Creating new business through strategic community management: case study of a multimedia business

For the last few years, the videoconferencing system and multi-point connection service market represented by multimedia technology have enjoyed strong growth in Japan. Behind the recent upturn in this market was the strategic alliance of NTT, Japan's largest telecommunications carrier, and PictureTel of the US, followed by the birth of business communities centred around or outside NTT, thus intensively creating and boosting a new market referred to as interactive video communication. This article reviews the challenges that faced NTT, one of the big businesses in Japan, followed by PictureTel and other players within and outside NTT, all of which were lined up to create various strategic business communities. The article gives careful consideration to the measures taken by these players who achieved success in such a way as to alter employee consciousness, vitalize organizational morale, entrench the new NTT 'Phoenix' brand (videoconferencing system) in the Japanese market and create an emergent new video multi-point connection network service market. And it was under the innovative leadership of community leaders that communities' core competencies were elevated, and innovation of the multimedia business achieved, as a function of the creation and harmonization of new value outlooks within the business community, inside as well as outside the companies.     

Perceptions and outcomes of a managerial coaching certificate program: Educational leaders vs. business leaders

Educational leaders face unprecedented changes in developing new strategies and processes that improve teacher effectiveness, student performance, and administrators' professional development. Coaching is a way to improve and increase performance. Educators are in a position to take advantage of coaching as used by business leaders all over the world. This study examined the effectiveness of a coaching model designed for managers in a college of business. The study included both educational (n = 5) and business leaders (n = 30). It examined their perceptions and outcomes of their participation. The results strongly support the efficacy of this coaching model.     

Academic leadership and commercial activities at research institutes: German evidence

This paper focuses on entrepreneurship by academic leaders. With the use of patents, inventions, and spin‐offs to measure commercialization, and directors, research group leaders, and business owners as academic leaders, results, using a sample of more than 2,500 German researchers, show differences across academic leaders and commercialization. Findings for spin‐offs are different from those for patents and inventions. Academic leaders in sciences were more likely to commercialize. Doctoral degrees helped patents by business owners and spin‐offs by group leaders, whereas female business owners and female group leaders faced challenges patenting and inventing, respectively. For business owners, age increased the likelihood of patenting but lowered spin‐offs.     

Do all institutions benefit from leadership training? Challenging tradition through systems inquiry

There is a fascination in the business community with leadership. There is an endless stream of training and development programs on how to become effective leaders to the extent that leadership training is now a big business. But the fascination is not restricted to the business community. People are enthralled by the idea of leadership, search for more information on it, and truly believe that by becoming a leader, they can reach a more desirable future. The purpose of this article is to demonstrate that all organizations do not benefit universally from their investment in employees' leadership training. After reviewing the leadership literature and systems concepts, it is recommended that the redesign of an organization in a social systemic framework will lead to optimization of benefit from leadership training.     

教师和教学对学生创新和领导力的影响

本文简要讨论了21世纪商学院教育面临的挑战和可能的应对方法。我们认为，21世纪商学院的教育的核心是培养具有领导和创新能力的商业领导。商学院的人才培育和教学模式都应该围绕这个核心来设置。在人才培育过程中，我们可以从课程内容、课程管理和效果保障、师生互动、教学实效等方面来保障人才培育的质量。同时，我们还应该通过教学模式的创新来完成和提升教学目的。全球化的商科教育也应该更具国际视野和时效性，这意味着我们应该减少必修课、增加选修课，增加实践和行动教学，强化学生的创新能力和领导力的培养。     

Trending Now: Digital Leadership Education Using Social Media and the Social Change Model

The current article examines social media applications as a tool for positive social change. The number of users on applications from Facebook to Twitter and Instagram continues to increase in all demographics. These tools are being integrated into our daily activities and challenging boundaries, roles, and even possibilities globally. Currently, there exists a gap in developing competent leaders capable of leading change using social media. Education leaders and leadership education programs can adapt the values of the Social Change Model to reflect and apply digital competencies to their practice. Digital leadership requires reflection on online self‐awareness and congruence, grappling with the controversy that comes with cyber civility and how to be a digital citizen prepared to inspire positive social change.     

Propelling diverse leaders to the top: A developmental network approach

Scholars and practitioners are making a strong business case for greater representation of women and other underrepresented groups on senior management teams and boards. A model is developed that highlights how to create optimal developmental networks—groups of developers who help advance people's careers and personal growth—that can assist in propelling diverse leaders into the upper echelons of their organizations and board positions. Several literature streams are integrated in order to identify developmental networks that will help diverse leaders overcome barriers to breaking the glass ceiling in greater numbers. Numerous strategies intended to shape diverse leaders' network structure and content are discussed, as are contextual challenges that may inhibit optimal networks' development. Lastly, theoretical and practical implications for individuals and organizations are highlighted.     

Leadership in the Context of Corporate Entrepreneurship

Established companies rely on innovation to maintain their competitiveness in the rapidly changing economic environment. These companies must perpetually develop new products and services, and create new businesses and new business models. To do so, entrepreneurial leaders within established companies need to understand and align their projects with the corporate vision and business goals. The entrepreneurial leaders must also lead by influence to obtain necessary resources to fulfill these goals. Creating an environment that encourages innovation and engenders trust is necessary for the success of entrepreneurial leaders. Skills relating to perspective taking and influence as well as the need for agility are also crucial.     

Why quality initiatives are failing: The need to address the foundation of human motivation

Companies all over the United States have initiated quality programs in order to meet the demands of international competition. However well-intentioned, many of these initiatives have by and large met with failure. United States corporate leaders seem confused as to the causes of those failures. What business leadership has failed to realize is that there are certain underlying assumptions about human motivation in the workplace that must be addressed before any quality program can be successful. This article addresses those basic concerns and provides a framework for business leaders who embark on quality initiatives.     

2008年50位最具领导力的CEO

This is not a great number of groups, only 50 individuals, which is ＂the most leadership of the 50 CEO＂ by ＂contemporary manager＂ award annual. As business leaders, who must bear the responsibility of leaders. ＂Leadership＂ has become a standard to measure them as a business leader is qualified, and many experts evaluate whether or not a business animportant competitive factors.     

The public administrator's dilemma: Containing conflict

The public sector is in the same situation that labor-management relations was in during the middle thirties—but one big difference is this: in the 30s, the government pressured business leaders to choose the road to accommodation; in the 70's, it is pressuring public administrators to exert more force and authority to keep students, minorities, welfare clients and other groups out of the decision-making orbit.     

Monetary policy on twitter and asset prices: Evidence from computational text analysis

In this paper, we dissect the Twitter debate about the future course of monetary policy and trace the effects of selected topics of this discourse on U.S. asset prices. We focus on the “taper tantrum” episode in 2013, a period with large revisions in expectations about future Fed policy. Based on a novel data set of 90,000 Twitter messages (“tweets”) covering the debate of Fed tapering on Twitter, we use Latent Dirichlet Allocation, a computational text analysis tool, to quantify the content of the discussion. Several estimated topic frequencies are then included in a VAR model to estimate the effects of topic shocks on asset prices. We find that the discussion about Fed policy on social media contains price-relevant information. Shocks to the discussion about the timing of the tapering, about the broader economic policy context and worrying investors are shown to lead to significant asset price changes. We also show that the effects are mostly due to changes in the term premium of yields consistent with the portfolio balance channel of unconventional monetary policy.     

The effects of interactive leadership on human resource management in Singapore's banking industry

Reviewing the literature about interactive leadership and its effects on human resource management in business organizations, this paper proposes that interactive leadership has two major components: interaction skills and team building. Both components have positive effects on employees' trust in their leaders, on employees' motivation and employees' commitment to their companies. Based on these hypotheses, the paper develops an empirical test of the effectiveness of interactive leadership in Singapore's banking industry. Seventy-seven middle-level managers participated in this study by responding to a questionnaire about their leaders, their motivation, their commitment and their trust in these leaders. The results support the hypotheses and suggest some important implications for human resource management in business organizations, especially for human resource management in Oriental societies.     

The future of work and family: Critical trends for policy,practice, and research

Work/life “thought leaders” from 28 large corporations carried out an environmental scanning process with the objective of linking work/life policies and practices to critical business and environmental trends. Globalization, technological change, and organizational flexibility are trends that have been commonly identified in other environmental scanning efforts, but their relationship to work/life issues has often been ignored. Similarly, the relationship of changing family structures to business goals has not received the attention it deserves. Through this linking process, work/life advocates can demonstrate the value of their efforts to other corporate decision makers. Innovative corporate work/life initiatives that are responsive to these important trends are described. © 1999 John Wiley & Sons, Inc.     

The management of leadership

Leaders are made, not born. Leadership is a science, a set of skills that can be taught, learned, and practiced. Today's business climate demands that managers be leaders and that they must be taught human and interpersonal skills along with their technical skills. The intuitive abilities of leaders are a set of behaviors that define leadership traits.     

市场失灵与企业创新

新古典理论认为市场失灵会使得资源配置的效率偏离帕累托最优状态,文章认为,市场失灵还会影响到企业的创新方向和创新数量,导致全社会该产生的创新可能创新不够,不该产生的创新却层出不穷,从而降低资源配置的长期效率,针对市场失灵的不同类型,政府只要采取不同的措施,就能够正确引导企业的创新行为。     

浅谈企业行政领导履行“一岗双责”存在的问题及对策

对于国有企业而言,落实从严治党要求责无旁贷,尤其是在全面从严治党的背景下,更是需要国有企业行政领导履行“一岗双责”制度,积极营造干事创业、风清气正的良好环境。论文从四个方面对企业行政领导履行“一岗双责”存在的问题展开了分析,并提出了解决的对策。     

Does economic performance affect officials’ turnover? Evidence from municipal government leaders in China

As is well known, Chinese central government has full authority to determine the provincial and local officials’ turnover. However, China has not in detail interpreted the standards of officials’ promotions so far. In this paper, the latest database of city-level leaders for the period between 2002 and 2013 is utilized to investigate the influences of economic performance on party secretaries’ odds of being promoted. The estimation results by a panel multinomial logit method indicate that municipal annual GDP per capita is significantly positively associated with leaders’ chances of promotion. Specifically, the average GDP growth rates during leaders’ tenures have much higher effects. Moreover, some important factors of leaders’ personal characteristics also affect the political turnover. For instance, party secretaries’ connection with China’s Communist Youth League, political experience, educational level and professional expertise all have positive impacts on their chances of obtaining a promotion. In contrast, leaders’ ages and tenures are found to be negatively related to their promotion possibilities.

     

葛洲坝集团机电建设公司西南安装处的物资管理状况的浅析

物资管理是企业管理中一项重要的经济活动,作为企业行为的物资管理工作,不仅是企业物资部门的专业管理,更应是企业领导关注事项,以及各生产班组和相关部门共同参与,才能较好的形成企业物资管理现代化的体系。作者就本单位现状对在建项目和检修项目进行浅析。     

Meeting the Challenges of Effective International HRM: Analysis of the Antecedents of Global Mindset

The full force of globalization has hit today's organizations, and it is clear that there are many cultural and human problems. International human resource management (IHRM) is being asked to better understand and develop multinational organizational leaders to meet the challenges. A prominent solution that is receiving increased attention is the construct of global mindset, which has growing rhetoric but little research support. To help fill this need, after first theoretically framing global mindset as made up of one's cultural intelligence and global business orientation, this study identifies and empirically tests some theory‐driven antecedents. Utilizing a diverse sample (N = 136) of global leaders of a well‐known multinational, we found that personal, psychological, and role complexity antecedents were related to the participants' level of global mindset. The practical implications of these findings for effective international human resource management conclude the article. © 2013 Wiley Periodicals, Inc.