The Management Skills of Russians: Do Work,Management, and Government Experiences Matter?

This study examines the impacts of different types of experience on management skills of working adults in Russia. The study is based on a sample of 527 MBA students, line and middle managers covering 32 regions in 13 different industries in Russia. This study proves that work experience, management experience, and government experience are significant factors in their technical, human, and conceptual skills. Human skills scores are significantly higher for all groups than group with no management experience. Score for human skills increased with years of government experience only, but not with working or management years of experience.     

What Should Be the Implications of Uncertainty,Variability, and Inherent “Biases”/“Conservatism” for Risk Management Decision-Making?

This paper is a challenge from a pair of lifelong technical specialists in risk assessment for the risk-management community to better define social decision criteria for risk acceptance vs. risk control in relation to the issues of variability and uncertainty. To stimulate discussion, we offer a variety of straw man proposals about where we think variability and uncertainty are likely to matter for different types of social policy considerations in the context of a few different kinds of decisions. In particular, we draw on recent presentations of uncertainty and variability data that have been offered by EPA in the context of the consideration of revised ambient air quality standards under the Clean Air Act.     

Consumer Deception or Unwarranted Product Disparagement? The Case of Lean,Finely Textured Beef

When celebrity chef Jamie Oliver used his television presence to denounce the inclusion of lean, finely textured beef (LFTB) in ground beef products sold to consumers and present in school lunches, a firestorm of protests ensued. Ultimately, processing plants were closed, employees laid off, school lunch programs were changed to exclude LFTB from their menus, and large retailers such as Costco and Walmart refused to sell products containing LFTB. Calls for mandatory labeling were proposed in Congress, the argument being that consumers had a right to know what was in the beef they were purchasing and feeding their families. Dubbed “pink slime” by its critics, LFTB is treated, processed beef renderings that are derived from trimmings that would otherwise be discarded or used for some inferior purpose such as animal food. This article chronicles the events surrounding the LFTB controversy, briefly reviews scientific evidence pertaining to its safety, and reviews public policy initiatives in the wake of public protests.     

11 The Effects of Governments on Management and Organization

Abstract

We review and integrate existing research from organization theory, strategy, organizational behavior, economics, sociology and political science on the effects of governments on organization and management, with a focus on how governing ideology and government capability influence independent organizations’ forms, strategies, and their participants’ behavior. When brought together these works suggest significant research opportunities in the fields of management and organization, as well as new perspectives on public policy challenges. Several avenues of potentially profitable empirical research include more attention to the influence of government on corporate strategies, more research on the strategies of pursuing corruption and government capture for competitive advantage, the role of government in fostering innovation and the growth of entrepreneurial organizations, and extra‐organizational contextual effects on managerial and employee organizational behavior. Possible public policy implications are illustrated with an application to the role of organizations in national wealth generation and dispersion.     

What Do We Mean by Performativity in Organizational and Management Theory? The Uses and Abuses of Performativity

John Austin introduced the formulation ‘performative utterance’ in his 1962 book How to Do Things with Words. This term and the related concept of performativity have subsequently been interpreted in numerous ways by social scientists and philosophers such as Lyotard, Butler, Callon and Barad, leading to the coexistence of several foundational perspectives on performativity. This paper reviews and evaluates critically how organization and management theory (OMT) scholars have used these perspectives, and how the power of performativity has, or has not, stimulated new theory‐building. In performing a historical and critical review of performativity in OMT, the authors’ analysis reveals the uses, abuses and under‐uses of the concept by OMT scholars. It also reveals the lack of both organizational conceptualizations of performativity and analysis of how performativity is organized. Ultimately, the authors’ aim is to provoke a ‘performative turn’ in OMT by unleashing the power of the performativity concept to generate new and stronger organizational theories.     

Getting better or getting worse? Consumer responses to decreasing, constant, and ascending multi-dimensional price profiles

This research investigates consumer preferences for different multi-dimensional price profiles. Drawing on research on price affect, we investigate whether consumers prefer descending monthly installments (e.g., 40, 30, 20, 10) over constant (e.g., 25, 25, 25, 25), or ascending ones (e.g., 10, 20, 30, 40). Results of a field experiment with a sample of 1,628 German car buyers corroborate the hypothesized profile effect. In the experiment, participants were asked to evaluate different finance offers for a new car that all had the same present value but differed in terms of how the installments unfolded over time. Consistent with the hypotheses, decreasing monthly installments are evaluated more favorably than constant installments, which, in turn are evaluated more favorably than ascending installments. Furthermore, the results provide evidence for the underlying process by showing that the impact of different MDP profiles is mediated by positive affect. Finally, it was hypothesized that consumers’ individual differences (i.e., debt aversion, financial expectations, and product category knowledge) would exert a moderating influence on evaluations of different price profiles; these hypotheses, however, were only partially confirmed. Theoretical and managerial implications are discussed.     

How Does Performance Management Affect Workers? Beyond Human Resource Management and Its Critique

While performance management (PM) is pervasive across contemporary workplaces, extant research into how performance management affects workers is often indirect or scattered across disciplinary silos. This paper reviews and synthesizes this research, identifies key gaps and explores ‘recognition theory’ as a nascent framework that can further develop this important body of knowledge. The paper develops in three main stages. The first stage reviews ‘mainstream’ human resource management (HRM) research. While this research analyses workers’ reactions to performance management in some depth, its focus on serving organizational goals marginalizes extra‐organizational impacts. The second stage reviews more critical HRM research, which interprets performance management as a disciplinary, coercive or inequitable management device. While this literature adds an important focus on organizational power, there is scope to analyse further how PM affects workers’ well‐being. To develop this strand of PM research, the third stage turns to the emerging field of recognition theory independently developed by Axel Honneth and Christophe Dejours. The authors focus especially on recognition theory's exploration of how (in)adequate acknowledgement of workers’ contributions can significantly affect their well‐being at the level of self‐conception. Although recognition theory is inherently critical, the paper argues that it can advance both mainstream and critical performance management research, and also inform broader inquiry into recognition and identity at work.     

Challenges Facing Public Sector Management in an Era of Downsizing,Devolution, Dispersion and Empowerment—and Accountability?

Agencies at all levels of government are facing strong ideological pressures to downsize, devolve, dispense, and empower both employees and recipients of services. These ideological pressures provide many performance advantages, but collectively they threaten historic notions of achieving economy, efficiency, and effectiveness, along with accountability. It has been widely assumed in recent years that advancements in information technology and performance measurement provide adequate replacements for the historic notion that accountability flows up-the-hierarchy to elected officials and the sovereignty. These technologies, however, are not yet able to ensure responsible administration or accountability in many areas of domestic government services. Today's public managers can play leading roles in developing alternative approaches for achieving accountability if they are supported by forward-looking human resources management (HRM) agencies.     

Does Gender Diversity Affect Workplace Happiness for Academics? The Role of Diversity Management and Organizational Inclusion

Public Organization Review - The author investigated the relationship between gender diversity and organizational inclusion and moved forward to examine whether gender diversity, diversity...     

Who decides? The connecting thread of euthanasia,eugenics, and doctor-assisted suicide

Throughout recorded history, a series of seemingly unrelated ideas have been consistently intertwined: suicide, euthanasia, infanticide, eugenics, genocide and, most recently, the practice termed physician-assisted suicide. From Plato and Hippocrates to a pair of twentieth-century American physicians named Haiselden and Kevorkian, an examination of history shows these disparate notions always involve two troublesome questions: Which lives are not worth living? And who will decide? The same examination of history teaches that separating the worthy from the not worthy is a very dangerous proposition, especially for those whose lives are deemed marginal.     

Judgments of Personal and Environmental Risks of Consumer Products—Do they Differ?

Many psychometric studies have investigated judgments concerning personal risks from technologies, activities or consumer products, but only a few studies have included judgments of risk to the environment. Thus, little is known about this aspect of environmental risk perception, and whether it differs from personal risk perception. This study investigates risk judgments for 30 consumer products of various types such as herbal remedies, mobile telephones, genetically engineered drugs, or garden pesticides. A survey was conducted in two German cities: Leipzig and West Berlin. In total, 408 subjects evaluated the consumer products with regard to personal and environmental risk (and other risk-related aspects) and whether they would recommend the product to others. The findings show statistically significant differences between the mean values of perceived personal risk and environmental risk for most products. Despite these differences, the rank order of mean personal risk and environmental risk judgments for the products is quite similar. However, separate analyses for each product reveal that correlations between perceived personal and environmental risk vary strongly across products. Multiple regression analyses with personal and environmental risk judgments as predictors and product recommendation as criterion, run separately for each consumer product, show that it is mainly the judgment of perceived personal risk that explains product recommendation. Perceived risk to the environment adds little explanatory power. The study also explores differences in judgments of personal and environmental risk with regard to two sociodemographic variables: location (former East Germany vs. West Germany) and gender. Differences in both types of risk judgments are found with regard to location but not for gender.     

Big Data and Performance: What Can Management Research Tell us?

The special issue focuses on the theory and evidence linking the use of Big Data related technologies by businesses with their performance. Here we connect the papers accepted for the special issue to the overarching theme of Big Data as an emerging concept within the business management literature. We present two prominent case studies examining the use Big Data technologies on performance and strategy, followed by a discussion on how themes around Big Data and Performance may be examined from a theoretical perspective. Finally, based on a synthesis of papers in the current issue, we discuss the emerging issues and trends within the academic literature, relevant for future research.     

Is There Any Hope? How Climate Change News Imagery and Text Influence Audience Emotions and Support for Climate Mitigation Policies

Using a national sample, this study experimentally tests the effects of news visuals and texts that emphasize either the causes and impacts of climate change or actions that can be taken to address climate change. We test the effects of variations in text and imagery on discrete emotions (i.e., hope, fear, and anger) and, indirectly, on support for climate mitigation policies. Political ideology is examined as a moderator. The findings indicate that news images and texts that focus on climate‐oriented actions can increase hope and, in the case of texts, decrease fear and anger, and these effects generally hold across the ideological spectrum. In turn, the influence of emotions on policy support depends on ideology: Hope and fear increase support for climate policies for all ideological groups but particularly conservatives, whereas anger polarizes the opinions of liberals and conservatives. Implications for climate change communication that appeals to emotions are discussed.     

What Management Style is Considered Best for a Team-Based Organization and Why?

The paper reviews various styles of management that are commonly employed for managing team-based programs and projects in many manufacturing industries. It analyzes the characteristics of each style with respect to the needs for decomposing the goals into smaller chunks in a team-based organization or in a program. Three styles of management were considered at Electronic Data Systems (EDS) for this analysis. Based on the experiences of applying each style during various team-based programs at EDS, Ford Motor Company, General Motors, and Unigraphics Solutions accounts and from the varying degree of success achieved then, the paper points out which management style is well suited for managing this decomposed set of goals and why. It then analyzes which style is best suited for managing a team-based organization. As W. Edward Deming said in his book The New Economics, setting a particular numerical goal accomplishes nothing. Setting a method to achieve a common set of consistent goals is important. Clear and consistent set of decomposed goals provides a `constancy-of-purpose.' Without a common subset of consistent goals identified for each concurrent team (decomposed from its original sets), the product development teams do not know what is expected from each other and how to accomplish the tasks concurrently. Finally, the paper discusses why a management style, which is based on a set of constancy-of-purpose (governing) principles, is considered superior for managing a team-based organization.     

Hurricane Katrina, the Crisis of Leadership, and Chaos Management: Time for Trying the ‘Surprise Management Theory in Action’

Four years have gone by since the historic Hurricane Katrina hit and drowned the city of New Orleans and caused a massive crisis of, and a global case of grand failure in, governance, leadership, and public management. Advancing on an earlier work published in Public Administration Review (Farazmand 2007), in which a global case of grand failure was established with several lessons drawn for future crisis management, this article argues further for developing and applying a theory of ‘surprise management’ to manage future crises and chaotic situations. Crises are borne out of natural and human made disasters, catastrophes, revolutions, and rapidly changing emergencies. Surprise management is the best approach to managing or coping with crises and crisis driven emergencies.     

Disrupting Management Research? Critical Reflections on British Journal of Management COVID-19 Research and an Agenda for the Future

Research interest in extreme contexts was growing before the COVID-19 pandemic and has intensified since. The climate crisis, significant geo-political conflict, political polarization and upheaval, and economic/financial crises that present existential challenges to organizations have all contributed to rising interest in extreme-context research. COVID-19 itself has generated an enormous body of research across all sub-fields of management. However, the substantive, methodological and conceptual implications of this large volume of research remain unclear. In this introduction to the British Journal of Management COVID-19 Online Virtual Issue, we describe and analyse COVID-19 research so far published in the British Journal of Management. The Journal was proactive in seeing the profound implications of COVID-19 for management research and practice, issuing an early call for contributions, and publishing several exploratory commentaries as early as July 2020. In this paper, we situate COVID-19 research within the broader extreme-context research, analyse contributions made so far, and build upon an extended taxonomy of extreme contexts to suggest ways for future research to generate further impactful insights.