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The purpose of this paper is to analyse how the espousing of customer relations has evolved over time in the real estate sector. Has a shift occured within the Swedish real estate sector from product thinking towards customer thinking?

The research is based on an analysis of 25 commercial real estate companies' annual reports from the last five years. The annual reports are analysed through text analysis using the theoretical framework of Mintzberg's five Ps.

The Swedish real estate sector has in general made the shift from product orientation to customer orientation. There was, however, no significant change during the last five years and most of the companies espoused customer orientation already in 2004. The study implies that it is not sufficient to categorise the companies between product or customer oriented. Instead four categories are suggested: product, customer, project, and financial orientated. Customer orientation, as measured here, was higher in listed companies and in larger companies.

The research in this paper is limited to the Swedish real estate sector.

The paper shows the espoused values regarding customer relations of the commercial real estate companies that can be found in their annual reports. As the annual reports are a marketing instrument it should reflect the senior management's core values. By highlighting how the top management's core values regarding customer relations are espoused an understanding for the sector is built up.

The purpose of this paper is to explore how corporate real estate (CRE) managers of higher education institutions formulate their CRE strategies and CRE operating decisions to align CRE with the corporate strategies of these institutions.

An analytical alignment framework has been developed, which was used to study the possible and actual connections between CRE management and corporate management at 13 large Dutch Universities of Applied Sciences. The data collection included a content analysis of the strategic plans of these universities and interviews with the CRE managers.

The research findings show several layers of how CRE managers aim to align CRE with corporate goals to add value to the organization. It appears that the CRE strategies in-use are more clearly aligned with the corporate strategies than with the espoused CRE strategies.

The paper emphasizes the relevance of involving CRE management in corporate decision-making to contribute to the attainment of the organizational objectives with an efficient and effective accommodation.

Substantial changes in learning and teaching practices in higher education lead to evolving corporate strategies, which result in the need for aligned CRE strategies and CRE operating decisions. This paper makes practitioners and researchers aware of the differences between alignment-based espoused CRE strategies and alignment that results from CRE strategies in-use in the field of higher education. The findings and insights might be applicable in other sectors as well.

The purpose of this paper is to focus on the different rationales for devolving people management responsibilities to the line and examine their consequences for the HR function and HR’s interactions with line managers and employees.

A model was developed and tested that describes how the rationale for devolving people management to the line influences the HR function, HR’s interactions with line managers and the quality of people management. Survey data were collected from 446 managers who reported that their organisations had devolved people management to the line.

Results indicate that devolution rationales are associated with distinct changes to the HR function’s strategic integration and size. These changes in the HR function are in turn associated with utilisation of line manager focused HR practices, HR’s business partner orientation and people management effectiveness.

The HR function should consider changes that refine job descriptions to include a clear statement of people management responsibilities, ensure performance appraisals incorporate an assessment of people management effectiveness and prioritise line manager training and rewards in an environment where line managers may be less than enthusiastic about their newly acquired people management responsibilities.

The study contributes to the devolution literature by outlining how the effects of devolution are tied to the rationale underlying devolution efforts. It suggests that the tendency to conceptualise devolution without reference to the reason why it is pursued may be contributing to the controversy over its consequences.

Performance of the maintenance function is typically measured for operational control purposes. Since maintenance also has a strategic dimension, its performance measurement system should be linked to the espoused strategy of the function in order to get the maximum impact. This paper presents a structured approach to managing maintenance performance developed from this premise. The measurement system features a balanced scorecard (BSC) composed of key performance indicators (KPIs). The BSC is used to inform employees of the strategy pursued by the maintenance function, and to track the effectiveness of action plans in meeting the strategic objectives. The various steps involved in the process are also discussed.

Presents a process developed by the authors that can be used to help organizational leaders and change agents make alignments between their “espoused” and “existing” organizational cultures. First we present an overview of the theoretical model from which the process is derived, and how we attempt to translate the theory into personal mental models for those involved in the change process. Next, we describe an action‐oriented process we call “walkies and talkies” used for analyzing what Schein refers to as artifacts and espoused values. Finally, we present a range of change initiatives that may be used if the culture analysis reveals any misalignments – “tune‐ups” are actions that can be taken during the analysis or immediately thereafter. “Re‐builds” are intermediate actions that take one to six months to complete. “Replacements” are longer‐term interventions requiring significant investments of time and resources, and represent change at its deepest level.

One of the hallmarks of strategizing is having a clearly articulated vision and mission for the organization. It has been suggested that this provides a compass bearing for the organization's strategy, helps in motivation, commitment and retention of employees, serves as a guide to internal sensemaking and decision-making, has a potential performance effect, helps establish the identity of the organization and positions its desired reputation. The compass bearing role is important because it guides the selection of the goals and strategic orientation of the organization which in turn shapes its overall strategy and much of its internal decision making. The inspirational role is important because it helps to motivate and engage employees and other stakeholders.

This study provides a more rigorous indication as to whether employees can, in the first instance, recognize and distinguish their corporate and environmental strategy from that of their competitors within their own industry and random other companies from other industries. This first issue addresses, to a degree, if and why, such strategic communiqués are effective inside a range of different organizations. Secondly, the authors examine whether there are any specific individual level effects that could explain variations in these responses. Finally, the authors examine the extent to which the recognition rates the authors observe, relate to how employees are rewarded through appraisals, promotions and salary increases. This helps in the authors’ understanding of the role of hard incentives versus soft motivations. The authors’ approach to assessing employee knowledge of their organization's strategy is unique. Rather than survey employees about their knowledge, the authors use a matching study and a discrete choice measurement model to assess if they can recognize their organization's strategy from those of their competitors and some other randomly selected organizations. This approach allows us to mitigate social desirability and common method biases and directly estimate the underlying behavioral model being used to assess their organization's strategy.

Overall, the authors found that few employees could correctly identify their corporate strategy statements. In the case of corporate strategy statements, the authors find that, on average, only 29 percent of employees could correctly match their company to its publicly espoused corporate strategy. When the authors look at the environmental sustainability strategy of the firm, this is worse overall, with individuals doing no better than random on average. When the authors look at company training and communication practices across the realm of different strategies, the authors see a number of factors leading to the general results. First, most of the authors’ respondents could not recall a significant effort being given to communication and training by their employer. Indeed, most communication/training is simply related to having documentation/brochures available. Second, respondents indicated that more effort is put into communicating corporate strategy to employees in a more systematic manner than communication about environmental/corporate social responsible (CSR) strategy. Third, the authors see that individuals are evaluated more on and give more weight to, evaluations relating to their ability to meet individual/group financial and market performance metrics (targets) and work as a team than their involvement in environmental and social responsibility programs. Finally, the employees studied seemed to be more confident in understanding the corporate strategy. When asked to put their corporate strategy into words – a task the authors asked respondents to do after the matching phase of the study – 40% of participants did so for the corporate strategy but only 14% did so for the environmental strategy and seven percent for the CSR strategy.

The primary implication of the study is that the values-mission-strategy logic of strategic motivation seems to have limited validity and with respect to the view that employees are a vector of corporate strategy. It is hard to argue that employees can be a vector for something they cannot recall or even distinguish between.

The study is unique in terms of (1) asking the very simple question of whether employees internalize their company's strategies and (2) in the methodological approach to examine employee knowledge and informativeness.

The overall aim of this research is to investigate how aspects of organizational culture enable or constrain the facilitation of learning in the workplace.

A qualitative design was used involving 100 semi‐structured interviews conducted with air traffic controllers operating in three centers in Australia. The data were analyzed using a phenomenological approach in an attempt to uncover the lived experience of those interviewed.

The study illustrates how elements of organizational culture evidenced in collectively held values and beliefs mediated the approaches used by on‐the‐job‐training instructors. Three collectively held values and beliefs were identified: belief in ability; the value of performance in demonstrating ability; and the need to exude confidence. The degree to which instructors espoused these beliefs influences the type of instructional strategy they used. Three predominant strategies of engagement with the trainee were identified: acting on, working with, and working against the trainee.

The evidence here suggests that programs aimed at facilitating skills development for on‐the‐job‐training instructors need to focus on the existing knowledge and beliefs of those personnel and to provide opportunities for challenge and confrontation of those belief systems.

The paper contributes to a growing understanding of the socio‐cultural influences present in workplace learning and the role of stereotyping and power in enabling or constraining the learning in the workplace.

This paper seeks to examine whether the decision to outsource human resource (HR) activities and the performance of the HR department are influenced by the particular business strategy espoused by the organisation. Four distinct strategies are considered: quality‐based, proactive, breadth, and reactive.

The data for the study were obtained from survey responses from 232 organisations, of which 113 were engaged in HR outsourcing.

The findings suggest that there is a significant relationship between organisations with proactive strategies and the decision to outsource both traditional and transactional HR functions. Breadth strategies demonstrate a negative significant relationship with outsourcing of traditional functions. Outsourcing of both functions has a significant relationship with HR performance – traditional with a positive impact and transactional with a negative impact.

The paper focuses on the perceptions, knowledge and experience of senior HR managers. Therefore there are understandable limitations in respect of generalisation. In addition, the impact of HR outsourcing on the performance of the HR department focuses only on the reduction of the number of HR employees from the department.

The results indicate that HR outsourcing has the potential to empower HR managers, allowing them to focus on strategic activities that add more value to their organisation. Also, the results show that HR reduces actual HR labour costs.

The study applies to a very under‐researched area.

Reports research conducted in 1991 among Chief Executive Officers (CEOs) of advertising agencies, banks, airlines and large tourist companies in Melbourne in order to canvass their opinions on good management practices. The principles of a generative research strategy were adhered to and a free response questionnaire was administered to the target population. The aim of the study was to capture the views of CEOs directly involved. CEOs considered leadership, human resource management, financial acumen, experience, creative and visionary thinking and good communication, among others, to be fundamental factors of proficient management in a service organization. Despite using a generative strategy, these espoused practices are

This paper aims to consider the problem of public procurement's contribution in moving from the current global economic downturn and accelerating the economic recovery.

A literature review is used to establish perceived local government procurement best practice. Secondary research is then drawn upon to establish local government procurement's response to the current economic recession. The paper is set within the context of English local government. The paper's contribution is in highlighting that perceived best public procurement practice may well, in the short‐term, be inappropriate and perhaps delay economic recovery. Suggestions for more radical short‐term procurement strategic interventions are set out and justified as accelerating the economic recovery. The suggestions are considered appropriate, not only for the current crisis, but also for future economic downturns or indeed any country facing such a situation.

The analysis suggests that English local government procurement strategy generally remains unaltered from that adopted prior to the economic recession. It is then argued that current best practice may well hinder an economic recovery and a short‐term shift in procurement strategy is required.

The economic recession is a current phenomenon and the secondary research could well suffer from self‐selection bias, nevertheless the review of current policy documents suggests that a short‐term shift in procurement strategy is justified.

The paper identifies the weaknesses in current procurement strategy prior to setting out a short‐term alternative procurement strategy that could help public procurement managers accelerate a viable economic recovery.

The current global economic downturn represents a major challenge to public sector organisations, yet there remains an assumption that English local government procurement strategy developed during a period of economic boom, is appropriate during the recession. This paper challenges that assumption and sets out a procurement strategy that could accelerate economic recovery. The strategy advocated can be tested and the lessons learnt utilised in other countries or during future periods of economic downturn.