Combinatorial algorithms for the maximum k-plex problem

The maximum clique problem provides a classic framework for detecting cohesive subgraphs. However, this approach can fail to detect much of the cohesive structure in a graph. To address this issue, Seidman and Foster introduced k-plexes as a degree-based clique relaxation. More recently, Balasundaram et al. formulated the maximum k-plex problem as an integer program and designed a branch-and-cut algorithm. This paper derives a new upper bound on the cardinality of k-plexes and adapts combinatorial clique algorithms to find maximum k-plexes.     

Leadership and the strategic emotional manipulation of political identity: An evolutionary perspective

This paper offers a theoretical argument for some of the ways in which leaders can strategically manipulate emotion and appeal to shared identity to create cohesive political identities among followers which allow them to overcome recruitment, coordination and collective action challenges to maximize prospects for group survival. Building on divergent strands of literature from several disciplines including political science and psychology as well as recent work in biological anthropology, this argument outlines how leaders build on a foundation of shared social identity to incite fear and outrage toward out-groups among followers. Social identity and emotion thus serve as proximate mechanisms by which leaders can develop and sustain cohesive cooperation among followers that can then be deployed at will. In this way, the most effective leaders can leverage extant psychological mechanisms to cultivate a devoted group of followers whose affective attachment to a particular political identity can be activated for a wide variety of purposes independent of actual political content or issue area.     

项目合作企业之间观点耦合的动力学特征

运用动力学、自组织理论和项目管理理论相结合的方法研究有多个企业参与的合作项目中各成员企业观点的演化规律。根据提炼出的影响项目成员组织观点一致性的主要因素,建立考虑企业文化的凝聚作用和合作企业间耦合作用的观点演化动力学模型,分别研究线性和非线性耦合作用下成员企业观点演化的动力学行为。在非线性耦合作用下,组织观点演化存在观点冻结区、观点类线性收敛区和观点分岔区三个区域,推导得到可以用来判别观点演化所处区域的企业间初始观点分歧的临界值,发现在观点分岔区可能出现由企业间沟通强度阈值决定的组织观点趋同突变和决裂突变的演变现象,通过计算仿真验证这两种突变还与成员企业的凝聚作用强度、对相异观点的开放度以及观点演化的历史状态有关。研究结果对于揭示项目合作组织观点的自组织演化特性具有重要的理论价值,有助于项目管理者加深对观点演化的多样性和涌现机制的认识。     

企业战略-组织环境协同演进与产业空间转移——以自行车产业为例

通过回顾自行车这一典型的劳动密集型产业120年的发展、集聚、转移历程,系统分析了影响其转移的各种因素及机制;提出产业空间转移主要受承接地区集聚力和转移地区扩散力的双重作用,同时也受到劳动力成本、冰山成本、资本收益及制度环境的影响。产业集群的形成和发展促进了产业的空间转移,揭示出产业空间转移过程本质上是基于产业集群的企业战略与组织环境协同演进过程。     

Self-management competencies in self-managing teams: Their impact on multi-team system productivity

This research examined how composition of individual capabilities within self-managed teams translates into greater effectiveness for multi-team systems (MTS) in which teams are embedded. We investigated how a broad range of self-management competencies by team members aggregate to form a collective construct that influences productivity of a team network. In a semiconductor plant, we surveyed 716 members from 97 self-managed teams in 21 MTS. We found that MTS comprising teams whose members widely practice self-management strategies attain higher productivity gains and that multi-team systems consisting of highly cohesive teams of self-managers are the most productive.     

New technology and developments in management organization

New technology can provide the means to institute considerable changes in management organization, both through its application to operations and through its direct use in managerial work. These changes are expected to lead to smaller more cohesive management structures on the basis of the advantages offered by new technology for control and integration. However, a number of organizational design choices are involved with the introduction of new technology. These may present uncertainties, and it is not expected that the changes discussed will be appropriate to all kinds of organization. In Britain, there are also particular institutional and cultural barriers to the full realization of new technology's managerial potential.     

Was ist interkulturelles Coaching? 20 Jahre und (k)ein bisschen Klarheit

Looking at the articles and books published in German and English it becomes obvious that intercultural coaching has become a field of expertise just as leadership or conflict coaching. However, the developments in the scholarly debate about intercultural and cross-cultural communication have not expanded into coaching. To avoid constrictions coaching needs to be combined systematically with a dynamic and cohesive notion of culture. Inspired by the theories of transformative learning and the sociology of knowledge three methodological meta-perspectives are introduced to reflect and use cultures in coaching. A practical coaching example illustrates how these culture reflexive perspectives can be handled. Lastly, coaching itself needs to be considered as a culture bound format.     

Functional Behavior Assessment of the Unintentional Discharge of Firearms in Law Enforcement

Unintentional discharge (UD) is a term used in law enforcement to distinguish between an unplanned gunshot and a planned gunshot, regardless of context. The purpose of this paper is to (a) discuss the interdisciplinary literature on this topic, (b) merge and summarize the behavioral literature to provide a cohesive account of the phenomenon, (c) analyze injuries in relation to antecedent classes and context, and (d) develop strategies for firearm safety training that might prevent UDs and associated injuries in law enforcement. We provide a contextual behavioral taxonomy through the identification of six distinct antecedent classes in which UD can be categorized: contact with objects, medical symptoms, muscle coactivations, routine tasks, startle stimuli, and unfamiliar tasks.     

An Evaluation of the Effects of Very Difficult Goals

In 1968 the first cohesive theory on goal setting proposed that difficult goals produce higher levels of performance than easy goals and that specific goals produce a higher level of performance than “do your best” goals. While over 40 years of research supports this theory, there has been some discrepancy regarding the use of very difficult goals. This study was designed to examine the effects on performance of different levels of performance improvement goals and two different types of feedback, as feedback is often used in conjunction with goal setting. A group design was used with participants receiving one of two goal levels, and two different types of feedback. While no significant effects were found between the two types of feedback, goal level produced significant results in terms of performance and accuracy.     

The susceptible circle: A taxonomy of followers associated with destructive leadership

While leadership scholars increasingly acknowledge the influence of followers in the leadership process, less attention has been paid to their role in the destructive leadership process. Specifically, the current debate lacks a broad-based understanding of different susceptible follower types that synthesizes related research across academic domains. Expanding on Padilla, Hogan, and Kaiser's (2007) toxic triangle model of destructive leadership, we integrate research and theory across various academic literatures to derive a cohesive taxonomy of vulnerable followers that we call the susceptible circle. We describe the core characteristics of each follower type, drawing on Barbuto's (2000) theory of follower compliance to highlight the psychological processes that motivate each follower to comply with destructive leaders. We then conclude by discussing theoretical and practical implications, as well as avenues for future research.     

Corporate governance and accountability in multinational enterprises: Concepts and agenda

The objective of this editorial article is twofold: (1) to develop a conceptual foundation that defines corporate governance and accountability in MNEs and (2) to present issues for future research on the ground of this conceptual foundation. Despite recent attention and greater efforts to understand MNE corporate governance and accountability using multiple disciplines, a cohesive and integrated foundation to define them and their interrelationships is still lacking. Even among submissions to this special issue, there is no one article that conceptualizes all of these issues. To fill this void, this article explains what constitutes corporate governance and accountability in an MNE; we address what elements the concepts entail, how they differ from domestic firms and in what ways governance and accountability are mutually facilitative. This article also discusses several major research issues that have strong implications for MNE governance and accountability design.     

Centrality Asymmetry and Partner Complementarity as Influences on Alliance Dissolution

Research on interfirm alliances indicates that partner firms’ asymmetry in network centrality increases the likelihood of alliance dissolution because it gives rise to a power imbalance and opportunism in the partnership. We contend that this view of centrality asymmetry does not consider the binding force that network resource complementarity can provide in an alliance, which motivates partners to ally for the long term. We propose that centrality asymmetry can have both divisive and cohesive forces in an alliance, which – when considered together – lead to a prediction that centrality asymmetry has a U‐shaped relationship with alliance dissolution. Moderate levels of asymmetry lead to lower rates of dissolution than high and low levels of asymmetry. The degree of cooperation between partners and the degree of external competition reduce the effects of centrality asymmetry on alliance dissolution because they mitigate power imbalances while encouraging partners to strengthen the alliance to withstand competitive challenges.     

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?     

Improving Expatriation Success: The Roles of Regulatory Focus and Burnout

The study empirically and theoretically contributes to the human resource management discipline by developing and testing a cohesive model drawing on the pertinent literature from expatriate management, burnout and regulatory focus theory. Drawing on data from 233 expatriate managers, the study aims to examine the relationships between expatriate adjustment and the outcomes of job satisfaction and withdrawal cognitions via expatriate burnout. Specifically, the findings reveal that (a) higher levels of both work adjustment and interaction adjustment lead to reduced expatriate burnout, with the former having a greater effect on burnout than the latter; (b) burnout serves as a full mediator between work adjustment and withdrawal cognitions, and a partial mediator between work adjustment and job satisfaction; and (c) regulatory focus serves to moderate expatriate adjustment–outcome consequences, i.e. promotion‐focused (as opposed to prevention‐focused) expatriates demonstrate a stronger burnout–job satisfaction relationship. Several implications are extracted from the study for regulatory theory, burnout and expatriation management practices as well as suggested avenues for future research.     

Harnessing Diversity and Collective Action in the Top Management Team

Diversity has become an important issue at all levels of the company from the boardroom to the back office. It is increasingly apparent that diversity is vital to productivity, with academic research indicating an important link between diverse top management team (TMT) composition and corporate performance. However, the nature of this link remains elusive, as there is little accessible research that can help top teams to evaluate how diversity impacts on their strategic capacity. This paper seeks to fill this gap by developing a conceptual framework, illustrated with case examples, to explain the relationships between TMT diversity and TMT collective action. As collective action is difficult to attain from top teams that are high in diversity, six practical processes are developed from this framework for establishing and exploiting top team strategic capacity. The paper concludes by outlining the theoretical implications of the framework.

It is the range of skills and attributes acquired through a diversity of experiences and backgrounds that combine to create a cohesive and effective board.¹

     

Strategy implementation: A review and an introductory framework

Effective strategy implementation is a critical component of organizational success and a potential source of competitive advantage. However, despite many calls for increased attention, research on the subject remains a disparate constellation of recommendations, case studies, and empirical work that provides insight but lacks a cohesive framework. As a result, strategy research most often treats implementation as a black box and overlooks sources of performance heterogeneity derived from differences in strategy implementation effectiveness. To improve our understanding of the strategy implementation process, and to promote its inclusion in strategy research, the authors systematically review and synthesize findings in the extant strategy implementation literature to abductively derive an integrative framework comprised of three components: (1) actions through which managers influence the implementation process, (2) conditions necessary for strategy implementation effectiveness, and (3) the underlying dynamic managerial capabilities to create the best possible combination of conditions by enacting the most appropriate managerial actions. By explaining the relationships among these three components, we provide an introductory foundational framework on which to build future knowledge about this important field of inquiry.     

A FRAMEWORK FOR THE SYSTEM DESIGN PROCESS1

Much discussion and writing about “systems” is often superficial, glib, and of a non-operational nature. This paper presents a cohesive framework for the process of system design which is felt to be of operational value in the design and management of systems. The framework's central tenet is that all systems are made up of entities and the relationships among the attributes of those entities; and that in designing systems, two processes are used, inclusion and structuring. Inclusion is concerned with what entities to include in a system and structuring with how their attributes are to be related. The system design process is directed or driven by a set (system) of criteria. Systems must be viewed with a time dimension: evolution will and should take place, both in the systems themselves and, more importantly, in the criteria that drive the design and evolution of those systems. In this framework, all problem solvers can usefully regard themselves as system designers. Presentation of the framework is followed by examples, discussion of the criteria set, system design tools, and some implications for teachers and practitioners.     

A manpower planning model for organizational effectiveness

In this article the author argues that micro-manpower planning is finally beginning to emerge as a process for helping individuals and firms to play an active role in developing integrated approaches and facilitating interrelationships within an organization. Additionally, that it is in a unique position where it can relate many of the foundations formulated by many segments of organizational theory and mathematical modeling into a cohesive and practical application format for practicing administrators.Naturally, the developed Markovian model is a stable process and assumes stable probabilities of movement with the system. Additionally, it assumes that movements between the states are dependent solely upon the previous state of location which is usually false in a business organization where movement is also dependent upon length of time in state, previous states occupied, and personal variables. But, the Markovian process can be viewed as a relevant modeling technique even with these constraints.These factors are combined to examine and discuss the organization's effectiveness and its bargaining position in terms of manpower resources. Additionally, policy decisions which would be made based upon the interrelationships of the personnel and industrial relations departments and the firm's technical core are discussed.     

On the adoption of lean manufacturing principles in process industries

Traditionally, the lean paradigm has been applied to discrete manufacturing of items that can be easily put together and taken apart. The process industry, on the other hand, transforms raw materials into cohesive units that are basically blended into a final product with parts that cannot be disassembled and then reassembled. The current lean literature provides numerous commendable examples of theory and practices of lean principles in discrete manufacturing. However, its application in process industry is limited. Furthermore, there is no systematic accounting of the lean literature in this sector, which may have contributed to lesser awareness in the industry. This paper provides a state-of-the-art review of lean manufacturing literature with respect to its applications in process industry. It contributes to the classification of literature in a manner which helps to identify strategies suitable for the adoption of lean concepts in process industry. The paper seeks to synthesise the literature with an emphasis on identifying the scope for lean in process industry and associated benefits. The review also presents an analysis of the lean tools and techniques that have been applied or have potential application in the process industry and the challenges to implement lean. We believe that such a comprehensive review will not only facilitate the adoption of lean in process industry but will also provide agenda for further research by exposing voids in the knowledge base.     

The quality of service: An overall performance assessment for water utilities

Over the last decades, the delivery of water supply services has changed among regions and actors, in order to meet the changing needs. Those services can be balanced based on the relation between the obligations they must fulfill, the quality offered, and the associated price/value for money. Furthermore, due to the water services inherent characteristics, they are prone to poor quality of service (in general terms). Thus, global performance assessments are of paramount relevance under those constraints. In Portugal, the water regulator has developed a system of performance indicators (partial measures of performance) and, therefore, it is not possible to achieve the desired holistic performance evaluation (global measure). To enable such assessment, we propose an application based on the ELECTRE TRI-nC method to define quality of service categories and aggregate performance indicators. To obtain a coherent family of criteria (i.e., exhaustive, cohesive, and non-redundant) we apply an iso-preference logic. The results obtained are presented through a geographical information system allowing for a clearer visualization of the overall performance of water utilities. The method proposed can be considered a suitable decision support system and useful regulatory tool able to provide policy relevant outputs.