Confucian Ethics and the Limited Impact of the New Public Management Reform in Thailand

The diffusion of New Public Management reforms across the globe is based on the assumption of the universal applicability of managerialism, driven by instrumental rationality, individualism, independence and competition. The aim of this article is to challenge this conception and to fill a significant gap in the existing research by analysing potential problems arising from the implementation of the NPM philosophy in non-Western public organisations. In-depth interviews and a large-scale survey were conducted across six public organisations in Thailand based on the Competing Values Framework (CVF). Thematic analysis of the data revealed that the traditional cultural model of the organisations studied was characterised by a combination of hierarchical and clan-based cultures, which remained largely unaltered despite massive-scale reform. The persistence of this hybrid cultural system appears to be rooted in the deep-seated Confucian ethical values governing Thai society, in which the organisations are embedded. Based on the research findings, the paper underlies the importance of a symbolist viewpoint of culture and argues that a rational perspective underpinning a functionalist cultural management must be challenged.     

An Empirical Study of Service Quality Implementation

The strategic importance of quality management has grown in importance in recent years. However, although the competitive implications of adhering to a quality agenda have been much alluded to within the literature, the evidence from a review of published studies suggests that service quality and strategy issues have been addressed as separate concerns by researchers. This study examines the components which facilitate the quality implementation process. The factor analysis of data emphasises the importance of ‘senior managerial commitment’ and ‘employee resourcefulness’ in quality implementation initiatives and offers support to the growing implementation initiatives and offers support to the growing literature arguing for a greater consideration of the human dimension in quality implementation programmes. It is proposed that further research needs to be carried out to examine mangerial attiudes towards the service quality implementation process and to assess some of the practical issues involved in introducing quality initiatives in hotel organisations.     

Exploring the Principle of Subsidiarity in Organisational Forms

The paper starts with a case study of a medium-sized company in which a strong and successful change in the organisational form and job design took place. A bureaucratic organisation with highly-specialised jobs was converted into a new organisation in which employees became much more autonomous in managing their own work. This not only entailed new techniques and managerial systems but also a new anthropological vision. Bureaucratic rules were reduced, but not eliminated completely, and management became less authoritarian. Employees could therefore apply greater entrepreneurial spirit, developing their talents in pursuit of the company’s common goals. It is argued that this new organisational form is ethically superior to the old, and reflects the basic requirements of the principle of subsidiarity. The ethical principle of subsidiarity holds that a larger and higher-ranking body should not exercise functions which could be efficiently carried out by a smaller and lesser body; rather the former should support the latter by aiding it in the coordination of its activities with those of the greater community. While the principle has usually been applied in a political context, this paper explores the principle as a moral base for organisational forms within business organisations. Finally, the principle of subsidiarity is analysed in the context of business organisations and proposed as an ethical guideline for organisational forms. This would help to mitigate the effects of those bureaucracies in which individuals, with their dignity, freedom, diversity and capacity for undertaking business activities with entrepreneurial spirit, are often not fully appreciated.     

Can Ethical Behaviour Really Exist in Business

Our soft survey reveals that the assumption underlying much of the business ethics literature -- that the conduct of business can and ought to support the social good -- is not accepted within the workplace. This paper considers an apparent dichotomy, with companies investing in ethical programs whose worth their employees and managers question. We examine the relationship between work, bureaucracy and "the market" and conclude that employees often question the existence of business ethics because there is no good and bad between which to choose. The choice is between success and failure. A common view of success and the "good life" is one determined by hard work in a well-organised company operating in a free market. Analysing the three aspects of this view (the free market, hard work, bureaucracy) we suggest these are mere fictions. A major problem we identify in business is that organisations are designed as profit making mechanisms and have no interest in the good of society. The challenge is to convince such organisations that a direct benefit accrues to them through their own ethical behaviour. In order to do this organisations must first be shown the importance of long termism. Executives, managers and other employees can be expected to attain high ethical standards only when they feel they are a integral part of an organisation and the organisation itself respects those standards. One of the keys to unravelling the undesirable situation of a perceived absence of ethics in business is in encouraging a greater identity community, company and workforce. We provide some examples of ways companies can meet the challenge of encouraging more ethical, long-sighted behaviour. In addition, we highlight ways in which the expectations of the organisations of the organisation can be communicated more strongly through corporate structures that foster ethical action that benefits the long term interests of the individual and the organisation. Overall implementing a successful ethical program is shown to parallel that of the implementation of a quality program.     

Unpicking antecedents of CRM adoption: a two-stage model

Most CRM work focuses on consumer applications. This paper addresses the operational adoption issues facing the organisation deploying CRM practices. There are a plethora of challenges facing organisations when adopting CRM. Previous research is limited to either examining the CRM adoption process at an individual/employees level or an organisational level. Hence, in this paper the myriad of organisational, marketing and technical antecedents that seem to impinge upon employee perceptions and organisational implementation of CRM are structured in a two-stage model. Using a stratified sample of 10 organisations across 4 sectors, 7 hypotheses are tested on data collected from 301 practitioners. A two-stage model is analysed using structural equation modelling. Findings reveal that CRM implementation relates to employee perceptions of CRM. This paper deepens our understanding of organisational practices to adopt CRM, so as an organisation properly profits from the expected benefits of CRM.     

Conceptualising a digital orientation: antecedents of supporting SME performance in the digital economy

Digital technologies have dramatically changed the organisation and marketing environments. Whether this presents an opportunity or a challenge for small and medium organisations depends on how these organisations approach it, strategically. Specifically, organisations that are guided by a combination of market, learning and entrepreneurial orientations are well-positioned to take advantage of the opportunities presented by digital technologies because they adopt attitudes and behaviours that support the generation and use of market insight, proactive innovation and openness to new ideas. We call this combination the digital orientation (DO), and present a set of propositions that facilitate its development. This paper creates value both through the conceptualisation of the DO and the outlining of the implications for strategic marketing management of understanding the strategic factors supporting or hindering the performance of small and medium enterprises in the digital economy.     

Internal marketing: a qualitative study of culture change in the UK banking sector

This paper discusses the findings of a qualitative study carried out in the UK retail-bank sector on the implementation of Internal Marketing (IM). While the overall aim of Internal Marketing is the creation of a unified culture around the values of customer service, employee empowerment and service quality, the evidence suggests that Internal Marketing is perceived and enacted in ways that at times contradict such managerial rhetoric. The paper sheds light on what internal marketing is (its underlying principles within the organisations studied), the ways in which the banks studied use it in order to change their organisational culture as well as the difficulties encountered in implementing IM as a culture change agent. It concludes that the implementation of Internal Marketing in the banks under the study is problematic and does not result into a unified organisation culture. Indeed, implementing Internal Marketing is a process fraught with difficulty, which at times leads to divisions, ruptures and ambiguity in the newly created organisational culture.     

Implementing corporate social responsibility through social partnerships

This paper examines how corporate social responsibility (CSR) is implemented through social partnerships. Drawing on previous literature and case study research, it presents a conceptual model of the process of implementation. An exploratory case study of the social responsibility partnership programme at the Union of European Football Associations (UEFA) has been conducted. The case study draws on interview data and documentary sources of evidence gathered from UEFA and the six partner organisations that comprise its CSR portfolio. The conceptual model identifies three stages of the implementation process (selection, design, management), with partnership evaluation being an ongoing process during all three. The latter consists of two elements, namely project and process evaluation. A key finding is the lack of process evaluation due to a high degree of inter‐personal trust. The conceptual model adds to the growing body of research on the implementation of social partnerships and CSR. This paper is also the first to empirically explore the process of CSR implementation through social partnerships in the football sector.     

Readiness Assessment of the construction supply chain for concurrent engineering

There is growing interest in the adoption of concurrent engineering (CE) in the construction industry. While concurrent engineering (CE) is gaining acceptance, some implementation efforts have not realised their full potential for reducing costs, reducing time, and increasing efficiency, effectiveness and performance for product development efforts. This is due in part to insufficient planning to support the implementation. One approach that has been used successfully to improve CE implementation planning is to conduct ‘readiness assessment’ of an organisation and its supply chain participants prior to the introduction of CE. This helps to investigate the extent to which they are ready to adopt concurrent engineering practices. CE readiness assessment tools and models have been developed and used in other industries such as the manufacturing and software engineering industries. This paper discusses CE and its application to the construction, reviews and compares the existing tools and methods for CE readiness assessment, discusses supply chains generally and construction supply chain specifically, and stresses the need to assess the readiness of the construction supply chain for the adoption of CE. The paper also presents a new readiness assessment model for the construction industry supply chain, and gives examples of its use to assess construction organisations.     

An investigation of how design-oriented organisations implement design thinking

Abstract

This paper examines how design-oriented organisations implement design thinking to develop design outcomes. An empirical investigation revealed that organisations implement design thinking by: (1) creating and disseminating end-user profiles across the organisation, (2) cultivating organic organisational structures to increase collaborations, (3) using brand image to establish a design language, and (4) factoring in competitors’ design outputs to stimulate design thinking. Design thinking is typically understood as a process that results in many possibilities for innovation. The results of this study offer an alternate understanding of design thinking as a creative process that is structured by these four key implementation schemes.     

Exploring strategic strengths and weaknesses of retail purchasing groups

Retail purchasing groups consist of small, independent, specialised stores that join together and collaborate on purchasing and other areas. In comparison to large-scale corporate retail chains, often labelled mega-retailers, retail purchasing groups are based on collaborative external integration between a central unit and the independent, local dealers. The overall purpose of this research is to explore the specific characteristics that underscore a retail purchasing group. The paper has two research questions: (1) What are the strengths and weaknesses of a supply chain structure based on external integration? and (2) In what areas are the purchasing groups' ownership structure particularly advantageous in comparison to the mega-retailers' vertically integrated organisations? This exploratory research is empirically grounded in a case study of two Swedish purchasing groups. The paper argues that under certain market conditions, a decentralised supply chain, which relies on collaborative external relationships, can provide a competitive alternative to a more traditional centralised structure. The paper elaborate three areas where the structure is particularly advantageous: (1) service-based competition in an industry otherwise focused on cost leadership, (2) in-depth understanding of local conditions and presence and (3) the ability to incorporate entrepreneurial strengths and innovations in the supply chain.     

The role of business support organisations in the process of retailer internationalisation

In the field of international retail research, there has been little attention paid to the role of business support organisations in the process of internationalisation. Given the barriers to foreign market expansion, the focus of this study is to investigate the importance of facilitating factors, in the form of business support organisations, which can assist retailers in the process of international expansion. A qualitative research methodology was employed and the findings provide evidence relating to three important areas: firstly, the types of business support programmes available to retailers seeking to internationalise from the UK, secondly, the barriers encountered by retail companies expanding overseas, and thirdly, how government and private organisations can assist in helping retailers overcome these hurdles.     

Buying centre consequences of technological convergence

The paper discusses how technological convergence, manifested in increased mobility in organisations, changes the way purchasing organisations buy and use telecommunications and IT systems. The aim of the paper is to analyse how the implementation of mobility in firms is linked to changes in the relationships between units within the buying centre, between the buying centre and supplying organisations, and to some extent also between the buying centre and its customers. The study builds on interviews with purchasing functions in 61 small-, medium-sized and large organisations in different industries. The concept of mobility is discussed and defined. Industrial network conceptualisations, loose coupling theory and a buying centre model constitute the theoretical framework. Results indicate that management plays a more central role in the buying centre when major IT and telecom contracts are signed. The interviews also indicate few large changes in the exchange relationships with supplying organisations as a result of the implementation of new system solutions for increased mobility.     

How to manage corporate purchasing synergy in a decentralised company? Towards design rules for managing and organising purchasing synergy in decentralised companies

More and more organisations are showing interest in how purchasing strategy and structures may support their overall business strategies. More and more, therefore, the question prevails how to get organised at a corporate level to capture the potential purchasing synergies. The challenge is to generate knowledge regarding how to structure and manage effectively purchasing synergies between business units. This paper deals with the concept of purchasing synergy or more specifically: the management of value-adding linkages in the area of purchasing between different business units in a multi-business company. It summarises the intermediate results from Ph.D. research currently conducted at Eindhoven University of Technology. Based on the findings derived from in-depth case studies at three large multinational companies, we propose a model, which may support management by formulating the right strategy and designing the right structure aimed at capturing the potential synergies.     

数字视音频解码中IDCT的FPGA实现

在MPEG视音频标准中,使用DCT(离散余旋变换)/IDCT(反离散余旋变换)来压缩数据。在数字视音频MP3解码电路中,IDCT是整个解码过程中运算量最大最耗时的一部分,因此IDCT的速度对整个MP3解码进程的速度起着极为关键的作用。在众多的解码过程实现方案中,用芯片实现是速度最快的一种方案。本方案是用RTL级的Verilog语言进行描述,用Synplify Pro综合成门级电路,然后用ModelSim仿真通过后,下载到X ilinx公司的V irtex的FPGA中。结果表明:电路工作正确可靠,速度上能满足MP3的实时播放要求。     

In search of the right fusion recipe: the role of legitimacy in building a social enterprise model

Social enterprises, as typical hybrid organisations, are embedded in a plural institutional environment in which some stakeholders regard achieving social goals as fundamental, while others see economic profit as the priority. A great challenge for social enterprises is dealing with the conflicts resulting from the diverse expectations of stakeholders. Based on the existing works on organisational legitimacy and the social business model, we propose a legitimacy‐based social enterprise model composed of three main phases, namely, legitimacy proposition, legitimacy strategy planning, and legitimacy strategy implementation. Our model is meant to serve as an effective legitimacy‐building tool for social enterprises of various kinds.     

Virtue ethics and customer relationship management: towards a more holistic approach for the development of ‘best practice’

This paper focuses much‐needed attention on the ethical nature of customer relationship management (CRM) strategies in organisations. The research uses an in‐depth case study to reflect on the design, implementation and use of ‘best practice’ associated with CRM. We argue that conventional CRM philosophy is based on a fairly narrow construct that fails to consider ethical issues appropriately. We highlight why ethical considerations are important when organisations use CRM and how a more holistic approach incorporating some of Alasdair MacIntyre's ideas on virtue ethics could be relevant.     

An analysis of the ethical environment of the international accounting profession

This paper analyses the ethical cultures of the international accounting profession by using the concept of 'mainstreaming' to describe the commitment of an organisation to the ethical function in its operations. The objective of the research on which the paper is based was to rate the efforts of 62 respondent national associations of professional accountants worldwide to incorporate the ethics function into the core operations of their organisations. Sixteen environmental factors were used in the analysis. They were set up as a group of criteria to assess the ethics procedures and systems of the accounting associations, and were divided into two categories. The first group was code based and contained items on code of ethics development and functions which would indicate whether ethically-friendly management attitudes and systems were in place as a central focus of operations. Some of these elements were capable of fostering a 'proprietary interest' attitude on the part of members towards their codes of ethics, which in turn encourages code compliance. With the second group, other key operational aspects were examined to provide a balanced set of criteria. Interrelated elements among factors important to an ethical environment are included in the findings. The study concludes that on average the international accounting profession has attitudinal and systemic approaches that are 'mainstream'. In general addressees were involved in code authorship and the public had adequate access to codes. However, increased use could be made of ethics professionals in the development of codes, of professional development courses to further the ethics skills of members, and of communication channels to foster a unifying approach to ethics. The study provides criteria for individual associations to assess their mainstreaming status against the international findings.     

Community Development and Social Regeneration: How the Third Sector Addresses the Needs of BME Communities in Post-Industrial Cities

Interest in third sector organisations (TSOs) is growing as their role in addressing social regeneration, especially in urban environments, is regarded as crucial by governmental and supra-governmental organisations. The challenge is increased in multicultural environments, where those from ethnic minorities may struggle to participate in the mainstream economy and society more broadly. There is an assumption that TSOs make a positive contribution to the social good of the diverse communities and client groups that they serve. However, although there have been many studies of ethicality in commercial and public sector organisations, few focus on TSOs. Furthermore, black and minority ethnic (BME) TSOs, in particular face specific pressures, caught between the high expectations of their capacity to engage with diverse communities where the public sector has failed and, in common with all TSOs, the struggle to secure the resources necessary to manage their organisations and deliver front-line services. In this article, we investigate how implicitly ethicality is constructed in TSOs, including those with a primary mission to provide support for and services to BME communities. Building on information obtained for 305 TSOs in a post-industrial city we develop a structural equation model (SEM) in order to evaluate the relationships between elements that we argue comprise ethicality. We then assess the manner in which TSOs generally, and BME TSOs specifically, vary in the manner in which they communicate their ethical purpose and the outcomes of their actions.     

The Roles of HRM in CSR: Strategic Partnership or Operational Support?

As the implementation of corporate social responsibility (CSR) strategy requires promoting employee participation and initiating meaningful changes in organisational culture, the involvement of the human resource management (HRM) function in policy formulation and implementation is highly desirable. The relationship between the HRM and CSR functions is, however, under-investigated than other areas. Hence, there is a lack of clarity concerning HRM roles and the conditions under which they may be strategic or operational in nature. By drawing on data from interviews with 29 CSR and HRM professionals of large organisations in New Zealand, this paper argues that the role and contribution of the HR function in CSR is contingent on organisational variables such as the CSR structure, the scope and application of CSR and the nature of the HR functions. It concludes that in such contexts HRM is more likely to offer operational support in executing CSR rather than strategic input.