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1 – 10 of 16Herbert Goelzner, Abraham Stefanidis and Moshe Banai
This study aims to generalize the research findings about the impact of individualism-collectivism, ethical idealism and inter-personal trust on ethically questionable negotiation…
Abstract
Purpose
This study aims to generalize the research findings about the impact of individualism-collectivism, ethical idealism and inter-personal trust on ethically questionable negotiation tactics, such as pretending, deceiving and lying, in a Germanic culture, namely, that of Austria.
Design/methodology/approach
Survey questionnaires translated from English to German were collected from 304 respondents. A regression analysis was used to test the contribution of the independent variables to the explanation of negotiators’ attitudes towards questionable negotiation tactics.
Findings
The research empirically corroborated a classification of three groups of negotiation tactics, namely, pretending, deceiving and lying, in Austria. Austrian negotiators who scored high on vertical individualism tended to score high on the endorsement of the pretending tactic; those who scored high on horizontal collectivism tended to score low on the endorsement of the deceiving and lying tactics; those who scored high on vertical collectivism tended to score high on the endorsement of the deceiving and lying tactics; and those who scored high on inter-personal trust tended to score low on the endorsement of the pretending negotiation tactic. Idealistic negotiators tended not to endorse the use of pretending, deceiving and lying negotiation tactics.
Research limitations/implications
The study investigated the respondents’ perceptions, rather than their actual negotiation behavior. Findings are limited to Germanic culture.
Practical implications
The study provides negotiators in Austria with a tool that has the potential to predict the extent to which Austrian negotiators would use various ethically questionable negotiation tactics.
Originality/value
This is the first study to present a model of the antecedents of negotiation tactics in a Germanic cultural context, where negotiation studies are limited. This study validates in Austria three questionable negotiation tactics groups of varying severity, which had previously been studied only in non-Germanic cultures. This research significantly contributes to the generalization of a model of the antecedents of the endorsement of questionable tactics across cultures.
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Abraham Stefanidis, Moshe Banai, Ursula Schinzel and Ahmet Erkuş
The purpose of this study is to refine theory of negotiation by empirically investigating the extent to which national-, societal- and individual-level cultures relate to…
Abstract
Purpose
The purpose of this study is to refine theory of negotiation by empirically investigating the extent to which national-, societal- and individual-level cultures relate to negotiators' tendency to endorse questionable negotiation tactics.
Design/methodology/approach
To assess the hypothesized relationships between culture and ethically questionable negotiation tactics at three cultural levels of analysis, the authors collected data from Turks who reside in Turkey and in Germany and from Greeks who reside in Greece and in Cyprus. Respondents' national-level cultural values were inferred from their nationality, respondents' societal-level cultural values were inferred from their country of residency, and respondents' individual-level cultural values were inferred from their discrete and unique individuality.
Findings
At the national level, the authors found that Turks in Turkey and Germany scored significantly higher than Greeks in Greece and Cyprus on the endorsement of pretending negotiation tactics. At the societal level, the authors found that Turkish negotiators in Germany displayed higher levels of lying negotiation tactics and lower levels of pretending negotiation tactics than Turkish negotiators in Turkey. Greek negotiators in Greece endorsed deceiving and lying tactics more than Greek negotiators in Cyprus. At the individual level, the authors found that negotiators who score high on vertical individualism and collectivism endorse questionable negotiation tactics significantly more than negotiators who score high on horizontal individualism and collectivism.
Originality/value
The authors empirically demonstrate how national-, societal- and individual-level cultures differentially influence negotiators' tendency to endorse questionable negotiation tactics. The study's trilevel analysis allows for integrating the societal-level theories of negotiators' acculturation and cultural adjustment to a host culture, highlighting the importance of bicultural identity.
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Moshe Banai and Philip Tulimieri
This study uses social exchange theory to describe, explain and propose the influence of dyad partners' leadership position structure, which includes the roles they play and their…
Abstract
Purpose
This study uses social exchange theory to describe, explain and propose the influence of dyad partners' leadership position structure, which includes the roles they play and their existing and prospective common experience, on their commitment to their dyad and their cooperation.
Design/methodology/approach
The study uses the case of equally empowered co-CEOs in a family business, who play the roles of family member, owner and executive; co-CEOs in a startup firm, who play the roles of owner and executive; and co-CEOs in a merger and acquisition (M&A), who play the role of executive. Co-CEOs in family businesses benefit from longer existing and longer prospective dyad longevity than co-CEOs in startups, who, in turn, benefit from longer existing and longer prospective dyad longevity than co-CEOs in M&As.
Findings
The study proposes that the roles the partners play in the dyads, and the existing and prospective longevity of their relationship, positively influence the partners' commitment to the dyad and their level of cooperation.
Originality/value
The study offers a model that has the potential to direct scholars at the formulation of the theory of top management symmetric formal power dyads dynamics and assist family business owners, startup partners, board of directors and co-CEOs in formulating and implementing upper echelons leadership plans to enhance cooperation and coordination between equal partners.
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Moshe Banai and John Nirenberg
This study proposes a mix of historical, organizational and generational life cycles as explanatory variables for the “sharing style” of intentional communities such as kibbutzim…
Abstract
Purpose
This study proposes a mix of historical, organizational and generational life cycles as explanatory variables for the “sharing style” of intentional communities such as kibbutzim in Israel. It evaluates the effectiveness of four strategies, namely, economic ownership, ultimate personal freedom, sense of belonging and religious belief employed by kibbutzim to sustain their lifestyles as sharing communities.
Design/methodology/approach
The study’s data collection methods include a mix of literature review and content analysis of interviews and observations conducted by the study’s researchers over a period of twenty years.
Findings
Environmental uncertainty, which served as one of the main motivators for the establishment of kibbutzim, has been diminished over their life cycle, forcing them to change their socioeconomic model of sharing. Most kibbutzim elected to employ the household’s economic private ownership strategy to move from the “maturity” to the “renewal” lifecycle stage, thereby avoiding “decline.” Three representative kibbutzim chose to deploy ultimate personal freedom, enhanced sense of belonging and shared religious practice strategies to reach the renewal stage.
Practical implications
Current crises, such as weather disasters, pandemics and wars, have demonstrated the justification for the existence of shared leadership communities. This study considers the advantages and pitfalls of economic and psychological conditions necessary for sustaining such communities over the period of their life cycles. We propose that out of the four strategies analyzed, only the strategy of economic private ownership can be sustained under conditions of global, national and commune’s increasing levels of individualism.
Originality/value
This study introduces historical, organizational and generational elements into the commonly described construct of organizational and product life cycles. It describes four variations of the communal sharing socioeconomic model that have been adopted to combat the degradation of the communes into the decline stage and evaluate their viability. The study therefore generalizes life cycle theory to non-for-profit organizations, making life cycle theory more specific.
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Moshe Banai and William D. Reisel
This study tests the relationships between control mechanisms such as leadership, job design, performance appraisal, and workers’ alienation in Cuba. Beyond internal Cuban…
Abstract
This study tests the relationships between control mechanisms such as leadership, job design, performance appraisal, and workers’ alienation in Cuba. Beyond internal Cuban economic data or external intelligence reports, limited evidence has appeared in Western business journals on management practices and worker alienation in Cuba. The present research examines the responses of 327 workers who were surveyed anonymously. The results suggest that Western management control mechanisms such as leadership and job design have the potential of reducing alienation, while a worker’s job performance appraisal does not influence alienation. Theoretical and practical implications are discussed.
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Abraham Stefanidis, Moshe Banai and Grace K. Dagher
This study refines theory of social capital by nesting it within a cultural context. More specifically, it aims at describing, explaining, and predicting the role of wasta, a…
Abstract
Purpose
This study refines theory of social capital by nesting it within a cultural context. More specifically, it aims at describing, explaining, and predicting the role of wasta, a social capital concept, as a moderator in the relationship between employees' ethical idealism and work engagement in Lebanon.
Design/methodology/approach
Based on a survey questionnaire translated from English into Arabic, 317 responses were collected from employees in Lebanon. Confirmatory factor analysis and hierarchical regression analysis were employed to test the hypothesized relationships among the examined variables.
Findings
Ethical idealism was found to be positively related to work engagement, and wasta was found to moderate the relationship between ethical idealism and work engagement. Work engagement levels of employees who displayed high levels of ethical idealism were less influenced by the negative effect of wasta than work engagement levels of employees who displayed low levels of ethical idealism.
Practical implications
Human resource managers, international negotiators, and global executives in Lebanon may use the findings of this study to update corporate human resources systems, such as employee recruitment and selection, handbooks, orientation, training programs, and performance appraisal, to better address employee attitudes toward the practice of wasta.
Originality/value
The study adds ethical idealism as an antecedent of work engagement, demonstrating the significant impact that wasta, with its positive and negative characteristics, has on the engagement of employees from the Arab world.
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This comparative study assesses the internal consistency reliability, rater bias, and convergent and discriminant validities of peer and self ratings for the MODE and ROCI‐II…
Abstract
This comparative study assesses the internal consistency reliability, rater bias, and convergent and discriminant validities of peer and self ratings for the MODE and ROCI‐II conflict management instruments. Additionally, the study examines the convergent and discriminant validities, and method variance of the two conflict instruments. BBA students (N = 133), divided into small teams, participated in a Business Policy Simulation Game. Participants rated their own conflict management styles and the styles of all members of their teams. Higher internal consistency reliability scores were found for the ROCI‐II than for the MODE. The complementary analyses of an ANOVA and a standard multitrait‐multimethod analysis revealed greater convergence between the two rating sources on the dominating and avoiding styles for the MODE than for the ROCI‐II and higher convergence on the collaborating and compromising styles for the ROCI‐II than for the MODE. A moderately low convergence validity was found between the two instruments.
In the last two decades we have seen a rapid increase in both the number and size of multinational corporations (MNCs). These organisations typically have their headquarters (HQs…
Abstract
In the last two decades we have seen a rapid increase in both the number and size of multinational corporations (MNCs). These organisations typically have their headquarters (HQs) in a parent country, and branches, subsidiaries or joint ventures of different types in host countries. Although their international personnel policies are very diverse, most MNCs send parent‐country managers and professionals to work in the host countries for limited periods of time.
The expatriate manager, once considered obsolete, has staged a come‐back. The demand for executives willing and able to serve abroad is increasing; but the effective fulfilment of…
Abstract
The expatriate manager, once considered obsolete, has staged a come‐back. The demand for executives willing and able to serve abroad is increasing; but the effective fulfilment of this demand is raising many problems.
Moshe Banai and Philp Tulimieri
The purpose of this paper to describe the effective business consultant's most desirable characteristics.
Abstract
Purpose
The purpose of this paper to describe the effective business consultant's most desirable characteristics.
Design/methodology/approach
Development of propositions based on a review of the literature, anecdotal reports and the experience of the authors.
Findings
The effective business consultant should possess functional knowledge as well as knowledge of an industry, communication and analytical skills, creativity, strategic and tactical leadership abilities, and a set of personality traits that includes emotional stability, intellect, integrity and openness and agreeableness.
Practical implications
HR departments and training units in consulting firms may use the profile of the effective consultant as a tool in their selection and training procedures, as well as in matching consultants with clients. Consulting services clients may use the profile of the effective consultant to identify effective consulting service providers. Consultants may use the recommendations as a source for individual growth. Universities and business schools may use the study to improve training of future consultants.
Originality/value
The paper sets a research agenda for the study of the effective business consultant's characteristics.
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