Search results

1 – 10 of 14
Click here to view access options
Article
Publication date: 3 June 2019

Niclas Erhardt, Carlos Martin-Rios and Elisa Chan

Co-creation as a collaborative process between organizations and customers generates unique value for both internal and external stakeholders for the company. Research…

Abstract

Purpose

Co-creation as a collaborative process between organizations and customers generates unique value for both internal and external stakeholders for the company. Research generally examines and portrays customer-company co-creation as a balanced and harmonious relationship. However, a successful co-creation strategy involves understanding the shared interests of the parties and resolving tensions between internal and external stakeholders to avoid co-destruction. This study aims to draw on the intersection of organizational behavior and marketing literature and to examine shared interests and conflicting tensions involved in the co-creation in the context of sports entertainment. This context allows the researchers to unpack and present a more complex process of co-creation that fosters co-creativity and innovation.

Design/methodology/approach

Based on a qualitative case-based approach of a major university in the USA, the authors draw on interviews and observations from their athletic administration and fans engaged in a men’s Division I team through an entire season.

Findings

This qualitative study illustrates an alternative, more complex dilemma of co-creating emotional and symbolic value based on shared interests while reconciling conflicting internal and external stakeholder interests. The findings suggest a tug of war based on tensions, where management adopted contrasting managerial strategies ranging from attempting to reconcile tension through organic co-creation to controlled manufactured creation.

Research limitations/implications

Emotional and symbolic game experience value is an interdependent process which cannot be created without consumer engagement. Both emotional and symbolic values are enhanced during games to the extent consumers perceive participation in the creative pre-game stages.

Originality/value

This study draws on sports entertainment to identify sources of tension in co-creation and discuss type of solutions among internal and external stakeholders.

Details

International Journal of Contemporary Hospitality Management, vol. 31 no. 11
Type: Research Article
ISSN: 0959-6119

Keywords

Click here to view access options
Article
Publication date: 11 July 2016

Carlos Martin-Rios

The purpose of this paper is to examine through a sensemaking lens the transforming nature of scientists’ work role in public research organizations (PROs), resulting from…

Abstract

Purpose

The purpose of this paper is to examine through a sensemaking lens the transforming nature of scientists’ work role in public research organizations (PROs), resulting from organizational innovations in the form of collaborative culture.

Design/methodology/approach

Based on a symbolic-functionalist theory of work role transition, the paper uses interview data from a case study to explore scientists’ sensemaking of work role change.

Findings

Work role transition and identity processes among scientists in traditional PROs reveal tensions regarding organizational restructuring to the extent that organizational innovations are changing scientific work conflict with organizational norms, procedures and reward structures in hierarchical, bureaucratic PROs.

Research limitations/implications

As the paper is based on only one case study, further research should be carried out on the difficulties involved in transforming the nature of the scientific work role and the way scientists recognize, contradict and make sense of changes.

Originality/value

The novelty of this paper is in the un-discussed role of organizational innovations in enabling new work roles for scientists in public research centers and how scientists make sense of and react to these innovations. Therefore, this paper could be beneficial for PROs facing pressure to restructure.

Details

International Journal of Organizational Analysis, vol. 24 no. 3
Type: Research Article
ISSN: 1934-8835

Keywords

Click here to view access options
Article
Publication date: 15 July 2019

Steffen P. Raub and Carlos Martin-Rios

The purpose of this paper is to develop and illustrate a comprehensive framework for how hospitality firms can overcome the broad vs narrow dilemma in sustainable…

Downloads
2127

Abstract

Purpose

The purpose of this paper is to develop and illustrate a comprehensive framework for how hospitality firms can overcome the broad vs narrow dilemma in sustainable management. The authors develop a framework for how to break down the United Nations sustainable development goals (SDGs) into actionable and context-specific subsets and select individual sustainability initiatives with maximum impact.

Design/methodology/approach

The framework focuses on sustainable innovation and management in hospitality and the issue-focused stakeholder perspective. The authors develop a theoretical framework for the selection of impactful sustainability initiatives in the hospitality industry. In addition, the paper provides a broad range of concrete examples for how different stakeholders can act as barriers or catalysts for the implementation of sustainability initiatives.

Findings

The major contribution of this paper is twofold. First, it recognizes that the solutions to the great sustainability challenges ahead involve the active participation of the hospitality industry in establishing partnerships with stakeholders. Second, it offers an ambitious roadmap for hospitality firms to identify local issues specific to sustainable management actions committed to advancing the social, environmental and economic dimensions of sustainability.

Originality/value

The framework has considerable practical implications in that it is centered on helping hospitality firms select an appropriate set of SDGs for their local context and translate them into specific sustainability initiatives that address these goals. The “stakeholder-filter model” methodology is aligned with an approach that is already being used for the development of sustainability initiatives outside the scope of the hospitality industry. As a result, the framework should have substantial practical value for the hospitality industry.

Details

International Journal of Contemporary Hospitality Management, vol. 31 no. 6
Type: Research Article
ISSN: 0959-6119

Keywords

Content available
Article
Publication date: 11 November 2013

Downloads
182

Abstract

Details

International Journal of Manpower, vol. 34 no. 8
Type: Research Article
ISSN: 0143-7720

Click here to view access options
Book part
Publication date: 15 July 2019

Saba S. Colakoglu, Niclas Erhardt, Stephanie Pougnet-Rozan and Carlos Martin-Rios

Creativity and innovation have been buzzwords of managerial discourse over the last few decades as they contribute to the long-term survival and competitiveness of firms…

Abstract

Creativity and innovation have been buzzwords of managerial discourse over the last few decades as they contribute to the long-term survival and competitiveness of firms. Given the non-linear, causally ambiguous, and intangible nature of all innovation-related phenomena, management scholars have been trying to uncover factors that contribute to creativity and innovation from multiple lenses ranging from organizational behavior at the micro-level to strategic management at the macro-level. Along with important and insightful developments in these research streams that evolved independently from one another, human resource management (HRM) research – especially from a strategic perspective – has only recently started to contribute to a better understanding of both creativity and innovation. The goal of this chapter is to review the contributions of strategic HRM research to an improved understanding of creativity at the individual-level and innovation at the firm-level. In organizing this review, the authors rely on the open innovation funnel as a metaphor to review research on both HRM practices and HRM systems that contribute to creativity and innovation. In the last section, the authors focus on more recent developments in HRM research that focus on ambidexterity – as a way for HRM to simultaneously facilitate exploration and exploitation. This chapter concludes with a discussion of future research directions.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78973-852-0

Keywords

Click here to view access options
Book part
Publication date: 12 July 2011

Timothy M. Gardner, Niclas L. Erhardt and Carlos Martin-Rios

Two primary approaches have been used to study employment brands and branding. First, there is a long history of the study of organizational attraction. Second, in the…

Abstract

Two primary approaches have been used to study employment brands and branding. First, there is a long history of the study of organizational attraction. Second, in the past 10–15 years, there has been growth in a hybrid stream of research combining branding concepts from the consumer psychology literature with I/O psychology frameworks of organizational attraction and applicant job search behavior. In this chapter, we take an entirely different approach and suggest that the theoretical models built around product/service brand knowledge can readily accommodate employment brands and branding without hybridizing the framework with I/O psychology. This merging of employment brand with product and service brands is accomplished simply by recognizing employment as an economic exchange between workers and employers and recognizing workers as cognitive and emotional beings that vary in their talents and have their own vectors of preferences for the employment offering. After developing a testable model of the components, antecedents, and consequences of employment brand knowledge, we review the existing employment brand and organizational attraction literature and identify multiple opportunities for additional research.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-85724-554-0

Click here to view access options
Book part
Publication date: 12 July 2011

Abstract

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-85724-554-0

Click here to view access options
Book part
Publication date: 15 July 2019

Abstract

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78973-852-0

Click here to view access options
Book part
Publication date: 15 July 2019

Abstract

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-78973-852-0

Click here to view access options
Book part
Publication date: 12 July 2011

Matt Bloom, Ph.D., is an associate professor in the Management Department at the Mendoza College of Business, University of Notre Dame. He received his Ph.D. from Cornell…

Abstract

Matt Bloom, Ph.D., is an associate professor in the Management Department at the Mendoza College of Business, University of Notre Dame. He received his Ph.D. from Cornell University. Before receiving his doctorate he worked as paramedic, psychiatric technician, and then as a consultant for Arthur Young & Company and American Express. Matt's current research interests center on well-being at work and include exploring topics such as what work is like when people experience it as a calling and what conditions help people to be at their cognitive and emotional best at work. He is currently undertaking a program of research to study well-being among people in the caring professions.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-85724-554-0

1 – 10 of 14