Coaching in der Verwaltung

Coaching in administrative authorities. A study on the acceptance of a new counseling method This study proves that also leadership in administrative authorities are in need of counseling for developing their social, professional and organizational competence. Coaching turns out to be a helpful method for it. Occasions for coaching, efficacy and conditions of coaching are explored. In spite of the promising start support of the organization is necessary to establish coaching in the long run. For this aspects and suggestions are discussed.     

Threshold Incentives and Sales Variance

In this paper, we analyze the impact of two forms of commonly used threshold‐based incentive schemes on the observed sales variability. The first form of the incentive comprises an additional marginal payment on crossing a specified sales threshold and the second form of the incentive scheme comprises a lumpsum bonus payment on crossing the predetermined sales threshold. We model the effect of such incentives under two specific scenarios: an exclusive dealership selling a single product and a non‐exclusive dealer selling two competing products. For an exclusive dealer, we show that a bonus contract not only increases the expected sales, but, more importantly, decreases the sales (order) variance. Consequently, the bonus‐based scheme allows the manufacturer to regulate sales variance better. With a non‐exclusive dealer, the sales variance increases substantially with an additional marginal payment contract. However, our analysis suggests that the bonus contract continues to perform better in this case, too, if the threshold level is set appropriately using the underlying demand distribution.     

Social Connections and Incentives in the Workplace: Evidence From Personnel Data

We present evidence on the effect of social connections between workers and managers on productivity in the workplace. To evaluate whether the existence of social connections is beneficial to the firm's overall performance, we explore how the effects of social connections vary with the strength of managerial incentives and worker's ability. To do so, we combine panel data on individual worker's productivity from personnel records with a natural field experiment in which we engineered an exogenous change in managerial incentives, from fixed wages to bonuses based on the average productivity of the workers managed. We find that when managers are paid fixed wages, they favor workers to whom they are socially connected irrespective of the worker's ability, but when they are paid performance bonuses, they target their effort toward high ability workers irrespective of whether they are socially connected to them or not. Although social connections increase the performance of connected workers, we find that favoring connected workers is detrimental for the firm's overall performance.     

Business as unusual: Coaching in Echtzeit

Business as unusual: Coaching in real time Using the concrete example of a newly founded company, the authors demonstrate how executives and employees can keep themselves, their teams and organizational unity effective and capable of action in an increasingly dynamic, complex and changing world. These managers do not ?muddle through“, they seek functioning action-coalitions where they can act as individuals in interplay with others for the good of the commonly defined whole. Increasing the effectiveness of individual managers, their units and entire businesses, decisively depends on the promotion of trust co-operation, the development of common goals and reference frameworks, and potent jointly produced diagnoses. In successful cases this leads to coherence and sense emerging for individuals, their organizational units, overlapping working teams and, in the best case, for the whole business. The authors describe their supporting function in this process and call it real time-coaching.     

A Prompting Procedure for Increasing Sales in a Small Pet Store

Abstract

A simple prompting procedure involving index cards was used to increase suggestive selling by the owner/operator of a small pet grooming business. Over a year of baseline data revealed that no sales prompts were given and few pet products were sold. When the owner was prompted by an index card to ask customers if they wanted to purchase pet products, sales tripled and increased four-fold by the end of the year. This study is part of an increasing interest in the behavioral analysis of consumer choice and addresses both management and marketing concerns by demonstrating how a simple, well-replicated prompting procedure can modify a key employee behavior that in turn changes customer behavior, and results in an important organizational outcome.     

Strategies for growth: Intervention in a church

This article is a case study of a small, local congregation, and reports the results of an intervention aimed at evaluation and change of existing organizational strategy. It presents both a summary of one applicable business model, and the techniques and procedures employed in assisting both the general membership and church leaders in self-evaluation and long-range planning. The intervention resulted in increased awareness of organizational problems and needs, and provided a basis for future choices involving pastoral leadership, programme development and institutional needs. The events occured while the author served as temporary, interim pastor during 1980 and 1981.     

市场环境与企业经理组合激励模式选择研究

基于公司治理的视角,从激励效益和激励成本的角度,建立关于企业外部市场结构变化和组合激励模式变化的模型。分析了不同市场环境下,企业倾向于形成的组合激励模式。结论的经济学意义是,企业选择何种组合激励模式,不完全取决于公司产权等内在因素,还必须充分考虑到市场竞争与垄断程度的影响。     

债权治理机制与管理者激励安排

运用一个不完备契约下的债权融资模型,研究了债权人对公司治理的参与选择和管理者的努力激励设计问题。结果表明,在企业控制权有可能发生向债权人转移的情况下,债权人是否获得企业经营控制权取决于企业经营的真实状态和管理者激励安排下的努力水平选择。当企业经营的真实状态较好时,管理者会主动选择最优的努力水平,债权人的债权回收得到保障,控制权转移不会发生;当企业经营的真实状态较差时,管理者会选择较低的努力水平,债权人有必要获得控制权,并设计一个努力补偿激励安排,以提高管理者努力水平,确保债权回收。     

Supervisory coaching and performance feedback as mediators of the relationships between leadership styles,work engagement,and turnover intention

Human resource development (HRD) is key to organizational success. With some HRD roles devolving to leaders in recent years, a gap in understanding is now evident in how leaders’ leadership styles shape development-oriented behaviours that may effectively assist them in fulfilling their HRD roles, and the corresponding effects that this has on employee work engagement and turnover intention. This study compared the effects of transformational and transactional leadership styles on employee attitudes (i.e. work engagement and turnover intention) through leaders’ behaviours (i.e. supervisory coaching and performance feedback). This study used a multilevel approach (i.e. matching leaders to multiple subordinates) with 500 employees, nested in 65 workgroups from private organizations in Malaysia. As hypothesized, we found a link between transformational (but not transactional) leadership and higher levels of supervisory coaching and performance feedback, and that these job resources mediate the relationship between transformational leadership and work engagement. Furthermore, we found that work engagement mediates the relationships of both supervisory coaching and performance feedback to turnover intention. Overall, the study results reveal one way in which Asian leaders can effectively facilitate some aspects of HRD through development-focused behaviours which serve as job resources to boost work engagement and reduce turnover intention.     

一类两级DC/STORES库存系统模型与控制

本文研究了一类具有N个一级百货店和一个二级配送中心、顾客需求服从负二项分布考虑部分失去销售(PLS)的两级库存系统。文中引入了负二项分布,克服了需求服从泊松或正态分布时在高需求率条件下所建模型的缺陷,构建了系统模型,给出了系统优化控制策略,为系统的协调控制提供了有效的支持。     

Get more for less? Experimental evidence on repeated decision making under non-monotone incentives

Summary  This paper presents experimental results of a benchmark study to analyze the incentive effects of non-monotone pay schemes. An incentive compatible contract that does not award the highest pay to the highest possible output combination was tested in a neutral, framing, and two framing-with-principal settings, respectively. The results confirm the model in a statistically significant way. Principals select the non-monotone contract over a monotone contract that would give them ex ante a lower expected surplus. Agents predominantly select the income-maximizing strategy, i.e. select the effort level that should be implemented by the contract. Given the widespread view that non-monotone output-contingent incentives are not plausible labor contracts, it seems worthwile to extend the experimental study to include aspects which are common in labor relations, such as an option to quit for the employee and repeated interaction between employer and employee. This would help answer the question whether theoretically optimal non-monotone contracts may be used as labor contracts. The author acknowledges insightful comments by Jeannette Brosig, Alexis Kunz, Thomas Riechmann, Dirk Sliwka, Joachim Weimann and two anonymous referees. Financial support by MaxLab is gratefully acknowledged. Any remaining errors are my own.     

Universal equation for the relative change in profit of manufacturing company

In contemporary conditions of the company's business operations, where high dynamics of costs, sales volume and change of production programme is present, it is of crucial importance to investigate their effects on the change of profit. Starting from cost–volume–profit equation, the aim is to arrive at a universal equation that will simultaneously measure a relative change in profit for a number of products, not only under the influence of change in sales volume but also of other relevant variables, such as sales price, fixed and variable costs. The basic hypothesis is that it is possible to establish in a form of universal equation the dependence between the change in profit and change in influential variables. In this investigation, first it was observed the partial influence of some variables on the change in profit and their dependence was determined for a single product, and then for more than one product. Finally, by summing up all those effects, a universal equation of profit change was obtained. The derived universal equation for the relative change in profit along with simultaneous effects of several variables makes possible for the company management to more simply determine the profit for diverse conditions of business operations. The universal equation for the relative change in profit was applied in one company and the results obtained confirm its significance.     

Improving Treatment Integrity in a Human Service Setting Using Lottery-Based Incentives

The present study was conducted to improve implementation fidelity of discrete trial training procedures. Three participants were selected from a special education school providing services for students with intellectual disabilities. Staff behaviors measured included the correct implementation of a prompt hierarchy, the accuracy of data recorded, the correct delivery of prompts, and whether procedures were correctly set up for the following day's activities. Intervention consisted of daily verbal and graphic feedback and a lottery-based incentive system in which staff had to perform at a set goal level for the week in order to be eligible for entry into a drawing. A multiple-baseline-across-participants design was utilized to evaluate the effects of the intervention package, and integrity improved consistently for all participants during the intervention.     

CoPS创新用户对系统集成商的激励研究——模型与模拟分析

本文通过模型的建立和模拟,对CoPS创新系统集成商的激励问题进行了探讨。认为在信息非对称条件下系统集成商的创新风险规避度和未来创新收益方差的大小将影响CoPS用户对系统集成商激励方案的设计,进而影响系统集成商最优努力水平的选择以及激励成本和总代理成本的大小,最后,影响各自收益的大小。     

房地产销售代理承诺合约研究

以普通佣金模式下房地产销售代理商的积极性不能得到有效发挥为切入点,对房地产销售代理承诺合约进行研究。作为研究基点,首先分析了普通佣金模式下销售代理商的工作努力程度以及整个销售供应链和委托代理双方各自的收益。随后,对销售数量承诺销售代理合约进行研究,在承诺合约模型中,引入单价奖惩加固定金额奖惩的综合奖惩措施,通过模型构建和优化分析,得出销售代理商的决策策略和收益。并对两种模式下销售代理商的努力程度和各方收益进行了对比分析,结果表明,承诺合约模式下,销售代理商的努力程度更高,项目产品的销售量更大,各方收益也更大。同时,研究表明单价奖惩加固定金额奖罚的综合奖惩措施比以往单纯的单价奖惩措施对系统更优,可以迫使销售代理商选择较高的努力程度,保证其承诺的实现,从而保证房地产开发商预定目标的实现。最后,通过数值算例对研究结论进行了验证和说明。     

Information Sharing in a Manufacturer–Supplier Relationship: Suppliers' Incentive and Production Efficiency

While there have been vast discussions on the materialistic benefits of continuous improvement from the Toyota and Honda experiences, the academic literature pays little attention to information sharing. In this study, we construct a dynamic adverse selection model in which the supplier privately observes her production efficiency, and in the contractual duration the manufacturer obtains an informative but imprecise signal regarding this private efficiency. We show that despite the disclosure of proprietary information, information sharing may benefit the supplier; the supplier's voluntary participation is more likely to occur when the shared information is rather imprecise. On the other hand, our analysis also reveals that this information sharing unambiguously gives rise to an upward push of the production quantity, and may sometimes lead to an upward distortion that ultimately hurts the supply chain. We also document the non‐trivial impact of the timing of information sharing on the supplier's incentive to participate.     

Intervention Research as Management Research in Practice: Learning from a Case in the Fashion Design Industry

Research in the field of management and organizational sciences has yielded a deeper understanding of many emerging business issues. However, the relevance of the contributions has been increasingly criticized, in both the academic and public spheres. We propose the intervention research approach – originally developed by the research group at Ecole des Mines de Paris – as a design science approach able to address both the relevance gap issue and the growing complexity of management practice. It is argued that increasing our understanding of management requires research that is more insightful, influential and immediately applicable. This in turn requires closer collaboration between management and researchers during the inquiry process, which is not always easy to achieve. An illustrative case study of an intervention research project focusing on creativity, conducted in Italy in collaboration with a fashion company, demonstrates how intervention research can be rigorous and relevant to practitioners, and how it can advance theoretical knowledge in management science.     

Contracting in a Supply Chain with Stochastic Demand and Substitute Products

Retailers often stock competing products from multiple manufacturers. When the retailer stocks out of a particular item, customers who prefer the item are likely, with some probability, to switch to a substitute product from another manufacturer at the same store. In such an event, a “lost sale” for the manufacturer is not a “lost sale” for the retailer. This exacerbates differences in manufacturer's and retailer's stockout costs for the item. Such differences in stockout cost influence the optimal contract between the manufacturer and the retailer and also impose agency costs on the channel. Such contracts, in turn, determine equilibrium inventory levels and fill rates. We study these issues in a single‐period supply chain, consisting of a manufacturer and a retailer, under three different scenarios (when the two firms are integrated into a single entity, when the retailer makes stocking decisions, and when the manufacturer makes stocking decisions). We compare, and present a methodology for comparing, stocking quantities, manufacturer efforts, and supply chain profits across different scenarios. We find that VMI performs better when manufacturer effort is a substantial driver of consumer demand and when consumers are unlikely to substitute to another brand in case of a stockout. On the other hand, if non‐contractible manufacturer effort is unimportant, or when substitution is significant, VMI can exacerbate, rather than mitigate, channel inefficiencies, and can perform worse than traditional Retailer Managed Inventory.