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Book part
Publication date: 6 August 2018

Xin Jin

This chapter studies the consequences of firm delayering on wages and the wage distribution inside firms. I consider a market-based tournament model with asymmetric information to…

Abstract

This chapter studies the consequences of firm delayering on wages and the wage distribution inside firms. I consider a market-based tournament model with asymmetric information to endogenize firms’ delayering decisions. My model predicts that when the CEO becomes more productive, firms grow in size. When the CEO becomes sufficiently productive, firms delayer. After delayering, wages at all levels rise and the wage gap between the CEO and the laborers widens. These predictions capture the dynamic process of firms’ structure and size changes and match a set of empirical findings in recent studies that are not well explained by existing theories.

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Transitions through the Labor Market
Type: Book
ISBN: 978-1-78756-462-6

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Advances in Accounting Education Teaching and Curriculum Innovations
Type: Book
ISBN: 978-0-76230-758-6

Book part
Publication date: 18 April 2012

Max Choi, Alan Howard and Nina Krig

This chapter reviews key research on the similarities and differences in leadership and management across different regions of the world. It also looks at similarities and…

Abstract

This chapter reviews key research on the similarities and differences in leadership and management across different regions of the world. It also looks at similarities and differences on other relevant aspects, that is, commitment, work values, personality and emotional intelligence. Research has tended to focus on drawing out the differences as that appears to be worthy of news and attracts interest. We also report on the types of errors in research which might actually make real differences appear much larger. The reality is that what we find is a great deal of similarity in leadership and management behaviour across the different regions of the world. Given these similarities, can we develop a management level Situational Judgment Test (SJT) that can be used effectively across different world regions? We believe this can be achieved by identifying SJT items that work consistently across world regions and then assembling a bias-free test with robust psychometric properties.

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

Open Access
Book part
Publication date: 1 December 2022

Linda Steuer-Dankert and Carmen Leicht-Scholten

Diversity management is seen as a decisive factor for ensuring the development of socially responsible innovations (Beacham and Shambaugh, 2011; Sonntag, 2014; López, 2015;…

Abstract

Diversity management is seen as a decisive factor for ensuring the development of socially responsible innovations (Beacham and Shambaugh, 2011; Sonntag, 2014; López, 2015; Uebernickel et al., 2015). However, many diversity management approaches fail due to a one-sided consideration of diversity (Thomas and Ely, 2019) and a lacking linkage between the prevailing organizational culture and the perception of diversity in the respective organization. Reflecting the importance of diverse perspectives, research institutions have a special responsibility to actively deal with diversity, as they are publicly funded institutions that drive socially relevant development and educate future generations of developers, leaders and decision-makers. Nevertheless, only a few studies have so far dealt with the influence of the special framework conditions of the science system on diversity management. Focusing on the interdependency of the organizational culture and diversity management especially in a university research environment, this chapter aims in a first step to provide a theoretical perspective on the framework conditions of a complex research organization in Germany in order to understand the system-specific factors influencing diversity management. In a second step, an exploratory cluster analysis is presented, investigating the perception of diversity and possible influencing factors moderating this perception in a scientific organization. Combining both steps, the results show specific mechanisms and structures of the university research environment that have an impact on diversity management and rigidify structural barriers preventing an increase of diversity. The quantitative study also points out that the management level takes on a special role model function in the scientific system and thus has an influence on the perception of diversity. Consequently, when developing diversity management approaches in research organizations, it is necessary to consider the top-down direction of action, the special nature of organizational structures in the university research environment as well as the special role of the professorial level as role model for the scientific staff.

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Diversity and Discrimination in Research Organizations
Type: Book
ISBN: 978-1-80117-959-1

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Book part
Publication date: 26 August 2010

Sergio Biggemann

This paper reports the results of a three-year-long research on business relationships, relying on qualitative data gathered through multiple-case study research of four focal…

Abstract

This paper reports the results of a three-year-long research on business relationships, relying on qualitative data gathered through multiple-case study research of four focal companies operating in Australia. The industry settings are as follows: steel construction, vegetable oils trading, aluminum and steel can manufacture, and imaging solutions. The research analyzes two main aspects of relationships: structure and process. This paper deals with structure describing it by the most desired features of intercompany relationships for each focal company. The primary research data have been coded drawing on extant research into business relationships. The main outcome of this part of the research is a five construct model composed by trust, commitment, bonds, distance, and information sharing that accounts for all informants’ utterances about relationship structure.

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Organizational Culture, Business-to-Business Relationships, and Interfirm Networks
Type: Book
ISBN: 978-0-85724-306-5

Book part
Publication date: 18 October 2017

Ahu Tatli

Diversity management is now a well-established field of research in organisation and management studies. Yet, the majority of the managing diversity studies are based on…

Abstract

Diversity management is now a well-established field of research in organisation and management studies. Yet, the majority of the managing diversity studies are based on quantitative research, whereas some others use qualitative data or case studies in order to explore issues related to diversity management. This chapter is a rare example, which offers an analysis of empirical data by incorporating both qualitative and quantitative methods. As the mainstream diversity management literature engenders a tendency to de-contextualise the diversity management process by isolating it from its socio-economic and organisational settings, overlooking the issues of power which are embedded in organisational processes of diversity management is particularly relevant. But the agency of diversity managers, who are the most visible actors in the process of managing diversity, still continues to be an under-researched area. This chapter acknowledges that diversity managers, whose agency is relational and multi-layered, are important actors in diversity management process, using a Bourdieuan approach in order to understand diversity managers as a professional group through the combined explanatory power of individual, organisational and societal influences.

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Management and Diversity
Type: Book
ISBN: 978-1-78635-489-1

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Book part
Publication date: 19 September 2022

Wayne F. Cascio and David G. Collings

Despite considerable development in our understanding of potential over the past two decades, we argue that the failure to adequately conceptualize and manage “potential” in the…

Abstract

Despite considerable development in our understanding of potential over the past two decades, we argue that the failure to adequately conceptualize and manage “potential” in the context of talent management has significantly limited the ability of organizations to meet their talent needs. In this chapter, we begin by defining the concept of potential, calling attention to the need to separate it from performance. We also address the need to specify the target for judgments of potential (e.g., management level, specific roles), along with the identification of constructs to measure. The chapter highlights two contextual variables – gender and culture, including translations of language that describe relevant constructs – that may impact judgments of potential. This chapter concludes by summarizing what we know and by identifying a variety of future directions for research on the important construct of potential.

Book part
Publication date: 26 September 2022

Trynke Keuning, Rachel Verheijen-Tiemstra, Wenckje Jongstra and René Peeters

In the Netherlands, childcare and primary schools are governed by two different systems of two ministries, and although these institutes are usually located nearby, there always…

Abstract

In the Netherlands, childcare and primary schools are governed by two different systems of two ministries, and although these institutes are usually located nearby, there always have been low levels of cohesion with respect to institute-to-institute collaboration. However currently, there is a national trend in enhancing interprofessional collaboration (IPC) with the aim of inclusion and equity. This study focuses on getting insight into the differences in intensity of collaboration and how IPC is organized. A two-dimensional Child Centre Integration Model which accounts for the variations in the degree of IPC in child centres and gives insight into IPC at different levels and into conditions for intensifying IPC is presented. That Dutch education and childcare systems do not connect with each other is seen to be an important cause of the failure or complication of IPC. Because the systems do not connect at the macro level, we see struggles in the necessary normative dimension due to status differences (i.e., inequality between employees) and differences in funding and autonomy. Differences between public (education) and private (childcare) institutions also lead to difficulties when it comes to fostering closer collaboration. This chapter ends with key lessons for practice and policy, including the suggestion that one strong ministry for child affairs, including education and childcare, which stimulates an unambitious course at national level, is required. This course can then be translated at regional and local levels.

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School-to-School Collaboration: Learning Across International Contexts
Type: Book
ISBN: 978-1-80043-669-5

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Book part
Publication date: 18 April 2012

Hora Widjaja Tjitra, Mano Ramakrishnan and Hana Panggabean

Recent development shows increasing international trade and across-borders investment as well as growing bilateral and multilateral free-trade agreement among the Asian countries…

Abstract

Recent development shows increasing international trade and across-borders investment as well as growing bilateral and multilateral free-trade agreement among the Asian countries. This is resulting in more and more Asian (and global) organizations facing increasingly culturally diverse groups to manage and to deal with. Hence, it indicates the need for systematic development of intercultural competence and sensitivity for Asian leaders. This study attempts to apply an indigenous approach to deal with the underdeveloped systematic knowledge for non-Western societies and the lack of practices to develop global Asian leaders. A series of 110 interviews with Chinese, Indonesian, and Singaporean international assignees and their local coworkers was conducted in China and Indonesia. More than half of the interviewees were business leaders and senior executives, while the others were mostly at mid-management levels. All interviews were recorded and fully transcribed in their original languages. Grounded Theory analysis was applied to analyze the interview data, supported by the computer-based QDA software Atlas.ti. Our result suggests that Asians are both neighbors and strangers. In spite of our closer physical proximity, many Asians are less prepared to interact with each other than with Westerners. As the number of Asian expats working within Asia grows, there is a need for more applied research to help prepare companies and individuals to overcome the challenges and capitalize on the potential of intra-Asia collaboration.

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

Book part
Publication date: 2 August 2022

Robert Cameron

This chapter examines one of the most contested issues in Public Administration, namely political–administrative relationships. The first part of the chapter begins with a brief…

Abstract

This chapter examines one of the most contested issues in Public Administration, namely political–administrative relationships. The first part of the chapter begins with a brief overview of the features of an ideal-type bureaucracy. Next is a literature review of political–administrative relationships. This is followed by an analysis of typologies of political–administrative relationships, with particular reference to developing countries. The second part of the chapter analyses the evolution of political–administrative relationships since the dawn of South African democracy in 1994. It examines the growing politicisation of the public service, the weakening of the powers of public officials vis-a-vis Ministers and the emasculation of the PSC. Data indicate that the government is unable to fill posts at the Senior Management Service (SMS) level and that there are a high number of acting HoDs, an indicator of instability. Finally, it uses Dasandi and Esteve’s typology of political–administrative relationships in developing countries to interpret the South African case.

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