‘Investment’ in Union Membership: A Managerial Approach

This paper concerns wage formation in a unionized economy when union membership is endogenous and determined by employment. A union is run by a leadership which has as an objective to strengthen the union’s position in the labour market. This is achieved by building up membership. Among the results, it is found that since membership is determined by employment, the inclusion of the leadership’s preferences into a union’s objective function produces lower real wages than a static version would predict. It is also shown that an increase in the union’s rate of time preference increases the natural rate of unemployment, while an increase in the speed at which workers enter/leave a union has an opposite effect.     

Speak! Paradoxical Effects of a Managerial Culture of ‘Speaking Up’

We explore the intrinsic ambiguity of speaking up in a multinational healthcare subsidiary. A culture change initiative, emphasizing learning and agility through encouraging employees to speak up, gave rise to paradoxical effects. Some employees interpreted a managerial tool for improving effectiveness as an invitation to raise challenging points of difference rather than as something ‘beneficial for the organization’. We show that the process of introducing a culture that aims to encourage employees to speak up can produce tensions and contradictions that make various types of organizational paradoxes salient. Telling people to ‘speak up!’ may render paradoxical tensions salient and even foster a sense of low PsySafe.     

In Search of ‘Managerial Work’: Past,Present and Future of an Analytical Category

Based on a comprehensive review of literature, the paper examines how ‘managerial work’ as a fluid analytical category has been approached methodologically, theoretically and empirically for more than 60 years. In particular, it highlights the existence of competing scholarly understandings regarding its nature, performance, meaning and politics. The authors suggest that subsequent empirical investigations have too often worked, methodologically and theoretically, to slot in, and thus effectively reduce, the term to a particular pre‐existing box, rather than exploring open‐endedly the what and how, but also the why of ‘managerial work’ as a distinct mode of situated ordering. Having represented the concept's past and present by identifying four distinct research approaches reflected in representative publications, the authors suggest that more attention should be devoted to a mode of analytical departure that promises to address directly the suggested shortcomings in the literature. Specifically, it is argued that much could be gained if contemporary notions of practice were brought into the study of managerial work. To this end, the authors outline the contours of a practice‐based approach as a sensitizing framework for understanding managerial work by highlighting the situated, relational, sociomaterial, meaning‐making and consequence‐oriented analytical foci the approach suggests, and suggesting a number of conjoint research questions, as well as acknowledging subsequent limitations.     

Supervising Professional Work under New Public Management: Evidence from an ‘Invisible Trade’

This paper assesses the extent to which the new public management (NPM) project has succeeded in replacing the custodial mode of professional work supervision with a more bureaucratic approach. The paper conceptualizes the key components of each mode within two ideal types of professional work supervision. It then draws on findings from a study of local‐authority social service departments to consider current arrangements against these ideal type configurations. The findings demonstrate that elements of the bureaucratic mode have emerged unevenly. So far, they have not displaced the emphasis that the supervisors of professional work place on protecting autonomy and limiting management control systems. This suggests that custodial approaches to the supervision of professional work may be more resilient than has been assumed within previous analyses of NPM.     

The Equality Effects of the ‘Hyper‐formalization’ of Selection

This paper explores how formalization of employee selection procedures for the purpose of ensuring equality of opportunity can become so extensive that the intended outcome of fairness is undermined. Drawing on empirical evidence from a large media organization, the analysis reveals the detrimental impact of formalization in relation to the recruitment of ethnic minority staff. While the existing literature describes how, during recruitment of employees, the circumvention of formal equality procedures can occur through managerial neglect and manipulation, the analysis in this paper shows that, paradoxically, circumvention can also occur through compliance with procedures. This new category takes three forms (robotic, defensive and malicious) and appears under conditions of excessive formalization – the term hyper‐formalization is coined to describe this. The paper develops new concepts that add to understanding of the limitations of equality and diversity procedures, and brings fresh challenges to some of the liberal assumptions about the efficacy and desirability of formalization for achieving fairness.     

A ‘No Blame’ Approach to Organizational Learning

In high‐reliability organizations (HROs) even minor errors can seriously hinder the very existence of the firm and the safety of employees and customers. Field studies have shown that HROs encourage the reporting of errors and near misses, exploiting these incidents to improve their operative processes. In this paper, we describe this practice as a ‘no blame’ approach to error management, and link it to learning theory, showing how no blame practices can enhance organizational learning. By taking a cognitive perspective of organizations, we draw on existing contributions and on a set of empirical case studies to discuss the characteristics of no blame practices, and their applicability in traditional, non‐HROs. Our findings show that, in exploiting information from error‐reporting, no blame practices are beneficial in environments where learning and reliability issues are particularly relevant. Empirical evidence suggests that a no blame approach can be extremely constructive for organizations that want to enhance their learning processes. We conclude that a no blame approach is a valuable way to achieve an organization that has flexibility and variability. However, no blame practices imply a set of organizational issues and costs that pose significant challenges to firms operating in non‐high‐reliability settings. The findings from our study contribute to the literature on HROs and organizational learning.     

An Archaeological Critique of ‘Evidence‐based Management’: One Digression After Another

Fundamental problems remain with evidence‐based management. We argue that, rather than being addressed, these problems are treated as digressions. One explanation for this is an ongoing incoherence: the evidence‐based approach relegates narrative to a ghetto category of knowledge, but it is itself a narrative. Moreover, while this narrative is becoming more polished through repetition and selective assimilation of critique, it is also becoming simplified and less interesting. A Foucauldian, archaeological analysis accounts for this development by locating evidence‐based management in a broader historical context. This analysis shows how the roots of incoherence can be informed by older exchanges between evidence and narrative.     

Assessing the ‘Choosiness’ of Job‐seekers. An Exploratory Approach and Evidence for Italy

Abstract. We use information about job search and work preferences, typically collected in a labour force survey, in order to construct an indicator of ‘choosiness’ of the labour supply of job‐seekers. The method for obtaining the indicator, first at individual level and then at aggregate levels, is based on results from multiple correspondence analysis. We investigate the informational value of the indicator by examining its stability over time and its predictive power on labour force transitions. Empirical analyses of cross‐section and panel samples of job‐seekers from the Italian quarterly Labour Force Survey clarify the potentials (and limitations) of the approach.     

Reviewing Leadership Styles: Overlaps and the Need for a New ‘Full‐Range’ Theory

A central topic in leadership research concerns the impact of leadership style – the pattern of attitudes that leaders hold and behaviors they exhibit. Since the year 2000, several new leadership styles have been proposed to capture important missing aspects beyond the dominant charismatic/transformational and transactional framework. The authors review the emerging literature on these new styles – ideological leadership, pragmatic leadership, authentic leadership, ethical leadership, spiritual leadership, distributed leadership, and integrative public leadership – as well as the recent work on servant leadership. They also comment on the Ohio State studies on leadership, and then discuss the ways in which these many styles overlap with transformational leadership and each other, and issue a call to leadership researchers to collectively develop a new ‘full‐range’ model of leadership that encompasses and distills what is unique about these various styles. The authors argue that such an integrated full‐range model is necessary for research on leadership style to progress.     

‘Full‐time is a Given Here’: Part‐time Versus Full‐time Job Quality*

This study explores full‐time workers' understanding of and assumptions about part‐time work against six job quality components identified in recent literature. Forty interviews were conducted with employees in a public sector agency in Australia, a study context where part‐time work is ostensibly ‘good quality’ and is typically long term, voluntary, involving secure contracts (i.e. permanent rather than casual) and having predictable hours distributed evenly over the week and year. Despite strong collective bargaining arrangements as well as substantial legal and industrial obligations, the findings revealed some serious concerns for part‐time job quality. These concerns included reduced responsibilities and lesser access to high status roles and projects, a lack of access to promotion opportunities, increased work intensity and poor workplace support. The highly gendered, part‐time labour market also means that it is women who disproportionately experience this disadvantage. To foster equity, greater attention needs to focus on monitoring and enhancing job quality, regardless of hours worked.     

A RECONSIDERATION OF THE ‘GREAT RATIOS’ OF ECONOMICS

Autocorrelations are found in the disturbance terms of regressions employed by L. R. Klein and R. F. Kosobud in a global model of growth employing five celebrated ratios of economics. This paper summarizes the Klein-Kosobud conclusions, modifies them by removing the autocorrelations, and extends the model to include more recent years. The modified conclusions hold even with the added observations.     

‘Environment’ Submissions in the UK's Research Excellence Framework 2014

There has been much debate about university research assessment exercises. In the UK, a major element of the 2014 Research Excellence Framework (REF2014) has been the research environment. Here we analyse 98 REF2014 ‘environment’ submissions in Business and Management Studies. We explore whether there are distinctive language‐related differences between submissions of high and low ranked universities and conclude that submission writers have a strong incentive to exaggerate strengths and conceal problems. In addition, innate biases such as the ‘halo’ and ‘velcro’ effects may distract the attention of assessors from a submission's strengths and weaknesses, since they are likely to influence their pre‐existing impressions. We propose several changes to improve how environment is evaluated. We also argue that the research environment would be more likely to be enhanced if the number of outputs submitted in future was an average of two and a maximum of four per academic, rather than the maximum of five currently being considered.     

Reframing Relevance as ‘Social Usefulness’: A Comment on Hodgkinson and Starkey's ‘Not Simply Returning to the Same Answer Over and Over Again’

This is a commentary on Hodgkinson and Starkey's (British Journal of Management, 22 (2011), pp. 355–369) proposal to reframe the relevance of business and management research by combining design science with critical realism. Their proposal is welcomed for its advocacy of a ‘social usefulness’ agenda and for commending the insights of the social sciences, rather than emulating a professional (e.g. medical school) model. However, the advocacy of critical realism is not consistent with the commended conception of design science; and it also risks devaluing the contribution of other progressive, emancipation‐oriented approaches to research. Despite substituting ‘social usefulness’ for ‘relevance’, Hodgkinson and Starkey's proposal does not challenge the established, comparatively narrow, research agenda. The counterproposal prioritizes a conception of relevance/social usefulness that broadens what is studied by business school researchers as well as changing how established topics are researched.     

Strategies and styles revisited: ‘Strategic control’—is it tenable?

Developments in the companies described in Strategies and Styles in 1987 are updated to 1992, and the management styles framework is reviewed in the light of these experiences. Conclusions concerning the strengths and weaknesses of the Strategic Control style are reviewed, and fresh light is cast on the diversity of portfolios that it can manage effectively. The difficulty of changing style, except in a crisis, is confirmed. An earlier article in the October issue of Long Range Planning reviewed the Strategic Planning and Financial Control styles     

‘Shark repellents’: How to avoid hostile takeovers

Defensive measures againts the increasing merger trend in business are discussed. The purpose of the paper is to examine the types of measures that can be taken in the interests of top management and of shareholders. It takes no stand on whether mergers are themselves a good or bad phenomenon but discusses all the options available to enable managers and shareholders to effect their own decisions.     

A Note on ‘An Approximate Solution to Deterministic Systems’

In a recent paper, Moeeni and Chang (1990) presented an efficient heuristic solution method to solve a specific case of a deterministic kanban system. In this paper, we first provide a simple numerical example to show that the kanban system formulation proposed by Moeeni and Chang can result in infeasible solutions. We then present a modified formulation and show its feasibility. We discuss the implications of the corrected formulation and finally present conclusions and future research directions.     

‘Female Heroes’: Celebrity Executives as Postfeminist Role Models

This paper explores the significance of contemporary celebrity businesswomen as role models for women aspiring to leadership in business. We explore the kind of gendered ideals they model and promote to women through their autobiographical narratives, and analyse how these ideals map against a contemporary postfeminist sensibility to further understand the potential of these role models to redress the under‐representation of women in management and leadership. Our findings show that celebrity businesswomen present a role model that we call the ‘female hero’, a figure characterized by 3Cs: confidence to jump over gendered barriers; control in managing these barriers; and courage to push through them. We argue that the ‘female hero’ role model is deeply embedded in the contemporary postfeminist sensibility; it offers exclusively individualized solutions to inequality by calling on women to change themselves to succeed, and therefore has limited capacity to challenge the current gendered status quo in management and leadership. The paper contributes to current literature on role models by generating a more differentiated and socially situated understanding of distant female role models in business and extending our understanding of their potential to generate sustainable and long‐term change in advancing gendered change in management and leadership.     

Competitive Strategies and Firm Performance: a Comparative Analysis of Pure,Hybrid and ‘Stuck‐in‐the‐middle’ Strategies in Spanish Firms

The purpose of this study was to examine the viability of hybrid competitive strategies, which combine differentiation and cost elements, and their impact on organizational performance in comparison to pure strategies and ‘stuck‐in‐the‐middle’ combinations. Previous studies have focused above all on US data. The analysis carried out in this paper has centred on a multisectorial sample of 164 Spanish firms. The findings show that a large number of the organizations use different types of hybrid strategies and also that such strategies tend to be associated with higher levels of firm performance, particularly those strategies which place emphasis on a greater number of strategic dimensions, and specifically on innovation differentiation.     

‘If the Facts Don't Fit the Theory … ’: The Security Design Puzzle in Venture Finance

When confronting theory with evidence, divergent results surface with reference to the optimal securities that should be adopted in venture capital (VC) finance. The vast majority of the theoretical models on VC consistently predict that convertible securities, especially in the form of convertible preferred stocks, represent the optimal form of finance. While the theoretical literature seems to be supported by empirical studies in the US, the evidence outside the US shows the opposite results. Puzzling patterns emerge, especially when comparing the evidence from the US, Canada and Europe, and an intensive academic debate is under way. The evidence becomes even more challenging when considering the contrasting financing behaviour of US venture capitalists (VCs) investing in Canada. It has been documented that US VCs investing in Canada adopt a wide range of securities other than convertible stocks. If convertible securities truly represent the optimal form of VC finance, why would US VCs use different types of securities when investing in Canada? At present, researchers are still arguing about which factors would have the most significant impact on explaining the different financing behaviour of VCs around the world. The purpose of this paper is to shed some light on the ongoing international debate on the optimal security design and contracting behaviour in venture finance. With this review, the authors intend to contribute to the VC literature by identifying current trends, explanations and determinants underlying the puzzling empirical evidence on the financing structure adopted by VCs around the world.     

Problematizing ‘Relevance’ in the Business School: The Case of Leadership Studies

In recent years, the discourse of ‘relevance’ has risen to prominence in the university‐based business school. At the heart of this discourse is the suggestion that management researchers should align their research practices more closely with the needs of practitioners in external organizations. One important but under‐researched strand of this debate focuses on the way in which ‘relevance’ is pursued by business scholars via forms of practitioner engagement such as management consulting, corporate presentations, executive education and personal coaching. Drawing on extensive semi‐structured interviews, this paper explores the motivations, rewards and tensions experienced by leadership scholars in the process of engaging with practitioners. This study suggests that the pursuit of ‘relevance’ may come into conflict with norms of scholarly conduct, which in turn gives rise to a series of trade‐offs and compromises. Ultimately, the authors argue that the prevailing discourse of relevance provides an alibi for scholars to orient themselves towards practitioners in ways that contravene their academic identity and research ethos (whether post‐positivist, interpretivist or critical).