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1 – 10 of 49Anthony Furnelli, Phil Hart and Kimberly Sherman
This compact case study was developed from secondary sources readily available in the public domain. These secondary sources included websites, videos and articles.
Abstract
Research methodology
This compact case study was developed from secondary sources readily available in the public domain. These secondary sources included websites, videos and articles.
Case overview/synopsis
Throughout 2023, social media companies faced a wide range of criticism on several fronts. Critics claimed that the companies were not doing enough to manage content and the algorithms were influencing American public opinion in the Israel-–Hamas war. Others argued that social media was negatively impacting the mental health of American youth. In response, the platforms reiterated their neutrality and emphasized the features, functions and policies that were designed to address the issues and encourage a positive user experience. As generative artificial intelligence (AI) grew in popularity, the impact on social media was inevitable. Was the convergence of social media and AI inspiring progress or exacerbating problems? How would society balance the opposing forces in a rapidly evolving environment?
Complexity academic level
This case should be used in marketing and management classes at the undergraduate level. Applicable concepts include AI, social media, content and information.
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Kimberly Sherman and Sinéad G. Ruane
This case was developed with information gathered from publicly available secondary sources, including news articles, company annual reports, various organizational websites and…
Abstract
Research methodology
This case was developed with information gathered from publicly available secondary sources, including news articles, company annual reports, various organizational websites and social media posts. The authors pilot-tested the case in two undergraduate courses: Leadership and Labor-Management Relations.
Case overview/synopsis
In 2019, Abigail Disney, granddaughter of Roy Disney (co-founder of the entertainment giant The Walt Disney Company), gained considerable media attention when she publicly criticized the high compensation paid to the current Disney CEO, Robert Iger. In fact, Iger had one of the largest ratios of CEO-to-average worker pay in corporate America. Abigail Disney called for the company to reduce Iger’s compensation and to increase pay for the average Disney worker to address the perceived pay inequity.
Complexity academic level
This case is primarily written for the undergraduate level. The topics would be appropriate for Human Resource Management, Labor Relations, Business Ethics, Leadership, and an upper level Compensation course. It is possible that the case could also be used in a Business Strategy or Economics course if supporting documents are provided.
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Sarah Holtzen, Aimee Williamson, Kimberly Sherman, Megan Douglas and Sinéad G. Ruane
The case and supporting teaching note were developed through the use of secondary sources such as company documents and archives, news articles and academic publications.
Abstract
Research methodology
The case and supporting teaching note were developed through the use of secondary sources such as company documents and archives, news articles and academic publications.
Case overview/synopsis
Jane Fraser, Citigroup CEO and the first woman to lead a major Wall Street bank, found herself at a crossroads. Weeks prior to the company’s 2022 annual shareholder meeting, Citigroup announced it would provide reproductive health-care benefits to employees traveling out of state for an abortion. Prompted by legal developments that hinted at the potential for a widespread ban on abortions, the announcement resulted in threats from Republican lawmakers to change course or suffer financial consequences. Through the case, students explore the role of business and corporate leadership in response to controversial political issues, including the potential opportunities and threats.
Complexity academic level
The case is best-suited for management or other business students at the undergraduate or graduate/MBA level. The learning objectives of the case would fit well within any of the following courses: Corporate Social Responsibility (CSR)/Business and Society; Business Ethics and Decision-Making; and Strategic Management. Instructors should position the case after students have been introduced to the topic of corporate social responsibility, ethical decision-making and/or CEO activism.
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Megan Douglas, Sarah Holtzen, Sinéad G. Ruane, Kim Sherman and Aimee Williamson
Organizational Justice Theory serves as a useful frame for discussion of this case, focusing on perceptions of fairness in the workplace. Such perceptions are shaped by outcomes…
Abstract
Theoretical basis
Organizational Justice Theory serves as a useful frame for discussion of this case, focusing on perceptions of fairness in the workplace. Such perceptions are shaped by outcomes, procedures, information and interpersonal treatment. Perceptions of justice in these four dimensions are associated with job performance, citizenship behaviors and some mental health outcomes. The Exit, Voice, Loyalty, Neglect (EVLN) Model outlines four potential responses (exit, voice, loyalty and neglect) to perceived job dissatisfaction, serving as a useful framework for students to discuss potential employee reactions to Starbucks’ decisions.
Research methodology
This case was developed from secondary sources, including news reports, company annual reports and websites. The case has been classroom tested with undergraduate students in Principles of Management (online and face-to-face) Human Resource Management (online asynchronous) and Labor/Management Relations (online synchronous).
Case overview/synopsis
In June 2020, Starbucks became immersed in controversy when its dress code policy conflicted with its public support for national protests over police brutality against Black Americans, including the death of George Floyd while in police custody. While publicly supporting the protests in a series of tweets, an internal memo forbidding employees from wearing Black Lives Matter attire was leaked to the press, generating national outcry, threats of a boycott and forcing Starbucks to reverse course immediately. This case examines the benefits and challenges of a corporate dress/uniform policy, and the implications of corporate involvement in social justice issues.
Complexity academic level
This case can be used in a wide range of undergraduate and graduate courses, but particularly in Principles of Management and Human Resources courses.
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This study aims to examine participants’ perspectives in organization-sponsored training and provides support for further research positioning the trainer as an organizational…
Abstract
Purpose
This study aims to examine participants’ perspectives in organization-sponsored training and provides support for further research positioning the trainer as an organizational leader.
Design/methodology/approach
The interactions described in the trainees’ experiences were examined through a social constructivist lens. Interviews were conducted to collect data. Narratives were analyzed to reach interpretation.
Findings
Interview results identified four themes, namely, relevance and applicability of training received, the formation of attitudes and preferences among the trainee participants, immediacy in the use of the training received and relational and organizational influence that furthers leader-member exchange in the workplace.
Research limitations/implications
This study examined participants’ perspectives in workplace training and provides support for further research: examining communication’s role in workplace learning; exploring the training process; and positioning the trainer as an organizational leader.
Practical implications
This study provides empirical data to support changes in instructional communication models and exploring the process of training. Trainers’ relational building with trainees could impact many outcomes in their training efforts that are detailed in this study.
Originality/value
This study uses a collection of methods to address the trainees’ experience in formal workplace learning. It demonstrates the power of trainers to influence what the trainees think of training content, format and relational learning.
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Kimberly Barsamian Kahn, Kris Henning, Greg Stewart, Brian C. Renauer, Christian Peterson, Renée Jean Mitchell, Yves Labissiere and Sean Sothern
The purpose of this paper is to evaluate an experiment to improve residents’ opinions of the police in Portland, Oregon. Officers conducted community engagement patrols (CEPs) in…
Abstract
Purpose
The purpose of this paper is to evaluate an experiment to improve residents’ opinions of the police in Portland, Oregon. Officers conducted community engagement patrols (CEPs) in 60 high-crime areas. The CEPs prioritized non-investigative contacts with community members to build trust and promote positive police–community interactions in designated high-crime locations. It is hypothesized that community members living in/near intervention sites would report greater exposure to officers, more positive interactions and feel more positively about police than residents in control areas.
Design/methodology/approach
In total, 90 crime hot spots were identified using crime reports and calls for service. Locations were randomized into three groups: 2 CEPs/day (n=30), 4 CEPs/day (n=30), and control (i.e. no supplemental patrols, n=30). Officers were dispatched to treatment locations via the computer-aided dispatch system for 90 consecutive days, resulting in 16,200 scheduled CEPs. Surveys were mailed to 11,760 households immediately after the intervention ended and 1,537 were returned (13.1 percent).
Findings
Residents from intervention areas reported a higher number of positive police contacts, whereas contacts that residents perceived as negative did not differ between the three conditions. Community attitudes, including perceived police legitimacy, were generally unaffected by CEP dosage.
Originality/value
This paper documents the outcomes of a large-scale field experiment seeking to improve public attitudes toward police using directed CEPs in crime hot spots. Whereas the intervention succeeded in providing more opportunities for positive contact with police, attitude change may necessitate longer-term strategies.
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This case study was developed using publicly available published sources like the company’s website, articles, blogs, videos, filings, etc. Multiple sources were used to put…
Abstract
Research methodology
This case study was developed using publicly available published sources like the company’s website, articles, blogs, videos, filings, etc. Multiple sources were used to put together the chronology, quotes and details. This case is not disguised. All the key figures in the case study are identified by their real names.
Case overview/synopsis
Black Girls Code (BGC) was founded by Kimberly Bryant (Bryant, she) as a nonprofit organization in 2011. BGC conducted workshops and programs to teach young girls of color technology, science, engineering and math and train them in Web design, developing apps and robotics. It aimed to address the lack of diversity in science and technology. The organization has received support from tech giants like Google, Facebook and IBM. In one decade, the organization trained more than 30,000 girls and aimed to teach one million girls by 2040.
In 2021, the BGC board ousted Bryant, citing allegations of workplace impropriety. She was put on paid administrative leave by the board. This ousting was done in the aftermath of complaints by several employees who raised concerns about Bryant’s conduct. The former and current employees said that high turnover in the organization was due to Bryant’s leadership, which was rooted in fear, and that she would publicly insult managers. The board formed a special committee to evaluate the concerns and sent Bryant on administrative leave.
Cristina Jones, who succeeded Bryant as CEO, brought about several changes in the organization and expanded the scope of science, technology, engineering and math to include arts. She expanded the courses to include design, gaming and others. She was looking forward to launching one million black girls in tech by 2040. But before she could go on, she needed to ensure that the ouster of the founder did not hinder the activities at BGC in any manner and also needed to address the concerns of employees, students and funders.
Complexity academic level
This case can be used to learn about nonprofits, the role of nonprofits in building an equitable society and nonprofit entrepreneurs. The objective is to understand how passionate entrepreneurs can create organizations that can make a high impact with limited resources but with ambition and vision for radical change.
This case also helps in learning the challenges encountered due to the rapid growth of startups and the role of the leader in handling such growth.
This case can be integrated into any of the existing courses or taken as a special case study to illustrate the gender and racial disparities that exist even in highly developed countries like the USA.
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Kimberly Jamison and Jennifer Clayton
The purpose of this paper is to identify how current administrative interns enrolled in a university administrator preparation program describe and make meaning of their…
Abstract
Purpose
The purpose of this paper is to identify how current administrative interns enrolled in a university administrator preparation program describe and make meaning of their internship experiences.
Design/methodology/approach
For this qualitative study, the researchers interviewed administrative interns enrolled in one university preparation program throughout their internship regarding the experiences.
Findings
The findings from this study contribute and add value to research in the area of administrator preparation by highlighting the experiences of administrative interns as well as the implications of how interns make meaning of those experiences using a developmental concerns framework. Key factors influencing those perceptions cited by interns as a result of their internship experiences include the interns’ readiness to take on leadership positions, their change in perception of administration, perceptions of journal reflections as an internship component, supporting teachers, receiving feedback from others, and the level of support provided by their internship supervisor.
Originality/value
The findings from this study contribute to research in the area of administrator preparation at the university level, specifically pertaining to the structure of the internship, how university preparation programs can respond to interns’ concerns, and the design and emphasis of practicum experiences within those degree or certificate programs.
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Mario V. Norman and Kimberly M. Johnson
The purpose of this paper is to provide an overview of the phenomenon, or the lack thereof, of building a culturally inclusive organization, specifically suggesting this paper…
Abstract
Purpose
The purpose of this paper is to provide an overview of the phenomenon, or the lack thereof, of building a culturally inclusive organization, specifically suggesting this paper will offer tips for human resources (“HR”) practitioners in their quest to understand and enhance inclusivity.
Design/methodology/approach
This paper is written for practitioners, focusing on ways to foster employee inclusiveness through personal awareness. It includes business and professional rationales for HR practitioners recognizing the need for and the factors impeding employee inclusiveness in the workplace.
Findings
Organizations are facing an increasingly dynamic environment in which they must interact with and, possibly, rapidly respond to changes. As a competition, both domestically and globally, increases progressive organizations recognize ways to retain and grow their talent pool. Not having a robust understanding of diversity, generally and cultural diversity, specifically, can lead to a less inclusive work environment.
Originality/value
This paper discusses the multifaceted nature of diversity and the need to understand cultural diversity. Particularly how HR practitioners can be a catalyst for organizational change. This paper then proposes practical steps for HR professionals to help improve cultural inclusiveness in their workplaces.
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Kimberly M. Tatum and Rebecca Pence
– The purpose of this paper is to examine domestic violence calls for service data in one Florida county for a two-year period from July 2004 through July 2006.
Abstract
Purpose
The purpose of this paper is to examine domestic violence calls for service data in one Florida county for a two-year period from July 2004 through July 2006.
Design/methodology/approach
Data for this study include information gathered on domestic violence calls for service during a two-year period (n=3,200). This secondary data were analyzed by logistic regression to determine statistically significant predictor variables.
Findings
This study found that severity of crime, presence of children, presence of an injunction, and victim injury increased the likelihood of an arrest. Victim race, location of call, victim alcohol use, and length of relationship did not affect likelihood of arrest.
Research limitations/implications
Use of secondary data precluded examination of additional relevant variable information.
Practical implications
The research shows clear law violations and seriousness of the acts correlate to an increased likelihood of an arrest. Arrest research should inform police training and policy.
Social implications
The research is consistent with other research that shows that law enforcement officers continue to play a significant role in responding to domestic violence crime and suggest that researchers should continue to study arrest practices. In this study, arrest was more likely when factors existed that may have indicated a more serious crime.
Originality/value
There is an ongoing need to examine agency-level response to domestic violence. This paper adds to the literature on the law enforcement response to domestic violence. The paper suggests areas for future research.
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