Thank you!

The study focuses on the question of how HRD personnel employed in a large multinational company perceive learning at work. We are interested in how HR development staff describe learning at the individual, collective and organizational levels. The participants were Finnish and Chinese human resource professionals (n?=?17) who used an asynchronous web-based tool to study adult education. The empirical data consist of all the texts sent to a web-based discussion forum. The findings showed that the HRD practitioners' views of learning covered quite evenly all three levels of organizational learning. The practitioners paid special attention to practical learning taking place in connection with everyday work activities, to communication and collaborative learning and to the development of a learning organization. This reflects the multifaceted nature of learning at work and the necessity of using HRD to integrate individual- and organizational-level needs in order to enhance organizational learning. The participants frequently reported that they found this a demanding task that required a clear 'understanding of humans, people in the organizations and their learning'. If organizational learning is to meet its current challenges it should take note of messages like these from HRD practitioners, which emphasise the diversity of learning experiences. Promoting a shared understanding and especially awareness and recognition of the fundamental issues associated with learning at work is a possible first step.     

Do you demonstrate leadership skills when you speak?

Nervous about your next big presentation? Don't be. There are proven ways to polish your presentation, spice up your speech and capture your audience's attention. Find out how experienced physician executives deliver dynamic presentations and learn tips for avoiding common mistakes.     

Becoming who you are.

It's difficult to predict success based only on educational background and career experience, important as they are. More is needed. And one of the aspects that needs to be evaluated is the degree of self-actualization. Self-actualized individuals have worked out their personal issues well enough that their personal life no longer has to intrude into their professional lives and actions. In a word, they are free people. In career terms, self-actualized people are "company people," but not "yes-people." They are executives who have freed themselves to be able to internalize the growth, development, and strategic planning of their organization--because they are able to rise above personal considerations, to shed emotionalism, and see more clearly. Some methods you can use to figure out where you stack up are: Conduct a self-evaluation; identify role models; do what is called "a 360 evaluation."     

Negotiate the salary you want

How can physician executives negotiate the salary and terms that they want for a new position? The idea of negotiation raises the anxiety level of all but a few people, those who thrive on the thrill of competitive bargaining. Most physicians do not relish the process and view it as a type of conflict. But without knowing what you want to accomplish and preparing to ask for it, you may well leave the meeting frustrated and unhappy with the offer. Determine what you want before you get into an important negotiation. You will get clear on what you want much quicker and you will remember the points better when you talk to the other person.     

What business are you in?

Ths structure of the health care delivery system continues to evolve, old organizational types taking new forms and new entities joining in a sometimes helter-skelter array. What is missing is order and purpose. Most health care organizations have not yet asked the critical questions, "What business are we in?" and "Who are our customers?" The authors suggest that what is needed is a strategic business unit approach to the process of business development.     

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.     

So you are not paying attention

In May 1993, a 13-item questionnaire was sent to physicians and nonphysicians who have attended the ACPE-sponsored program "The Management of Professionals" (now called "Building Organizational Cooperation: The ABCs of Win-Win Relationships." Of the 125 questionnaires distributed, 52 were returned. The objective of this article is to share some of the findings of the survey on win-win behaviors that can be of use to physician executives.     

What growth rate can you achieve?

This paper investigates the relationships between the profitability, rate of investment and growth rate of a business, and the cash surplus thereby produced. These relationships can be applied to a company as a whole, or to the individual businesses within that company.The basic relationships derived are financial and do not take explicit cognizance of the physical volume sold. They thus enable a business to be considered as a money-making machine, regardless of the product involved. They also do not require definition of inflation per se, although this factor will obviously have an impact on certain of the others.A company as a whole can be considered as a portfolio of separate businesses, each having a different profitability and growth rate, and each contributing a surplus or deficit to the overall cash flow. Understanding the underlying relationships for each business will facilitate portfolio planning, where the cash demands of some businesses have to be met by the surpluses provided by others.     

Organization theory: Where are you?

This paper seeks to summarize the present state of organization theory. It takes as its starting-point the work of early organization theorists and demonstrates that their work has been challenged in basically four different ways, i.e. regarding the view on (a) individuals in organizations, (b) the interaction among individuals in organizations, (c) the relationship between organizations and their environments and (d) the technology of organizations. The implications of these qualifications are discussed with reference to recent literature. These discussions led to the conclusion that the number of research questions have increased rather than decreased over the years. Thus, a unified organization theory may be less valid today than at the beginning of the century. This circumstance, however, it is argued, should not be considered a regression but rather a sign of increasing insight.     

Does an attractive partner make you a better leader? Only if you are a male!

We integrate the research on evolutionary leadership with the evolutionary psychology of mate choice to argue that a facially attractive partner signals unobservable leadership qualities of their mate, and thus, partner's attractiveness spills over to their mate's perceived leadership. Study 1 found that while partner's attractiveness enhanced the perceived leadership of male CEOs, female CEOs' leadership was downgraded in the presence of an attractive partner. Study 2 validated that the leadership penalty for female CEOs increased when they were seen with more attractive males than with less attractive males. Study 3 found that conservative candidates that were male benefitted more from an attractive partner than their liberal counterparts but female candidates were penalized regardless of political ideology. Our findings suggest that indirect cues that emanate from the partner are critical for leadership assessment. They invoke attributions that enhance the perceived leadership of males but disapprove of females as leaders.     

I need you,but do I love you? Strong ties and innovation in supplier–customer relations

Research on supplier–customer relationships has attracted a great deal of attention, as such relationships can positively impact firms’ knowledge acquisition and innovation. Within this stream of research, strong ties with customers have been explored with attention to their beneficial and detrimental effects, presenting a paradox to be addressed. To contribute to this debate, we suggest focusing on how tie strength is measured, and accordingly, we return to the seminal definition of tie strength by Granovetter (1973), who defines it as a combination of behavioural and affective components. We acknowledge that the two components have different characteristics and dynamics, which urges us to unbundle the two components and measure their separate impacts on knowledge acquisition and innovation. To further investigate the role of tie strength in innovation, we hypothesize and test the mediating role of knowledge acquisition. We test our hypothesis in vertical partnerships between small- and medium-sized enterprises (SMEs) located in a high-tech cluster and their key customers. We show that the unbundled components of strong ties have a direct positive impact on the knowledge acquisition of high-tech SMEs and an indirect positive impact on innovation, with knowledge acquisition mediating the effect. Our study contributes to the debate on the paradox of tie strength in supplier–customer relations by providing and empirically testing a research approach that might complement the previous approaches and by shedding light on the important role of the affective component of tie strength in knowledge acquisition and innovation.     

I warn you because I like you: Voice behavior,employee identifications,and transformational leadership

Voice behavior refers to the behavior that proactively challenges the status quo and makes constructive changes. Previous studies have explored the antecedents of employees' voice behavior, but to whom employees are likely to voice their thoughts has remained rarely examined. We propose that voice behavior is target-sensitive and that there are two types of voice behavior: speaking out (voice toward peers) and speaking up (voice toward the supervisor). Transformational leadership facilitates both speaking out and speaking up. However, it produces effects on employees via different types of employee identifications. Specifically, social identification predicts only speaking out, while personal identification predicts only speaking up. In contrast, affiliative extra-role behavior is less target-sensitive, and transformational leadership influences affiliative extra-role behavior via both social identification and personal identification. We examined our hypotheses by collecting both self-reported and coworker data from 191 Chinese employees in different organizations. Our hypotheses gained general support from the data. Implications for research and practice are discussed.     

Utilization management, case management, and you

Historically, most monitoring functions have been carried out by insurance companies. Monitoring costs was considered their fiduciary obligation to their customers. The exercise of this fiduciary obligation kept premiums low, while increasing or maintaining the benefit levels. Risk (the assumption of losses generated by services costing more than the income received from premiums) was assumed by the insurance company and eventually passed to the customer or the payer. Today, risk is being transferred more and more to the provider. This transfer was started by the creation of DRGs, the main purpose of which was to transfer risk from payers (insurance companies, employers, state and federal government, etc.) to provider health care organizations (physician groups, individual practitioners, hospitals, clinics, etc.).     

What kind of corporate planner do you need?

The planning literature ignores distinctions among types of plans and types of planners. Consequently, a systematic pairing of planners and a company's level of planning need is not well understood or implemented in practice. This paper provides two missing links in order to bridge this shortfall between theory and practice. One is a planning matrix which establishes six possible planning modes for a company based on its stage of development and management style. The second is a distinction between three types of planners who would be appropriate to each planning mode. The matrix plus the three categories of planners provides a new tool for management in its responsibility for planning the job of the corporate planner. In doing so, it also surfaces some underlying causes of organizational strain and stress associated with the corporate planner's position.     

Strategic planning—Which style do you need?

Strategic planning is now a large and diverse activity practised in many different kinds of organizations. This article provides an overview of the field with a summary of the five main schools of thought each with its own business philosophy and a range of practical approaches and techniques. These basic styles are concerned with planning as a central control system, a framework for innovation, an organizational change process, a political activity, and a way of exploring the future. Most planning systems have a dominant style or focus and this emphasis needs to be adjusted in response to changes which are occurring continually in the organization and in the external environment. The article is designed to help the senior manager or corporate planner to assess the state of planning in his organization and to see where there are important gaps in the enterprise's capability for planning which might be filled by the launching of new initiatives. The article also offers an agenda of approaches for consideration by the executive who wishes to move his enterprise from a conventional 5-year planning and budgeting system towards a more comprehensive process of managing organizational change and development.