Building cultural intelligence: insights from project management job advertisements

This paper examines how organisations that conduct worldwide recruitment of project management professionals can derive insight from the cultural preferences stated within project management job advertisements. Drawing on project management practitioner job advertisements placed by 2040 organisations across seven countries and seven industries, we employ Hofstede’s national cultural framework to categorise cultural preferences which the organisations persistently replicate in their specifications of desired candidate project management practitioner competency. To map global trends and national variations, data analysis is undertaking and utilising exploratory data analysis, Poisson regression and negative binomial regression are used. The paper finds that specific national cultural dimensions – ‘Collectivism’, ‘Uncertainty Avoidance’ and, to a lesser extent, ‘Power Distance’ – are the most salient cultural denominators for advertised project management positions, while this is not the case with ‘Masculinity’ and ‘Individualism’. The findings raise issues about which organisations should seek to become more culturally intelligent, and which relate to the adaptiveness of the cultural preferences that they articulate through their job advertisements, both to project tasks and to cultural contexts for projects.     

Network governance in the heritage ecology

This article examines an AHRC ‘Co-Design and Co-Production’ project focussed on the decision-making processes within the ‘heritage ecology’. The project involved three UK universities and a range of heritage institutions and community organisations. The project set out to empower community organisations through an emphasis upon deliberative democracy. Heritage is conceptualised as public value because it is used to define identity and belonging in civil society. Network governance theory is used to characterise the operational capabilities and the decision-making environment in the heritage ecology. The article argues that the public value of heritage is realised through network governance when ‘human elements’, such as emotional value are authentically and legitimately represented in deliberative processes.     

High value manufacturing (HVM) in the UK: case studies and focus group insights

This paper studies the internal mechanisms that allow organisations to become high value manufacturing (HVM). Using a qualitative methodology, three UK manufacturing companies formed in-depth case studies with semi-structured interviews, observations and historical data. The HVM value matrix of Martinez and co-workers is used to categorise each organisation’s value proposition. Wider benchmarking of the three organisations was carried out against a focus group with an additional seven manufacturing organisations. Thus, data from 10 manufacturing organisations are included in this research. The cases follow the ‘customer intimacy’ HVM discipline. The business processes supporting these value propositions were identified. Interestingly, each organisation’s desired value proposition differs from their current one. ‘Technological integrators’ predominantly rely on new product development (NPD) and Strategy processes, whereas ‘Socialisors’ rely predominantly on Strategy and Customer Relationship processes. Companies can use the findings to better understand their current HVM value proposition and, where necessary, plan their transition to a future desired HVM value proposition.     

Führungskulturen an der Universität: Feedbackinstrumente als Schlüssel zur Personalentwicklung

Management culture at German universities. Guided feedback as an instrument to develop leadership skills In future, universities will be fundamentally more exposed to national and international competition than they are today. The challenges for Germany’s universities arising from this are increased by the reform pressure towards a modernization of the governmental administration. On grounds of these new tasks and challenges, inner-organizational changes as well as the development of a leadership responsibility and further training of the employees’ social skills are necessary. Therefore up-to-date personnel development belongs to a university’s modernization program. At the Berlin University of Technology appraisals by subordinates are practiced in order to design a fair leadership culture. The crucial factor for this is the professor’s and administration manager’s identification with their leadership role. For a further process consultation the adoption of coaching is recommended.     

Effective Regulation and Support to Economic Growth: Are These Aims Mutually Exclusive in the Regulation of the UK’s Nuclear Industry?

This paper is a reflection on the UK governments’ latest regulatory intervention affecting all non-financial institutions, including the Office of Nuclear Regulation (ONR). The intervention forms part of the government’s response to the economic downturn experienced in the UK and requires regulators to take into account not only their responsibilities for maintaining safety, but also the impact of their actions on economic growth. While this may be a valid proposition for some organisations, the paper suggests that the unique characteristics of the nuclear industry should exempt its regulator from these government provisions. The paper identifies existing and historic regulatory and governance weaknesses that would suggest regulatory intervention should be reviewed but not from a need to enhance economic growth. Rather a need exists to redesign the regulatory process so that the industry’s hazards and risks arising are mitigated. An inherent conflict of interest is also identified that compounds historic governance problems where publicly-funded, government-appointed regulators attempt to regulate publicly-funded, government-appointed third-party organisations. While in neoliberal terms this may not be seen as an issue, I examine notable, generic, regulatory incidents where managerial and regulatory action failed to resolve resource allocation issues between the need to improve levels of economic growth or safety.     

A contingency view on the impact of supplier development on design and conformance quality performance

This study extends contingency theory’s account of organisational size and culture by exploring the relationship between supplier development and internal quality performance. Drawing on supplier development research, the study aims to examine the moderating impact of organisational size and culture on the relationship between supplier development and design and conformance quality dimensions. Using survey data of 518 UK manufacturing organisations, we found that larger organisations with greater access to resources and a strong supply chain orientation culture tend to place the most weight on supplier development programmes which in turn yield higher internal quality performance. These findings contribute to ‘Operations Management Practice Contingency Research (OM PCR)’ and will raise awareness among operations managers of their future sourcing decisions.     

The role of QMS in the relationship between innovation climate and performance

The emergence of new global competitors, the convergence of high-technology industries and the increasing speed and cost of technological development promises an increasingly uncertain environment for organisations, making adaptation to changes in the environment a central theme in the study of the organisation for both organisation theory and strategic management. This study thus seeks principally to verify that, while innovation and quality management (QM) alone do not possess the qualities required to provide organisations with sustainable competitive advantages, the bundle of innovation and QM together with other resources and competencies will allow organisations to obtain a competitive advantage and adapt to their environment. The results show that the factors determining innovation – such as resistance to change, cohesion and workload pressures – have repercussions for the firms’ capacity to adapt to their environmentand that a QM context facilitates this adaptation. Finally, we can conclude that a climate of support for innovation is positively related to the organisation’s performance.     

Impact of performance indicators on organisations: a proposal for an evaluation model

This work aims at giving some guidelines to assess the impact of performance indicators on organisations. Performance measurement systems are usually introduced into organisations in order to monitor goal achievement, to allocate resources and to implement a strategy. However, the implementation of performance indicators may generate an alteration in the rational behaviour of the monitored structure. The risk of this impact is always present, and must be considered very carefully in order to preserve the organisation from a counter-productive effect. In the present analytical work, a reference model is proposed as a first step. This model considers all the organisational dimensions on which an indicator may exert its influence. The method makes use of the four Kaplan and Norton’s balanced scorecard perspectives in order to identify the dimensions on which an indicator may exert its impact. Previous works reported in scientific literature do not provide operational models for impact analysis, whereas, the proposed model is linked to an operative procedure in order to support management to make this analysis. The aim is to make the impact analysis less complex by structuring it in a sequence of predefined steps. The proposal is supported by some practical examples.     

‘One MBA?’ How context impacts the development of post-MBA career outcomes

Using survey data from alumni of one of the UK's earliest and largest MBA programmes we explore how career capital, career outcomes and career satisfaction are impacted by learner context. We adopt comparative capitalisms theory to investigate whether graduates from a standardised programme marketed as ‘One MBA’ report broadly similar career outcomes irrespective of their work and study location. We find that despite the rhetoric around globalisation in management education there are differences that fit the theories of comparative capitalisms literature; thus supporting the view that, despite the global nature of MBA branding, context still plays a role in shaping learning and career outcomes as evidenced by differences reported here. Significant findings are reported in terms of the reported development of career capital ‘knowing how’; career satisfaction and perceived organisational support, however differences in terms of the achievement of objective career success (promotion and career mobility) were less pronounced.     

Ayudarum: an Austrian crowdsourcing company in the Startup Chile accelerator program

The founders of Ayudarum, an Austrian crowdsourcing company that is focused on connecting students with potential employers, joined the Chilean Startup accelerator ‘Startup Chile’ to help their young company expand outside its European roots. Startup Chile had provided Ayudarum with a mentor to help them understand how to grow Ayudarum’s number of users. Ayudarum’s initial business model, which had functioned well in Europe, involved partnering with universities. Universities made the Ayudarum site available to students who, in turn, logged in with their student email account. Once there was a large base of students onboard, firms were contacted to advertise jobs on the site. Now that the founders were trying to tap into the South American market, they discovered that students did not use their university email addresses and that there were distinct cultural differences in the way students worked, found jobs, and were paid. This difference may mean that Ayudarum would need to rethink the way its business model, how different markets should be targeted, and how the most value could be derived from its membership at Startup Chile.     

Managing the introduction of new technology

Most of the existing literature on the implications of new technology focuses on either its ‘impact’ or the social choices that lie behind strategies for its introduction into work organisations. The problems of managing the implementation of new technology have yet to be extensively examined despite this being one of the most critical aspects in the process of technological change. The findings from two case studies are presented which show how managers in the organisations concerned developed contrasting approaches to the problem of implementation in the context of opportunities and constraints presented by product markets and technological advance. Similarities between the two approaches are identified, in particular the role played by top management support in facilitating the acceptance of the new technology. The argument that management is able to develop a single unitary strategy towards the introduction of new technology is rejected in favour of a view of managerial actions as a series of flexible and changing sub-strategies associated with different stages in the process of change.     

Action,Reaction and Resignation: How Refugee Women and Support Organisations Respond to Labour Market Integration Challenges during the Covid-19 Pandemic

Even without the impact of a global pandemic, refugee women face obstacles to their integration into the labour market. Complex integration challenges are situated across different, yet interwoven, levels. These include restrictive policies at the institutional level, limited funding for support measures at the organisational level and a lack of skills at the individual level. Many of these are gendered and specifically affect women. Some might be further intensified by Covid-19. However, the pandemic's effect on the labour market integration of refugee women has yet to be explored.This paper examines specific challenges support organisations and refugee women have faced during the pandemic and their responses to these. Following a process perspective, we utilise a qualitative methods approach with semi-structured interviews. We collected our data in Austria, a European country that hosts numerous refugees and has an elaborate support network.Results show that the external shock of the pandemic amplified the importance of developing digital skills to support post-pandemic labour market integration. In addition, the pandemic exacerbated challenges for refugee women and support organisations. This led to ‘action’, ‘reaction’ and ‘resignation’ responses. We discuss these, and provide avenues for further research and practice.     

Human resource development at the University of Minnesota-Twin Cities: origins and international growth

This article provides an overview of the history and current status of graduate and undergraduate Human Resource Development (HRD) programs at the University of Minnesota. The HRD program at the UMN is situated within the Department of Organizational Leadership, Policy, and Development of the College of Education and Human Development. The program offers undergraduate, master’s, and PhD degrees, and is characterized by healthy enrollment numbers and a strong alumni base, both nationally and internationally. The UMN HRD program has a long history of significant contributions to the development of HRD with research and strong education programs which continue to influence the academic field and professional field of practice in the U.S. and internationally.     

Key strategic issues for public corporations

The public sector organisations play a dominant role in the economies of many countries and they are particularly important in developing economies. However, management in such organisations face special problems in corporate planning. In particular, they have as yet no clear-cut definition of their social and economic objectives, no accepted way of pricing so as to deal with ‘social overheads’ and no valid way of measuring performance in industries where low profitability is to be expected.     

Arbeitsfähig bleiben – Balance halten – Einsichten gewinnen

In today’s fast paced, interconnected, and mercilessly competitive business world, senior executives have to push themselves and others hard. In order to succeed, leaders have to live the paradox of closely attending to and following others as deeply as they lead. They have to listen well to others, understand their concerns, give them personal support, and at the same time motivate them for results or take decisions on their behalf. This article explores how executive coaching together with the provision of supervision for coaches can help restore and maintain balance and so provide quality assurance for organisations. Some of the work that these coaches and supervisors do is simply noticing the shadow sides that leaders have forgotten about or for many reasons prefer not to consider. It is the coach’s (and supervisor’s) task to bring back awareness of vulnerability or neediness, corruptibility or hubris, depending on the highly personal contents of the leader’s shadow.     

Framework for assessing the strategic plant role and deploying an improvement roadmap in global operations networks: an empirical study

In the current global economy, with an increased international presence of all types of organisations, the design and management of global operations networks (GON) plays a vital role in organisational competitiveness. Whilst all types of organisations are facing significant challenges for managing increasingly complex global operations, current literature on GONs is still limited in its scope. The aim of this paper is to discuss the development and evaluation of a construct for assessing the strategic plant role and developing of an improvement roadmap in GONs. This research makes a contribution to current knowledge on global operations by extending the model proposed by Ferdows in ‘Making the Most of Foreign Factories’ (HBR, 1997) and operationalising it to enable its application for the design and optimisation of GONs.     

Erfolgsfaktoren privater Hochschulen

In Germany, private universities have little importance if measured by their share of students. Some of these schools failed after only a short time of existence. Therefore, it is asked which factors promote their survival and growth. This is of particular relevance, as the market environment is more or less unfriendly. Starting from Dunning’s eclectic theory potential contributions from location, internalization and property rights are analyzed. The latter may result from promoting autonomy, growing reputation, building financial competencies and choosing an appropriate management structure. As these thoughts build on literature and experiences, it is suggested to use them as a starting point for empirical research.