Search results

The purpose of this paper is to explore a resource-constrained Destination Marketing Organization (DMO) to assess the power struggles inherent in community tourism initiatives when leadership is weakened through shrinking resources.

Using a comparative instrumental case study approach, this paper analyses three separate studies within Experience Bedfordshire to develop a comprehensive picture of governance within a single tourism destination.

The results show that privately held attractions, hospitality businesses, and transportation authorities retain control over key marketing messages. Visitor and stakeholder surveys indicate that a more sustainable form of rural development, based on natural/cultural attractions and the development of bed and breakfast and artisan small businesses is the preferred development path. Unfortunately, the increasing use of Tourism Information Centres by local residents, as opposed to tourists, has reduced support by key power holders in the community, thereby forcing major industry restructure.

This research was conducted during the transitionary period as the Rural Development Agencies were being dissolved in the UK and the new Local Enterprise Partnership system was being implemented in early 2011. It is still too early to anticipate how this new system will affect destination marketing in the long run.

This paper argues that commercial interests ultimately control the destination image in this resource-constrained region, and its marketing messages which are currently focused on high adventure and large scale development are pursued to the detriment of local wishes and rural landscape development.

This paper is the first article to address the transition from the Rural Development Agencies to the Local Enterprise Partnerships within a tourism and destination marketing framework.

This paper proposes a framework for understanding the concept of a learning organization from a normative perspective. A questionnaire was developed to operationally measure the described management practice attributes of a learning organization. Using a sample of four organizations and 612 subjects, support was found for three a priori predictive hypotheses derived from a conceptual framework. Implications of the results and further empirical research are discussed, especially for linking learning organization attributes to performance using larger samples and multiple measures.

The purpose of this study is to understand how a salesperson’s preset goals, customer satisfaction levels and past performance affect the extent of goal achievement, as well as how job-specific attitudes and emotions affect the relationship between preset goals and goal achievement.

This study uses a modeling framework with both main, moderating and mediating effects, using transaction data and survey results from a telecommunications firm.

The results indicate that preset goals and customer satisfaction, interestingly, have an inverted-U relationships with goal achievement. Further, attitudes and emotions regarding workplace conduciveness and workplace ethics and diversity, reduce the effect preset goals have on goal achievement. However, attitudes and emotions regarding workplace philosophy strengthens the effect preset goals have on goal achievement, whereas with disagreement, this relationship diminishes.

Two of the primary limitations of this study are: one, because of the cross-sectional nature of the study, there is limited opportunity to control for unobserved heterogeneity; and two, performance goal achievement, though is important for the firm, is one of many potential goals that affect a salesperson. For example, customer satisfaction goals or a one-time special event goals could play a role. Therefore, only using performance goal achievement could be a limitation of this study.

This study contributes to academic literature in three ways. First, it demonstrates the diminishing effect of customer satisfaction on goal achievement. Second, it identifies an inverse U-shaped relationship between preset goals and goal achievement. Finally, it examines how attitudes and emotions regarding workplace culture (conduciveness, ethics and diversity and philosophy) affect the relationship between preset goals and goal achievement.

Looks at consumer research in Greater China including Mainland China, Hong Kong and Taiwan. Maps out the contributions within this area and guides future research. Examines the state of the art over the 1979‐97 period, with particular emphasis on the topics that have been researched, the extent of the theory development in the field and the methodologies used in conducting research. Uses content analysis to review 75 relevant articles. Suggests that, while a considerable breadth of topics have been researched, there remains much to be done, there is further room for theoretical development in Chinese consumer behaviour studies; and the methodologies used need improvement and further refinement.

This paper explores the issue of transferring western human resource management (HRM) practices to Algeria. Drawing on a case study of a large industrial company, the research identifies the motives for the transfer and examines the selection and implementation process of western HRM practices in Algeria. Evidence generated from the case study reveals that while management justifications for the transfer of western HRM practices capture the economic and technical rationale for western HRM practices, they fail to identify local conditions under which these HRM practices might be transferred. The applicability of western HRM is hindered by the unplanned and haphazard importation of western HRM practices.

The paper addresses the following research question: how do decision-makers use heuristics in their international business (IB) environment? Whereas, the literature has focused on entrepreneurial companies, here contrasting approaches to learning and using heuristics in international marketing (IM) decisions are examined and discussed.

The paper aims to address a gap in the study of micro-foundations of internationalization, exploiting research from other disciplinary fields. It combines a multidisciplinary literature review and longitudinal case studies to illustrate different approaches in learning and using heuristics by international marketers.

International marketers can adopt “closed” heuristics that are consolidated and consistently followed, or “open” heuristics, which are constantly being adapted and learned. Established multinationals learn heuristics in international marketing decision-making, following both “closed” and “open” models.

This paper offers an original contribution by presenting different approaches not yet examined in the literature, focusing on how international marketers make decisions through learning and using heuristic rules. The focus is on established exporters, in contrast to the literature that has largely paid attention to the effectiveness of heuristics in new entrepreneurial firms.

An extensive literature has been devoted to defining and analysing the unique qualities of professional occupations. Professionals are usually thought of, both by themselves and the general public, as independent practitioners working in private practice and therefore following different patterns of work and different values or standards from those of people employed by organisations.

The purpose of this study is to explore how healthcare professionals in Denmark perceived and enacted their role as diabetes trainers for Arabic-speaking immigrants in three new local authority settings. The paper used positioning theory, which is a dynamic alternative to the more static concept of role in that it seeks to capture the variable, situationally specific, multiple and shifting character of social interaction, as the analytical tool to examine how people situationally produce and explain behaviour of themselves and others.

The paper generated data through observation of diabetes training and of introductory interviews with training participants in three local authority healthcare centres over a total of five months. The authors conducted 12 individual interviews and two group interviews with healthcare professionals.

Healthcare professionals shifted between three positionings – caregiver, educator and expert. The caregiver was dominant in professionals’ ideals but less in their practice. Healthcare professionals other-positioned participants correspondingly as: vulnerable, difficult students and chronically ill. The two first other-positionings drew on dominant images of an ethnic other as different and problematic.

Becoming more reflexive and explicit about one's positionings offer the potential for a more conscious, confident, flexible and open-ended teaching practice. Such reflexivity may also reduce the perception that teaching challenges are rooted in participants’ ethnic background.

The paper provides a new understanding of healthcare practice by showing professionals’ multiple and reciprocal positionings and the potential and risks in this regard. The paper demonstrates the need for healthcare workers to reflect on their positionings not only in relation to immigrants, but to all patients.

This paper aims to evaluate the approaches to talent management (TM) in small- to medium-sized enterprise (SME) hotels in Nigeria during the COVID-19 crisis drawing on the resource-based view (RBV) of Strategy.

An interpretivist methodology was adopted, and 42 semi-structured interviews were undertaken with SME hotel owners, self-initiated expatriate (SIE) talent and local workers in Nigerian hotels. A thematic approach to analysis was undertaken to identify key themes.

The findings highlight how SME hotel owners’ reactive and short-term approaches to TM have created problems during the pandemic as they are unable to rely on acquiring SIE talent to fill key skills gaps. Furthermore, failure to capitalise on the expertise and networks of their current SIEs has resulted in a lack of knowledge sharing with other local employees. This results in TM strategies that do not offer differentiated approaches that balance talent flows to achieve competitive advantage.

SME hotel leaders should adopt a more equitable approach to TM that values all workers rather than exclusively focusing on SIEs. Employment contracts should ensure that SIEs are responsible for training and developing local workers as part of a networking approach to RBV.

This novel study focused on TM within SME hotels in a Nigerian context during COVID-19. The findings show how SME senior leaders value SIE talent above local workers and pursue a TM strategy that perpetuates the status quo. The COVID-19 crisis has acted as a catalyst for leaders to recognise the value of local talent and consider a more sustainable approach to TM.