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Delivering negative feedback to employees is highly problematic for managers. Negative feedback is important in generating improvements in employee performance, but likely to generate adverse employee reactions. However, if managers do not address poor performance, good performers may become demoralized or exit the organization. The purpose of this paper is to investigate how managers communicate negative feedback and the factors that drive their choice of tactic.

The authors use interview data from practicing line managers with experience in delivering negative feedback to learn whether their tactic choices are consistent with Implicit (“best practice”) or Contingency (“best fit”) theory.

The authors identify five negative feedback tactics: evidence, emotive and communication tactics are foundation tactics while evidence + communication and evidence + emotive tactics are bundles of the foundation tactics. Managers apply a “best fit” approach from a set of “best practice” negative feedback options. The choice of negative feedback tactic is driven by the manager’s assessment of the “best fit” with the employee’s personality.

Most of the managers believed that their negative feedback tactic had been effective. Future researchers should investigate which negative feedback tactics employees regard as most effective.

A best fit approach to the delivery of negative feedback requires organizations to give managers discretion in the delivery of negative feedback. Managers may mis-assess fit which can undermine the effectiveness of the appraisal process.

The authors focus on how negative feedback is communicated by managers. Existing research focusses on reactions to negative feedback without taking into account how it is delivered.

Audit negotiations are impacted by many factors. This study aims to investigate how two such factors, communication of the National Office Accounting Consultation Unit (ACU) and the auditor’s approach, affect chief financial officers’ (CFOs’) willingness to adjust the financial statements and satisfaction with the auditor.

This study uses a 2 × 3 between-subjects experimental design. Participants are 169 highly experienced CFOs and financial officers. The experimental design crosses the two multi-dimensional auditor approaches found in the literature with two influence tactics used to communicate ACU involvement, as well as a control condition, with no communication of the ACU involvement.

Communicating the ACU’s involvement as a higher authority (similar to a boss) results in greater willingness to record an adjustment to the financial statements when auditors use a hands-off “compliance-officer” auditor approach, but lower willingness by CFOs to adjust the financial statements when auditors use an expert-advisor auditor approach as compared to when coalition tactics are used. Results also show that communicating the ACU as a higher authority negatively impacts a CFO’s satisfaction with the audit partner. Overall, these results highlight the importance of the auditor’s approach and communication of ACU involvement within the auditor–client relationship. The outcomes of this study are limited to situations where unexpected audit adjustments are found during the year-end process and thus cannot be discussed pre-emptively with clients.

This paper advances the understanding of how the multi-dimensional auditor’s approach can shape and limit the effectiveness of influence tactics. These factors are important, as auditors are tasked with maintaining not only quality audits but also client relationships. However, although rich in detail, factors other than auditor approach may have inadvertently been manipulated and are driving results.

The approach taken by the auditor with a client throughout the audit sets the stage during the auditor–client negotiations. Therefore, audit partners must consider their own approach with the client before communicating the ACU’s involvement as the auditor approach shapes and limits the tactics available for use. Using ill-suited tactics may undermine the client’s willingness to record an adjustment to the financial statements and cause undue harm to the auditor–client relationship.

This paper uses highly experienced CFOs and financial officers to examine how two common elements in the audit negotiation context can significantly affect the outcome to the financial statements and the relationship between the client and audit partner.

Corporate social responsibility (CSR) communication on corporate websites have become an emerging trend by firms. Similarly, corporate websites have been used to manage stakeholders’ impressions about the organization. Meanwhile, CSR by firms have been criticized for been a manipulative tactics used by firms. The purpose of this paper therefore is to ascertain how telecommunication companies operating in Ghana communicate CSR on their corporate websites.

This study used a qualitative content analysis technique. It also used Bolino et al.’s (2008) impression management framework as the conceptual framework. Data were extracted from the websites of four telecommunication companies operating in Ghana. Data were analyzed using thematic analysis techniques.

The results show that the companies use impression management in communicating CSR on their corporate websites. Account, assertive impression management; blaring, boasting, defensive impression management; demonstrative impression management; exemplification, favor-rendering, illustrative impression management; ingratiation, other-enhancement, other-focused impression management; self-enhancement, self-focused impression management; and self-promotion tactics are tactics prevalent in the CSR communication of the companies. Actor-to-actor link impression management and other emotional appeal also emerged as some of the impression management tactics used by the companies.

This provides insights into how organizations use impression management in their CSR communication on their corporate websites. Studies of this nature are limited. Again, studies specifically adapting Bolino et al.’s impression management to study CSR communication on corporate websites are rare.

A retrospective action-research case study of one branch of the University and College Union (UCU) is used to show how threshold requirements of the Act can be systematically beaten.

The paper responds to calls for “best practice” on how trade unions may react to member voting threshold requirements of the Trade Union Act 2016 (the Act). A broader aim is to make a theoretical contribution related to trade union organising and tactics in “get the vote out” (GTVO) industrial action organising campaigns.

Findings are presented as a lead organiser's first-hand account of a successful GTVO campaign contextualised in relation to theories of organising. The findings offer “best practice” for union organisers required to beat the Act's voting thresholds and also contribute to theories surrounding trade union organising tactics.

Further development and adaptation of the proposed model may be required when applied to larger bargaining units and different organising contexts.

The findings can inform the organising practices/tactics of trade unions in relation to statutory ballots. The findings also allow Human Resource (HR) practitioners to reflect on their approach to dealing with unions capable of mounting successful GTVO campaigns.

The findings have the potential to collectively empower workers, via their trade unions, to defend and further their interests in a post-financial crisis context and in the shadow of the Covid-19 pandemic.

This is the first known empirical account of organising to exceed voting thresholds of the Act, providing practical steps for union organisers in planning for statutory ballots. Further value lies in the paper's use of a novel first-hand account of a GTVO campaign, offering a new and first, theoretical model of organising tactics to beat the Act.

To report on empirical research which tested the use and value of ten specific characteristics of communication, the principles of authentic communication, and based on the findings, to recommend them as corporate communication best practices.

The principles of authentic communication were grounded in both professional and academic literature to establish their applicability in corporate communication and their role in cultivating symmetrical communication. A survey was mailed to large US water utilities to determine various aspects of their communication programs. Analyses were conducted using SPSS.

Data analyses showed that all ten principles of authentic communication were correlated with communication success.

Limitations of the study include a fairly low response rate and the self reporting of success. Suggestions for further research are testing the principles with larger samples, in different industries, and/or in a multiple‐industry mix. In addition, defining the concept of success within the survey instrument might render insight into the respondents' interpretations of the term.

Based on this study, it is recommended that the principles of authentic communication be utilized to a high degree in professional practice.

Although each principle has been recognized in communication literature, it is the first time that these ten characteristics have been specified as a set of ten and have been shown through empirical research to be correlated with success. The value of this work is that it provides hard evidence to support the use and value of the principles of authentic communication in corporate communication.

De-escalation training for police has received widespread attention as a method for reducing unnecessary and excessive use of force. There is virtually no research on de-escalation, and as a result, there is little understanding about what it is, what it includes and whether it is effective. The current study compares attitudes about the importance and use of de-escalation among officers who were randomly assigned to participate (or not) in de-escalation training.

The current study draws from a larger randomized controlled trial of de-escalation training in the Tempe, Arizona Police Department (TPD). Approximately 100 officers completed a survey in June–July 2019 and again in June–July 2020. TPD delivered the de-escalation training to half the patrol force in February–March 2020. The authors compare treatment and control officers' attitudes about the importance of specific de-escalation tactics, how often they use those tactics and their sentiments de-escalation training. The authors employ an econometric random-effects model to examine between-group differences post-training while controlling for relevant officer attributes including age, race, sex, prior training and squad-level pretraining attitudes about de-escalation.

Treatment and control officers reported positive perceptions of de-escalation tactics, frequent use of those tactics and favorable attitudes toward de-escalation before and after the training. After receiving the training, treatment officers placed greater importance on compromise, and reported more frequent use of several important tactics including compromise, knowing when to walk away and maintaining officer safety.

Only a few prior studies have has examined whether de-escalation training changes officer attitudes. The results from the current study represent an initial piece of evidence suggesting de-escalation training may lead to greater use of those tactics by officers during encounters with citizens.

The purpose of this paper is to describe five key lessons learned from a decade of studying how scientists and science communicators think about communication strategy.

The paper is based on the experience of the researcher and the underlying literatures on strategic communication and science communication.

The key argument is that the scientific community needs to put more priority into enabling organizations to plan and implement strategic communication efforts on behalf of science. At present, there is too much reliance on individual communicators.

The value of this paper is in the degree to which it argues for a more strategic, organization-focused approach to science communication that emphasizes the setting of clear behavioral goals, followed by discussion about what communication objectives might help achieve those goals and the communication tactics needed to achieve the prioritized objectives.

The purpose of this paper is to examine the prevalence of attempted suspect-provoked shootings (SPS) in Victoria, Australia, and explore nonlethal tactics police officers use to resolve such incidents.

A random sample of 20 percent of police-attended incidents was sourced from a police contact-based database. The narrative of each incident was coded using established criteria for “suicide-by-cop.” Incidents that met the criteria were further analyzed to elucidate historical and situational characteristics. To supplement these data, operational police officers were invited to participate in a survey about particulars of an attempted SPS incident that they had attended and resolved non-fatally.

Police are encountering these incidents up to three times a week in Victoria, Australia. While they engage in a range of tactics, police report that communication and negotiation skills are the most effective means of successful resolution.

Although the survey attempted to correct for the potential limitations of using administrative data for research purposes, its weakness is in the modest sample size that utilizes self-report data that may lead to recall biases. Further research would benefit from using complementary methodologies that seek to examine police tactics and elucidate decision-making processes using video-based or written vignettes.

Officers’ awareness of both the commonalty of this phenomenon and of the important situational characteristics may lead to greater skill and confidence in managing these.

This is one of the very few published studies investigating prevalence and characteristics of attempted SPS incidents.

Purpose – The purpose of this study is to analyze how campaigns, movements, new media outlets, and professional journalism organizations interact to produce political discourse in an information environment characterized by new actors and increasingly fragmented audiences.

Design – To do so, this chapter offers a rare inside look at contemporary strategic campaign communications from the perspective of staffers. Twenty-one open-ended and semi-structured interviews were conducted with former staffers, consultants, and vendors to the 2008 Obama campaign.

Findings – During the primaries the Obama campaign worked to create and cultivate ties with activists in the mediated “netroots” movement, what Todd Gitlin has referred to as the “movement wing of the Democratic Party.” The campaign sought to influence the debate among the principals and participants in this movement, given that they play an increasingly central role in the Democratic Party networks that help shape the outcome of contested primaries. During the general election, when the campaign and its movement allies shared the goal of defeating the Republicans, sites in the netroots functioned as important conduits of strategic and often anonymous campaign communications to new specialized journalistic outlets and the professional, general interest press. It is argued that campaigns and movements have extended established and developed new communication tactics to pursue their goals in a networked information environment.

Implications – This chapter's contribution lies in showing how much of what scholars assume to be the communicative content of amateurs is often the result of coordination among organized, and often hybrid, political actors.

This paper highlights the potential of social activism – defined as a public act that aims to challenge the status quo by bringing alternative views or narratives to the debate – in transformative service research and proposes a future research agenda.

This paper builds upon a review of social activism in the management and communications literature to identify its potential for social change in service (eco)systems.

This paper outlines three ways in which social activism can influence companies (external activism, internal activism, and activism as practice) and illustrates how they can be used to advance transformative service research in selected priority areas.

This paper develops a future research agenda and suggests research questions that could guide scholarly inquiry at the intersection of social activism and transformative service research.

For managers and policy makers, this paper highlights how social activism can influence companies' attempts to drive social change.

This paper is among the first to link social activism and transformative service research and highlight novel research opportunities at their intersection.