The Role of Similarity Cues in the Development of Trustin Sources of Information About GM Food

In evaluating complex new technologies, people are usually dependent on information provided by others, for example, experts or journalists, and have to determine whether they can trust these information sources. This article focuses on similarity as the basis for trust. The first experiment ( N  = 261) confirmed that a journalist writing about genetically modified (GM) food was trusted more when his attitude was congruent with that of his readers. In addition, the experiment showed that this effect was mediated by the perceived similarity of the journalist. The second experiment ( N  = 172) revealed that trust in a journalist writing about the focal domain of GM food was even influenced by him expressing a congruent attitude in an unrelated domain. This result supports a general similarity account of the congruence effect on trust, as opposed to a confirmatory bias account.     

The Historical Roots of Organizational Behavior Management in the Private Sector

Abstract

Applications of behavior analysis in the private sector became visible in the late 1960s and early 1970s. By the 1980s, the field of Organizational Behavior Management (OBM) was a well established discipline. This article chronicles the people, events and publications that contributed to the formation of the field, beginning with the precursors in the 1950s and ending in the early 1980s. The contributions of individuals who have been honored by the OBM Network are detailed and emphasized. Although some historical accounts attribute the development of OBM to influences from traditional management fields, the present account, through documentation of the formative events, argues that the field developed in relative isolation from such influences, emanating primarily from Skinner's development of programmed instruction and the advent of behavioral applications in other settings. While application of psychology to the work place predated behavioral involvement, the primary force for the development and growth of OBM came from within the field of behavior analysis.     

Distributional and Peer‐Induced Fairness in Supply Chain Contract Design

Members of a supply chain often make profit comparisons. A retailer exhibits peer‐induced fairness concerns when his own profit is behind that of a peer retailer interacting with the same supplier. In addition, a retailer exhibits distributional fairness when his supplier's share of total profit is larger than his own. While existing research focuses exclusively on distributional fairness concerns, this study investigates how both types of fairness might interact and influence economic outcomes in a supply chain. We consider a one‐supplier and two‐retailer supply chain setting, and we show that (i) in the presence of distributional fairness alone, the wholesale price offer is lower than the standard wholesale price offer; (ii) in the presence of both types of fairness, the second wholesale price is higher than the first wholesale price; and (iii) in the presence of both types of fairness, the second retailer makes a lower profit and has a lower share of the total supply chain profit than the first retailer. We run controlled experiments with subjects motivated by substantial monetary incentives and show that subject behaviors are consistent with the model predictions. Structural estimation on the data suggests that peer‐induced fairness is more salient than distributional fairness.     

The Efficacy of Action at a Distance as a Control Mechanism in the Construction Industry When a Trust Relationship Breaks Down: an Illustrative Case Study

A paper published by one of the authors (Woodward and Squires, 1996), described a situation where the accounting information system used by a geographically‐remote project manager to report progress on a project to his headquarters proved inadequate for that task. The inadequacy was particularly relevant in the reported case, in that the object project was one of considerable significance to the company, being the largest and most complex it had ever undertaken. While the earlier paper concentrated initially upon identifying the perceived shortcomings in the organization’s accounting information system, and subsequently upon delineating the proposal for a ‘workable’ solution thereto, the purpose of the present paper is rather to analyse the situation earlier reported, in the context of a perceived breakdown in the trust relationship existing between the project manager and his superior, the company’s managing director. The managing director trusted his subordinate, although it seems apparent retrospectively that the trusting relationship existing was abused. While the underpinning precept of trust is thus fundamental to the present analysis, it is additionally necessary to utilize as relevant concepts: the veracity of the company’s control mechanism (via the concept of action at a distance) to adequately report what was happening remote from headquarters; the assumption that the project manager, as agent, had the potential to abuse his position; and, finally, that the project manager’s professional affiliation was probably insufficiently strong to sustain self‐control based upon ‘clan’ considerations. It also emerges from the analysis that multiple, rather than single, trust relationships were at work.     

Optimization and Coordination of Fresh Product Supply Chains with Freshness‐Keeping Effort

We consider a supply chain in which a distributor procures from a producer a quantity of a fresh product, which has to undergo a long‐distance transportation to reach the target market. During the transportation process, the distributor has to make an appropriate effort to preserve the freshness of the product, and his success in this respect impacts on both the quality and quantity of the product delivered to the market. The distributor has to determine his order quantity, level of freshness‐keeping effort, and selling price, by taking into account the wholesale price of the producer, the cost of the freshness‐keeping effort, the likely spoilage of the product during transportation, and the possible demand for the product in the market. The producer, on the other hand, has to determine the wholesale price based on its effect on the order quantity of the distributor. We develop a model to study this problem, and characterize each party's optimal decisions in both decentralized and centralized systems. We further develop an incentive scheme to facilitate coordination between the two parties. Computational results are reported to show the effects of freshness‐keeping efforts.     

Is the professional self-managing or is there really a need for professional management?

Is the professional self-managing or is there really a need for professional management? The answer to that question is in both cases: “Yes”. The professional is largely responsible for directing his own activities. Managers must take due account of this by applying rules and procedures on a modest scale and aiming to achieve maximum harmonisation of the objectives of the organisation and the personal objectives of the people working there. If they can do that then there can be said to be professional management.The difficulty in managing professionals is the difficulty in steering the force and the direction of the thinking of others who are — by nature - often differently-minded: professionals have generally followed a specialised, usually scientific education, enjoy a high social standing, like to “perform solo”, have a dislike of management both in the active and the passive sense and the output of their work is difficult for others to evaluate because there is generally no clear consensus on the definition of performance indicators.Managing professionals could be considered as managing brain capacity and that calls for more than just good sense. A manager of a group of professionals can even sometimes experience a great deal of professional pleasure in his work if he is capable of acting as a specialised generalist, pacemaker and coach for his or her team.     

Truman and the medical profession: replay or lesson for the nineties

This article describes the first serious effort on the part of an American president to enact national health insurance (NHI). President Truman considered his inability to enact NHI the single most important defeat during his presidency. While a variety of factors led to the demise of NHI, three are most notable. The dynamic interplay of these factors, integrated with references to the current accelerating debate over national health reform, will serve as the focus for this seventh article in a series on historical efforts to enact national health reform in the United States.     

Reflections from philips electronics,N.A.: Lessons from winning the WEC gold medal

Several years ago I went to a lecture in which documentary film maker Rick Burns described his new film on the history of New York City. He mentioned that his biggest challenge was to identify a theme—an element that was a common thread in the history of the city which he could use as the focus for the documentary. (He finally decided that the theme would be “money.”)To develop the theme for Philips Electronic's application for the World Environment Center's (WEC's) Gold Medal Award for Corporate Environmental Excellence, I encountered the same challenge as the film maker. What theme would I use for a company which is diverse, decentralized, and has a worldwide presence? While Philips was doing many worthwhile things and had significant accomplishments, how could I put that in a package which would be coherent, cohesive, and understandable to the independent judges from around the world?     

Belief‐Free Equilibria in Repeated Games

We introduce a class of strategies that generalizes examples constructed in two‐player games under imperfect private monitoring. A sequential equilibrium is belief‐free if, after every private history, each player's continuation strategy is optimal independently of his belief about his opponents' private histories. We provide a simple and sharp characterization of equilibrium payoffs using those strategies. While such strategies support a large set of payoffs, they are not rich enough to generate a folk theorem in most games besides the prisoner's dilemma, even when noise vanishes.     

Developing strategies: A practical approach

This article describes some of the criteria which the author believes should be taken into account in developing strategies in order to meet a company's planning objectives, and gives examples drawn from his own planning experience of how in practice such strategies can be formulated and then implemented.     

Formal approaches to setting long-range goals

In this article the author reports (as a result of his dissertation research in California) that the frequently termed bottom-up approach to long-range goal-setting in firms has a place, especially under conditions of diversity and some management styles. However, trends to more top-down approaches with increased size and experience with planning can be observed when account is taken of the other more significant variables.     

The enduring allure of charisma: How Barack Obama won the historic 2008 presidential election

We apply charismatic leadership theory to the historic 2008 United States presidential election, in hopes of inspiring dialogue around how leadership theory can inform the critical process of evaluating and electing public leaders. While numerous leadership theories are relevant to understanding the 2008 election, charismatic leadership theory highlights aspects of the leader, followers, and the unfolding economic crisis that are particularly relevant in helping us to understand how a relatively inexperienced political outsider ascended to the US Presidency. Given the potential perils and challenges newly elected President Barack Obama faces in the months and years ahead, we also suggest four core strategies rooted in charismatic leadership theory that may help him capitalize on his early charismatic appeal, as well as avoid the pitfalls of charisma that have plagued some of his predecessors.     

Maximizing the rate of return on the capital employed in shipping capacity renewal

Decisions regarding investments in capacity expansion/renewal require taking into account both the operating fitness and the financial performance of the investment. While several operating requirements have been considered in the operations research literature, the corresponding financial aspects have not received as much attention. We introduce a model for the renewal of shipping capacity which maximizes the Average Internal Rate of Return (AIRR). Maximizing the AIRR sets stricter return requirements on money expenditures than classic profit maximization models and may describe more closely shipping investors׳ preferences. The resulting nonlinear model is linearized to ease computation. Based on data from a shipping company we compare a profit maximization model with an AIRR maximization model. Results show that while maximizing profits results in aggressive expansions of the fleet, maximizing the return provides more balanced renewal strategies which may be preferable to most shipping investors.     

When fairness works: Toward a general theory of uncertainty management

The only way in our opinion to account for this striving for justice and truth is by the analysis of the whole history of man, socially and individually. We find then that for everybody who is powerless, justice and truth are the most important weapons in the fight for his freedom and growth (Fromm, 1942/2002, p. 248).     

The successful physician negotiator

Whether you realize it or not, you are in the middle of a negotiation every time you are asked to do something. Negotiation skills are important for physician executives, both in their professional and personal lives. The Successful Physician Negotiator: How to Get What You Deserve provides useful examples of how to negotiate and helps you get in the proper mindset to get it done effectively. While the book explores the concept of cooperative negotiation, which is important if you want to have a long-term relationship with a person, it's also important to have other tactics. You need to understand your opponent by gathering information about his or her values and work situation. You can gather information when talking to your opponent, but you also need to do some "behind the scenes" preparation before the encounter begins. Other recommendations include: don't negotiate in your office, use time to your advantage, be able to keep silent when necessary, have options, be able to say no and walk away, keep your cool, and take notes.     

Recognizing the power of diversity

"The trouble with the future is that it usually arrives before we are ready for it." While Arnold H. Glasgow did not have diversity in mind when he made this statement, his thought is relevant to that topic nevertheless. In fact, almost everything in the health care environment of the 1990s is fluid, making the future a question mark. Among these changes is the demographic composition of students entering medical school and of patients. Consider the following. While 14 percent of today's physicians are people of color, that number increases to 25 percent for current medical students. In the past 10 years, the number of female physicians has seen the largest percentage growth, followed by American Indians, Blacks, and Hispanics. Physician executives who have vision and energy can capitalize on this demographic revolution and convert diversity into a competitive advantage once its boundaries are understood.     

考虑利他主义的古诺模型研究

针对完全利己和(或)完全利他可能不具有集体帕累托效率这些经济现象,利用文献[1]建立的GR博弈模型和GR均衡,建立了基于GR(黄金规则)的古诺模型,研究了GR均衡的集体帕累托效率性质与GR博弈中权重系统(描述厂商关心自己和他人的程度)之间的关系.结果表明,(1)对于N-厂商的情形,GR均衡集合与具有集体帕累托效率的策略组合构成的集合一致的充分必要条件是每个厂商都均等地关心自己和他人的利润;(2)对于两厂商的情形,GR均衡都具有集体帕累托效率的充分必要条件是,存在一个厂商均等地关心自己和他人的利润.这些结果一方面在古诺竞争的背景下加强了文献[1]的结果;另一方面表明.一个"平等地看待竞争对手利益"的古诺竞争将会获得集体有效率的竞争均衡.     

Marketing/Finance Executives Personal and Business Value Perspectives: Implications for Market-Focused Management

The concept of Market-Focused Management posits that the ultimate goal of the organization is the satisfaction of custumers' needs. In doing so other objectives of the firm, including financial objectives such as increasing shareholder wealth and long term profitability, will be achieved. The chief marketing and financial officers of the Fortune 1000 firms were surveyed regarding their personal values and a variety of organizational values relating to company stakeholders, organizational goals, appropriate strategies and tactics, competitive strengths and advantages. While both groups exhibited some differences, there was a startling amount of consensus in all areas surveyed. Both groups ranked shareholders and customers as the two most important stakeholders. While the overall goal of customer satisfaction was ranked by both groups as the most important organizational goal, the means to achieving that end differ somewhat. While a large number of organizational values were related to personal value strength, there was little overlap in the relationships between the two groups, although both groups are overwhelmingly driven by other-focused values such as warm relationships with others, sense of belonging and being well respected. Thus, it was concluded that similar personal values lead marketing and financial managers to substantially different attitudinal schema in their approach to managing their responsibilites. This revised version was published online in August 2006 with corrections to the Cover Date.     

Approaches to Equity Management and their Relationship to Women in Management

Developing equitable practices that provide fair access for all individuals to the benefits and burdens within an organization remains a dilemma for management both in policy and in practice. Research continues to show that the employment status and representation for members of some groups is significantly less than in relation to those of other groups. Addressing the issue of disparity has resulted in a number of different approaches. The main aim of this paper is to explore the ability of a typological theory of equal employment opportunity implementation to account for the differences in the numbers of women in management and in management tiers. This paper identifies and analyses four ideal-typical equity management approaches to achieving workplace parity: traditional (non-compliance), anti-discrimination, affirmative action and equal employment opportunity. While the objective of these approaches may be to ensure equity management in order to encourage equal outcomes the results tell a different story. Results show that an affirmative action approach to equity management predicts increases in women in management across all tiers of management.     

“Seeing to be seen”: The manager’s political economy of visibility in new ways of working

Recent changes in the world of work have modified the conditions of the exercise of management in ways that challenge managers’ traditional authority and identity, both symbolically and physically. In this context, we analyse the “visibilizing process” of managers, through which they attempt to make themselves more visible, in ways that reaffirm their authority and restore their identity as managers. To that end, we develop a Foucauldian framework on power and visibility, which sheds light on the “political economy of visibility” of the manager. We apply this framework to a case study that encouraged a re-spatialization of remote work in coworking spaces. The findings show how the manager in our case study staged his own visibility, by enhancing managerial control, to manage his invisibility and shape his intertwined identities. Through the visibilizing process, the manager legitimated his role, materialized his function, and restored his authority.