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In an era where competitive landscapes are changing dynamically, traditional strategic approaches are no longer delivering the value required to support growth in many organizations. In response, many organizations have pursued an innovation agenda, but with mixed results. This paper offers five implementation “shifts” for more effective strategy execution.

Based on two recent global innovation studies, five strategy shifts were identified, permitting organizations to amplify their strategy without having to completely abandon current methods. These shifts were derived by analyzing the most polarizing differences between high innovative organizations and low innovative organizations in the global innovation studies.

The five strategy shifts include the engagement in innovation culture management, strategic external collaborations, advanced technologies, innovation methodologies, and measurement of innovation.

Examples of how organizations can operationalize strategy shifts are provided so executives can increase innovativeness and see how traditional strategic approaches fall short.

The purpose of the paper is to emphasize the performance benefits of a long-term innovation and value creation perspective. This paper responds to the recent concept of the imagination premium method for valuing companies. It offers four key takeaways to create a long-term innovation-focused orientation for future value creation.

The research is based on both consulting experience and insight from several studies of executives that were supported by the U.S. Conference Board.

The research differentiates how high versus low innovators create long-term perspectives and value. High innovators have explicit processes that support innovation, leadership that focuses on long-term performance, resources committed to long-term projects and innovation and knowledge management systems that transfer knowledge throughout the organization.

The research offers strategic directives aimed at creating long-term value but acknowledges that there are other means to accomplish such objectives.

This paper offers strategies for executives to create an innovation-focused organizational culture that drives lasting long-term value.

Focusing on long-term innovation prioritizes larger social, environmental and business objectives over superficial short-term stock price changes, leading to greater value-creation.

This paper advocates that leadership play the long game and adopt a longer-term view of innovation due to its long-term competitive, employee engagement, sustainability and performance benefits.

The treatment of severe and chronic substance dependence is challenged by high rates of treatment attrition, highlighting the need to identify factors that hinder treatment retention. The paper aims to discuss this issue.

The present study examined certain neurocognitive and personality traits in relation to treatment retention in a sample of 46 residents of an Australian therapeutic community (TC). The traits examined were previously found to be associated with problematic substance use in non-clinical samples and were also previously shown to differentiate TC clients from social drinkers. The hypothesis was thus that traits that appear to be risk factors for addictions are also likely to impact on TC treatment retention.

Group comparisons of those retained for more than the recommended 90 days vs those who left treatment prematurely showed that after controlling for the influence of depression, those who left treatment prematurely reported significantly higher levels of trait impulsivity, punishment sensitivity and executive cognitive dysfunction. There was a very high rate of alexithymia in the sample (52 per cent), but alexithymia was unrelated to retention.

The final sample size was less than planned but reflected the strict participation criteria and temporal limitations of this study. No statistical assumptions were violated and the reliability indices of the scales completed by clients ranged from acceptable to excellent. Another limitation was that dropout cannot be assumed to mean relapse, as the reasons for client dropout were not available.

Findings highlight the important roles of trait factors in TC treatment retention in addition to the motivational and interpersonal factors identified in previous work.

This article aims to highlight the results of a Global Innovation Survey from 407 organizations representing 33 countries. This was the third of three surveys conducted by the researchers since 2011. Ten key insights were formulated to gauge the progress of innovation in organizations as well as the practice and success of nine innovation methods (data analytics, design thinking, innovation metrics, etc.) used to support innovation execution.

The survey data was bifurcated into two groups, high and low innovators, by analyzing their innovation scores using a K-means cluster analysis. This was followed by correlational analysis with the innovation practices by these groups. Qualitative survey data was also collected and used to interpret the results.

Overall innovation scores have improved over the decade. Organizations are still struggling with process drivers such as idea management and innovation measures. High innovators are pervasively using innovative methods to advance innovation execution much more than low innovators. The two methods that showed the highest correlation to an innovative culture were design thinking and open innovation.

Comparing the Global Innovation Survey to two other surveys, 2011 Canadian Executives (n = 605) and 2013 US Fortune 1000 (n = 1,203) that use the same innovation measurement scale, provides a unique longitudinal perspective. The nine innovation methods investigated in the Global Innovation Survey provide original insight into how high and low innovative organizations are using methods to advance innovation execution.

An occupational longevity programme focuses on the ways to maximise the performance and life satisfaction of managers during their tenure with an organisation. Actions are directed toward improving people involvement through participative management, a productivity culture, personal skills development, improved personal, physical and psychological health and career and retirement planning. Return on investment for an occupational longevity programme should be expected to be better than three dollars returned for every dollar invested. Payoffs include improved morale, job satisfaction, increased attendance, less turnover, less hospitalisation, fewer accidents and disabilities, and improved job performance. Recommendations are made for developing an effective productivity improvement process by implementing a comprehensive occupational longevity programme.

Traditional Reduction In Force (RIF) methods have been unpopular, damaging to morale, dysfunctional, probably too expensive and, in some cases, indefensible. The article describes an innovative and democratic solution to RIF decisions. In a steel company a productivity group was instituted to plan the means of managing RIF — fairness to employees being the most important consideration. Participative management appears to be the key to success.

The USA is the world’s largest economy, but is it a leading innovation nation? As economies mature and slow in growth, innovation will prove to be a key driver in maintaining transient advantage. This article presents a pulse on innovation in the USA as F1000 C-suite executives weigh in on their organization’s innovation health. It also compares the US score with proxy benchmark measures in other countries, and provides operational and strategic considerations to advance innovation platforms in US organizations. Managers will gain insight into common hurdles faced by some of America’s most prominent companies, as well as how to improve innovation practices in their own organization.

This current article reports on findings of innovation health in the USA based on responses from 1,127 F1000 executives (manager level and higher). F1000 executives report their innovation culture through completion of an innovation culture model survey developed by the authors. The F1000 is a listing created by Fortune magazine detailing the 1,000 largest companies in the USA based on revenues. This survey is considered one of the largest surveys on innovation culture in the USA to date.

One of the leading questions that this survey set out to answer is the current measure of innovation orientation amongst America’s largest organizations. Our findings suggest that US business is just beginning to catch the wave of innovation. Other major findings include: innovation amongst the F1000 is average at best; innovation is random and incremental; innovation strategy is missing in most organizations; there is an executive/employee innovation perception gap; innovation governance is missing; employees can not be blamed for a lack of innovation; and companies that fail to innovate will struggle even more.

There are a number of operational and strategic considerations presented to support the advancement of innovation in organizations. These include considerations around the leadership, resources, knowledge management and execution to strategically support innovation.

This is an original contribution in that it uses a scientifically developed model to measure innovation culture. It is the largest survey of innovation to date amongst the US Fortune 1000, and the finding present considerations to advance the innovation agendas of organizations.

A disturbing productivity loss occurs through the underutilization of women, and a negative effect on productivity is caused by the mis‐classification and under‐representation of truly high performers and by the inflation of the ratings of mediocre performers.

In the last four years, since Volume I of this Bibliography first appeared, there has been an explosion of literature in all the main functional areas of business. This wealth of material poses problems for the researcher in management studies — and, of course, for the librarian: uncovering what has been written in any one area is not an easy task. This volume aims to help the librarian and the researcher overcome some of the immediate problems of identification of material. It is an annotated bibliography of management, drawing on the wide variety of literature produced by MCB University Press. Over the last four years, MCB University Press has produced an extensive range of books and serial publications covering most of the established and many of the developing areas of management. This volume, in conjunction with Volume I, provides a guide to all the material published so far.

Senior managers are often called upon to make unilateral human resource decisions, yet may be unfitted for the task. What can be done to ensure that personnel are accurately—and equitably—appraised?