Showing papers in "Journal of Management Development in 2005"
TL;DR: In this paper, the authors examine the issue of whether Herzberg's two-factor motivation theory still resonates nearly 50 years after it was first posited and find that money and recognition do not appear to be primary sources of motivation in stimulating employees to contribute ideas.
Abstract: Purpose – This paper seeks to examine the issue of whether Herzberg's two‐factor motivation theory still resonates nearly 50 years after it was first posited. The objective is to assess whether or not Herzberg's contentious seminal studies on motivation at work still hold true today.Design/methodology/approach – The arena in which the theory is investigated is work‐based suggestion schemes, and the question considered is “What motivates employees to contribute ideas?” The paper begins by revisiting the literatures that form the basis of motivation theory and, in particular, the furore surrounding the work of Fredrick Herzberg.Findings – The results are derived from a survey providing over 3,200 responses. They suggest that money and recognition do not appear to be primary sources of motivation in stimulating employees to contribute ideas. In line with Herzberg's predictions, factors associated with intrinsic satisfaction play a more important part.Originality/value – The paper demonstrates that, despite t...
411 citations
TL;DR: In this article, the authors explore the future challenges and opportunities for business schools, and draw inferences for the future of business education in rapidly developing markets and mature countries, assuming that it can be scaled up successfully to meet strong but standard demand for management education.
Abstract: Purpose – Aims to explore the future challenges and opportunities for business schools.Design/methodology/approach – Reviews the existing situation for business schools, and draws inferences for the future.Findings – In rapidly developing markets the traditional business school model will most likely survive, assuming that it can be scaled up successfully to meet strong but standard demand for management education. In mature countries it will have to evolve to satisfy a more complex environment with peculiar demands from both students and their employers.Originality/value – In mature markets, top business schools will either transform themselves to meet those demands or cede some of the terrain to alternative providers of business education.
196 citations
TL;DR: In this article, the relevance of social capital to management development in the workplace and the importance of gender in the formation of Social capital and the distribution of its benefits has been explored, and it is argued that women are hindered in their efforts to achieve career advancement and its associated benefits due to their inability t...
Abstract: Purpose – Social capital has been widely accepted as an important asset for creating and maintaining healthy communities, robust organizations and vibrant civil societies. This paper explores the relevance of social capital to management development in the workplace and, more specifically, the importance of gender in the formation of social capital and the distribution of its benefits. Design/methodology/approach – The pertinent scholarly literature is reviewed to explore the role of social capital in organizational behavior and its relationship to gender.Findings – Although the numbers of women entering the workplace have risen steadily in the last half century and strides have been made in attaining economic parity with men, statistics reveal that women continue to lag behind men in career advancement and in levels of compensation and achieved status. It is argued in the literature that women are hindered in their efforts to achieve career advancement and its associated benefits due to their inability t...
190 citations
TL;DR: In this paper, the authors examined recent projects involving external management consultants at a North American telecommunications firm, from the employees' point of view, to measure the extent to which the aforementioned "critical success factors" were perceived as being evident.
Abstract: Purpose – The primary intent of this study is to examine recent projects involving external management consultants at a North American telecommunications firm, from the employees’ point of view, to measure the extent to which the aforementioned “critical success factors” were perceived as being evident. A secondary purpose was to examine which, if any, of these factors differ between more or less successful consulting projects with a view to building a model to predict employees’ perceptions of the level of the projects’ success. A third objective was to gather employee opinions on the use of management consultancy and other factors that might contribute to the success of consulting projects.Design/methodology/approach – A total of 102 employees responded to a questionnaire consisting of 59 questions. A model including six independent variables was able to predict overall rating of project success, with an adjusted R2=0.68, F=27.81 (p<0.0001). The significant variables, in order of importance, were: the s...
151 citations
TL;DR: In this article, the authors reviewed research on leadership issues to determine the skills needed to pursue diversity in executive development successfully and found that common barriers to minority advancement include stereotypes about roles and abilities, the scarcity of mentors and personal networks, the lack of significant line experience and visible assignments, and particularly for women, family responsibilities.
Abstract: Purpose – Interventions that have been successful in removing barriers to the success of women and people of color in corporate environments have not been afforded the same attention as the barriers themselves. This paper goes beyond the barriers to focus on successful interventions.Design/methodology/approach – Research on leadership issues is reviewed to determine the skills needed to pursue diversity in executive development successfully. Practical application is discussed.Findings – Common barriers to minority advancement include stereotypes about roles and abilities, the scarcity of mentors and personal networks, the lack of significant line experience and visible assignments, and, particularly for women, family responsibilities. Successful intervention methods include holding managers accountable for progress on diversity metrics, and training about diversity and associated attitudes and behaviors. Formal networks, mentoring programs, high potential talent identification and development, and work‐li...
138 citations
TL;DR: This paper investigated the moderating effects of LOC on each model path across internals and externals and found that global job satisfaction influences turnover intentions and organizational commitment is more for internals than externs.
Abstract: Purpose – This study seeks to fill a gap by investigating the moderating effects of LOC on each model path across internals and externals.Design/methodology/approach – The sample comprised 242 professional staff across a wide range of departments of a large organization in metropolitan Taipei, Taiwan. Following data collection, structural equation modeling is applied to conduct data analysis for confirmatory factor analysis.Findings – Test results indicate that global job satisfaction influences turnover intentions and organizational commitment is more for internals than externals. Organizational commitment influences turnover intentions similarly for both internals and externals. Furthermore, the influence of perceived job stress on job satisfaction and organizational commitment is stronger for externals than internals. Finally, leadership support influences job satisfaction more for internals than externals.Practical implications – Support for the proposed model provides encouragement for health care le...
125 citations
TL;DR: In this article, the authors compare levels of communication satisfaction between virtual workplace and traditional workplace employees in a single firm and explore the potential causes of the differences, finding that virtual office workers were more satisfied with organization communication than traditional office workers.
Abstract: Purpose – This study aims to compare levels of communication satisfaction between virtual workplace and traditional workplace employees in a single firm and explore the potential causes of the differences.Design/methodology/approach – Two groups, virtual office and traditional office workers, from a single firm were surveyed using Down and Hazen's Communication Satisfaction Questionnaire. Based on previous research, this study developed and tested hypotheses that traditional workers would have higher levels of satisfaction in personal feedback, communication climate, relationship with supervisors, horizontal and informal communication, organizational integration and overall communication satisfaction. Further analysis of the sample groups and of the company's process of implementation helped explain the differences found.Findings – Contrary to the hypotheses, this study found that virtual office workers were more satisfied with organization communication than traditional office workers. A discussion of th...
122 citations
TL;DR: In this paper, the authors compare the conflict resolution strategies of males and females majoring in information systems to determine if gender-based differences exist in conflict resolution in order to investigate assumptions that may exist regarding the relationship between gender and conflict resolution.
Abstract: Purpose – As the workforce becomes increasingly diversified, it becomes increasingly important for managers to understand the conflict resolution attitudes brought to information systems (IS) by both men and women. This research was designed to investigate assumptions that may exist regarding the relationship between gender and conflict resolution. Specifically, the intent of this study was to compare the conflict resolution strategies of males and females majoring in IS in order to determine if gender‐based differences exist.Design/methodology/approach – The Thomas‐Kilmann Conflict Mode Instrument was utilized to assess the conflict resolution styles of 163 traditional‐age (18‐22) students enrolled in undergraduate IS courses at a large Midwestern university. Both ANOVA and t‐test analyses were utilized to investigate the relationship between gender and conflict resolution style.Findings – Results of this study indicate that, when compared with their male counterparts, women are more likely to utilize a ...
117 citations
TL;DR: Canadian organizations were most likely to be providing access to training and retraining, but fewer than 10 percent of the organizations in 2003 were highly engaged in doing this and organizations were lesslikely to be adjusting training methods to accommodate the needs of older employees.
Abstract: Purpose – The workforce is aging in all industrialized nations and the retention of older workers will become one of the dominant issues in the coming decades. Training is an important component of retention and the availability of training is critical for retaining older workers. Design/methodology/approach – Studies conducted in 2001 and 2003 assessed the extent to which Canadian organizations are adapting their training practices to respond to the aging workforce. Human resource executives were asked the extent to which their organization was currently engaging in training practices targeting older managerial and professional employees.Findings – Organizations were most likely to be providing access to training and retraining, but fewer than 10 percent of the organizations in 2003 were highly engaged in doing this. Organizations were less likely to be adjusting training methods to accommodate the needs of older employees. There was little attempt to provide age awareness training to managers of older e...
109 citations
TL;DR: In this article, the authors examined the construct validity of two measures of creativity and creativity barriers in order to gain further insights into the factors stimulating or hindering creativity in Egypt's organisations.
Abstract: Purpose – The overall purpose of this research is to further our understanding of how managers in Egypt perceive creativity and innovativeness. The paper also examines the construct validity of two measures of creativity and creativity barriers in order to gain further insights into the factors stimulating or hindering creativity in Egypt.Design/methodology/approach – A sample of 170 managers was used to achieve the research purpose. Based on the upper‐echelon perspective, the sample slightly favours high‐level managers. Respondents completed a 77‐item instrument designed to assess stimulants‐to‐creativity in the organisational workplace. A 17‐item barriers‐to‐creativity instrument was also used to assess barriers to creativity in Egypt's organisations.Findings – The study detected a statistically significant difference in attitudes towards organisational creativity based on the managers’ functional areas in the organisation. The study also shows that the greater the education of the manager, the more he ...
102 citations
TL;DR: In this paper, the effects of certain characteristics of top management teams (TMTs) on innovative performance in their companies were examined and it was determined if this influence is direct or if it is influenced by other factors, such as the existence of strategic consensus in the team.
Abstract: Purpose – The aim of this research is two‐fold: to examine the effects of certain characteristics of top management teams (TMTs) on innovative performance in their companies; and to determine if this influence is direct or if it is influenced by other factors, such as the existence of strategic consensus in the team.Design/methodology/approach – The research is developed using Upper Echelon Theory. This study was conducted with a sample of 100 companies from innovative sectors. Different regression analysis were undertaken in order to test the established hypotheses.Findings – Three main conclusions can be drawn from this research. First, it cannot be stated that all types of diversity related to TMT activity or work have a positive effect on innovation in companies. In this way, diversity in TMT tenure appears to have a negative influence. Second, the incidence of diversity on innovation cannot be direct in all cases. Therefore, functional diversity has a positive effect on innovation, but always when th...
TL;DR: In this article, the authors examine and critique current perspectives of competence based on an extensive literature review and suggest that the competence framework continues to be plagued by unresolved conceptual ambiguity and that a managerial learning framework and a career perspective may offer less ambiguous, more promising conceptual frameworks for managerial performance.
Abstract: Purpose – The competence framework continues to be plagued by unresolved conceptual ambiguity. This paper aims to consider other perspectives of managerial performance.Design/methodology/approach – This is a conceptual article that examines and critiques current perspectives of competence based on an extensive literature review.Findings – Sources of conceptual ambiguity are rooted in treating competence as both independent and dependent variables in relation to managerial performance. A managerial learning framework and a career perspective may offer less ambiguous, more promising conceptual frameworks for managerial performance.Research limitations/implications – The arguments presented for moving beyond the competence framework need to be developed into propositions that can be tested empirically.Practical implications – Management development and education activities may not be achieving their intended outcomes due to the level of conceptual ambiguity found with the competence framework. It may be nece...
TL;DR: In this paper, the implications of the change in management paradigms for the educational system, highlights needed adjustments in orthodox management education and lingering challenges for management education providers, and provides narrative and analysis.
Abstract: Purpose – The greatest competitive challenge facing companies today is said to be embracing change. The business environment is in constant flux and companies must grapple with a host of new realities. This backdrop of change has catalyzed a reassessment of traditional managerial concepts and practices. Aims to trace the evolution of a new management paradigm and identifies its main drivers.Design/methodology/approach – The paper provides narrative and analysis.Findings – Assesses the implications of the change in management paradigms for the educational system, highlights needed adjustments in orthodox management education and lingering challenges for management education providers.Originality/value – Provides help in understanding the perspectives of the various business stakeholders that can help academics allocate resources and design programs that cater for the needs of managers in the 21st century.
TL;DR: In this article, the authors review the conceptual links between research on personal epistemological beliefs and leadership behaviours associated with the transformational transactional leadership model and identify key conceptual links in the areas of underlying beliefs, metacognition and cognition, and implications for training.
Abstract: Purpose – To review conceptual links between research on personal epistemological beliefs and leadership behaviours associated with the transformational‐transactional leadership model.Design/methodology/approach – Transformational leaders act as facilitators of learning in organisations, and therefore their beliefs, cognitions and behaviours can be explored in the same manner as teachers in classroom settings. Research on both personal epistemological beliefs and the transformational‐transactional leadership model is reviewed and key conceptual links are identified in the areas of underlying beliefs, metacognition and cognition, and implications for training.Findings – The literature review suggests that strong conceptual links exist between mature personal epistemology and beliefs and behaviours associated with transformational leadership. Similarly, conceptual links exist between less mature personal epistemology and beliefs and behaviours associated with transactional leadership.Research limitations/im...
TL;DR: In this paper, the authors compare preferences of managers for different kinds of explicit leader behaviour from three European countries, and determine similarities and differences, indicating requirements for management practices and expatriate management development and training.
Abstract: Purpose – To compare preferences of business managers for kinds of explicit leader behaviour from three European countries, and to determine similarities and differences, indicating requirements for management practices and expatriate management development and training.Design/methodology/approach – Samples of managers from Romania, Germany, and the UK are compared using the factor scores of the Leader Behavior Description Questionnaire XII to determine the kinds of behaviour they prefer from leaders.Findings – Significant differences are observed between all three samples, indicating different leader style preferences. Comparisons and discussions are made concerning the relationships with the Hofstede value dimensions.Originality/value – Shows that different leader behaviours should be employed in business situations in different countries to successfully guide and motivate employees.
TL;DR: In this paper, an analysis of the functions of business schools and management faculties in universities is presented, which leads one to observe that they appear above all as places busy producing or mimicking reality.
Abstract: Purpose – In the future, the legitimacy of business schools will no longer be in question, nor will their vocation to participate in training the elite (especially of companies) alongside institutes which, in various countries, train top Civil Servants. But this context, which dominant positions always provoke, should not encourage complacency. On the contrary, it should invite reflection on the weaknesses of the institutions in question. Aims to discuss this issue.Design/methodology/approach – Some major new trends in management education are questioned (the use of new information technologies, an initiation to management starting at a much earlier stage of the education track, a different way to grasp the use of case studies).Findings – This paper is an analysis of the functions of business schools and management faculties in universities. It leads one to observe that they appear above all as places busy “reproducing” or “miming” reality. Where science faculties describe, management teaching establishme...
TL;DR: The New Vision for Management Education: Leadership Challenges as discussed by the authors is a monograph that shares some key strategic paradigms for business schools with leading educators, academic administrators, and executives.
Abstract: Purpose – To share some key strategic paradigms for business schools with leading educators, academic administrators and executives.Design/methodology/approach – The article is normative. The normative propositions and conclusions are drawn from the research done for the author's monograph New Vision for Management Education: Leadership Challenges. A number of case studies are reported, as well as an inductive study of IMD.Findings – There is a need to focus on growth niches, such as executive education rather than MBA, undergraduate or PhD education.Research limitations/implications – Limitations include the lack of a large‐scale database established from rigorously compiled survey data, and the lack of parametric/non‐parametric statistical analysis.Practical implications – Leading business schools must be demand‐oriented, must listen to customers‐cum‐executives and corporations, should undertake research that points towards thought leadership, and should work with the business world through lifelong lea...
TL;DR: In this paper, the authors investigated the relationship among money ethic, attitude towards business ethics, corruption perception, turnover intention, job performance, job satisfaction, and demographic profile of respondents.
Abstract: Purpose
This study investigates perception of ethical and moral conduct in the public sector in Swaziland, specifically, the relationship among: money ethic, attitude towards business ethics, corruption perception, turnover intention, job performance, job satisfaction, and the demographic profile of respondents.
Methodology/Approach
The study was a survey using self-administered questionnaires. Using stratified sampling technique in selected organisations, usable data was collected from 83 public sector employees in Swaziland.
Findings
Results indicated significant relationship among money ethic, attitude towards business ethics, turnover intention and job performance. The importance of money as a motivator was also demonstrated. Respondents hold that civil servants’ involvement in corruption is high and that bribery and corruption is widespread in Swaziland.
Research limitations/implications
The sample size was small and hence limits generalization of findings, but provides preliminary information for a larger study. The need to enrich future studies with in-depth follow-up interviews was noted.
Practical implication
The respondents’ perception of widespread corruption calls for a reinvigoration of government anti-graft efforts and the need to promote ethical consciousness in the country.
Originality/value of paper
This paper has demonstrated the importance of ethical awareness, the importance of money as a motivator and the state of corruption in another cultural setting – Swaziland.
TL;DR: In this article, the authors outline the theoretical perspectives of international training and development and examine how theoretical frameworks have been implemented by practitioners and reveal a considerable gap between academic theories and MNEs' practices.
Abstract: Purpose – This article aims to outline the theoretical perspectives of international training and development and examine how theoretical frameworks have been implemented by practitioners.Design/methodology/approach – Literature review.Findings – There appears to be a considerable gap between academic theories and multinational enterprises’ (MNEs’) practices. MNEs pay little attention to international training and management development. Ineffective international training and management development have a considerably adverse impact on MNEs.Practical implications – In order to succeed in a globally competitive environment MNEs need to effectively train expatriates and their spouses, host‐country nationals (HCNs) and third‐country nationals (TCNs), and develop and nurture a truly global management team.Originality/value – This paper systematically reviews the existing literature and reveals a considerable gap between academic theories and MNEs’ practices.
TL;DR: In this article, the attitudes and work motivation between hotel workers in Australia and Mauritius were compared by using the Hackman and Oldham's Job Diagnostic Survey, quantitative results from 125 respondents show that motivational disparities among hotel workers are likely to be culturally driven.
Abstract: Purpose – Currently, a gap exists in the area of cross‐cultural research in organisations. Moreover, there is a consensus that many models of organisational behaviour have a Western ethnocentric bias. That is, they are unlikely to explain worker behaviour in non‐Western firms. The present study aims to test this notion by comparing the attitudes and work motivation between hotel workers in Australia and Mauritius.Design/methodology/approach – A convenience sample of three 200+ bedroom, five‐star resort hotels, two from Mauritius and one from Australia, was identified for this study. All hotels were similar in size and key managerial and operational aspects. Using Hackman and Oldham's Job Diagnostic Survey, quantitative results from 125 respondents show that motivational disparities between hotel workers are likely to be culturally driven.Findings – These suggest that, while Hackman and Oldham’s model is not wholly appropriate outside a Western culture, it provides a reasonable basis for future research an...
TL;DR: The results indicate that individual factors and task complexity are the significant factors that influence the perceived usefulness of KMSs which, in turn, significantly influence the intention to adopt a KMS and its diffusion process.
Abstract: Purpose – This study aims to investigate the factors influencing the adoption and diffusion of knowledge management systems (KMSs) in Australia.Design/methodology/approach – The study uses a mixed methodology approach. The research was carried out in three stages: field study, pilot survey, and national survey (top 1,500 companies). This paper reports the findings of the third phase of the study – the national survey. The data of the national survey was analyzed through structural equation modeling (LISREL).Findings – The results indicate that individual factors and task complexity are the significant factors that influence the perceived usefulness of KMSs which, in turn, significantly influence the intention to adopt a KMS and its diffusion process. Some unexpected results were also found.Originality/value – There is a scarcity of studies on the empirical perspectives of KMSs in the literature, especially in the area of adoption and diffusion. This research addresses this gap by studying the adoption and...
TL;DR: In this article, a detailed study into the entrepreneurial activities of graduates in East Anglia was conducted and seven main issues were investigated: business establishment, location, premises, concerns; advice utilisation; education and training; and support requirements.
Abstract: Purpose – The entrepreneurial potential of graduates has risen in the national agenda and has been attracting the interest of policy makers, educationists and development agencies in recent years. This paper focuses on a detailed study into the entrepreneurial activities of graduates in East Anglia and principally examines issues impacting on their business development.Design/methodology/approach – Seven main issues were investigated: business establishment; location; premises; concerns; advice utilisation; education and training; and support requirements. A sample of 39 graduate businesses, which commenced in the past five years, was assembled and comprehensively assessed. The entrepreneurs' ages ranged from 20 to 26 years, with a mean business age of 2.4 years.Findings – Findings are significant in respect of each of the categories of investigation and principally confirmed that the graduates were poorly prepared for business activity. Two major issues of concern were confirmed, namely, marketing and fi...
TL;DR: In this article, the authors provide insight into the relevant factors for faculty recruitment and retention that can help leadership of business schools to design and implement a tailored policy to recruit and retain academic talent in a highly competitive and international market.
Abstract: Purpose – To provide insight into the relevant factors for faculty recruitment and retention that can help leadership of business schools to design and implement a tailored policy to recruit and retain academic talent in a highly competitive and international market.Design/methodology/approach – Two surveys were sent out in parallel to deans/directors and faculty of 181 European business schools. A total of 42 important factors were selected and ranked in order of importance for both recruitment and retention of academic talent. In addition the faculty were asked to indicate to what extent they are satisfied with each of the factors in their current situation. Deans/directors were asked to indicate to what extent they felt able to influence each of the factors.Findings – Factors of crucial importance for recruitment and retention were identified, both from the deans and from the faculty perspective. Perception gaps occurred between deans and faculty, as well as satisfaction gaps on important factors: this...
TL;DR: In this article, the authors examine the impact of national culture on the importance level students place on ten teaching techniques commonly used by US business instructors and find that ratings by students from cultures preferring techniques where the instructor provides high structure differ slightly from the ratings of students from different cultures preferring the instructor providing lower structure.
Abstract: Purpose – Seeks to examine the impact of national culture on the importance level students place on ten teaching techniques commonly used by US business instructors.Design/methodology/approach – Undergraduate and MBA business students, including students born in the USA and students born in a foreign country, rated the techniques.Findings – Ratings by students from cultures preferring techniques where the instructor provides high structure differ slightly from the ratings by students from cultures preferring techniques where the instructor provides lower structure.Research limitations/implications – The respondents are from one US university. Therefore, the results cannot be generalized.Practical implications – The framework is useful in that it reminds instructors/trainers that, if a group of learners is from the same culture, a customized technique may be effective but, if the group is from diverse cultures, it reminds them that they may have to provide more structure to those students and trainees from...
TL;DR: In this article, the authors validate conceptual frameworks for strategic management development and test the hypothesis that the objectives and design of a strategic management program need to match the organisation's level of commitment to strategic management and the degree of maturity of its strategic management processes and competencies, in order that the programme can be effective in enhancing the strategic capability of the organisation.
Abstract: Purpose – To validate conceptual frameworks for strategic management development. Also, to test the hypothesis that the objectives and design of a strategic management development programme need to match the organisation's level of commitment to strategic management and the degree of maturity of its strategic management processes and competencies, in order that the programme can be effective in enhancing the strategic capability of the organisation.Design/methodology/approach – Earlier work by the author (based on literature review and one case study) had generated two conceptual models which could help in the understanding of strategic management development. One provides a life‐cycle typology matching an organisation's level of commitment to strategic management with the design of an effective strategic management development programme. The second provides a causal network showing how strategic management capability may be developed. In this paper case study research is reported from six organisations t...
TL;DR: In this paper, the authors explore the contemporary fascination with seemingly new, benign and transcendent virtual organizations and find that practical examples of virtual organizations do not exist or are fundamentally different from expectations and conclude that the presumed new epoch of global capitalism based on the productivity unleashed by virtual organizations is illusory.
Abstract: Purpose – This paper aims to explore the contemporary fascination with seemingly new, benign and transcendent virtual organizations.Design/methodology/approach – The paper extends Gerlach and Hamilton's investigations and critique into virtuality within the genres of business restructuring and science fiction.Findings – The paper unravels a purposeful, enveloping consciousness that masks both neo‐liberal fictions and postmodern fantasies dominating the virtual organization discourse. This paper finds that practical examples of de‐physicalized, technologically transcendent virtual organizations, crucial to this virtual consciousness, do not exist or are fundamentally different from expectations. The paper finds that the presumed new epoch of global capitalism, based on the productivity unleashed by virtual organizations, is illusory. The paper concludes that once virtual consciousness is penetrated not only are the material and ideological aspects of virtual organizations unmasked but it is possible to loc...
TL;DR: In this article, the authors developed a conceptual framework based on a theoretical analysis of recent literature in the fields of human resource management and organisational identity to manage intangible assets in contemporary organisations.
Abstract: Purpose – To develop a concept of managing intangible assets in contemporary organisations. Insight is given into the rise of the network organisation and the importance of talent, social capital and identity in this kind of organisation.Design/methodology/approach – This paper develops a conceptual framework based on a theoretical analysis of recent literature in the fields of human resource management and organisational identity.Findings – Organisations in contemporary society fundamentally differ from the ones dominating the twentieth century. Work nowadays is providing service(s), organising based upon a mix of people's talents, social capital and information and communication technology (ICT). Modern organisations depend on talent. Talents make the distinctive difference between an organisation and its competitors. Organising with talents requires a second‐order form of networks: (social) cohesion in the network quintessential to make it work. This can be found in the notion of “social capital”. Yet ...
TL;DR: In this article, the authors focus on managers with severe barriers to learning and offer practical advice on what organisations should do in relation to these issues, and suggest that top management should be involved in the evaluation of training and development so that they can lead their managerial teams effectively.
Abstract: Purpose – To contribute to the literature on managerial learning and illustrate the most importantbarriers to participation in learning for mid-career managers. To provide recommendations on how to eliminate such barriers. Design/methodology/approach – From a larger sample of 61 managers, 22 were selected for further in-depth analysis of their interview transcripts, due to the severity of barriers experienced. Using a grounded theory approach, they were categorised according to whether they had intrinsic (perceptual, emotional, motivational, cognitive) or extrinsic (organisational culture, management development culture or physical pressures) barriers to learning.Findings – Three distinct groupings emerged when the managers were plotted on a chart according to the barriers experienced. Solutions were then proposed for eliminating barriers for each group of managers. The most important recommendations were that the support of top management was necessary to encourage continued development and that line managers had a critical role to play in developing tailored development packages.Research limitations/implications – For future research, it would be useful to test whether or not these findings could be replicated across other sectors and managerial types. It is suggested that widening the sample would also be beneficial to eliminate issues inherent with a small population. Practical implications – Leadership programmes for managers, focussing on understanding motivation at the individual level. In addition, top management should be involved in the evaluation of training and development so that they can lead their managerial teams effectively.Originality/value – This paper is original in that it focuses on managers with severe barriers to learning and offers practical advice on what organisations should do in relation to these issues.
TL;DR: In this article, the authors examined whether the big five personality factors operate similarly from a psychometric perspective across dissimilar cultures and found that extraversion was the most important predictor of predicted job performance.
Abstract: Purpose – To examine whether the “big five” personality factors operate similarly from a psychometric perspective across dissimilar cultures.Design/methodology/approach – Managers from the USA and Japan were administered a work‐oriented measure of the big five and overall assessment ratings were collected. Independent groups t‐tests were used to examine mean differences in personality scores across samples. Factor analysis was used to examine the structure of the big five across samples. Relative importance analyses were used to examine whether assessors across samples differentially weighted the big five in arriving at overall assessment ratings.Findings – Big five personality dimension scores were significantly higher in the US sample compared to the Japanese sample. Across both samples, relative importance analyses revealed extraversion to be the most important correlate of predicted job performance, whereas conscientiousness was the least important correlate of predicted job performance.Research limit...
TL;DR: This paper presents a team effectiveness analysis of software development teams and one means of improving the effectiveness ofSoftware development teams in quite an innovative manner, namely, by forming teams based on who can work effectively together.
Abstract: Purpose – Aims to present a team effectiveness analysis of software development teams and one means of improving the effectiveness of software development teams in quite an innovative manner, namely, by forming teams based on who can work effectively together.Design/methodology/approach – The team roles described by R. Meredith Belbin are utilized to improve the effectiveness of software development teams The procedure used in these analyses consists of: finding teams that indicate a commitment to, or interest in, participating in an analysis of their team; having all team members fill out the Belbin Self‐perception Inventory in order to gather data for analysis; interviewing the leader of the team in order to obtain an independent analysis and verification of the self‐perception data; analyzing the self‐perception data, looking for trends in the data from which subjective assessments can be made; Comparing the Belbin analysis with the interview information, identifying similarities and differences betwee...