On Evaluating the Performance of Problem Structuring Methods: An Attempt at Formulating a Conceptual Model

In the past decade there has been a discussion on the need for and degree of empirical evidence for the effectiveness of problem structuring methods (PSMs). Some authors propose that PSMs are used in unique situations which are difficult to study, both from a methodological and a practical perspective. In another view experimental validation is necessary and, if not obtained, PSMs remain substantially invalidated and thus ‘suspect’ with regard to their claims of effectiveness. Both views agree on one point: the necessity of being clear about the important factors in the context in which a method is used, the method’s aims and its essential elements through which these aims are achieved. A clear formulation of central variables is the core of a theoretical validation, without which empirical testing of effects is impossible. Since the process of PSMs is sometimes referred to as ‘more art than science’, increased clarity on the PSM process also supports the transfer of methods. In this article we consider goals important to most PSMs, such as consensus and commitment. We then focus on outcomes of group model building, and expectations on how context and group modeling process contributes to outcomes. Next we discuss the similarity of these central variables and relations to two sets of theories in social psychology: the theory of planned behavior and dual process theories of persuasion. On the basis of these theories we construct a preliminary conceptual model on group model building effectiveness and address its practical applicability for research on PSM.     

The Potential and Challenge of the Network Realization Capability for SMEs in Ireland and Finland

In recognizing that the term ‘network’ can be interpreted in a multitude of ways and from a number of varying perspectives, the purpose of this article is to report the findings of a study designed to determine whether SME owner/manager see networks as an industrial relationship phenomenon. This gap, termed ‘realization capability’ refers to the SMEs’ ability to visualize the inter-organizational embedded systems that they are a part of that could enhance their marketing efforts. Bonds tie network members together and provide the context for relationships. Therefore, in measuring the level of SME realization capability the authors conceptualized the concept into social and structural bonds to ascertain the network perspective of the SME participants. To determine the level of realization of SME actors, a participatory action research method was employed in an Irish setting and compared to a control group in Finland. Findings suggest that from an Irish perspective, realization was low, highlighting that misconceptions existed amongst the SMEs regarding the nature and dynamics of networks whereby they were viewed as a predominantly personal contact structure. Conversely, the Finnish participants viewed networks as interconnected business relationships, continually operating in close collaboration with other stakeholders within their business. The findings are discussed in detail as they raise the barrier for many SMEs to participate in networks which by definition are proposed as cost effective solutions which can address many of the gaps to implementing marketing approaches by SMEs.     

‘Psychopaths’ at Work? Implications of Lay Persons’ Use of Labels and Behavioural Criteria for Psychopathy

In attempting to explain or deal with negative workplace behaviours such as workplace bullying, the notion of ‘workplace psychopaths’ has recently received much attention. Focusing on individual aspects of negative workplace behaviour is at odds with more systemic approaches that recognise the contribution of individual, organisational and societal influences, without seeking to blame a person(s) for their behaviour or personality disorder. Regarding a coworker as a psychopath is highly stigmatising, and given the relatively low prevalence of psychopathy in the community, is likely to be incorrect. Sources promoting the notion of workplace psychopathy provide lists of diagnostic criteria and appear to encourage the perception that it is common. This research examines how lay persons use behavioural criteria consistent with psychopathy and the label ‘psychopath’ in relation to a coworker. 307 Australian workers completed an online survey concerning their experience of workplace bullying, which also asked them to rate a coworker’s behaviour on a range of scales to assess perceptions of psychopathy. Rates of psychopathy, when using labels and behavioural criteria, were found to be much higher than scientific estimates of prevalence, for both participants who had been bullied and those who had not. A higher proportion of non-bullied participants classified a coworker as a psychopath when using the label ‘psychopath’, compared to when using behavioural criteria. The notion that there are psychopaths in every workplace should be treated with caution to ensure that the potential for ‘misdiagnosis’ and stigmatisation do not cause further harm in situations of unacceptable workplace behaviours.     

Managing the customer horizon — final customers and the network perspective

Dealing with complex networks of inter-organisational exchanges remains a managerial challenge for business marketers. Incorporating the needs and wants of final customers into managerial considerations is often deemed impossible for companies with no direct exchange relationships with these final customers. For this reason, developing a value perspective of ‘interlocking customer horizons’ which include final customer considerations appears to be pivotal for generating insights into value-creating systems     

An Analysis of Cause-Related Marketing Implementation Strategies Through Social Alliance: Partnership Conditions and Strategic Objectives

Cause-related marketing (CRM) is an effective marketing tool for promoting corporate social responsibility (CSR) activities and the bulk of campaigns are designed and delivered through collaborative ‘social’ alliances with non-profit organisations (NPOs). The authors seek to uncover some of the factors that explain how firms and NPOs choose their potential partners in the development of their CRM strategy. The rationales for the observed patterns are investigated through semi-structured interviews conducted with managers employed by the UK-based firms and NPOs. The authors find that each party has specific preferences when choosing the particular CRM implementation strategies in different situations, as well as different initial positions when negotiating the formation of the social alliance. This article contributes to our understanding of the CRM implementation strategies and both the company’s and the NPO’s behaviours toward each of the strategies.     

Re-thinking ‘Spheres of Responsibility’: Business Responsibility for Indirect Harm

This article considers two prominent, competing approaches to defining the scope of business responsibility for human rights. The first approach advocates extension of business responsibility beyond the boundaries of the enterprise to encompass broader ‘spheres of influence’. The second approach advocates a business ‘responsibility to respect’ human rights (but not a ‘positive’ duty to protect, promote or fulfil rights). Building on a critical evaluation of these competing accounts of business responsibility, this article outlines a modified account, referred to as a framework of ‘spheres of responsibility’. On such an account, business responsibility for human rights outcomes is conceptualised not only in relation to direct ‘harms’ imposed by business, but also in relation to corporate influence over broader relationships and institutions that shape and constrain the substantive realisation of human rights.     

A Survey of Managers’ Perceptions of Corporate Ethics and Social Responsibility and Actions that may Affect Companies’ Success

This exploratory study examines how managers and professionals regard the ethical and social responsibility reputations of 60 well-known Australian and International companies, and how this in turn influences their attitudes and behaviour towards these organisations. More than 350 MBA, other postgraduate business students, and participants in Australian Institute of Management (Western Australia) management education programmes were surveyed to evaluate how ethical and socially responsible they believed the 60 organisations to be. The survey sought to determine what these participants considered ‘ethical’ and ‘socially responsible’ behaviour in organisations to be. The survey also examined how the participants’ beliefs influenced their attitudes and intended behaviours towards these organisations. The results of this survey indicate that many managers and professionals have clear views about the ethical and social responsibility reputations of companies. This affects their attitudes towards these organisations which in turn has an impact on their intended behaviour towards them. These findings support the view in other research studies that well-educated managers and professionals are, to some extent, taking into account the ethical and social responsibility reputations of companies when deciding whether to work for them, use their services or buy shares in their companies.     

Corporate Social Responsibility for Developing Country Multinational Corporations: Lost War in Pertaining Global Competitiveness?

This article explores the conceptual and practical gap existing between the developed and developing countries in relation to corporate social responsibility (CSR), or the North-South ‘CSR Divide’, through the analysis of possible impact on the competitiveness of developing countries’ and economies’ SMEs and MNEs in globalization. To do so, this article first reviewed the traditional wisdom on the concept of strategic CSR developed in the North and the role that CSR engagement can play in corporate competitiveness, and compare with the impact on the competitive advantage of the South through the supply chains. It points out that among the many factors that could explain the ‘CSR Divide’, the negative impact of CSR on comparative advantage is the final resort where developing countries are reluctant and defensive toward western-style CSR. It did point out that developing countries are changing their approaches to make CSR work in favor of their competitive position in global trade, such as China who has started to adopt proactive approach by becoming CSR standards-setter. This article concludes with two policy proposals that aim to bridge the CSR gap, the first is to improve CSR standard-setting participation from both sides, and the second to search for solutions in the international investment legal framework which will define corporate obligations in relating to CSR in a more explicit way.     

An Attempt to Determine the CSR Potential of the International Clothing Business

Most empirical studies of corporate social responsibility (CSR) focus on variables at the company level. In this article, I focus on the sector level: I consider features of the international clothing business and of the global economy in general, that may influence the CSR potential. There is high ‘CSR potential’ when sector-specific features indicate that the risk of violating CSR standards is high. Thus, ‘high CSR potential’ indicates that there is a potential for positive influence through CSR-related actions. Based on several empirical studies of the clothing business, I identify six features that indicate a high CSR potential. These features are shown to be consistent with more general features of the global economy. This holds whether we emphasize asymmetric relations and unequal distribution, the product cycle, or transnationalization. Thus, the CSR potential of the international clothing business seems not only to be a product of sector-specific properties, but also of more systemic and general features of the global economy. This suggests that the CSR performance of individual companies may enhance their social and environmental impact, but will probably have little effect on the features that determine the CSR potential. In order to affect these features I argue, we rely on other institutions to act – mainly governments. Finally, I conclude that this study shows that it is useful to identify the CSR potential of a business sector. We get a picture of which part of the international CSR standards companies run the greatest risk of violating and of which structural issues intergovernmental actions should address to reduce the potential for violating CSR standards.     

The Collaborative Enterprise

Instead of the currently prevailing competitive model, a more collaborative strategy is needed to address the concerns related to the unsustainability of today’s business. This article aims to explore collaborative approaches where enterprises seek to build long-term, mutually beneficial relationships with all stakeholders and want to produce sustainable values for their whole business ecosystem. Cases here analyzed demonstrate that alternative ways of doing business are possible. These enterprises share more democratic ownership structures, more balanced and broader governance systems, and a more comprehensive view of organizational goals and performance – which goes beyond the narrow concept of financial bottom line and into a stronger and systematic care of the needs and requirements of the different stakeholder groups. Thanks to this evidence and different theoretical and empirical contributions, we suggest that the strength and sustainability of enterprises come from their ability to fit into the environmental, social, and cultural context in which they operate. By creating values for all stakeholders, enterprises can involve them and gain deep support based on their commitment. This may lead to superior performance from a multiple-bottom-line perspective.     

Embedding CSR Values: The Global Footwear Industry’s Evolving Governance Structure

Many transnational corporations and international organizations have embraced corporate social responsibility (CSR) to address criticisms of working and environmental conditions at subcontractors’ factories. While CSR ‹codes of conduct’ are easy to draft, supplier compliance has been elusive. Even third-party monitoring has proven an incomplete solution. This article proposes that an alteration in the supply chain’s governance, from an arms-length market model to a collaborative partnership, often will be necessary to effectuate CSR. The market model forces contractors to focus on price and delivery as they compete for the lead firm’s business, rendering CSR observance secondary, at best. A collaborative partnership where the lead firm gives select suppliers secure product orders and other benefits removes disincentives and adds incentives for CSR compliance. In time, the suppliers’ CSR habit should shift their business philosophy toward pursuing CSR as an end in itself, regardless of buyer incentives and monitoring. This article examines these hypotheses in the context of the athletic footwear sector with Nike, Inc. and its suppliers as the specific case study. The data collected and conclusions reached offer strategies for advancing CSR beyond the superficial and often ineffectual ‹code of conduct’ stage.     

Deciding to export: An exploratory study of Singaporean entrepreneurs

This paper confirms a mapping between a taxonomy of entrepreneurs and what triggered Singaporeans to become exporters. The study involved interviews with 47 new exporters based in Singapore. Entrepreneurs were classified as either ‘opportunity seeking’ or ‘reactive’. Export triggers were either ‘pull’, negative ‘push’, or positive ‘push’. We find that those who were opportunity seeking at start-up were more likely to have responded to export ‘pull’ forces. It was rare indeed for a reactive founder to have been ‘pulled’ into exporting. Among this group of entrepreneurs, ‘push’ forces dominated the decision to export. The paper concludes with some implications for policy targeting and suggestions for further research.     

Explorative Nature of Negotiation in Participatory Decision Making for Sustainability

Land use planning and policy making for environmental systems involve uncertainty, long time scales, and complex socio-natural systems and processes; most decisions are often characterized by conflict and tension and give rise to disagreements which are widely considered and managed as disagreement about socio-environmental values. Although the growing acceptance of participatory models in environmental planning and policy making is forcing the public authorities to implement participatory mechanisms, participation practices are not showing much effectiveness in reducing conflict and tension. This paper argues that negotiation approaches in participatory decision making often pose the attention on disputing actors and their related values (in the field of environmental planning, on socio-environmental values) thus amplifying the risk for conflict to sharpen. Participation practices, in fact, often use Decision and Conflict Analysis models as means to disclose structures of parties’ values and preferences to parties themselves, thus risking to enhance sources for conflict and tension. In this article, participation is conceptualized as an exploration process looking for decision ‘opportunities’ which allow transforming participatory decision making into operational collaboration. To illustrate the discussion we present a case of participatory decision making process in the Torre Guaceto wetland, a Natural Reserve in Southern Italy. The process refers to the formulation of the land use plan and is analysed by the application of a cognitive model. The analysis shows how the negotiation process evolves from a conflict to collaboration and becomes centred on the content of the decision rather than the social and environmental values involved.     

Transforming Human Resource Management Systems to Cope with Diversity

The purpose of this study is to examine how workgroup diversity can be managed through specific strategic human resource management systems. Our review shows that ‘affirmative action’ and traditional ‘diversity management’ approaches have failed to simultaneously achieve business and social justice outcomes of diversity. As previous literature has shown, the benefits of diversity cannot be achieved with isolated interventions. To the contrary, a complete organizational culture change is required, in order to promote appreciation of individual differences. The paper contributes to this discussion by exploring the implications of this change for human resource management, and explaining how the systems of practices should be changed when they are directed to diverse groups. The model designed to test this notion includes: (1) demographic and human capital diversity as independent variables, (2) group performance (measured as innovation outcomes) as the dependent variable and, (3) the orientation of the strategic human resource management system as a potential moderator of this relationship. The main conclusion of the empirical analysis developed is that different patterns of human resource management practices can be used, depending on the type of diversity that the organization faces, and the specific effects that it wishes to manage. Concretely, three alternative management systems are identified in this paper, with different moderating effects. This result has interesting implications for human resource management professionals, explained in the last section. The limitations of this study are also discussed, as well as some issues that future research in this field should address.     

Planning,consciousness and conscience

Contemporary perspectives on conciousness provide us with a powerful metaphor for the corporate planning process; although organisations ultimately differ, in systems terms, from organisms. Like consciousness, planning has survival value and confers operational advantages. Whereas individuals' actions may be guided by conscience, in pursuit of ideals, corporate acts often lack these qualities. It may be that no diffuse planning process is capable of accomodating ideals and ethical standards, they are ‘beyond’ Corporate Consciousness. Therefore, the pursuit of corporate objectives will often conflict with individuals' ideals. He published various articles in the MagazineAccountancy, among others: ‘Facing the Facts’ (October 1983), ‘Motivation & Budgeting’ (March 1982) and ‘Taking “Right-Minded” Decisions’ (October 1981).     

Is There Room at the Bottom for CSR? Corporate Social Responsibility and Nanotechnology in the UK

Nanotechnologies are enabling technologies which rely on the manipulation of matter on the scale of billionths of a metre. It has been argued that scientific uncertainties surrounding nanotechnologies and the inability of regulatory agencies to keep up with industry developments mean that voluntary regulation will play a part in the development of nanotechnologies. The development of technological applications based on nanoscale science is now increasingly seen as a potential test case for new models of regulation based on future-oriented responsibility, lifecycle risk management, and upstream public engagement. This article outlines findings from a project undertaken in 2008–2009 for the UK Government’s Department of Environment, Food and Rural Affairs (DEFRA) by BRASS at Cardiff University, involving an in-depth survey both of current corporate social responsibility (CSR) reporting in the UK nanotechnologies industry, and of attitudes to particular stakeholder issues within the industry. The article analyses the results to give an account of the nature of corporate social performance (CSP) within the industry, together with the particular model of CSR operating therein (‘do no harm’ versus ‘positive social force’). It is argued that the nature of emerging technologies requires businesses to adopt particular visions of CSR in order to address stakeholder issues, and that the nanotechnologies industry presents specific obstacles and opportunities in this regard.     

Fluidity of Regulation-CSR Nexus: The Multinational Corporate Corruption Example

Corporate social responsibility (CSR) is a relatively undeveloped concept despite its increasing importance to corporations. One difficulty is the possible inexactness of CSR. Another is the apparent reluctance by regulatory authorities and policy makers to intervene in the area. This is largely a result of inhibitions created by traditional approaches to company law with emphasis on shareholder protection and financial disclosure. The consequence is the stultification of independent development of CSR by tying social issues to financial performance. This attitude might not be unconnected to the theoretical and practical challenges in justifying CSR and defining its scope. The underlying impediment is a factual and theoretical failure to distinguish ‘instrumental’ and ‘pure’ (ethical) CSR. This article demonstrates that ethical CSR highlights the role of regulation, and a principal stance is that regulation is neither incompatible nor irreconcilable with ethical CSR. The article argues that cognizance of the intrinsic moral justification of ‘pure’ CSR is required for delineating the scope of CSR as well as for clarifying the desirability and extent of its regulation. It argues that the dynamic history and visage of multinational corporate corruption illuminates the fluidity of the regulation–CSR relationship. The current and widening backlash against transnational corporate corruption is, arguably, a demonstration of the position that regulation and CSR are not mutually exclusive and absolute concepts. This article submits that recognition and application of this ‘ethical’ and ‘instrumental’ CSR distinction is fundamental to the development of CSR and resolution of connected questions of regulation.     

Cognitive Load in Collaboration: Convergence

Collaboration is inherent to complex participatory multi-actor and multi-agent social technical systems. Supporting collaborative problem solving is challenging, especially with the increased amount of data and information available for decision makers; they often experience information overload. Therefore, one of the key steps in problem solving is convergence; after considering many alternatives, the group converges their focus to a few for decision making. One of the key production factors in collaborative problem solving, and thus convergence is cognitive effort. Understanding cognitive load involved in convergence tasks is therefore important to the design of collaboration support. Convergence is a complex collaborative task, which is much less studied than the often preceding, divergence or brainstorming task. On the basis of an overview of convergence techniques and literature on convergence this paper presents a framework for the assessment of cognitive load during collaboration processes, and strategies to deal with cognitive load in convergence. Evaluation of the framework with experts and with participants in a convergence process provides the grounds for reflection on the use and implications of the framework.     

Ethical Value-Added: Fair Trade and the Case of Café Femenino

The complex global business environment has created a host of problems for managers, none of which is more difficult to address than bullying in the workplace. The rapid rate of change and the ever-increasing complexity of organizational environments of business throughout the world have increased the opportunity for bullying to occur more frequently. This article addresses the foundations of bullying by examining the ‘nature’ (i.e., bullying behavior influenced by the innate genetic make-up of an individual) and the ‘nurture’ (i.e., individuals learn to be bullies and environments allow the behavior to perpetuate) arguments for the occurrence of bullying behavior. In addition, guidelines are presented for managers in global organizations to use in assessing and monitoring bullying activities in global organizations.