Misconceptions about Market Orientation

Given the benefits of a market orientation, why do so many organizations fail to become market-driven? One reason is confusion over what it means to be market-driven. Some organizations have become “customer compelled ” and try to respond to whatever their customers say they want, without exercising any discipline. Others argue that it is sometimes best to “ignore the customer.” This latter view finds listening to customers deficient as a guide to action. This is a misconception based on three false dichotomies: (1) that you can either lead or follow customers, (2) that you can't stay close to both current and potential customers, and (3) that a technology push can't be balanced with a market pull.     

Eleven Misconceptions about Customer Relationship Management

Higher buying rates and lower service costs make long–term customers more profitable and firms increasingly focus their marketing efforts on customer relationship management (CRM). However, they are often disappointed by the performance of CRM projects. These disappointing results are caused by managerial misconceptions about CRM and customer behaviour. This article focuses on 11 of these misconceptions to help managers make well–considered CRM–related decisions and raise the success rate of CRM projects.     

Perceptions about managerial advancement in the people's republic of China

Cultural differences are evident in the managerial advancement strategies of People's Republic of China managers. Using the findings of prior research for comparison, PRC managers were found to be similar to Hong Kong mangers in not valuing highly the strategies preferred by US managers that emphasize individual achievement. Yet PRC managers differ from the Hong Kong managers in terms of the extent to which information control/networking strategies meet ethical approval. The findings here support the implications of prior studies: awareness of cultural differences is necessary in order to understand managerial behavior and achieve success in international business transactions. © 1995 John Wiley & Sons, Inc.     

成本控制认识的误区及解决对策的探讨

传统的成本控制认识存在着不少的误区,导致了企业成本控制失效,竞争力下降。基于价值链的理论基础和知识经济对企业成本控制的要求,从成本控制的主体、客体、控制方式以及控制目标四个方面来探讨这一问题并提出了解决对策。     

Six Common Misconceptions to Overcome

"You can always ultimately find a candidate if you look hard enough." This is true, though the person is not usually the best possible candidate. "A general information session on the country is sufficient." This is false: it is important to have a good understanding of the culture shared by those with whom the expatriate will be working, of the nuances of the local     

The managerial clerk syndrome

A mistaken understanding of what is involved in producing reports, memos, policy statements, and other documents may be the reason that the productivity of middle managers and staff professionals is being lost to word-processing efficiency.     

浅谈我国企业文化建设中存在的几个误区及解决对策

在不断学习和创新的时代,企业文化的创建受到了前所未有的重视。作为管理理论和管理方式的企业文化是一种更高层次的管理思想和管理方式,能给企业注入新的生机与活力,推动企业的经济增长和持续发展。企业应结合自身实际排除误区,要以强化系统培训、深化内涵及充分发挥榜样的带动作用,推动文化建设的健康发展。     

情感性劳动中的角色误区

企业越来越重视顾客导向在提高企业竞争力方面的作用。在实际工作中,公司经理要求员工尽量做到快乐、友善、热情地接待顾客,很多文章也强调微笑服务给企业带来利润。然而,几乎没有文章阐明情感性劳动可能带来的消极影响。     

Behavioral models of managerial decision-making

This paper reviews the literature that applies behavioral economic models to managerial decisions. It organizes the literature into research that focuses on alternative utility functions and research that focuses on non-equilibrium models. Generally, behavioral models have seen less application to manager decisions than to consumer decisions and therefore there are many opportunities to develop new theoretical models, new laboratory experiments, and new field applications. The application of these models to field data is particularly underdeveloped.     

Japanese managerial and organizational learning

The article describes how the external forces of Japanese culture, industrial organization, and government intervention support managerial and organizational learning. It provides an overview of the culturally explicit philosophies that govern and stimulate learning in Japan, then explains how these philosophies are exhibited in Japanese management practice today. A model is presented which demonstrates the relationships among external forces, philosophical origins, management practice, and managerial and organizational learning. The conclusion is that managerial and organizational learning constitute one of Japan's most valuable competitive advantages. © 1998 John Wiley & Sons, Inc.     

Derivative disclosures and managerial opportunism

Derivatives are increasingly used by managers not only to hedge risks but also to pursue nonhedging activities for fulfilling opportunistic incentives. The Statement of Financial Accounting Standards No. 161 (SFAS 161) requires firms to disclose their objectives and strategies for using derivatives. Using the adoption of this standard, we examine whether and how derivative disclosures influence managerial opportunistic behavior. We employ insider trades and stock price crash risk to capture managerial opportunism. Applying a difference-in-differences research design with hand-collected data on derivative designations, we find that, after the implementation of SFAS 161, derivative users that comply with SFAS 161 experience a significantly greater decrease in both insider trades and stock price crash risk, compared with a matched control sample of nonderivative-users. We further provide evidence to suggest that SFAS 161 curbs managerial opportunism via reducing information asymmetry between corporate insiders and outside investors and enhancing the effectiveness of derivative hedging.     

金融企业文化认识的误区及发展思路

近年来,银行业虽然在建立企业文化方面做了很多的工作,但也存在着一些误区和差距.     

Organizational value contention and managerial mindsets

This paper focuses on the differing ways in which organizations send conflicting signals, in the form of contending organizational values, to their managers regarding the appropriate behavior in a given situation, and the impact that this has on the manager's decision-making process. It posits the existence of three different types of organizational value contention and examines their influence on the resulting patterns of sense-making and behavior evident in the manager's responses, based upon interview data from a cross-section of managers in two organizations. Jeanne Liedtka is an Associate Professor in the Department of Management at Simmons College, and is currently on sabbatical leave at The Darden Graduate School of Business at the University of Virginia in Charlottesville, Virginia. Her current research interests involve the study of value conflict in the health care field.     

Some perspectives of managerial ethical leadership

If managerial leadership means deciding responsibly in a complex situation, the ethical dimension of leadership — besides its analytical and instrumental aspects — has to be clarified. I present and discuss several essential aspects of managerial ethical leadership: (a) some major presuppositions (the concepts of leadership and responsibility), (b) three normative-ethical tasks of the activity of leadership (perceiving, interpreting and creating reality — being responsible for the effect of one's decisions on the human beings concerned — being responsible for the implementation of corporate goals) and (c) some claims on the leader as a subject responsible for his or her own activities. I shall conclude by adding some reflections on the limits of managerial ethical leadership. Georges Enderle is a private tutor for business ethics at the University of St. Gallen, Switzerland. Since 1983 he has been Director of the Institute for Business Ethics. He is the author of Sicherung des Existenzminimums im nationalen und internationallen Kontext — eine wirtschaftsethische Studie,and he has written various articles on business ethics.