Thorsten Grohsjean

Bio: Thorsten Grohsjean is an academic researcher from Bocconi University. The author has contributed to research in topics: Team composition & Middle management. The author has an hindex of 6, co-authored 19 publications receiving 308 citations. Previous affiliations of Thorsten Grohsjean include Imperial College London & Ludwig Maximilian University of Munich.

Evaluating novelty: the role of panels in the selection of R&D projects

Abstract: Building on a unique, multi-source, and multi-method study of R&D projects in a leading professional services firm, we develop the argument that organizations are more likely to fund projects with ...

Talent Management and Career Development: What it Takes to Get Promoted

Abstract: Based on the talent management literature, this paper investigates managerial skills that are essential for managers’ job promotion. Using arguments from the human and social capital literature and following tournament logic, we claim that a manager’s own experience, expertise, and network size positively affect promotion odds, while strong colleagues decrease promotion odds. Studying 7,003 promotions to middle management and 3,147 promotions to senior management, we find broad support for our hypotheses, but find also that network size no longer predicts promotion to senior management. Our findings have implications for individual career development and talent management programs.

Coming Back to Edmonton: Competing with Former Employers and Colleagues

Abstract: Drawing on human and social capital theory, research on employee mobility has discussed the benefits and drawbacks of hiring employees from rival firms. To explain the performance implications of e...

Applied Linear Regression Models

Abstract: (1991). Applied Linear Regression Models. Journal of Quality Technology: Vol. 23, No. 1, pp. 76-77.

Managing the Flow of Technology: Technology Transfer and the Dissemination of Technological Information Within the R&D Organization (Book Review)

Abstract: The original edition of this book summarized more than a decade of work on communications flow in science and engineering organizations, showing how human and organizational systems could be restructured to bring about improved productivity and better person-to-person contact. While many studies have been done since then, few of them invalidate the general conclusions and recommendations Allen offers. In a new preface he points out new developments, noting areas that need some modification, elaboration, or extension, and directing readers to the appropriate journal articles where the findings, are reported. The first three chapters provide an overview of the communication system in technology, present the author's research methods, and describe differences in the career paths and goals of engineers and scientists that cause special problems for organizations. The book then discusses how technological information is acquired by the R & D organization, shows how critical technical communication within the laboratory is for R & D performance, and originates the idea of the \"gatekeeper,\" the person who links his or her organization to the world at large. Concluding chapters take up the influence of formal and informal organization and of architecture and office layouts on communication. Many of these ideas have been successfully incorporated by architects and managers in the design of new R & D facilities and complexes. Suggested Citation Handle: RePEc:mtp:titles:0262510278 Download reference as HTML Thomas J. Allen, 1984. \"Managing the Flow of Technology: Technology Transfer and the Dissemination of Technological Information Within the R&D Organization,\" MIT Press Books, The MIT Press, edition 1, volume 1, number 0262510278, November. More services and features MyIDEAS Follow serials, authors, keywords & more New papers by email Subscribe to new additions to RePEc Author registration Public profiles for Economics researchers MPRA Upload your paper to be listed on RePEc and IDEAS EconAcademics Blog aggregator for economics research Plagiarism Cases of plagiarism in Economics Rankings Various rankings of research in Economics & related fields RePEc Genealogy Who was a student of whom, using RePEc RePEc Biblio Curated articles & papers on various economics topics Job market papers RePEc working paper series dedicated to the job market Fantasy league Pretend you are at the helm of an economics department Services from the StL Fed Data, research, apps & more from the St. Louis Fed IDEAS is a RePEc service hosted by the Research Division of the Federal Reserve Bank of St. Louis . RePEc uses bibliographic data supplied by the respective publishers.

Building firm capabilities through learning: the role of the alliance learning process in alliance capability and firm-level alliance success

Abstract: ion of experience associated with a specific activity or task. We conceptualize codification in the alliance learning process in a similar manner. Codification involves creating and using knowledge objects or resources such as alliance guidelines, checklists, or manuals to assist action or decision making in future alliance situations. We also see it as being distinct from the aspect of articulation described earlier. Articulation primarily emphasizes externalizing the content residing within individuals. Codification, on the other hand, focuses on providing the content (know-what), the methodology (knowhow ), and even the rationale (know-why) for executing and managing various alliance-related tasks. Its ‘people-to-documents’ approach emphasizes ‘reuse economics,’ by which a firm reuses the alliance management knowledge that exists within the firm itself, or that resides with firms or people outside the firm (Hansen et al., 1999), to manage future alliances. Although the principal benefits of codification arise from the use of the codified alliance management manuals or tools, it also potentially provides more subtle benefits to managers in a firm. By involving themselves in the effort to codify alliance management knowledge, managers emerge with a crisper understanding of what works, or what does not work and why, in the context of managing certain tasks in alliances. Hence codification not only helps firms replicate and transfer alliance best practices, but also identify or select what those best practices are. In our fieldwork, we observed firms adopt several practices of codifying alliance management know-how. One company has created ‘35 rules of thumb’ for managing alliances. Another company has developed an in-house ‘power of partnerships’ program that provides its managers with detailed guidelines and frameworks for managing alliances. HewlettPackard has developed ‘40 decision-making templates’ to help managers understand and manage key activities at every stage of the life cycle of any alliances (Harbison and Pekar, 1998; Dyer et al., 2001). Eli Lilly, which is considered a ‘premier partner’ in the pharmaceutical industry, also has developed several such codified tools and templates to improve its managers’ partnering skills (Draulans et al., 2003). Overall, such codification is expected to enhance a firm’s decision making and actions in its alliances, and consequently lead to greater alliance success over time. Sharing of alliance know-how According to the knowledge-based view of the firm, the development of organizational skills to manage any particular task also rests upon a firm’s ability to share knowledge associated with managing or executing that task with all relevant parts within the organization (Grant, 1996). This is not only true for knowledge that is articulated and codified, but also for ‘tacit’ knowledge that is less amenable to easy articulation or codification (Winter, 1987). Knowledge sharing plays an important role in this regard. In the context of the alliance learning process, knowledge sharing involves exchanging and disseminating individually and organizationally held alliance management knowledge, which is both tacit and/or codified, through interpersonal interaction within the organization. ‘Communities of personal interaction’ are a central element of such knowledge sharing within firms (Seely Brown and Duguid, 1991; March, Sproull, and Tamuz, 1991). They provide a means for regularly and systematically sharing alliance management knowledge that has already been articulated or codified by the firm. More important, however, they provide a forum to share individually held tacit knowledge through direct person-to-person interaction between managers since tacit knowledge is more easily shared through dialogue between individuals than through knowledge objects (Hansen et al., 1999). Third, they also play a role in helping managers better conceptualize the alliance knowledge that is being shared or disseminated throughout the firm. Dialogue in the form of face-toface communication between managers provides them an opportunity to test their hypotheses and assumptions regarding best practices to carry out Copyright  2007 John Wiley & Sons, Ltd. Strat. Mgmt. J., 28: 981–1000 (2007)