‘Training,it's a load of crap!’: the story of the hairdresser and his ‘Suit’

Many managers of small and medium-sized enterprises (SMEs) are more concerned about survival rather than growth. There are consistent findings that indicate managers in SMEs do not respond favourably to offers of HRD interventions and government policy now recognizes the value of informal learning and demand-led intervention. A social constructionist approach is suggested to consider engaging and working with SME managers. A framework of SME ‘worlds’ is considered before the case of one SME is examined. Using data from three different sources, the various positionings are considered. The case shows how from an apparently antagonistic view of external training, the manager was prepared to allow a coach/mentor to work with him towards his vision for expansion and growth. Conclusions are provided concerning engagement and stretch with SMEs, policy and future funding for HRD and the definition of skills development.     

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.     

On the meaning of ‘Waste’: review and definition

Waste reduction is one of the main principles of lean, but it has been taken for granted that we have a common understanding of what waste means. We first present a critical, qualitative discussion that identifies four distinct waste concepts. We then conduct a systematic review of the literature that examines the different uses of these concepts. We find that only the classic concept of the seven wastes and the concept of waste as non-value-adding activity are widely applied. However, both concepts are, at times, not only incompatible but used in a way that leads to open contradiction. A new definition, centred on an efficient, timely transformation process seeks to consolidate the literature. We outline two distinct waste types: (i) obvious waste, to refer to any waste that can be reduced without creating another form of waste; and, (ii) buffer waste, to refer to any waste that cannot be reduced without creating another waste. The paper has important implications for practice. To reduce waste, managers must undertake three interlinked tasks: the elimination of obvious waste; the reduction of variability to transform buffers into obvious waste; and, the balancing of remaining buffers to best achieve performance targets. The paper supports managers in their endeavours to identify waste, which is an important precursor to waste reduction/elimination.     

Perceptions of the effectiveness of training and development of ‘grey-collar’ workers in the People's Republic of China

An important human resource development (HRD) implication of the People's Republic of China's (PRC) rapidly expanding economy has been the emergence of a critical shortage of grey-collar workers (GCW). Although ‘grey-collar’ has been commonly used in the West to describe an aging population within the workforce, in China it refers to people who are neither white nor blue collar workers but technicians. The shortage of GCW constrains the PRC's economic and developmental sustainability, and has been recognized in central and provincial government initiatives to increase training and development of employees within these fields. While acknowledged as a policy and organizational problem, there has been no research investigating what organizations are doing to develop these employees. Drawing upon a survey of 310 semi-skilled and skilled employees in Beijing, our findings suggest that while the surveyed organizations are investing heavily in both on- and off-the-job training, employees' perceived value of such differs markedly according to age and position. The research has important implications for China's HRD strategy in suggesting links between training and other human resource management (HRM) functions are yet to be evidenced.     

An exploration of ‘sticky’ inventory management in the manufacturing industry

Traditional models examining relationships between firm resources and revenues assume that the many expenses and asset holdings change in proportion to changes in demand. However, research has found that for many costs and assets assumed to be variable, the magnitude of a change in a cost or asset in proportion to a change in revenue is smaller during periods when revenue decreases compared to the change in the cost or asset when revenue increases. Costs and assets which behave in this manner have been denoted as ‘sticky’ costs or assets. This study examines if inventory in the manufacturing industry is managed in a ‘sticky’ manner and what implications inventory stickiness has on firm performance. Utilising firm panel data over a 25-year time window we find that inventory stickiness does exist amongst manufacturers and that it has negative implications for firm performance.     

The Informal ‘Guanxi’ Institutional Culture of the Malaysian Housing Development Industry

There has been limited understanding of the relationship between private developers and the housing delivery mechanism in Malaysia. This paper seeks to bridge the research gap by analysing the social relationships and informal institutions embedded in the Malaysian housing development industry. Empirical data were collected for Kuala Lumpur and Johor to compare and contrast developers’ views and their working relationships with government departments. Informed by various arguments that ‘guanxi’ can reduce transaction costs and supplement/complement the formal legal regime, this paper examines the ways developers are engaged in such transaction cost reduction activities. Policy and theoretical implications of the informal cultural practice in the housing development industry are then drawn out.     

Measuring servitization progress and outcome: the case of ‘advanced services’

The purpose of this paper is to establish a framework for assessing the progress and outcome of a manufacturer’s transformation towards becoming a provider of ‘advanced services’ – a complex bundling of products and services, whereby manufacturers offer capabilities and outcomes instead of products alone. ‘Advanced services’ represent the most complex offering in the current servitization trend amongst manufacturers. However, current performance measures lack the breadth and focus to assess progress or outcomes, and so support research and practice of organisational transformation efforts required. To address this gap the paper investigates how a manufacturer’s efforts to become an ‘advanced services’ provider can be comprehensively measured, and develops a framework for assessing the transformation journey towards becoming an ‘advanced services’ provider. The research method is based on (1) a systematic literature review process to create a comprehensive set of service-related performance measures that are available to assess a manufacturer’s servitization efforts, followed by (2) an engagement with an expert panel to synthesise the identified measures and create a set of ‘advanced services’ performance measures. The proposed framework is presented as a scorecard that can be used in practice to assess the progress and outcome of a manufacturer’s transformation towards becoming a provider of ‘advanced services’.     

‘Born-again global’ firms: An extension to the ‘born global’ phenomenon

Firm internationalisation has for long been regarded as an incremental process, wherein firms gravitate towards ‘psychologically close’ markets and increase commitment to international markets in a gradual, stepwise manner through a series of evolutionary ‘stages.’ However, much of the recent literature provides clear evidence of rapid and dedicated internationalisation by ‘born global’ firms. Typically, these are smaller entrepreneurial firms that internationalise from inception or begin shortly thereafter. Their main source of competitive advantage is often related to a more sophisticated knowledge base that they use to exploit the dynamics of an increasingly global market environment. This contribution posits that there is growing evidence of another phenomenon, that of the emergence of ‘born-again’ global firms. These are firms that have been well established in their domestic markets, with apparently no great motivation to internationalise, but which have suddenly embraced rapid and dedicated internationalisation. The underlying motivations and triggers leading to such a strategy are explored and illustrated through a number of case studies. Research and public policy implications of the ‘born-again’ global phenomenon are discussed.     

The effects of board size and ‘busy’ directors on the market value of Italian companies

This paper presents evidence that corporate governance quality measured by (1) the board size and (2) the fraction of directors that serve on more corporate boards, influences the market value of firms. The analysis is based in Italy, a country that is characterized by family and concentrated ownership, low legal protection of investors and pyramidal firm structures. Our empirical results suggest that the level of ‘busy-ness’ of corporate directors as a measure of board effectiveness has a significant influence on firm’s market performance. By contrast, we find limited evidence that board size has a substantial impact on the market valuation, except in small and medium enterprises and in some specific industry sectors.

‘Slipping through the Net’: The Impact of Incremental Development on the Built Environment of the Historic Coastal Town of Queenscliff in Victoria,Australia

Studies of the impact of development on the built environment often concentrate on areas of sudden change, where new constructions of a radically different scale, purpose or style are clearly seen to dramatically alter existing places. However, change is often more gradual. The cumulative effects of a large number of individual small changes are both extensive and often unrecognized until after they have taken effect, each individual development having ‘slipped through the net’ cast by planning authorities. The problem with this incremental process is that the result is often the erosion of the spatial and experiential qualities previously valued in that locality. As an example, this paper investigates four residential planning case studies in Queenscliff, a small historic coastal town in Victoria, Australia. Through analysis of their individual and cumulative impact on the neighbourhood character of this town, the paper explores the broader implications for the built environment of other Australian coastal towns and highlights the difficulties faced by all planners and residents trying to protect the character of their towns.     

Permanently ‘in process’: the intersection of migration,work identity and the reality of human resource development in the South African context

This article explores the experiences of skilled Zimbabweans who migrate, only to experience de-skilling upon securing employment in South Africa (SA). This is due to various factors such as insufficient bridging social capital and xenophobia and is exacerbated by the inability of the Human Resource Development Strategy for South Africa (HRD-SA) to cater for their employment needs. The article is based on qualitative research conducted within a phenomenological paradigm with Zimbabwean migrant women residing in Port Elizabeth, SA. The Zimbabwean context is discussed, as well as the mixed migration methods utilized and the subsequent negative effect that deskilling and under-employment have on the self-identity. It is argued that work constitutes an important signifier of identity, yet the HRD-SA and practice excludes migrants from achieving their potential, thus resulting in brain waste and downward status mobility. In the final section implications for HRD practice are discussed and recommendations made.     

‘Strong Personalities’ and ‘Strong Institutions’ Mediated by a ‘Strong Third Force’: Thinking ‘Systems’ in Corruption Control

Corruption in public sector is a complex, ‘messy’ and ‘fuzzy’ phenomenon which involves calculus machinations between actors and constantly growing in sophistication. Consequently, an attempt to prevent, control or fight it requires systems thinking that ranges from public officials with integrity and personal ethics [strong personalities]; administrative rules and procedures as well as governments adopting, enforcing and monitoring appropriate systems [strong institutions]. This paper provides a systems approach to enhancing public sector ethics through ‘a corruption control tripod’ in preventing, controlling and combating corruption in all its forms. This framework discusses three overarching pillars and argues that adopting a reductionist approach in corruption control would yield futility; there is a need for synthesis so that each one would reinforce the other.     

Testing Herzberg’s Two-Factor Theory of Motivation in the Public Sector: Is it Applicable to Public Managers?

Given the limitations in providing monetary rewards as an incentive in the public sector, Herzberg’s Two-Factor Theory of Motivation can be promising if it is applicable to public employees. This study identifies the effects of motivators and hygiene factors on public managers’ job satisfaction, and finds out if there is difference, compared to how private-sector employees are motivated. According to the findings, a majority of identified motivators in the previous research showed positive effects on job satisfaction among public managers, and public managers’ job satisfaction was not affected by hygiene factor as predicted in Herzberg’s study. Managerial implications are discussed.     

The Transfer of ‘International Best Practice’ in a Brazilian MNC: A Consideration of the Convergence and Contingency Perspectives

This study examines the transfer of a Brazilian MNC's HR model to its subsidiaries in the UK, Canada, Switzerland and Norway. It enquires where the model was sourced from, to what extent it bore a distinct Brazilian complexion, and whether it was adapted to meet the strictures of host institutional constraints and traditions. The paper uses these questions to address an important theoretical debate in the international business literature; that is, whether the pattern of diffusion of management practices within MNCs will lead to a convergence of practices across companies and countries à la the convergence perspective, or whether this is unlikely given the variety of social and political constraints limiting such a process as suggested by the contingency perspective. We find that the MNC imposed a unitary (US-sourced) model of HR ‘best practice’ on all of its subsidiaries. Thus our empirical findings support the convergence thesis. However, we argue that these outcomes are largely explained by relations of power and economic dependence; specifically, the co-existence of dominant-country (US) practices and a dominant sectoral firm operating in economically dependent regions. Where similar circumstances are replicated one might foresee convergence within sectors across countries, but otherwise pluralism and eclecticism between sectors and across countries might be the predominant pattern along the lines envisaged in the conceptualization of “converging divergences”.     

Comment on ‘A political economy of accounting standard setting’

This comment raises questions about the appropriateness of the model proposed by Königsgruber (J Manag Gov 14:277–295, 2010) in depicting the politics of the standard-setting process in the context of the very different regulatory contexts in the EU and the US.     

Socioemotional wealth’s implications in the calculus of the minimum rate of return required by family businesses’ owners

This paper demonstrates that the minimum rate of return (k _e ) required by family business shareholders is inversely related to the emotional endowment presented in these firms. After reviewing the socioemotional wealth (SEW) literature, we find empirical support to justify that different SEW dimensions influence k _e . Findings from a population of 207 family firms show that the identification of family members with the firm and the renewal of family bonds with the firm through dynastic succession have consistently negative impacts on k _e , while family control and influence have significantly positive impacts on k _e .