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Behavioral economics poses a challenge for the welfare evaluation of choices, particularly those that involve risk. It demands that we recognize that the descriptive account of behavior toward those choices might not be the ones we were all taught, and still teach, and that subjective risk perceptions might not accord with expert assessments of probabilities. In addition to these challenges, we are faced with the need to jettison naive notions of revealed preferences, according to which every choice by a subject expresses her objective function, as behavioral evidence forces us to confront pervasive inconsistencies and noise in a typical individual’s choice data. A principled account of errant choice must be built into models used for identification and estimation. These challenges demand close attention to the methodological claims often used to justify policy interventions. They also require, we argue, closer attention by economists to relevant contributions from cognitive science. We propose that a quantitative application of the “intentional stance” of Dennett provides a coherent, attractive and general approach to behavioral welfare economics.

Our aim is to better understand access to finance and financial inclusion and how this impacts the development of female-run enterprises in Nigeria. In such a way, we can better understand the gendered context of entrepreneurship and the implications for business growth. This chapter adopts an interpretivist paradigm to explore the social reality within which entrepreneurship is enacted. Qualitative data are interpreted from semi-structured interviews of 10 Nigerian entrepreneurs, five males and five females. Findings reveal that, though structural support may be apparent, the entrepreneurial process of financing a business is characterised, in part, by social expectations of gender. It is through this social view of entrepreneurship that we provide an understanding of what it is to be entrepreneurial in practice. This chapter makes recommendations that in practice while financial institutions and policy makers may assume a ‘one size fits all’ approach to financial inclusion through different programmes currently available for entrepreneurs by the various governmental and non-governmental institutions in Nigeria, the context of gender has implications for the nature of business activity, particularly in a society characterised by patriarchy. This study also makes practical contributions for research and for practice.

We evaluate the hypothesis of temporal stability in risk preferences using two recent data sets from longitudinal lab experiments. Both experiments included a combination of decision tasks that allows one to identify a full set of structural parameters characterizing risk preferences under Cumulative Prospect Theory (CPT), including loss aversion. We consider temporal stability in those structural parameters at both population and individual levels. The population-level stability pertains to whether the distribution of risk preferences across individuals in the subject population remains stable over time. The individual-level stability pertains to within-individual correlation in risk preferences over time. We embed the CPT structure in a random coefficient model that allows us to evaluate temporal stability at both levels in a coherent manner, without having to switch between different sets of models to draw inferences at a specific level.

The development of information technologies has fueled the emergence of online self-organizing teams that involve members with diverse backgrounds to work on a shared goal voluntarily. However, the differences in members' attributes give rise to diversity. Therefore, the authors’ research is to figure out how diversity affects team performance in the context of online self-organizing teams and how this effect changes over team tenure.

The authors use a dynamic approach to the diversity-team performance relationship and collect a publicly longitudinal dataset on 3,970 collaborative items from 2,550 online self-organizing teams spanning nine years in an open innovation community of an online game.

The empirical results show that culture separation is negatively related to team performance, and this negative relationship weakens as team tenure increases. While skill variety and contribution disparity are positively related to team performance, and these positive relationships strengthen as team tenure increases.

The study provides a research framework to examine the relationship between diversity and team performance and explore how this relationship varies over team tenure in the context of online self-organizing teams. The results not only demonstrate the double-edged role of diversity in affecting the success of online self-organizing teams but also advance the understanding on the temporal effect of diversity on team performance.

Artifacts are rarely used today to visualize thoughts, insights, and ideas in strategy work. Rather, textual and verbal communication dominates. This is despite artifacts and visual representations holding many advantages as tools to create and make sense of strategy in teamwork. To advance our understanding of the benefits of visual aids in strategy work, I synthesize insights from cognitive psychology, neuroscience, and management research. My analysis exposes distinct neurocognitive advantages concerning attention, emotion, learning, memory, intuition, and creativity from visual sense-building. These advantages increase when sense-building activities are playful and storytelling is used.

The use of structured literature review methods like bibliometric analysis is growing in the management fields, but there is limited knowledge on how they can be facilitated by technology. Hence, we conducted a broad overview of software tools, their roles, and limitations in structured (bibliometric) literature reviewing activities. Subsequently, we show that several software tools are freely available to aid in searching the literature, identifying/ extracting relevant publications, screening/assessing quality of the extracted data, and performing analyses to generate insights from the literature. However, their applications may be confronted with several challenges such as limited analytical and functional capabilities, inadequate technological skills of researchers, and the fact that the researcher's insights are still needed to generate compelling conclusions from the results produced by software tools. Consequently, we contribute toward advancing the methodologies for performing structured reviews by providing a comprehensive and updated overview of the knowledge base of key technological software tools and the conduct of structured or bibliometric literature reviews.

In this viewpoint article, the authors recognize the increased focus in health systems on co-design for innovation and change. This article explores the role of leaders and mangers in developing and enhancing a culture of trust in their organizations to enable co-design, with the potential to drive innovation and change in healthcare.

Using social science analyses, the authors argue that current co-design literature has limited focus on interactions between senior leaders and managers, and healthcare staff and service users in supporting co-designed innovation and change. The authors draw on social and health science studies of trust to highlight how the value-based co-design process needs to be supported and enhanced. We outline what co-design innovation and change involve in a health system, conceptualize trust and reflect on its importance within the health system, and finally note the role of senior leaders and managers in supporting trust and responsiveness for co-designed innovation and change.

Healthcare needs leaders and managers to embrace co-design that drives innovation now and in the future through people – leading to better healthcare for society at large. As authors we argue that it is now the time to shift our focus on the role of senior managers and leaders to embed co-design into health and social care structures, through creating and nurturing a culture of trust.

Building public trust in the health system and interpersonal trust within the health system is an ongoing process that relies upon personal behavior of managers and senior leaders, organizational practices within the system, as well as political processes that underpin these practices. By implementing managerial, leadership and individual practices on all levels, senior managers and leaders provide a mechanism to increase both trust and responsiveness for co-design that supports innovation and change in the health system.

This chapter wants to understand under which circumstances and conditions non-traditional aids are effective in the strategic process. This study builds an agent-based computational simulation model – the S-uFUNK 2.1.0 – to explore the research question. The model features a group of managers that seeks to interpret environmental cues using both traditional and non-traditional tools. When interpretations converge, the group then settles on different focus areas to define a business strategy for their organization. The process is set in a way such that 11 parameters can be manipulated to explore the different conditions under which non-traditional aids are of use. Results suggest that non-traditional aids differ from traditional aids only in limited circumstances and that social dynamics and dispositions within the group are crucial. In general, the simulation helps us reflect on the way in which we consider traditional aids to strategy. In fact, if they are no different than non-traditional aids, their effectiveness is directly challenged.