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Article
Publication date: 17 December 2021

Oyindamola Abiola Ajayi and Tsietsi Mmutle

The purpose of this paper is to explore how the communication of corporate social responsibility (CSR) contributes towards a favourable corporate reputation. It explores…

Abstract

Purpose

The purpose of this paper is to explore how the communication of corporate social responsibility (CSR) contributes towards a favourable corporate reputation. It explores the communication strategies and channels organisations deemed reputable by stakeholders use to achieve an effective CSR communication.

Design/methodology/approach

To achieve this, a qualitative content analysis using the directed approach was conducted on the textual CSR communication materials of ten reputable organisations in South Africa based on the 2018 South Africa Reptrak survey.

Findings

Result showed that seven out of ten organisations use both self-serving and society-serving motive in their CSR communication, while the other 3 use only the society serving motive. The informing strategy was also more evident in the CSR communication materials than the interactive strategy. In terms of the communication channels, the study found that organisations mainly utilise controlled channels for CSR communication.

Originality/value

The literature reviewed and the findings of this study reveal a gap between the theory and practice of CSR communication. This drives the need for organisations to research and tailor CSR communication based on stakeholders' unique characteristics and preferences. The paper also contributes to improving the knowledge on the role different CSR communication strategies and channels play in CSR communication.

Details

Corporate Communications: An International Journal, vol. 26 no. 5
Type: Research Article
ISSN: 1356-3289

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Article
Publication date: 5 December 2021

Dinuka B. Herath and Davide Secchi

Abstract

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 9 no. 2
Type: Research Article
ISSN: 2049-3983

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Article
Publication date: 31 May 2021

Claudia Knoll and Dietmar Sternad

This article investigates which criteria and processes are used to identify global leadership potential (GLP) in multinational corporations.

Abstract

Purpose

This article investigates which criteria and processes are used to identify global leadership potential (GLP) in multinational corporations.

Design/methodology/approach

First, the literature at the intersection between leadership potential and global leadership is reviewed to identify a set of criteria that can be used for assessing GLP. The findings are then validated in a qualitative study against a sample of nine global corporations.

Findings

Several traits (integrity and resilience), attitudes (learning orientation, motivation to lead, change orientation, drive for results, customer orientation and a global mindset) and competencies (cognitive complexity and intercultural, interpersonal, leadership, learning, change and business competencies) are associated with GLP. The core steps in the GLP identification process are nomination, assessment and confirmation. These steps can be complemented by a preassessment phase and a subsequent talent dialogue.

Practical implications

The results of this research can inform human resource (HR) management practitioners in their endeavor to successfully identify and assess potential future global leaders.

Originality/value

Prior research has focused either on defining global leadership or on assessing leadership potential in general, without a clear focus on identifying global leaders. In this article, the two concepts of global leadership and leadership potential are combined, thus providing an integrated content and process model that indicates how global corporations select their future global leaders.

Details

Journal of Management Development, vol. 40 no. 4
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 2 March 2021

Anna Pluta and Aleksandra Rudawska

The contemporary world's pressure, oriented on flexibility and quick actions, has permanently changed work characteristics. Taking the employees' perspective into account…

Abstract

Purpose

The contemporary world's pressure, oriented on flexibility and quick actions, has permanently changed work characteristics. Taking the employees' perspective into account, it seems important to identify whether and which of the employees' individual resources help them cope with those job demands. Therefore, the main research question is what is the relation between holistically conceptualised employees' individual resources and perceived work overload?

Design/methodology/approach

Based on the literature on individual resources and job demands, the authors test for relations between three components of individual resources (physical, emotional, spiritual potentials) and job characteristics (work variability and work diversity) and the perceived work overload. Data were collected using a survey method amongst 336 Polish knowledge workers.

Findings

The results partially supported the posed hypotheses. Both work variability and work diversity relate positively to work overload. Only the physical potential is related directly and negatively to perceived work overload. The spiritual potential relates indirectly to work overload through work diversity. The authors also found that age moderates the relation between physical and spiritual potential and overload.

Research limitations/implications

Human resource management (HRM) practitioners and supervisors need to consider the level of employee's individual resources, especially when dealing with older employees and their physical resources.

Originality/value

This study contributes to research on the causes of work overload perception by identifying the role of individual resources and employees' age, thereby indicating that taking care of those resources could be another way of preventing occupational burnout in demanding work conditions.

Details

Journal of Organizational Change Management, vol. 34 no. 3
Type: Research Article
ISSN: 0953-4814

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Book part
Publication date: 16 September 2017

Catherine Tucker

When considering whether to adopt a network technology, how does uncertainty about whom a potential adopter might interact with affect their adoption choice? On the one…

Abstract

When considering whether to adopt a network technology, how does uncertainty about whom a potential adopter might interact with affect their adoption choice? On the one hand, uncertainty about potential network partners might enhance adoption incentives, as increased uncertainty induces the potential for economies of scope across the potential network. On the other hand, uncertainty may reduce the expected value of any particular connection, and reduce adoption incentives. Since this is a theoretical puzzle, this chapter presents empirical evidence to help illuminate it. It presents evidence the destabilizing of a social network may increase the scope of network externalities, using data on sales of a video-calling system made to an investment bank’s employees and subsequent usage by these customers. The terrorist attacks of 2001 led potential customers in New York to start communicating with a new and less predictable set of people when their work teams were reorganized as a result of the physical displacement that resulted from the attacks. This did not happen in other comparable cities. These destabilized communication patterns were associated with potential adopters in New York being more likely to take into account a wider spectrum of the user base when deciding whether to adopt relative to those in other cities. Empirical analysis suggests that the aggregate effect of network externalities on adoption was doubled by this instability, and that for those with diffuse networks, this more than compensated for the negative baseline effects of the instability.

Details

Entrepreneurship, Innovation, and Platforms
Type: Book
ISBN: 978-1-78743-080-8

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Book part
Publication date: 24 November 2010

Mahima Hada, Rajdeep Grewal and Gary L. Lilien

From the supplier firm's perspective, a referral is a recommendation from A (the referrer) to B (the potential customer) that B should, or should not, purchase from C (the…

Abstract

From the supplier firm's perspective, a referral is a recommendation from A (the referrer) to B (the potential customer) that B should, or should not, purchase from C (the supplier firm). Thus, as referrals are for a specific supplier firm, they should be viewed as part of the supplier firm's marketing and sales activities. We recognize three types of referrals – customer-to-potential customer referrals, horizontal referrals, and supplier-initiated referrals – that have critical roles in a potential customer's purchase decision. We develop the concept of referral equity to capture the net effect of all referrals for a supplier firm in the market. We argue that supplier firms should view referral equity as a resource that has financial value to the firm as it affects the firm's cash flows and profits. We offer strategies firms can use to manage referrals and build their referral equity and suggest a research agenda.

Details

Review of Marketing Research
Type: Book
ISBN: 978-0-85724-475-8

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Article
Publication date: 5 October 2015

Lisa Downs

– The purpose of this paper is to provide practical how-to information for those looking to develop high-potential employees within their organizations or for their clients.

Abstract

Purpose

The purpose of this paper is to provide practical how-to information for those looking to develop high-potential employees within their organizations or for their clients.

Design/methodology/approach

The paper is based on a combination of recent surveys and studies of what is happening with the development (or lack thereof) of high-potential employees as well as recommendations of key components for high-potential programs based on the author’s direct experience.

Findings

Though not a research paper, this work finds that while some organizations have programs in place to develop high potentials, many still do not, despite it being viewed as helpful in recruiting and retaining top talent.

Practical implications

The information provided can be used by both internal practitioners and external consultants to implement high-potential employee development programs for any size of organization.

Social implications

High-potential employees represent future leaders. Without developing them, organizations run the risk of high attrition costs along with a lack of qualified talent to fill leadership pipelines.

Originality/value

The value of this paper is twofold: it offers detailed information to set the tone with stakeholders when it comes to talking about and developing high-potential talent, and it provides a starting point with first steps for successful program implementation.

Details

Industrial and Commercial Training, vol. 47 no. 7
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 1 February 2004

J. Geršak

Garment is presumably the only product where, in the tailoring process, a two‐dimensional fabric is converted into a three‐dimensional shape without indirect physical…

Abstract

Garment is presumably the only product where, in the tailoring process, a two‐dimensional fabric is converted into a three‐dimensional shape without indirect physical remodelling of the material. Such a remodelling is directly associated with the physical behaviour of fabric structure, which can be treated as a very complex system owing to its constructional properties. Fabrics are non‐homogeneous and anisotropic materials. Very small stresses on textile materials cause extremely large strains, so that the deformations occurring are highly non‐linear. Non‐linear properties of textile materials and thus, connected deformations at low stresses are closely related to the elastic potential and influence fabric draping and fitting of the garment manufactured. For this purpose, the relationship between fabric elastic potential, as an important property under lower tensile load, and garment appearance quality, will be investigated. The investigation is subdivided into two parts. The first part presents the study of relationship between the elastic potential and particular mechanical properties of fabrics, whereas the second part of the investigation is concerned with studying the influence of fabric elastic potential on the drapeability, respectively, appearance quality of the garment manufactured.

Details

International Journal of Clothing Science and Technology, vol. 16 no. 1/2
Type: Research Article
ISSN: 0955-6222

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Article
Publication date: 1 April 2004

Maqsood A. Chaudhry

Finite difference method (FDM) is a very useful and simple tool in determining electrical potential field of two‐dimensional geometries, such as integrated circuit (IC…

Abstract

Finite difference method (FDM) is a very useful and simple tool in determining electrical potential field of two‐dimensional geometries, such as integrated circuit (IC) planar resistors. It is very accurate and its accuracy can be easily controlled by changing the grid size. One limitation of the FDM, however, is that it computes potentials at predetermined grid points only. Unlike the finite element method (FEM), it does not compute potential functions that can be used to interpolate potentials at the points that are not located at the grid, or to use these functions in determining other quantities based upon the computed potential such as electric field intensity. This paper describes a method that is a combination of the FDM and FEM. It retains the simplicity and accuracy of the FDM. Yet, like the FEM, it provides potential functions that can be used for interpolation and post‐processing of potential. The combined FDM‐FEM method is used to determine the potential functions of an IC planar resistor. The results are in agreement with analytically derived results. The approach we have developed is simple yet accurate and thus of use in professional engineering work.

Details

Microelectronics International, vol. 21 no. 1
Type: Research Article
ISSN: 1356-5362

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Article
Publication date: 1 August 2006

Zhi‐geng Fang, Si‐feng Liu, Aiqing Ruan and Xuewei Zhang

A study is made of the payoff matrix which is made up of grey interval number because of asymmetry information, player's finite knowledge and bounded rationality and all…

Abstract

Purpose

A study is made of the payoff matrix which is made up of grey interval number because of asymmetry information, player's finite knowledge and bounded rationality and all sorts of stochastic and non‐stochastic factors.

Design/methodology/approach

On the base of concept of equipollent, superior and inferior potential degree, the paper designs determinant rules of interval grey number potential relations, opens out player's decision‐making laws in the conditions of finite knowledge and logos. And it designs the grey game decision‐making rules which player choices maximum potential degree of grey game value (the most favorableness situation) under the cases of that there are all likely to be minimum potential degree of grey game value (the most disadvantage situation), which is a reliable way for both sides to accept.

Findings

The paper recognizes and defines overrated and underrated risk of potential optimal pure strategy in the grey game, designs arithmetic for determining player's overrated and underrated risk under the situation of potential optimal pure strategy.

Practical implications

The presents system meets the requirement of judging pure strategy solutions in the grey potential situation.

Originality/value

This paper builds up the system of judgment for grey potential.

Details

Kybernetes, vol. 35 no. 7/8
Type: Research Article
ISSN: 0368-492X

Keywords

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