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1 – 10 of over 198000P.B. Beaumont, A.W.J. Thomson and M.B. Gregory
I. INTRODUCTION In this monograph we point out and analyse various dimensions of bargaining structure, which we define broadly as the institutional configuration within which…
Abstract
I. INTRODUCTION In this monograph we point out and analyse various dimensions of bargaining structure, which we define broadly as the institutional configuration within which bargaining takes place, and attempt to provide some guidelines for management action. We look at the development, theory, and present framework of bargaining structure in Britain and then examine it in terms of choices: multi‐employer versus single employer, company versus plant level bargaining, and the various public policy issues involved.
Ginger Woodard, Nancy Cassili and David Herr
With the many challenges facing retailers, continued attention should be given to the effective and efficient performance of retail personnel. It is unknown how various…
Abstract
With the many challenges facing retailers, continued attention should be given to the effective and efficient performance of retail personnel. It is unknown how various organisational strutures which result from reorganisation affect psychological climate beliefs and individual's motivation among retail managers. Among the antecedents of motivation, psychological climate has been regarded as one of the most significant contributors to an individual's motivation. The conceptual framework was the Vroom Expectancy Theory (VIE) of Work Motivation (1964). The purpose of the study was to examine the effect of management group structure and demographic characteristics on psychological climate and work motivation of management personnel within the retail industry as illustrated by the experience of a department store with substantial apparel interests. Results confirmed that three subscales of psychological climate (Job Importance, Leader Goal Emphasis, Organisational Identification) in the presence of management group structure and age were significant in predicting work motivation. Results from ANOVA provided evidence that six of the 13 psychological climate subscales were significantly different across management groups. Contrast statements provided evidence that there was a difference between management groups on the six significant psychological climate subscales. Work motivation did not appear to differ significantly across retail management groups. This suggests that human resource strategies for the retail environment can be developed by analysing the store's work environment, examining the reward structure, and examining each management group structure to determine how retail organisations can encourage employee retention.
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Aoife De Brún and Eilish McAuliffe
Achieving integrated care is a key focus for health systems and has resulted in various structures between and within organisations. The reorganisation of the Irish health system…
Abstract
Purpose
Achieving integrated care is a key focus for health systems and has resulted in various structures between and within organisations. The reorganisation of the Irish health system into hospital networks/groups aims to encourage work across hospitals to integrate care. This study evaluated if collective leadership emerged over time through increased interaction and collaboration following the organisation of hospitals into a network. A secondary aim was to elucidate the potential for collective leadership, through understanding the barriers and enablers perceived by participants.
Design/methodology/approach
This study employed social network analysis and qualitative interviews. Leaders across the hospital group were invited to participate in an online network survey and interviews (analysed using thematic analysis) at three time points over an 18-month period.
Findings
Although there was evidence that some parts of network were beginning to operate collectively, the structures observed were more typical of a hierarchical network. Disruption in the network and uncertainty regarding permanence of the organisational structure had a negative impact on the potential for collective leadership. Yet, progress was evident in terms of establishing building blocks for collective leadership and integration, including developing trust, mutual understanding and creating space for change.
Practical implications
This study contributes to the literature by reflecting on the mechanisms and initiatives perceived as enabling/inhibiting collective leadership. Based on this research, it is important to communicate a clear and consistent message about the plans for the organisations involved and be clear regarding the roles and expectations for those involved in introducing new approaches to leadership and integration. Honest collaboration, openness and certainty in communication will likely be important in order to help create the contextual conditions to enable collective and system approaches to introduce “stepping stones” to change. These conditions include developing interpersonal relationships between leaders, creating time and space for deep and shared reflection, and enhancing trust among colleagues.
Originality/value
A key strength of this study is the linking of leadership-as-networks theory with social network methods to investigate collective leadership in practice. This study contributes to the literature by reflecting on the mechanisms and initiatives perceived as enabling/inhibiting collective leadership.
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The concept of working in groups has typically been applied to different industries and different levels within firms in distinct ways, and for distinct reasons. Table I shows the…
Abstract
The concept of working in groups has typically been applied to different industries and different levels within firms in distinct ways, and for distinct reasons. Table I shows the major types of group working which have been employed most commonly with particular technologies and organisational levels.
Neal Ryan, Trevor Williams, Michael Charles and Jennifer Waterhouse
The purpose of this paper is to assist public sector organizations to carry out better change management strategies and thus achieve better change processes and also to provide a…
Abstract
Purpose
The purpose of this paper is to assist public sector organizations to carry out better change management strategies and thus achieve better change processes and also to provide a critique of top‐down change strategies, especially when employed by public sector agencies. Furthermore, the paper uses the case of one such public sector organization to highlight the need to complement top‐down change strategies with other approaches.
Design/methodology/approach
The paper used a three‐year longitudinal case study approach to ascertain the efficacy of top‐down change in a large public sector organization. Data were collected by means of a series of employee focus groups and interviews with key management personnel. This was supplemented by organizational communication outputs.
Findings
The paper finds that a top‐down change strategy needs to be coupled with other change strategies for change to become successfully embedded in the organization. Organizational factors and processes can limit the effectiveness of communicating top‐down change and prevent information from filtering through the organization in the expected way.
Practical implications
The paper shows that genuine consultation and meaningful two‐way communication must be established for top‐down change strategies to function effectively together with other techniques.
Originality/value
The paper complements previous literature on top‐down change and corroborates earlier findings. In addition, it highlights the vital importance of middle managers in communicating organizational change and the need to establish a genuine two‐way communication flow.
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Why does a group general practice need a formal management structure? During my 14 years in general practice, it has become increasingly recognised that GP's do need skills in…
Abstract
Why does a group general practice need a formal management structure? During my 14 years in general practice, it has become increasingly recognised that GP's do need skills in managing what is, after all, a business. This has led to an increased emphasis on this aspect of general practice in vocational training and to a variety of courses and seminars for GP's in aspects of it, particularly financial ones. There seems, though, to have been very little discussion on the actual structure of management within general practice and, with the increasing complexity of GP practice, it seems to me that a clear management structure is necessary both to utilise skills already possessed and to develop further skills within a practice for the future.
Alexander Trautrims, Cliff Defee and Ted Farris
The purpose of this paper is to present and examine the use and effects of global virtual teams as a tool in the logistics and supply chain management classroom to prepare…
Abstract
Purpose
The purpose of this paper is to present and examine the use and effects of global virtual teams as a tool in the logistics and supply chain management classroom to prepare students in a simulation environment for the demands of their future careers in the profession.
Design/methodology/approach
Literature of logistics and supply chain management education is combined with streams from management learning literature. The way the tool of global virtual teams was applied is explained, followed by an analysis of quantitative and qualitative participant response data. From the data analysis the effects of individual factors in the design and application of the global virtual team are isolated and recommendations are extracted for future use of the tool.
Findings
The paper finds that the application of global virtual teams helped participating students to develop the management skills required for a career in logistics and supply chain management. Although students perceived the international nature and the lose frame provided by the tool as challenges, most learning effects were caused by these challenges. The paper also shows that the set up by the involved educators is crucial for the learning effect in particular toward similar weights of the assessments and the number of group members from each geographical area.
Research limitations/implications
The paper does not examine all potentially amendable factors but focuses on those that were seen as relevant and practically achievable under the available resources to ensure the tool can be easily scaled up by adding further institutions and participants.
Originality/value
The paper is the first application of global virtual teams in logistics and supply chain management education. It provides the theoretical foundations and rationale for its application and is relevant to educators by giving them access to this tool for improvement of their students’ career preparedness.
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– The purpose of this paper is to explore the adoption of management accounting and control systems in the non-profit sector.
Abstract
Purpose
The purpose of this paper is to explore the adoption of management accounting and control systems in the non-profit sector.
Design/methodology/approach
The theoretical framework of this comparative interpretative study draws on new institutional theory, especially the concepts of institutional logics and institutional work.
Findings
New accounting and management controls serve as a medium through which organizations negotiate between multiple and conflicting objectives and choose institutional logics in the organizational field.
Research limitations/implications
The data comprise interviews, observations and archival data and provides a limited view on how the organizational field is structured.
Originality/value
The paper contributes to the accounting literature by investigating how institutional work and operating under contradictory logics explain management accounting change.
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Harri Ryynänen, Kaisa Henttonen and Risto Tapio Salminen
– This paper aims to explore collective cognitive structures in business networks by analyzing the coherency of network pictures in a service development network.
Abstract
Purpose
This paper aims to explore collective cognitive structures in business networks by analyzing the coherency of network pictures in a service development network.
Design/methodology/approach
The authors use the network pictures construct as a tool to analyze collective cognitive structures in a service development network. The studied case and unit of analysis is a focal network developing a consumer mobile TV service.
Findings
Based on the empirical evidence, the authors found that individuals’ cognitive structures vary extensively in the studied focal network. In addition, collective cognitive structures in intra- and inter-organizational settings differ, and thus should be distinguished.
Research limitations/implications
The research findings are based on a single case study. This study is one of the first attempts to apply network pictures as a research device in industrial marketing. The concept of network conception is put forward, distinguishing intra- and inter-organizational levels of collective cognition.
Practical implications
The employed conceptual tool is proposed for application also when forming a business network, where it is important to make all actors’ (i.e. persons and companies) perspectives on the emerging focal business network visible.
Originality/value
To study the focal network-level collective cognitive structures further, the authors propose the concept of network conception to represent the phenomenon. The present study contributes to the research on collective cognitive structures in industrial marketing by extending understanding on individual- and organizational-level cognitions to a focal network-level collective cognition.
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Etikah Karyani, Setio Anggoro Dewo, Wimboh Santoso and Budi Frensidy
The purpose of this paper is to highlight the disparity between the disclosures of risk governance (RGOV) categories, namely, structures both at the board and management level…
Abstract
Purpose
The purpose of this paper is to highlight the disparity between the disclosures of risk governance (RGOV) categories, namely, structures both at the board and management level, and RGOV practices among five of the Association of Southeast Asian Nations (ASEAN-5) countries. Furthermore, this paper investigates the effects of RGOV and its categories on return on assets (ROA).
Design/methodology/approach
Using 285 ASEAN-5 bank-year observations comprising hand-collected data for the period of 2010–2014, RGOV indexes are developed on the basis of 12 of the 13 governance guidelines published by the Basel Committee.
Findings
Although some banks are found to be early adopters, there is an increasing trend of disclosure for all of the investigated categories. Furthermore, there are no effects of the overall RGOV, board-level RGOV structure and risk management practice on ROA. However, the effect of the management-level RGOV structure on ROA is negative and significant.
Research limitations/implications
Measurements of RGOV indexes are based solely on the examination of criteria that have not been previously tested. Other limitations are related to the information completeness, subjectivity and interpretation.
Practical implications
Management-level RGOV tends to decrease profitability because of the additional costs related to its implementation. Financial regulators may find this result useful as feedback to evaluate the effectiveness of regulation and possible future improvements.
Originality/value
This paper’s uniqueness lies in constructing new RGOV indexes on the basis of the latest bank governance guidelines from the Basel Committee issued on July 9, 2015.
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