凯洛格管理学院向莎翁请教管理

企业管理者应该要了解一家公司内不同的职能部门,包括生产、销售、产品组合以及人力资源等部门是如何相互联系以获得最佳组合的。这是管理理论中最为古老和基本的观念之一。企业要形成相对于其竞争者而言既有效又制胜的战略定位．也就是管理学理论所谓的”企业定位（firm positioning）”。理论上讲,不同的职能部门应该互相补充并互相支持。     

Employer-sponsored dental insurance eases the pain.

Dental care plans grew in prominence from 1980 to 1986; plan cost control measures, as well as plan benefits, kept pace with the rising cost of dental care.     

Learning by hiring and change to organizational knowledge: Countering obsolescence as organizations age

Research summary: This paper investigates the relationship between hiring and the ability of organizations to evolve their capabilities as they age. While prior research establishes that organizations become rigid to change as they age, it underemphasizes measures that they may take to renew their adaptive potential. I address this gap by investigating whether hiring stimulates change to the knowledge organizations possess. Learning by hiring, I argue, helps organizations to evolve their knowledge as they age by disrupting routine, introducing distant knowledge, and facilitating socialization. I test the effectiveness of these mechanisms using 38 years (1970–2007) of data from the U.S. biotechnology industry, and find that hiring stimulates more change as organizations age, enabling them to renew their knowledge and counter the effects of obsolescence. Managerial summary: As organizations age, they become less responsive to the needs of their environment, resulting in a trend for them to become technologically obsolete. Little is known as to how they may reverse this trend and counter obsolescence. I provide evidence that hiring may be used to stimulate change to organizational knowledge and capabilities as they age by disrupting routine activity, introducing new‐to‐the‐firm knowledge, and inducing incumbent members to learn. Copyright © 2015 John Wiley & Sons, Ltd.     

Subliminal Embeds in Print Advertising: A Challenge to Advertisng Ethics

A sample of adult men and women was exposed to both comparison and individual brand advertisements under controlled conditions. Recall measurements were made for the brands being advertised on an immediate basis and twenty-four hours after exposure to the advertisements. Since different product classifications were promoted in the study, several implications are possible concerning the recall effectiveness of each type of advertisement and product brand.     

Human resource practices and discrimination in South Africa: overcoming the apartheid legacy

While there is some level of isomorphism and convergence in HRM practices, country-specific differences remain, notwithstanding globalization and the influence of increasingly powerful multinationals. Much work has occurred on diversity management and cultural aspects of management in South Africa (SA). This analysis finds that local institutional context in labour relations and particularism in practices remain important, although the influence of convergent forces such as globalization, information technology and increased competition has become much more prominent in post-apartheid SA. Human resource practitioners in SA see the most important workplace challenges as performance improvement, employment equity, training and development and managing trade union expectations. This article critically evaluates the effects of recent legislative measures, particularly labour court and arbitration awards aimed at addressing the adverse impact of past unfair discrimination on pay practices and skills development. The latter are found to be interrelated, sensitive and difficult areas of discrimination in respect of legal proof.     

Tournament incentives and firm credit risk: Evidence from credit default swap referenced firms

In this paper, we evaluate the impact of managerial tournament incentives on firm credit risk in credit default swap (CDS) referenced firms. We find that intra‐firm tournament incentives are negatively related to credit risk. Our results suggest that tournament incentives reduce credit risk by alleviating the potential for underinvestment when managers are concerned about exacting empty creditors. Further, we find that tournament incentives decrease credit risk when internal governance is strong or product market competition is intense. Taken together, our results suggest that creditors perceive senior manager tournament incentives (SMTI) as a critical determinant of a firm's credit risk, particularly in settings where managerial risk aversion is high.     

Housing “Beta”: Common Risk Factor in Returns of Stocks

This study proposes the housing “beta” and tests whether the housing “beta” is a significant determinant for stock returns in a multifactor framework. We hypothesize that the housing market is a systematic risk factor given the impact of the housing market on the overall economy and economic growth of most countries, as well as the effect of homes in the overall wealth of individual investors. The housing market directly affect GDP growth through residential fixed investment and housing services. In addition, the housing market indirectly impacts economic activities via consumption. Our results show that the housing “beta” is positive and significant in explaining stock returns after controlling several other factors from the prior literature. This relationship is stronger, as expected, during the financial crisis period. We conducted several robustness checks using a different study period and housing market indices and obtain results which are consistent with our main findings.