gathering instrument. A thematic analysis technique was used for data analysis.
The findings in this study identified three themes resorting under influence as crucial in the process of determining executive compensation, namely an executive’s social capital, intellectual capital and social comparison. Two major themes emerged under reciprocity, namely the pay-performance relationship and role complexity. Finally, the political-symbolic role emerged as the main theme that described the relationship between influence and reciprocity.
The findings provide a more detailed description of the process involved in determining executive compensation in SOEs.
There has been limited if any, empirical study on the process involved in setting executive compensation. The limited focus has always been on accounting measures. Incorporating the socio-psychological view attempts to provide a more comprehensive and conclusive explanation of the process of determining executive pay in theory and practice.
This paper develops a practice approach to institutional ambidexterity. In doing so, it first explores the ‘promise’ of institutional ambidexterity as a concept to address…
This paper develops a practice approach to institutional ambidexterity. In doing so, it first explores the ‘promise’ of institutional ambidexterity as a concept to address shortcomings with the treatment of complexity in institutional theory. However, we argue that this is an empty promise because ambidexterity remains an organizational level construct that neither connects to the institutional level, or to the practical actions and interactions within which individuals enact institutions. We therefore suggest a practice approach that we develop into a conceptual framework for fulfilling the promise of institutional ambidexterity. The second part of the paper outlines what a practice approach is and the variation in practice-based insights into institutional ambidexterity that we might expect in contexts of novel or routine institutional complexity. Finally, the paper concludes with a research agenda that highlights the potential of practice to extend institutional theory through new research approaches to well-established institutional theory questions, interests and established-understandings.
This paper has emerged from the findings of the author in his recently completed study entitled “Airport Capacity: A case study for the redevelopment of the Nassau…
This paper has emerged from the findings of the author in his recently completed study entitled “Airport Capacity: A case study for the redevelopment of the Nassau International Airport, Bahamas”. 1) The study examined airport carrying capacity at the major airport of the Commonwealth of the Bahamas, using demand and supply analysis.
Excellencies Ladies and Gentlemen At the end of this memorable 33rd Congress of our Association, I would like to thank very heartly our hosts H.E. E.W. Mwangale, Minister…
Excellencies Ladies and Gentlemen At the end of this memorable 33rd Congress of our Association, I would like to thank very heartly our hosts H.E. E.W. Mwangale, Minister for Tourism and Wildlife, the Organizing Committee, presided by Mr. Maliti as well as to Universal Safary Tours as executing agency for having done everything to make our stay in Kenya pleasant and attractive.
The purpose of this paper is to provide an extension of the behavioral agency model (BAM) by focusing on the moderating role of CEO gender on the relationship between CEO…
The purpose of this paper is to provide an extension of the behavioral agency model (BAM) by focusing on the moderating role of CEO gender on the relationship between CEO stock options and risk “systematic vs idiosyncratic” and the performance consequences “positive vs negative” of these option incentives.
Data on CEO’s stock option portfolios are collected from the Standard & Poor’s (S&P’s) ExecuComp. This paper uses a panel data analysis for matched samples of CEOs in S&P’s 1,500 listed firms over the period 2006-2013.
The results indicate a more conservative, risk-averse posture in the case of female CEOs than for male CEOs when they are compensated with stock options for idiosyncratic (firm-specific) risk. The results also confirm that female CEOs in low systematic risk contexts, although more conservative, take more prudent risks that produce better long-term outcomes as compared to their male counterparts.
Important implications for the design of optimal CEO’s compensation packages emanate from this study. Findings provide useful tools for board of directors to design CEO’s pay packages that take into account the different risk behavior of male and female CEOs with the aim of enhancing firm performance.
This paper provides new evidence within the area of stock option-based compensation by focusing on the distinction between systematic and idiosyncratic risk when the effect of CEO stock option is analyzed and performance implications of awarding options to male and female CEOs.
El objetivo de este trabajo es proporcionar una extensión del modelo comportamental de agencia o Behavioral Agency Model (BAM) centrada en el papel moderador del género del CEO en la relación entre la retribución basada en opciones o stock options y los niveles de riesgo –sistemático e idiosincrático– y en las consecuencias –positivas o negativas– sobre el resultado de la empresa.
Los datos sobre stock options de CEOs se recopilan de la base de datos Standard and Poor’s ExecuComp. Este estudio utiliza un análisis de datos de panel para muestras emparejadas de empresas incluidas en S&P 1500 durante el período 2006-2013.
Los resultados indican una postura más conservadora de las mujeres CEO en términos de niveles de riesgo idiosincrático en comparación con la llevada a cabo por los CEOs hombres cuando se les retribuye con stock options. Los resultados también confirman que las mujeres CEO en contextos de riesgo sistemático bajo, aunque más conservadoras, asumen riesgos “de mayor calidad” que producen mejores resultados a largo plazo en comparación con sus homólogos masculinos.
Importantes implicaciones para el diseño de paquetes de retribución óptimos para el CEO emanan de este estudio. Los resultados mostrados proporcionan herramientas útiles para el Consejo de Administración a la hora de diseñar paquetes de retribución para CEOs. Se deben tener en cuenta los diferentes comportamientos relacionados con la asunción de riesgos de CEOs hombres y mujeres con el objetivo de mejorar el resultado de la empresa.
Esta investigación proporciona nueva evidencia dentro del área de la retribución basada en stock options al centrarse tanto en la distinción de riesgos (sistemático e idiosincrático) como en las implicaciones sobre el resultado de la empresa de las stock options dadas como parte de su retribución a hombres y mujeres que ocupan la posición de CEO.
Palabras clave Modelo comportamental de agencia, Opciones sobre acciones, Género, Riesgo sistemático, Riesgo idiosincrático, Resultado
Tipo de artículo
Artículo de investigación
O objetivo deste artigo é fornecer uma extensão da perspectiva do Modelo de Agência Comportamental (BAM) focada nas opções de ações examinando as influências e consequências do desempenho do CEO, considerando a distinção entre risco sistemático e idiossincrático sobre o efeito das opções de ações. em comportamento de risco.
Os dados sobre portfólios de opções de ações do CEO são coletados do Standard and Poor’s ExecuComp. Este documento utiliza uma análise de dados em painel para amostras correspondentes de empresas listadas no S&P 1500 no período 2006-2013.
Os resultados indicam uma postura mais conservadora, avessa ao risco, no caso de CEOs do sexo feminino do que para CEOs do sexo masculino, quando eles são compensados com opções de ações para o risco idiossincrático (específico da empresa). Os resultados também confirmam que as CEOs do sexo feminino em contextos de baixo risco sistemático, embora mais conservadoras, assumem riscos mais prudentes que produzem melhores resultados a longo prazo, em comparação com os seus homólogos masculinos.
Implicações importantes para o projeto de pacotes de remuneração de CEOs ideais emanam deste estudo. Os resultados fornecem ferramentas úteis para o conselho de diretores, a fim de projetar pacotes de remuneração do CEO que levem em conta o comportamento de risco diferente dos CEOs do sexo feminino e masculino, com o objetivo de melhorar o desempenho da empresa.
Este documento fornece novas evidências dentro da área de remuneração baseada em opções de ações, concentrando-se tanto no tipo de risco como determinante do seu efeito de risco quanto nas implicações de desempenho da concessão de opções a CEOs do sexo feminino e masculino.
Palavras-chave Modelo de agência comportamental, Opções de ações, Gênero, risco sistemático, Risco idiossincrático, Atuação
Tipo de artigo
Artigo de pesquisa