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Book part
Publication date: 24 January 2011

James H. Killian, Corey E. Miller, Christopher W. Holmes and Howard P. Stevens

The field of industrial-organizational psychology has been unable to convince business executives that our science is able to effectively predict who will become valuable…

Abstract

The field of industrial-organizational psychology has been unable to convince business executives that our science is able to effectively predict who will become valuable managers, let alone that our knowledge leads to measurable economic returns. The academic literature provides little guidance to a practitioner looking for guidance in regard to leadership development. We believe that leadership is complex and therefore requires a complex model to understand it and in turn aid leadership selection and development. We recommend focusing on defining specific leadership skills according to a leader's responsibilities and expected results or work outcomes to build taxonomy of leadership roles and work outcomes. To demonstrate the business case for engaging our field's services, we propose our field would be aided by adopting some concepts of a discipline widely accepted by executives, total quality management (TQM). An example of how TQM can be applied to leadership selection and development is presented.

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Advances in Global Leadership
Type: Book
ISBN: 978-0-85724-468-0

Book part
Publication date: 9 August 2016

Abstract

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Advances in Global Leadership
Type: Book
ISBN: 978-1-78635-138-8

Book part
Publication date: 1 January 2014

Abstract

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Advances in Global Leadership
Type: Book
ISBN: 978-1-78350-479-4

Book part
Publication date: 24 January 2011

Bryan Adkins is the president of Denison Consulting. His primary expertise is in the area of organizational culture and leadership. He is an experienced consultant and coach…

Abstract

Bryan Adkins is the president of Denison Consulting. His primary expertise is in the area of organizational culture and leadership. He is an experienced consultant and coach working with leaders and teams as they guide their organizations through transitions. Bryan has led a number of large-scale culture change projects and provides consulting services designed to leverage the data collected through the use of the Denison model and associated diagnostics. Bryan holds a master's degree in business from Penn State University and his doctorate in human and organizational studies from The George Washington University.

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Advances in Global Leadership
Type: Book
ISBN: 978-0-85724-468-0

Book part
Publication date: 18 April 2012

Abstract

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Advances in Global Leadership
Type: Book
ISBN: 978-1-78052-002-5

Content available
Book part
Publication date: 24 January 2011

Abstract

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Advances in Global Leadership
Type: Book
ISBN: 978-0-85724-468-0

Book part
Publication date: 29 August 2018

Paul A. Pautler

The Bureau of Economics in the Federal Trade Commission has a three-part role in the Agency and the strength of its functions changed over time depending on the preferences and…

Abstract

The Bureau of Economics in the Federal Trade Commission has a three-part role in the Agency and the strength of its functions changed over time depending on the preferences and ideology of the FTC’s leaders, developments in the field of economics, and the tenor of the times. The over-riding current role is to provide well considered, unbiased economic advice regarding antitrust and consumer protection law enforcement cases to the legal staff and the Commission. The second role, which long ago was primary, is to provide reports on investigations of various industries to the public and public officials. This role was more recently called research or “policy R&D”. A third role is to advocate for competition and markets both domestically and internationally. As a practical matter, the provision of economic advice to the FTC and to the legal staff has required that the economists wear “two hats,” helping the legal staff investigate cases and provide evidence to support law enforcement cases while also providing advice to the legal bureaus and to the Commission on which cases to pursue (thus providing “a second set of eyes” to evaluate cases). There is sometimes a tension in those functions because building a case is not the same as evaluating a case. Economists and the Bureau of Economics have provided such services to the FTC for over 100 years proving that a sub-organization can survive while playing roles that sometimes conflict. Such a life is not, however, always easy or fun.

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Healthcare Antitrust, Settlements, and the Federal Trade Commission
Type: Book
ISBN: 978-1-78756-599-9

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Article
Publication date: 1 July 2005

Jessica R. Braunstein and James J. Zhang

The purpose of this study was to examine the dimensions of athletic star power associated with Generation Y sports consumption. Multivariate analyses revealed that athletic star…

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Abstract

The purpose of this study was to examine the dimensions of athletic star power associated with Generation Y sports consumption. Multivariate analyses revealed that athletic star power factors (Professional Trustworthiness, Likeable Personality, Athletic Expertise, Social Attractiveness and Characteristic Style) were positively (p < .05) predictive of the sport consumption factors (Event Consumption and Merchandise Consumption).

Details

International Journal of Sports Marketing and Sponsorship, vol. 6 no. 4
Type: Research Article
ISSN: 1464-6668

Book part
Publication date: 26 January 2022

Heather Swenddal, Mathews Nkhoma and Sarah Gumbley

While the competencies required for global leaders' boundary-spanning have been significantly explored in literature, less attention has been paid to the processes involved in…

Abstract

While the competencies required for global leaders' boundary-spanning have been significantly explored in literature, less attention has been paid to the processes involved in this work. This chapter examines global leaders' boundary-spanning actions, highlighting the need for leadership practices that enhance team cohesion and reinforce an organization's identity to global members. We introduce the organizational-theory concept of identity custodianship and demonstrate its use for understanding the social processes involved in global leaders' boundary-spanning.

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Advances in Global Leadership
Type: Book
ISBN: 978-1-80071-838-8

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Book part
Publication date: 3 September 2016

Dana L. Ott and Snejina Michailova

The International Human Resource Management literature has paid less attention to the selection of expatriates and the decision-making criteria with regard to such selection, than…

Abstract

Purpose

The International Human Resource Management literature has paid less attention to the selection of expatriates and the decision-making criteria with regard to such selection, than to issues relating to expatriates’ role, performance, adjustment, success, and failure. Yet, before expatriates commence their assignments, they need to be selected. The purpose of this book chapter is to provide an overview of issues related specifically to expatriate selection. In particular, the chapter traces the chronological development of selection over the last five decades or so, from prior to 1970 until present. The chapter subsequently identifies five expatriate selection criteria that have been applied in regard to traditional international assignments, but are also relevant to alternative assignments.

Methodology/approach

We begin by reviewing expatriate selection historically and its position within expatriate management based on changing business environments. Then, drawing from over five decades of literature on international assignments, we identify and discuss five organizational, individual, and contextual level criteria for selecting expatriates.

Findings

Emphasis on different issues tends to characterize expatriate selection during the various decades since the literature has taken up the topic. The chapter describes those issues, following a chronological perspective. In addition, the chapter organizes the various selection criteria in five clusters: organization philosophy, technical competence, relational abilities, personal characteristics, and spouse and family situation.

Research limitations and practical implications

While there are studies on expatriate selection, there is more to be understood with regard to the topic. Provided all other expatriation phases are subsequent, if selection is not understood in detail, the foundations of studying phases and processes that take place once expatriates are selected may not be sound. While the scholarly conversations of other expatriate-related issues should continue, the international human resource management literature can absorb more analyses on selection. A better understanding of expatriate selection will assist its better management. The chapter provides a basis for human resource management professionals to be able to map the various criteria for selection, and decide, under particular circumstances, which ones to prioritize and why.

Originality/value

The chapter brings clarity to a topic that has remained less researched when compared to other areas of interest related to expatriates and their international assignments by tracing the historical development of this important phase of the expatriation process. In addition, the chapter organizes a number of selection criteria along five core areas and discusses each of them to gain insights that help explain expatriate selection in greater detail.

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Global Talent Management and Staffing in MNEs
Type: Book
ISBN: 978-1-78635-353-5

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