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Article
Publication date: 20 June 2008

French Caldwell

The purpose of this paper is to show how the core knowledge management (KM) principles of business focus, accountability and operational support can be applied to

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Abstract

Purpose

The purpose of this paper is to show how the core knowledge management (KM) principles of business focus, accountability and operational support can be applied to information risk management to create risk intelligence.

Design/methodology/approach

The paper looks at risk intelligence strategy in information governance, the fundamental KM principles – business focus, accountability and operational support.

Findings

The paper finds that a risk intelligence strategy gets the most business value from information governance and information risk management. Developing risk intelligence maximizes the return on value from information risk management investments.

Originality/value

The paper is of value in showing how enterprises can get started on implementing a risk intelligence strategy.

Details

VINE, vol. 38 no. 2
Type: Research Article
ISSN: 0305-5728

Keywords

Article
Publication date: 1 April 2006

French Caldwell

The purpose of this paper is to explain how knowledge management (KM) is an essential part of an information management (IM) initiative. IM and KM leaders must be aware of

Abstract

Purpose

The purpose of this paper is to explain how knowledge management (KM) is an essential part of an information management (IM) initiative. IM and KM leaders must be aware of the challenges of fusing KM and IM.

Design/methodology/approach

This paper is based on observation of numerous KM and IM projects, and on discussions with expert practitioners and senior management.

Findings

Executives want as close to real time decision support as they can get and they want business context around the data. For the information technology organization this means integrating structured data with unstructured content and building collaboration into analytic tools so that analysts across the company can share what they know. It means building KM into IM projects.

Originality/value

Chief information officers and senior business managers who are implementing IM projects for decision support will get more value by including KM initiatives that provide for context and collaboration.

Details

VINE, vol. 36 no. 2
Type: Research Article
ISSN: 0305-5728

Keywords

Article
Publication date: 1 April 2006

Arthur J. Murray and Kent A. Greenes

The purpose of this paper is to summarize the results of the first enterprise of the future industry roundtable. The purpose of the roundtable was to identify the major

Abstract

Purpose

The purpose of this paper is to summarize the results of the first enterprise of the future industry roundtable. The purpose of the roundtable was to identify the major areas of research needed to help organizations transform themselves in order to achieve sustainable performance in a flat world.

Design/methodology/approach

The agenda consisted of individual presentations by thought leaders, followed by a roundtable discussion.

Findings

The group concluded that in order to help organizations transform themselves, a focused research effort was required in the following four areas; transformation through the co‐creation of new business ecosystems and strategies; new, non‐hierarchical organizational designs; creating ideal environments for attracting, retaining, and growing talent; integrating a myriad of technology components into a unified infrastructure.

Originality/value

Enterprise transformation is an expensive and risky undertaking. These findings provide an initial set of the most critical research areas needed for successful transformation. Decision makers can use these results as a guide for planning their future research agenda.

Details

VINE, vol. 36 no. 2
Type: Research Article
ISSN: 0305-5728

Keywords

Content available
Article
Publication date: 1 April 2006

Michael Stankosky

213

Abstract

Details

VINE, vol. 36 no. 2
Type: Research Article
ISSN: 0305-5728

Book part
Publication date: 31 October 2017

Abstract

Details

Global and Culturally Diverse Leaders and Leadership
Type: Book
ISBN: 978-1-78743-495-0

Book part
Publication date: 10 February 2015

Mairi Maclean, Charles Harvey and Gerhard Kling

Bourdieu’s construct of the field of power has received relatively little attention despite its novelty and theoretical potential. This paper explores the meaning and…

Abstract

Bourdieu’s construct of the field of power has received relatively little attention despite its novelty and theoretical potential. This paper explores the meaning and implications of the construct, and integrates it into a wider conception of the formation and functioning of elites at the highest level in society. Drawing on an extensive dataset profiling the careers of members of the French business elite, it compares and contrasts those who enter the field of power with those who fail to qualify for membership, exploring why some succeed as hyper-agents while others do not. The alliance of social origin and educational attainment, class and meritocracy, emerges as particularly compelling. The field of power is shown to be relatively variegated and fluid, connecting agents from different life worlds. Methodologically, this paper connects biographical data of top French directors with the field of power in France in a novel way, while presenting an operationalization of Bourdieu’s concept of the field of power as applied to the French elite.

Book part
Publication date: 19 August 2021

Kristin L. Cullen-Lester, Caitlin M. Porter, Hayley M. Trainer, Pol Solanelles and Dorothy R. Carter

The field of Human Resource Management (HRM) has long recognized the importance of interpersonal influence for employee and organizational effectiveness. HRM research and…

Abstract

The field of Human Resource Management (HRM) has long recognized the importance of interpersonal influence for employee and organizational effectiveness. HRM research and practice have focused primarily on individuals’ characteristics and behaviors as a means to understand “who” is influential in organizations, with substantially less attention paid to social networks. To reinvigorate a focus on network structures to explain interpersonal influence, the authors present a comprehensive account of how network structures enable and constrain influence within organizations. The authors begin by describing how power and status, two key determinants of individual influence in organizations, operate through different mechanisms, and delineate a range of network positions that yield power, reflect status, and/or capture realized influence. Then, the authors extend initial structural views of influence beyond the positions of individuals to consider how network structures within and between groups – capturing group social capital and/or shared leadership – enable and constrain groups’ ability to influence group members, other groups, and the broader organizational system. The authors also discuss how HRM may leverage these insights to facilitate interpersonal influence in ways that support individual, group, and organizational effectiveness.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-1-80117-430-5

Keywords

Article
Publication date: 20 August 2018

Eva Marsac, KyoungOk Kim and Masayuki Takatera

The purpose of this paper is to investigate differences in taste in women’s sportswear t-shirts, between Japanese and French people.

Abstract

Purpose

The purpose of this paper is to investigate differences in taste in women’s sportswear t-shirts, between Japanese and French people.

Design/methodology/approach

A questionnaire survey on the impression of the appearance of t-shirts was conducted using three-dimensional simulations that the authors created. A sensory test was carried out for 24 designs (having varying types of sleeves, bodice length and fitting) on 51 examinees (26 Japanese and 25 French) who voluntarily participated.

Findings

Results show that both Japanese and French people most appreciated very short t-shirts and considered sleeveless and tank top shirts to be the most appropriated for exercise. Participants liked a cool, modern, showy, short, special, elaborate and feminine design. Additionally, Japanese people considered that casual clothes that are suitable for exercise are not suitable for wearing outside the gym, whereas this was not notable for French people.

Originality/value

The results of the present study will allow the sportswear industry to better target clients.

Details

International Journal of Clothing Science and Technology, vol. 30 no. 5
Type: Research Article
ISSN: 0955-6222

Keywords

Article
Publication date: 31 May 2013

Liliane Rioux and René Mokounkolo

Following the work of Kastenbaum in 1972, the concept of subjective age has been extensively explored and numerous studies have shown that subjective age often has a…

1004

Abstract

Purpose

Following the work of Kastenbaum in 1972, the concept of subjective age has been extensively explored and numerous studies have shown that subjective age often has a greater explanatory power than chronological age. However, to the best of the authors' knowledge, little work has focused specifically on subjective age at work. The purpose of this paper is to help fill this gap. The aim is to show that workers have a subjective age bias specific to the organisational context, and that this reveals their attitudes to work better than their overall subjective age bias.

Design/methodology/approach

In total, 508 French salaried workers in three sectors (education, health, retail industry) answered: a French adaptation of Steitz and McClary's questionnaire to working life; the French version of the subjective age questionnaire; a scale of satisfaction with professional life; and a workplace attachment scale.

Findings

The results confirm that there is a subjective age bias at work, linked to the type of organisation and constituting a better predictor of attitude to work than overall subjective age. This finding suggests that chronological age is less relevant than subjective age at work.

Research limitations/implications

The existence of subjective age at work, more pertinent than chronological age, can call into question the a priori categorization of workers by age group, an issue already raised by many authors.

Practical implications

The authors believe that the scale of subjective age at work can be used by human relations consultants or managers as a decision‐making tool in the context of professional mobility or in setting up mentoring projects.

Originality/value

The concept of subjective age is interesting from a theoretical level, to understand the subjective relationship of workers to their work‐place, and from an applied level, as a decision‐making tool in the context of professional mobility or in setting up mentoring projects. This research calls into question the a priori categorization of workers by age group, raising the possibility of a different approach to the management of older workers.

Details

Personnel Review, vol. 42 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Book part
Publication date: 28 February 2007

Anil Gupta and Ann Harding

Abstract

Details

Modelling Our Future: Population Ageing, Health and Aged Care
Type: Book
ISBN: 978-1-84950-808-7

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