What about the managers? Contradictions between lifelong learning and management development

The policy priority of management development in the past 20 years appears to have been overshadowed since the new millennium by the goal of widening participation in learning of low‐skilled and excluded groups. This change of emphasis could potentially be damaging if efforts to increase management participation in learning are relaxed, because Britain's managers are still poorly qualified in comparison with other countries and managers play a key role in widening participation in learning at work. Research into barriers to learning amongst life assurance managers in Scotland has identified intrinsic and extrinsic factors affecting participation, suggesting a need for renewed efforts to ensure that management development remains a priority and that appropriate support is provided for learning at work.     

The impact of customer relationship management capability on innovation and performance advantages: testing a mediated model

Abstract

Customer relationship management (CRM) and innovation are widely considered to be valuable capabilities associated with competitive advantage. However, there is a lack of research demonstrating how they work together to produce performance advantages. This research investigates the mediating role of innovation between CRM and performance. The authors examine the direct impact of both CRM and innovation on firm performance. Moreover, they investigate the role of innovation as a mediating mechanism to explain the effect of CRM on performance. The authors use structural equation modelling to test the relationships among these constructs. The results support the direct impact of CRM and innovation on performance. Also, the findings indicate that the indirect effect of CRM on firm performance through innovation is significant. These results reinforce the view that developing close relationships with customers enhances a firm's ability to innovate.     

Measuring learning from others: The development and validation of the Proactive Social Informal Learning Questionnaire

The present study aims to develop, validate, and cross-validate an instrument measuring three proactive social informal learning activities, namely feedback seeking, help seeking and information seeking. Prior research mainly focused on detecting or measuring the frequency of these seeking behaviours and did not consider whether the information, help or feedback that has been sought was also used. Furthermore, although these seeking behaviours were studied extensively in different research fields, the current study takes a learning perspective and interprets feedback, help and information seeking as learning activities. The questionnaire was completed by a convenient sample of 650 professionals working in higher education, consultancy, retail and food production. We performed an exploratory factor analysis (N = 230 educators) to explore the structure of the questionnaire. This was followed by a confirmatory factor analysis (N = 230 educators) to confirm the structure. Finally, we cross-validated the questionnaire in a sample of business professionals (N = 190) by testing for measurement invariance. The final questionnaire resulted in a five-factor structure measuring the (1) Use of Feedback Seeking, (2) Frequency of Help and Information Seeking, (3) Use of Help seeking, (4) Use of Information Seeking and (5) Frequency of Feedback Seeking. The current study presents a preliminary, yet promising instrument that taps into proactive social informal learning.     

Sponsorship programmes and corruption in sport: management responses to a growing threat

Abstract

Sponsorship programmes are increasingly being exposed to the threat of corruption in sport. Several recent notable cases of corruption have exposed sponsors and their investments to significant perceived pressures including negative consumer associations with athletes, teams and officials that have been found guilty of engaging in corrupt activity. How sponsors respond to such instances of corruption in sport forms the basis of this paper. Drawing from an analysis of corruption cases (n = 2089), the paper initially examines the nature of corruption in sport. Through interview data (n = 21), it subsequently identifies key factors that sponsors should take into consideration when deciding upon a course of action to mitigate any potential effects of corrupt activity by a sporting property they are associated with. Finally, the paper discusses those courses of action.     

An ambidextrous learning model for the internationalization of firms from emerging economies

Emerging economies are playing an increasingly important role in the global economy. The rising phenomenon of the internationalization process of firms in emerging economies, or emerging market firms, particularly their capacity to increase their presence in the markets of developed economies, has been insufficiently studied. Because of the unique characteristics of emerging economies, some assumptions of traditional international models are irrelevant. This paper provides a theoretical framework that explains the importance of different types of knowledge and the relationships between them in the internationalization process. We delineate an ambidextrous learning strategy that is contingent on different levels of firm competitiveness.     

Limits to learning from the west: How western management advice may prove limited in Eastern Europe

The West's aid to the emerging Eastern European economies includes consultancy and education. This will have considerable impact on their economic and managerial activity, even though the theories of organization and management on which it is based are much criticized here. As these theories are applied in the extreme economic, social and political circumstances of the Soviet collapse, we are likely to be both surprised and pushed into a period of critical organizational theorizing. Much of the criticism comes from institutionalists who reject a generic approach to economics and management. They argue instead that organizations are embedded within a specific environment of social, legal, economic, and technological institutions which fashion their activities. They are saying “things are different over there and we should recognize that our advice presumes our own institutional arrangements.” The first part of this study reviews the reasoning behind this critique. It has two threads: (a) the institutional context and the way that shapes economic transactions and their costs; and (b) the way institutions develop as collective responses to social uncertainties. We look at organization theory's dependence on the social institutions, such as contract law, professional training, and the market for insurance. We take these and many other Western institutions for granted, and seldom stop to analyze them. In Eastern Europe, managers lack such institutional infrastructures and face uncertainties beyond our experience. This article's second part focuses on the processes by which organizations respond to uncertainties. There are many types of uncertainty and we pick out that of adopting a new technology. Problems arise because of “gaps” between the organization's in-place work practices, knowledge, and attitudes, and those which they must eventually adopt if they are to use the new technology effectively. Recent research into workplace know-how suggests that such gaps are bridged by workers developing a new “tacit” understanding of the technology through learning-by-doing. This knowledge generation (KG) works best when it is also communal, when creative teams form. By definition, this kind of team cannot be managed bureaucratically, in ways that depend on an understanding of the task in hand. We see that bureaucracy is a theory of knowledge application (KA) which breaks down in the absence of the necessary knowledge, rules, measurements, communications, and sanctions. Creative teams can operate under the conditions of bureaucratic failure because they are held together by institutional forces rather than by rational administration. The context of social institutions outside the organization becomes important because it defines the institutional bases for such teams. In the final section we look beyond creative teams as internal uncertainty resolvers. The new institutional economists argue that firms should internalize the uncertain transactions that are difficult to contract, and so precipitate market failure. We suggest that entrepreneurs also look outside the firm at those social institutions which enable them to externalize uncertainties. In general, the institutionalist critique reveals that entrepreneurs have several domains of action. The formal KA part of the firm, the focus of classical organization and management theory, is but one of these domains. Other equally important KG domains lie both within the firm and in the interorganizational networks and social institutions beyond its boundaries. The uncertainties of the Soviet collapse move us on from the simplicities of Western organization theory toward a richer set of ideas more relevant to our Eastern European colleagues—and to ourselves.     

Common good leadership in business management: an ethical model from the Indian tradition

While dominant management thinking is steered by profit maximisation, this paper proposes that sustained organisational growth can best be stimulated by attention to the common good and the capacity of corporate leaders to create commitment to the common good. The leadership thinking of Kautilya and Ashoka embodies this principle. Both offer a common good approach, emphasising the leader's moral and legal responsibility for people's welfare, the robust interaction between the business community and the state, and the importance of moral training of leaders in identifying and promoting the common good. We argue that the complex process of re‐orientating corporate priorities towards the common good requires alertness and concerted effort if both business and society are to truly benefit. As Ashoka said: ‘A good deed is a difficult thing’.     

Embracing change: a leadership model for the learning organisation

Accelerating environmental change has allowed theorists and practitioners to envision an organisational entity known as the learning organisation. The phrase ‘learning organisation’ has existed in the literature for several decades. More than other writers, Senge has popularised the term in the 1990s. However, other writers have made significant contributions to this topic. Woolner, for example, developed a model that identified five distinct stages through which organisations progress on the way to becoming learning organisations. A needed link in the literature should portray a model of leadership and the stages of a learning organisation. The model proposed by this author utilises the three leadership behaviours of visioning, empowerment, and leading-learning, and is offered as a catalyst for improved practice as well as food for thought for researchers who aspire to build theoretical relationships between the topics.     

韩国经济发展模式探悉

一个国家要想取得经济发展的成功，必须有符合本国国情的经济发展模式。韩国在短期内取得辉煌的经济成就，就是因为有符合国情的经济发展模式，即韩国模式。作为“东亚奇迹”的典型代表，韩国采用的是政府积极干预经济的发展模式。政府主导是韩国经济发展模式的重要特点，即首先由政府全面参与经济规划，制定宏观经济发展战略和产业政策，或采用间     

Post-crisis firm survival,business model changes,and learning: evidence from the Italian manufacturing industry

Small Business Economics - Company survival after recessions depends on the entrepreneurial ability of decision makers to react to the crisis and learn how to make the best use of chances. The aim...     

Outdoor management development: the mediating effect of the client organisation

This article reports on a study comparing the impact of an outdoor management development (OMD) programme on delegates from two different client organisations. By keeping the provider constant it is possible to assess how organisational factors mediate the transfer of learning from a development event back to the workplace. The results show that, while the programme had a very positive immediate impact on the delegates from both companies—they felt they had learnt a lot and that they were working better as a team—in only one of the companies was this change sustained back in the work-place. Follow-up interviews with delegates, four months after the event, highlighted that in the company where transfer was not evident, there were considerable organisational barriers. In this instance at least, it was not the OMD programme that was ‘at fault’ but the organisation climate or culture which impeded any transfer of learning.     

Transfer of management knowhow to developing countries: An empirical investigation

This article examines the transfer of management knowhow to developing countries through managers who undertake a graduate program in business at an advanced country. Based upon a study of 67 Turkish managers, all of whom received a master's degree in business in the United States, the article addresses three issues: What are the differences in the local applicability of various management skills (including marketing) which were acquired in an advanced country? What company and individual manager characteristics are associated with the local application of these management skills? What principal factors impede the transfer of management knowhow to an indigeneous organization?     

供应链管理视角下的采购模式探析

供应链管理是一种集成的管理思想和方法,供应链采购是一种供应链机制下的采购模式.传统的采购模式存在着交易成本大、采购质量难以控制以及供需双方关系对立等问题.而市场需求多样化的特征促使企业转变采购模式成为必然,供应链采购可以在适当的时间、地点,以适当的数量和质量提供买方所需的物料,极大地提升了企业的竞争力.     

When new product development fails in China: mediating effects of voice behaviour and learning from failure

This paper investigates conflicts following a new product development (NPD) failure. Conducted in a Chinese business setting, the study examines whether voice behaviour and learning from failure mediate the relationship between task- and emotional conflict emerging from NPD failure. Our findings indicate that voice behaviour and learning from failure are necessary to effectively reduce task and emotional conflict and thus to enhance future NPD. Specifically, it is revealed that emotional conflict leads to a reduced level; and that voice behaviour and learning from failure are significant mediators that influences the relationships between emotional and task conflicts with it.     

Branding and design management: a brand design management model

As brands have become one of firms' most valuable assets, the search for new ways to build brands that achieve a differentiated status in the minds of customers has become of central importance for companies. If design is guided by the brand, it can serve as the cohesive factor for all elements that configure a brand experience and represent an unequivocal source of differentiation. 37 owners and/or top managers of 28 Spanish companies acclaimed for their design were interviewed in order to build a model that integrates branding and design management. The resulting model integrates the innovation process with different kinds of design, in order to build consistent brand experiences.     

Human resource development to facilitate experiential learning: the case of Yahoo Japan

Although work experiences are recognized as important mechanisms for developing leaders in organizations, existing research has focused primarily on work assignments rather than on human resource development (HRD) systems that promote experiential learning of managers. The primary goal of this study was to develop an HRD model for facilitating experiential learning by examining the case of Yahoo Japan, which has transformed its HRD system based on experiential learning theory. The results indicate that Yahoo Japan has promoted experiential learning at the individual level by introducing new HRD systems consisting of four elements: reflection support (one‐on‐one meeting and coaching training), assignment support (HRD meeting and job rotation), assessment support (360‐degree appraisal and one‐on‐one meeting assessment) and visionary support (a vision and values). Although these elements are closely associated with each other, reflection support plays a key role in the HRD system. The proposed model is discussed from theoretical and practical viewpoints.     

Managing the transition to the new agile business and product development model: Lessons from Cisco Systems

Through an in-depth case study of Cisco Systems, this Executive Digest finds that companies face two broad challenges when transitioning to the agile product development model. The first is identifying and helping business units and engineering teams adopt this method; the second is developing new management practices that are compatible with and can sustain the agile development practices. Although extant literature has conducted many analyses on these two challenges, there still exist gaps in the research of the agile development method. Herein, we explore how Cisco Systems addressed these two challenges followed by a discussion of the broad implications of adopting the agile development method. This research deepens our understanding of how to adopt and lead the agile development process.     

Model-based development and testing of advertising messages: a comparative study of two campaign proposals based on the MECCAS model and a conventional approach

Traditionally, the development of advertising messages has been based on ‘creative independence’, sometimes catalysed by inductively generated empirical data. Due to the recent intensified focus on advertising effectiveness, this state of affairs is beginning to change.

The purpose of the study described in this article is to compare the development and effects of two campaign proposals, with the common aim of increasing the consumption of apples among young Danes (18 to 35 years of age). One of the proposals is the result of an inductive-creative process, while the other is based on the MECCAS model, i.e. means—ends based data collection employing the laddering method and subsequent use of the guidelines for message development formulated in MECCAS. The project was a joint venture of the Association of Danish Fruit Growers, Odense, Denmark, and the MAPP Centre, and was financed by EU funds.

The comparison involved the efficiency of the managerial communication taking place in the message development process as well as target group communication effects. The managerial communication was studied by interviews with the involved advertising agency (Midtmarketing, Ikast, Denmark) and client staff. The target group communication was assessed by pre-testing the two campaign proposals (n = 500).

The main finding of the managerial study was that the implementation of the MECCAS guidelines for message development led to better agency-client communication, which resulted in a more common understanding of the objective of the campaign. The pre-test showed that the MECCAS-based message compared to the conventionally developed message was perceived as more focused by the target group and stimulated better central processing.     

Hotel room-inventory management: an overbooking model

The gentle art of overbooking can be augmented with a carefully constructed computer model— but human expertise will always be necessary.     

Competitive edge: A strategic management model

To assess a firm's strategic position, its managers must collect and interpret data regarding the firm itself, its competitors, its stakeholders, and the industry. Having implement a strategy based on that information, the managers further must measure that strategy's effect. The “competitive-edge model” presented in this article provides a series of questions to guide the strategic decision-making and data-collection process so that managers gain an explicit picture of what is happening with their firm, their competitors, and the industry. Equipped with the requisite information, managers can develop marker and non-marker strategies by matching internal resources with external opportunities. Market-based strategies seek to provide an advantage for the firm over its competitors by appealing to specific customer attributes. Non-market strategies take into account aspects of the environment not directly related to customers, including the actions of government, shareholders, and special interest groups.