Das Karriereplateau

The career-plateau as challenge to enterprises, employees and consultantsThe authors intend to link life-span-psychology to career-research in order to make understand the phenomenon of career-plateau and how individuals and organisations can deal with it. People take stock in the middle of their lives and assess their personal or professional targets. This process often relates to a personal crisis, especially when the success rate of a job is an important part of the self-concept and hierarchical development has stopped simultaneously. Nevertheless, the desire for a career continues to exist. On top of that what makes it even harder is that the individual has to work at least 20 more years because of demographic reasons. We assume that the way how to manage this crisis has a big influence on performance motivation and that life-span-orientated management development can help the individual to overcome the crisis or even prevent it.     

Dealing with Ethical Dilemmas in Organizational Change Processes

Several theories exist on how managers think aboutethical responsibilities in a business environment.Some stress the economic way of thinking and explainwhy there is no space for moral reasoning in abusiness environment. Others claim that in a businessenvironment also moral considerations can play animportant role. In this article, we will explore theway managers have actually dealt with potentialdilemmas in organizational change processes,especially changes with drastic consequences foremployees. Do managers consider moral arguments? Dothey feel a moral responsibility towards theiremployees? And in what way do they include a moralresponsibility in the decision process and itsoutcomes? These questions were investigated throughcase studies in two organisations and interviews withsix managers in other companies. The framework whichis used in the research will be described and the mainresults of the field-research will be presented. Wedid find that managers actually strived to some extentfor fair and morally responsible solutions in dilemmasituations, but in another way then we expectedbeforehand. Managers did not base their acting onmoral arguments. Instead they used a more pragmaticapproach wherein acting in a morally responsible wayis based on strategic arguments, such as the positiveeffects for the organisation in the long run.     

META-DESIGN CONSIDERATIONS IN DEVELOPING MODEL MANAGEMENT SYSTEMS*

This paper examines cognitive considerations in developing model management systems (MMSs). First, two approaches to MMS design are reviewed briefly: one based on database theory and one based on knowledge-representation techniques. Then three major cognitive issues—human limitations, information storage and retrieval, and problem-solving strategies—and their implications for MMS design are discussed. Evidence indicates that automatic modeling, which generates more complicated models by integrating existing models automatically, is a critical function of model management systems. In order to discuss issues pertinent to automatic modeling, a graph-based framework for integrating models is introduced. The framework captures some aspects of the processes by which human beings develop models as route selections on a network of all possible alternatives. Based on this framework, three issues are investigated: (1) What are proper criteria for evaluating a model formulated by an MMS? (2) If more than one criterion is chosen for evaluation, how can evaluations on each of the criteria be combined to get an overall evaluation of the model? (3) When should a model be evaluated? Finally, examples are presented to illustrate various modeling strategies.     

The McDonaldization of Higher Education: A Fable

Given the promise of technology,and the proliferation of competition, the very essence of the academic enterprise is poised for dramatic change. Higher education might undergo an evolution similar to that of other industries — through mergers and acquisitions, standardization, and ultimately consolidation into a few leading ‘brand name’companies. If the future means only a few academic institutions will survive, what will be nature of those schools, their culture, and the role of their faculty? This fable not only speculates on the brave new world that might emerge, but suggests the underlying values that might determine whether this new academic system should be embraced or resisted.     

Disengagement in Open Innovation: A Cognitive Perspective

The central tenet of open innovation (OI) is that useful knowledge is widely distributed. By purposively engaging in knowledge sourcing and sharing (KSS) activities, organisations can create and capture value through collaborative exchange with others. Organising for OI relies on the assumption that individual managers tasked to bring it to fruition will enact behavioural responses conducive to external KSS. However, understanding what characterises and informs managers’ disengagement in OI remains an unresolved challenge. The interactions between managers’ in-role demands in OI and their self-concept, which guide behavioural responses, are under-investigated. Drawing on cognitive dissonance theory (CDT), this article conceptualises the sources of managerial dissonance and situates discussions on underlying influencing mechanisms, culminating towards a cognitive model of disengagement in OI. Bridging OI, psychology and management literature, hypotheses are developed to stimulate investigations into what characterises and influences managers’ disengagement in OI. Managerial implications are discussed to curate approaches that can help manage managerial dissonance in order to attain the desired organisational OI goals.     

Managing structural and dynamic complexity in supply chains: insights from four case studies

Complexity is regarded a major impediment to Supply Chain (SC) performance. However, very few studies aid SC managers adopt adequate practices in response to structural and dynamic complexity. This study offers a comprehensive review of the practices that four manufacturing companies employ in their SC function to manage the structural and dynamic complexity of their product portfolio, internal SC, and supplier and customer bases. Moreover, leveraging the results of the inductive in-depth case studies, a classification of complexity management practices consisting of four clusters is advanced: variety reducing, confinement and decoupling, coordination and collaboration and decision support and knowledge generation. Each cluster’s distinctive logic and limitations are discussed and propositions on their managerial scope are introduced, therefore providing managers with relevant insights to design effective complexity management approaches in their organisations.     

Integration team members' approaches to uncertainty management in M&A

Mergers and acquisitions (M&A) are associated with various uncertainties. Often, large companies designate integration team members to organize post-acquisition integration. However, little is known about what integration team members do in the post-acquisition integration process. This study examines how integration team members deal with uncertainties in post-acquisition integration, specifically how they manage tensions that require different and conflicting approaches. The research is based on an in-depth qualitative case study that examines the post-acquisition integration phase in real-time in the context of two Nordic firms. The study offers three main findings. First, among various uncertainty reduction, coping and balancing approaches observed in this study, the balancing approach emerged as a new method to face uncertainty. The second finding illustrates that the choice among various uncertainty management methods and their approaches is a dynamic process, in which integration team members from both buying and acquired firms are actively involved. Lastly, the study identifies that integration team members use collaboration as the way to address tensions in uncertainty management.     

Performance management in hybrid organisations: A study in social housing

The nature and role of social housing across the European States is growing more diverse every decade. From the wide range of social housing as a percentage of total housing stock, the many different housing options provided, to the vast array of housing allocation mechanisms and differing levels of equity delivered by such mechanisms, social housing across Europe presents an increasingly complex social challenge. As such a one-size-fits-all solution to these challenges is unlikely to present itself, and researchers are therefore forced to focus on the specifics of a region or state—this is the case with this study.Within the UK, Housing Associations (HAs) have played a fundamental role within successive government social housing policies for at least three decades. However, through a succession of legislative changes, welfare reform and the deregulation of their non-profit social role, HAs have been fundamentally challenged, and are now exposed to competition from private registered providers.This study poses the overarching research question; what role does performance management play in the transition to a competitive hybridised social housing sector? Exploring this question, the paper analyses the effect of this transition through institutional isomorphism and considers specifically how a sample of English HAs sense uncertainty within the social housing sector and respond to the coercive, normative, and mimetic isomorphic pressures at play.This study finds the primary mechanism by which HAs appear to sense and respond to external changes within the sector is through their strategic performance measurement systems and metrics. Social, political, and competitive changes in the sector are ‘sensed’ as a misalignment within the existing strategic performance metrics, exerting isomorphic pressures on the organisational governance team to respond by realigning the performance metrics with the sensed changes. In this way, we posit that strategic performance measurement is linked to and plays a much more pivotal role, in the hybridisation of third-sector organisations than previously reported within the literature.Examples of such realignment include the increased use of benchmarking performance as a normative practice, and the replication of perceived best practice from the private sector to remain competitive and sustainable. Such changes reflect on an increasingly hybridised position for HAs, which now focus on improving business-critical activities, rather than simply producing performance data as a means of demonstrating good governance and compliance to their regulatory body.     

Managers' Perceptions of their Identity: A Comparative Study between the Czech Republic and Britain

After a period of more that 40 years of Communism, the Czech Republic is in the midst of an economic transformation. One aspect of this transformation is the development of a new managerial ethos, important to manage the current infrastructural changes and ensure that Czech organizations are able to compete in international markets.
This paper reports research that examines what Czech managers think about themselves and their roles, and contrasts these perceptions with those of their British counterparts. Many of the concepts and development approaches being applied in the Czech Republic are closely related to concepts and development approaches in the West and have often been accepted unchallenged even though they are being applied in very different circumstances. The focus of this research was to understand how Czech and British managers view their jobs; how their different views relate to the techniques and approaches they adopt. The method chosen was discourse analysis applied to responses from a questionnaire, interviews and repertory grid technique. Using this approach a very different kind of understanding was gained in the way Czech managers think about management than has hitherto been assumed.
The research takes a matched group of Czech and British managers and contrasts their respective views. Our findings give important new insights for management and management development practice for both the Czech Republic and Great Britain.     

The nature of action learning

Action Learning has developed to such an extent that there is now a demand to ‘know’ what it is. There is one way, and one way alone, of getting to ‘know’ what action learning is, and that is by doing it. For those who most clamour to ‘know’ what something might be are usually the victims of an educational system that leaves the vast majority who pass through it ignorant of the meaning of the verb to ‘know’ .... If, for example, I am asked “Do you know that woman?”, it is most probable that the questioner does not ‘know’ what he is asking me. Does he mean “Do I know her name? Or where she lives? Or am I able to introduce him to her? Or what she does for a living? Or do I recognise her by sight? Or have I been to bed with her? And, if so, what progress did I make?...” Thus, with action learning: “Have I read a book about it? Or attended a seminar at which somebody was trying to sell places on an action learning programme? Or visited a set of participants meeting as part of such a programme? Or tried to organise real persons tackling real problems in real time, and trying thereby to learn with and from each other? Or been an active participant myself in such a programme?...” To ‘know’ what action learning is, one must have been responsibly involved in it; since this cannot have been done merely by reading about action learning, it is impossible in this, or any other, note to convey more than the vaguest impression of what this educational approach may be. The day action learning becomes explicable in words alone will be the day to abandon the practice of it.     

Support for diversity practices in Norway: Depends on who you are and whom you have met

An increasingly diverse workforce is a reality for today's organisations in Norway, and a variety of human resource practices are being introduced in order to manage this diversity effectively. However, little is known about what leads to the successful implementation of these diversity practices. Thus, we need to find out more about what affects the willingness to implement that is held by those responsible for the process. In this study we examine how contact with minority groups, values, orientation, and individual differences relate to their perceptions and support for diversity practices. In a survey conducted with 385 Norwegian individuals employed in different organisations and business sectors across the country, we observed a relationship between positive contact experiences with individuals from immigrant backgrounds, diversity values, other-orientation, age, and gender on the extent to which the respondents were willing to support a diversity practice. Theoretical and practical implications and directions for future research are discussed.     

风险规避偏好下农副产品自然风险管理策略的选择:外部采购还是农业保险?

在农副产品加工行业,自己种植原材料有利于企业控制产品质量、获取低成本优势。然而,随着全球气候的变暖,恶劣天气等自然风险事件频发,这无疑加剧了农副产品制造商面对的自然风险。实践中,制造商可通过外部采购策略或农业保险策略降低自然风险带来的损失。然而,这两种策略各有利弊,对于风险规避制造商而言究竟哪种策略更为有效需进行深入探析。为此,本文以单周期风险规避农副产品制造商的计划产量决策模型为基础,研究企业自然风险管理策略的选择问题。通过比较研究,找出两种策略的实施条件,并给出农副产品制造商应对自然风险的占优策略。研究结果表明:(1)当制造商风险规避程度较低时,利用外部采购策略避险是无效的。这时,如果农业保险的安全因子足够低,农业保险策略可完全补偿缺货成本,并帮助制造商降低计划产量节约种植成本,进而提高CVaR值、改善运营状态;(2)当制造商风险规避程度较高时,外部采购策略可完全消除自然风险造成的产量波动并帮助企业进入该产品市场,而农业保险则是通过补偿自然风险引发的缺货成本帮助企业进入该产品市场。哪种策略更有效取决于外部采购价格和安全因子的大小关系;(3)随着原材料单位种植成本、不利事件发生概率、最终产品单位收益及单位缺货成本的上升,外部采购策略占优区域逐渐扩大而农业保险策略的占优区域逐渐减少。     

Maintaining Masculinity: Men who do 'Women's Work'

This paper examines the ways in which men manage their gender identity on entry into occupations traditionally undertaken by women. Drawing on in-depth interviews with men in non-traditional occupations the paper demonstrates how men who enter "female" occupations face a range of challenges to their sense of 'masculinity'. It is argued that gender identity and occupational identity become misaligned during this transition. The paper shows how men attempt to realign these two identities, either by a reconstruction or rationalization of the nature of their occupations, or by renegotiation of their own conception of what it means to be a man. The article concludes that the first of these approaches has important implications for the nature of occupations and the way in which work is carried out, while the second may be one of the key processes at work in the desegregation of the labour market.     

Theories of the Firm–Market Boundary

A central role of the entrepreneur-manager is assembling a strategic bundle of complementary assets and activities, either existing or foreseen, which when combined create value for the firm. This process of creating value, however, requires managers to assess which activities should be handled by the market and which should be handled within hierarchy. Indeed, for more than 40 years, economists, sociologists and organizational scholars have extensively examined the theory of the firm's central question: what determines the boundaries of the firm? Many alternative theories have emerged and are frequently positioned as competing explanations, often with no shortage of critique for one another. In this paper, we review these theories and suggest that the core theories that have emerged to explain the boundary of the firm commonly address distinctly different directional forces on the firm boundary—forces that are tightly interrelated. We specifically address these divergent, directional forces—as they relate to organizational boundaries—by focusing on four central questions. First, what are the virtues of markets in organizing assets and activities? Second, what factors drive markets to fail? Third, what are the virtues of integration in organizing assets and activities? Fourth, what factors drive organizations to fail? We argue that a complete theory of the firm must address these four questions and we review the relevant literature regarding each of these questions and discuss extant debates and the associated implications for future research.     

Safety culture: Philosopher's stone or man of straw?

This introductory paper to the special issue on Safety Culture considers some of the key issues relating to the nature, measurement and utility of this concept. It argues that there are many important questions still unanswered: what is safety culture and what is its theoretical basis (the question of definition), is it synonymous with safety climate, what are the essential characteristics of a 'good' safety culture and how might they be best measured, what are the reliability, validity and utility of existing measures of safety culture, and how does the concept contribute-if at all-to good safety systems and performance? Can an organization's safety culture be related to additional parameters (such as accident and incident performance) which are judged both within and outside the organization by the full range of stake-holders? Finally, the authors consider future issues and the future direction of work in this area.     

高峰对话 唐·舒尔茨：品牌传播的杠杆法则 低成本也能做出大品牌

品牌是企业成长最重要的驱动力之一,这已是企业界的共识。虽然中国产品早已与国际品牌同台竞技,但在全球排名前20的品牌中,仍然没有中国企业的身影;在中国排名前10的品牌中,基本是电信或银行等国有垄断型企业。多年来,中国产品一直是廉价和OEM的代名词。如何在全球建立中国制造的优秀品牌形象,使之摆脱低成本和廉价印象？如何打造中国自己的强势消费类产品品牌？     

Managing Imbalanced Supply Chain Relationships for Sustainability: A Power Perspective

This study adopts a power perspective to investigate sustainable supply chain relationships and specifically uses resource‐dependence theory (RDT) to critically analyze buyer–supplier–supplier relationships. Empirical evidence is provided, extending the RDT model in this context. The concept of power relationships is explored through a qualitative study of a multinational company and agricultural growers in the UK food industry that work together to implement sustainable practices. We look at multiple triadic relationships involving a large buyer and its small suppliers to investigate how relative power affects the implementation of sustainable supply‐management practices. The study highlights that power as dependence is relevant to understanding compliance in sustainable supply chains and to identifying appropriate relationship‐management strategies to build more sustainable supply chains. We show the influences of power on how players manage their relationships and how it affects organizational responses to the implementation of sustainability initiatives. Power notably influences the sharing of sustainability‐related risks and value between supply chain partners. From a managerial perspective, the study contributes to developing a better understanding of how power can become an effective way to achieve sustainability goals. This article offers insights into the way in which a large organization works with small and medium size enterprises to implement sustainable practices and shows how power management—that is, the way in which power is used—can support or hinder effective cooperation around sustainability in the supply chain.     

The five "S" levels of enterprise health.

Whether pride, necessity, or inattention is at the root, some "slowly boiling" physicians find themselves working harder for fewer compensations of all sorts, and may not be fully cognizant of their circumstances. This article helps to diagnose and manage the health of physicians' practices and/or related enterprises. There are five levels of enterprise health, ranging from success (S-1) to shutdown (S-5), that serve as weather vanes about how the enterprise is adapting to changes in its environment. How should physicians respond to chaos and the threats of deteriorating enterprise health? A five-step approach is offered: (1) Discern what is important; (2) place and keep your program in alignment with those patient interests that will enhance your enterprise viability; (3) keep score with an internal balanced scorecard; (4) manage and shepherd your resources in a manner that demonstrably adds value to patient care; and (5) know the score and use it.     

Is it change? Or is it noise?

How can you tell the difference between mere noise, and a profound change headed your way? Your gut instincts may not always be a reliable gauge. It takes a long time for most people to become an executive leader. If you are typical, you were raised and trained in a different era, with different expectations. You see things with different lenses. So what can you trust? You can trust first principles. Ask yourself what you know about the reasons that changes are happening in this environment. Then ask yourself about what is being proposed--how does it fit with the roots of the changes in health care and your organization? The three change filters presented here can help you to figure out if it's change or just noise. Ask yourself: (1) what are the changes occurring in the health care industry; (2) is your organization ready for change; and (3) how likely is it that your organization will easily adopt this particular change? These three filters together will help you decide what is a truly important change, how ready your organization is for change, and whether it will adapt to this change with ease or difficulty.     

Entrepreneurship,globalization, and public policy

This paper examines the impact of governmental policies in influencing the path of internationalization of small- and medium-sized enterprises (SMEs). It focuses on the role of institutions mandated to assist internationalization, as exemplified by Canada's Export Development Corporation (EDC). We illustrate and examine critically the role that governments typically play in assisting and influencing the international expansion of domestic firms. We argue that the activities of agencies such as EDC — mainly in financing and in insuring against the risks inherent in export activities — may actually be counterproductive to the long-term interests of many SMEs by skewing managers' decisions toward direct exporting, rather than toward indirect exporting by entering the value chain of already-established multinational enterprises (MNEs). A consequence may be to divert the constrained resources of entrepreneurial firms away from their greatest comparative advantage — innovation — toward managing direct entry into international markets in which they are at a comparative disadvantage relative to larger established MNEs. Highly innovative SMEs might be better off by leaving the internationalization of their innovations to MNEs and sharing some of the international direct exporting profits with them instead. The implications are relevant for governmental policies toward internationalizing SMEs not just in Canada but in open, market-oriented economies everywhere.