Organisational change and the management of training in Australian enterprises

This article presents the findings from a study of the impact of the introduction of new management practices on the organisation of training in Australian enterprises. The study investigated the impact of five common new management practices: teamworking, total quality management, lean production, business process re‐engineering and the learning organisation, as well as a number of other organisational factors. The incidences of these practices were modelled against eight measures of the organisation of training in enterprises. The results confirm that organisational change, as represented by the five new management practices, has had a significant impact on the organisation of training. However, the most significant impact on the way training is organised appears to be on the extent to which training and human resource policy are integrated with business strategy.     

Why do firms train? Empirical evidence on the relationship between training and technological and organizational change

We explore the relationship between training and innovation using key insights from the resource‐based approach, organizational learning and labour studies. By using data from 304 large enterprises in Italy, the study highlights a twofold role of training in favouring technological and organizational changes. First, training plays a role in allowing the acquisition and the assimilation of new knowledge. Consequently, firms in which the provision of training is part of a bundle of high‐performance management practices are more likely to undertake technological and organizational changes and to develop new competencies internally. Second, training supports firms in the assimilation of technological and organizational changes. Consequently, firms that undertake these changes exhibit a superior participation rate for employees and greater time intensity of their training programmes. Firms' inclination to develop new competencies internally does not affect, however, the intensity of training, thereby suggesting that organizational learning processes do not start by a broad involvement of employees in formalized training programmes.     

Managing relational conflict in Korean social enterprises: The role of participatory HRM practices,diversity climate,and perceived social impact

Social enterprises are hybrid organizations that primarily pursue social missions while also seeking economic gains. Drawing on workplace diversity and conflict theories, this article addresses recent calls for further research to explore how employees within social enterprises experience internal conflicts arising from the organizational pursuit of dual, competing missions (i.e., social and economic), and how social enterprises manage, and potentially overcome, these challenges. In the context of Korean social enterprise, we conducted a quantitative study that built on an initial explorative qualitative study. Our research examined whether perceived participatory human resource management practices and diversity climate increase employees’ affective commitment by reducing their relational conflict. We further explored a boundary condition, perceived social impact, which strengthened this mediation relationship. Our results offer significant insights into social enterprise, business ethics, and broader management literature. Implications for future research and practice are also discussed.     

In the service of the society: The labour management practices of an Australian life Insurer to 1940

This article considers the labour management practices in use in the Australian life insurance industry during the inter-war period. Using the Australian Mutual Provident as a case study, it is argued that the specific human resource management practices evolved to deal with separate sets of problems arising from the functions of the life insurance business and the manner in which the principal/agent problem was manifested. The differing nature of work associated with the sales and management of life insurance fostered the development of primary and secondary labour markets in which the benefits flowing to one were superior to those accruing to the other.     

Knowledge and training in family firms of the European periphery: Spain in the eighteenth to twentieth centuries

This article is a first attempt to explore the relationship between training and entrepreneurship in Spanish family firms. It examines changes and continuities over time, and relates the evolution of the training practices of Spanish family firms to the technical and economic conditions of the first and second industrial revolutions. The article demonstrates the interaction betweeen technical and educational ideas, the creative adaptation to the entrepreneurial needs of regions and economic sectors, and institutional conditions. It is organised in three main sections. The first briefly introduces new institutional and sociological theories applied to the study of the formation of business groups. The second summarises existing literature and research that deals with knowledge transference and business training in Spanish family firms, and provides a general survey of informal and formal business education in eighteenth to twentieth-century Spain. The third presents case studies of changing training practices in big and old family firms, and relates this evidence with theoretical and institutional insights.     

Strategic human resource management in department stores: An historical perspective

The department store as a retail format created special demands on the organization of staff and the creation of a harmonious and productive workplace. Despite a lack of theoretical knowledge of human resource management strategy, early 20th century department store owners used the business strategy to guide strategic decisions about internal communication and staff training. The most obvious area of training was in selling. However, the more innovative department stores also recognized the need for management development programs. This study examines how the business strategy which embraced business growth, efficiency and effectiveness, building the firm's image and creating a supporting culture, strategically guided selected human resource management policies and practices in an Australian department store.     

Improving Consistency for DIT Results Using Cluster Analysis

In this article, cluster analysis is used to explore the conflicting results reported when the Defining Issues Test is used to explain moral reasoning ability in business situations. Using a convenience sample, gender, age, work experience, and ethics training were examined to determine their impact on the level of moral reasoning ability as measured by the Defining Issues Test. Using the whole sample, a significant difference was found for average P scores reported for males and females, but no significant differences were found based on age, work experience, and ethics training. However, the sample fell into distinct clusters that identified distinct male and female groupings. While females naturally fell into two distinct high- and low-moral reasoning ability clusters, male clusters were dominated more by work experience and ethics training. Clearly there are other factors mitigating the level of moral reasoning ability for males which require further exploration. The findings suggest that while the P score provides an initial point of comparison, the real benefit to the test is in exploring what is different for males and females in terms of training needs, and the impact of work experience on the moral reasoning ability, and most importantly, how to make ethics training enticing. Recommendations for future research are also discussed. Carmel Herington is a senior lecturer in the Department of Marketing, Griffith University Gold Coast Campus, Australia. Her research interests include service quality and the provision of service quality through relationship building, internal relationships and their impact on other relationships of the firm, ethical business practices and marketing education. She has published in Qualitative Market Research, European Business Review, Academy of Marketing Science Review, Journal of Travel Research, Journal of Marketing Education, amongst others. Scott Weaven is a lecturer in the Department of Marketing, Griffith University, Gold Coast Campus, Australia. His research interests include service quality in asymmetric exchange relationships, motivational incentives analysis and business model choice, gender issues in small business management and marketing education. He has published in such scholarly journals as the International Small Business Journal, Journal of Marketing Channels, Academy of Marketing Science Review, and Assessment and Evaluation in Higher Education.     

Business Growth and Performance and the FinancialReporting Practices of Australian Manufacturing SMEs

This article describes an explanatory study of the impact of financial reporting practices upon business growth and performance outcomes amongst small and medium-sized enterprises (SMEs) engaged in manufacturing in Australia. The study is able to establish some statistically significant bivariate associations between the extent and frequency of financial reporting undertaken and certain measures of SME growth and performance. However, the state of financial reporting practices becomes subsumed by other important influences in multivariate analysis. Management is a complex activity affected by a myriad of interacting internal and external factors, and must inevitably be undertaken in an holistic manner in SMEs. Particular practices make a contribution to the whole task without necessarily standing out as all-embracing solutions to problems generally encountered. Thus, it is argued that improved financial reporting should be realistically viewed as simply part of a broader competence in financial management which, taken together with other functional capabilities, is likely to lead to more effective and efficient management of SMEs and significantly improve their prospects.     

Using English as Economic Capital in a Chinese–Australian Workplace: Implications for Teaching Business English in China

With China’s economic growth over the past 30 years, a large number of Chinese enterprises are facing the challenge of developing their businesses internationally. Thus, it has become necessary to improve the effectiveness of transnational and intercultural business communication for these enterprises. In this article, through narrating the first author’s ethnographic observations in a Chinese–Australian company, the researchers explore the challenges of transnational and intercultural business in terms of English communication and services. They suggest how these challenges can be met from the perspective of future employees in globalizing enterprises and practitioners of Business English education in Chinese universities. This study contributes to developing effective practices for transnational and intercultural communication and services in globalizing enterprises and the pedagogy of Business English in Chinese universities, with the aim of enabling future university graduates to develop language as economic capital in a globalized business context.     

社会化商务沟通如何提高B2B企业净推荐值？

文章聚焦于探讨和解释社会化商务沟通的核心特质及其对企业净推荐值影响。基于社会交换理论，研究一运用扎根理论发现社会化商务沟通具有广关联性、泛可见性与富载体性三个核心特质，同时提炼出净推荐值这一关系绩效的核心要素。研究二通过问卷调查进一步证实了社会化商务沟通的核心特征，并通过回归分析验证了社会化商务沟通通过关系强度影响净推荐值的作用机制，同时揭示了IT可供性感知在广关联性、泛可见性、富载体性与关系强度之间关系中发挥的负向调节作用以及合同详尽性在关系强度与净推荐值之间关系中发挥的负向调节作用。文章有助于深入认识社会化商务沟通对净推荐值的影响机制，并有效指导企业的关系绩效管理。     

Modelling the Extent of Financial Reporting Practices amongst Australian Manufacturing SMEs

This paper describes an exploratory study of financial reporting practices amongst small and medium-sized enterprises (SMEs) engaged in manufacturing in Australia. Non-linear principal components analysis is employed in empirical derivation of an overall measure of the comprehensiveness of financial reporting practices undertaken in the SMEs investigated. Non-linear principal components analysis is also used in empirically capturing the business context in terms of enterprise and financial management characteristics. Polytomous logistic regression modelling reveals development orientation, extent of owner-management, technological complexity, degree of reliance upon external financial advice, and the financial reporting climate to be the most significant influences on the extent of financial reporting practices in the SMEs under study. Of the business context factors identified, development orientation and financial reporting climate seem to have greatest impact. The study appears to reinforce the impression that SME growth is a key driver towards more sophisticated financial reporting practices. Alternately, better financial reporting may be viewed as an important enabling factor in realising the growth aspirations of such concerns.     

The Influence of Decentralized Bargaining Systems on the Introduction of Continuous Improvement Practices in Australian Automotive Components Companies

The study examines the nature and impact of Japanese idea of continuous improvement (CI) at 14 automobile components companies in Australia. It assesses the extent to which CI practices inform management systems and work organization. The study is focused on the degree to which decentralized bargaining systems, and reforms in the Australian vocational education system have facilitated the adoption of continuous production. The results indicate two patterns of production management in the companies, termed the elaborated commitment, and the basic commitment, respectively. The authors conclude that collective agreements were seen as an important vehicle for the advancement of management strategies on CI, although management preferences in relation to work demarcations and training were not significantly advanced within the agreements. They observe that there is no single Australian production model, and that company effects, as described by MacDuffie (1995) seem to predominate.     

Governance in the Australian Superannuation Industry

In the superannuation/pension industry, ordinary investors entrust their retirement savings to the trustees of the superannuation plan. Investors rely on the trustees to ensure that ethical business and risk management practices are implemented to protect their retirement savings. Governance practices ensure the monitoring of ethical risk management (Drennan, L. T.: 2004, Journal of Business Ethics 52, 257?C266). The Australian superannuation industry presents a unique scenario. Legislation requires employers to contribute a minimum of 9% of the employees wage to retirement savings. However, there are no legislated governance standards, although there are standards of recommended governance practices. In this article, we examine the level of voluntary adoption of governance practices by the trustees of Australian public sector and industry superannuation funds. We also assess whether superannuation governance practices are associated with performance and volatility/riskiness of returns. Survey results show that the majority of superannuation plans adopt recommended governance practices supporting the concept of ethical management of the member??s retirement savings. The examination of governance principles that impact returns and risk shows that board size and regular review of conflicts are positively associated with return. Superannuation plans with higher volatility in returns meet more frequently.     

Values that create value: socially responsible business practices in SMEs – empirical evidence from German companies

Socially responsible business and ethical behaviour of companies have been of interest to academia and practice for decades. But the focus has almost exclusively been on large corporations while small- and medium-sized enterprises (SME) have not received as much attention. Thus, this paper focuses on socially responsible business practices of SME entrepreneurs or owner–managers in Germany. Based on the assumption that decision-makers in SMEs are the central point where all business activities start, members of a German entrepreneurs association were approached in the course of a qualitative and quantitative survey. They were asked to assess in what way their social responsibility is expressed in specific management practices towards selected stakeholder groups. These practices in turn were assumed to result in perceived positive reactions of the respective stakeholders and subsequently to positively influence the firm's financial performance, i.e. cost reductions and increase in profits. In the paper, a research model is presented that elaborates the relationship between an SME executive's social responsibility and the value creation of a firm, i.e. whether (personal) values create (economic) value. It was found that socially responsible management practices towards employees, customers and to a lesser extent society have a positive impact on the firm and its performance. As such, values can create additional value.     

Training,Vocational Qualifications and Employee Performance in Care Work in the UK

This article draws on research conducted in an English organisation engaged in the provision of care in the community. A qualitative methodology has been employed as a means of investigating more thoroughly the nature and processes of care/support work in order to reach more meaningful conclusions regarding the impact of NVQ participation in this area. The article examines training provision within the organisation and assesses its adequacy before going on to describe the background and purpose of NVQs. A range of problems associated with NVQs is then addressed before the introduction of NVQs in the case study organisation is examined. The article concludes with a discussion which draws together the threads and examines whether NVQs in care can contribute to an enhancement in employee performance and their contribution to the provision of quality care.     

The Effect of Brand Management and Product Quality on Firm Performance: The Italian Craft Brewing Sector

The article contributes to the limited literature on marketing strategies of microfirms operating in new niches within mature industries. The study explores the effect of brand management processes and product quality on performance of microfirms in the Italian brewing industry. Preliminary qualitative interviews with eight entrepreneurs were realized. Then 92 questionnaires were collected from the entire population of 335 microbreweries operating in Italy for quantitative analysis. Findings suggest intrinsic product quality being the most relevant determinants of firms’ performance, while the adoption of brand management processes exerts a significant, negative impact. The article takes into account the relationship between brand management, quality, and performance by focusing on a single industry. Future research may enhance the significance of our findings by including multiple sectors. Entrepreneurs and microbusiness leaders should carefully assess both external (industry life-cycle stage) and internal (resource availability) factors before engaging in any brand management activity. In mature firms, it may be more beneficial and effective focusing on enhancing product quality. The article addresses an important gap regarding the adoption of brand management practices in microfirms, adding to the emerging strategic marketing literature in the small business field.     

Responsible Marketing: Can Social Enterprises Show the Way?

In this article, the authors present a new perspective on responsible marketing. We discuss if and how social enterprises can present a new understanding of responsible marketing. Relevant publications (14 on social entrepreneurship, 40 on marketing in non-profit organizations and social enterprises and 41 papers on marketing) are selected and reviewed. The result of the literature analysis and synthesis show that social enterprises can gain from a more formal, systematic approach to marketing. Since social enterprises prioritize social goals over business results, successful adoption of marketing policies and practices can help then create a blueprint for responsible marketing. Marketing of socially relevant products and services by social enterprises thus create a new paradigm of responsible marketing. Such models can also be useful for larger corporations who look at social business and shared value creation as part of their business and marketing strategy.     

Market orientation and design orientation: a management model

Market orientation and design orientation as strategic concepts have a proven impact on business results, but the direct relationship between these concepts has not yet been analysed. This research attempts to prove the relationship by studying the managerial implication of design orientation as it relates to market orientation. After analysing 28 case studies of Spanish companies well-known for their business excellence and their design orientation, a management model is proposed. The model is a management tool that offers companies a scheme for auto-diagnosis and a review of best-in-class design practices that have shown to improve business results.     

企业的文化风险及对策研究

企业的文化风险不仅是理论界的重要研究对象,同时也是企业在跨国经营中必须面对的实际问题。跨国经营中的文化风险具体表现为沟通风险、种族优越风险、管理风险和商务惯例与禁忌风险等几种形式。文化风险的产生源自于不同文化之间的差异其对企业提供的产品与服务、对市场的选择、市场进入方式、协调管理原则以及国际营销策略都有重要的影响。企业在跨国经营中首先要正确认识文化风险,制定文化风险管理战略,选择适当的风险控制工具,加强跨文化管理,开展跨文化培训,并适当地实行本土化经营。     

The Australian Way: competency-based training in the corporate sector

A notable trend over the last decade has been the attention that has been paid to the skills and education base of the labour forces in many OECD nations seeking improved productivity outcomes. Governments have looked to the provision of competency-based vocational education and training and endeavoured to introduce changes, often to support general micro-economic reform. This article examines Australian endeavours within this trend both at the macro-level of the state and at the micro-level of the organisation. It is argued that the corporate sector has generally responded well, albeit slowly, to the introduction of competency-based training and development. As industry bears more of the cost, and the task, of meeting its training needs it is more than ever keen to see a direct return on the training investment through concomitant increases in productivity.