Role of Leaders as Agents of Negotiation for Counterbalancing Cultural Dissonance in the Middle East and North Africa Region

This study provides a unique perspective in the field of cross-cultural management by exploring the relationship between “cultural dissonance”—the gap between cultural values and actual practice—and effective leadership attributes in the Middle East and North Africa (MENA) region. Incorporating cultural dissonance into implicit leadership theory, the study uses measurements of dissonance on nine cultural dimensions to identify particular leadership preferences in seven MENA countries. The overall findings suggest that societies prefer leaders who counterbalance cultural dissonance by allowing space for negotiations by members of society to reduce disparities between cultural values—“the way things should be”—and actual practices—“the way things are.” The greater the disparity between cultural values and practices, the greater the citizens' desire that leaders act as agents of change by creating space for negotiation.     

和而不同:管理学者争鸣与反思的价值贡献

通过回顾《管理学报》近3年争鸣与反思的系列文章,总结了这些争鸣与反思的价值贡献,同时在这些价值贡献的基础上进一步提出了本文的观点,包括:1直面中国管理实践,不仅仅是一种理念,更是一种行动;2讨论现有管理理论,不仅仅是批判,更要做到发展;3发展中国管理学,做好对中国优秀企业的评价是必要前提;4管理研究方式没有高低对错,关键在于能否让成果更加贴近实践。     

The Effect of Demand–Supply Mismatches on Firm Risk

A supply chain management (SCM) system comprises many subsystems, including forecasting, order management, supplier management, procurement, production planning and control, warehousing and distribution, and product development. Demand–supply mismatches (DSMs) could indicate that some or all of these subsystems are not working as expected, creating uncertainties about the overall capabilities and effectiveness of the SCM system, which can increase firm risk. This article documents the effect of DSMs on firm risk as measured by equity volatility. Our sample consists of three different types of DSMs announced by publicly traded firms: production disruptions, excess inventory, and product introduction delays. We find that all three types of DSMs result in equity volatility increases. Over a 2‐year period around the announcement date, we observe mean abnormal equity volatility increases of 5.62% for production disruptions, 11.19% for excess inventory, and 6.28% for product introduction delays. Volatility increases associated with excess inventory are significantly higher than the increases associated with production disruptions and product introduction delays. Across all three types of DSMs, volatility changes are positively correlated with changes in information asymmetry. The results provide some support that volatility changes are also correlated with changes in financial and operating leverage.     

Quality Risk Ratings in Global Supply Chains

Extended enterprises face many challenges in managing the product quality of their suppliers. Consequently characterizing the quality risk posed by value‐chain partners has become increasingly important. There have been several recent efforts to develop frameworks for rating the quality risk posed by suppliers. We develop an analytical model to examine the impact of such quality ratings on suppliers, manufacturers, and social welfare. While it might seem that quality ratings would benefit high‐quality suppliers and hurt low‐quality suppliers, we show that this is not always the case. We find that such quality ratings can hurt both types of suppliers or benefit both, depending on the market conditions. We also find that quality ratings do not always benefit the most demanding manufacturers who desire high‐quality suppliers. Finally, we find that social welfare is not always improved by risk ratings. These results suggest that public policy initiatives addressing risk ratings must be carefully considered.     

Did small and medium enterprises maintain better jobs during the early years of the recession? Job quality multidimensional evidence from Spain

While the literature has indeed confirmed a general tendency linking small and medium enterprises (SMEs) to a dynamic of greater job creation, there is little available evidence on what has happened to job quality since the financial crisis. Through a representative sample of 5311 employees in 2008 (first year of job destruction) and 4925 employees in 2010 (last year for which data were available), and using a two-stage structural equation model, this article empirically analyses the multidimensional determinants of job quality, by enterprise-size class, in Spain. The research has revealed three main results. First, job quality in Spain improved in all enterprises, regardless of their size, during the early years of the recession. Second, the greatest improvements were found in SMEs. Although job quality was already better in SMEs than in large enterprises in 2008, the differences between them subsequently widened. Third, this accelerated divergence was explained by the following dimensions: working conditions, work intensity, health and safety at work, and work–life balance. These dimensions were much more positive in SMEs. Employment-related public policy should therefore focus more specifically on SMEs. There are two reasons for this. First, despite the recession, SMEs have shown themselves to be key factors in the explanation of job quality. Second, by making changes to their value generation model, they could continue to drive the creation of better quality jobs.     

Fairness and commitment to change in M&As: The mediating role of organizational identification

This paper examines the determinants of employees' affective commitment to change in the context of M&As. Based on the group engagement model (Tyler & Blader, 2000, 2003), we predicted that organizational identification with the newly formed organization mediates the positive impact of employees’ overall justice judgments and perceived change favorableness on affective commitment to change. We tested our predictions using data collected during an international merger. After controlling for country effects, results support our hypotheses. Implications for research and practice alike are discussed.     

No place to go? Management of non-human animal overflows in Australia

I discuss overflows of several introduced vertebrate species in Australia and critically explore their construction as national pests – overflows - appropriate for management by lethal control. I outline the thanato-politics and thanato-economics of managing selected non-human animals by toxic baiting and/or viral infection in ecologies of toxicity and the trophic cascades which may ensue. Drawing on Foucault and Deleuze, I explore creative potentialities for conservation managers of thinking in terms of milieu and environnementalité; exploration of the conditions of possibility for non-human animals to live in their milieus, considering relationalities with elements such as habitat fragmentation, fire regimes, pesticide use and so on. This could form a biopolitics which relocates biopower to within the subject rather than a thanato-politics of overflow, surplus and death.     

Tactical production and distribution planning with dependency issues on the production process

Tactical production-distribution planning models have attracted a great deal of attention in the past decades. In these models, production and distribution decisions are considered simultaneously such that the combined plans are more advantageous than the plans resolved in a hierarchical planning process. We consider a two-stage production process, where in the first stage raw materials are transformed into continuous resources that feed the discrete production of end products in the second stage. Moreover, the setup times and costs of resources depend on the sequence in which they are processed in the first stage. The minimum scheduling unit is the product family which consists of products sharing common resources and manufacturing processes. Based on different mathematical modelling approaches to the production in the first stage, we develop a sequence-oriented formulation and a product-oriented formulation, and propose decomposition-based heuristics to solve this problem efficiently. By considering these dependencies arising in practical production processes, our model can be applied to various industrial cases, such as the beverage industry or the steel industry. Computation tests on instances from an industrial application are provided at the end of the paper.     

An upper bound on the minimal total cost of the transportation problem with varying demands and supplies

In general cases, to find the exact upper bound on the minimal total cost of the transportation problem with varying demands and supplies is an NP-hard problem. In literature, there are only two approaches with several shortcomings to solve the problem. In this paper, the problem is formulated as a bi-level programming model, and proven to be solvable in a polynomial time if the sum of the lower bounds for all the supplies is no less than the sum of the upper bounds for all the demands; and a heuristic algorithm named TPVDS-A based on genetic algorithm is developed as an efficient and robust solution method of the model. Computational experiments on benchmark and new randomly generated instances show that the TPVDS-A algorithm outperforms the two existing approaches.     

Mitigating the Impact of Functional Dominance in Cross‐Functional Process Improvement Teams

Manufacturing process improvement teams often draw upon cross‐functional expertise. However, teams dominated by a single or few functions often do not achieve the desired interdisciplinary learning and cooperation, which in turn could negatively affect the performance of that cross‐functional team. Through an empirical analysis of 149 manufacturing process improvement teams in six SIC industrial categories, we show that even after controlling for several factors such as team size, number of functions, gender diversity, ethnicity, number of management levels, and geographic dispersion of team members, psychological safety of work environment fully mediates the relationship between functional dominance and team performance. We also confirm that a team leader possessing high interpersonal justice mitigates the deficiency of dominated teams and improves team performance by fostering a psychologically safe work environment. Our recommendation therefore is that when a dominated team is unavoidable due to the needed skill sets or other organizational considerations, to ensure success it is imperative that the firm chooses a team leader who can promote psychological safety by being just, and who can effectively encourage input from all functional team members and give them objective feedback.