Key account relationship management: the moderating effects of relationship duration and transaction volume

This study investigates the impact of three relational benefits (i.e. financial benefits, human interaction benefits, preferential treatment benefits) on switching barriers, customer satisfaction, and behavioral loyalty for key accounts in the context of the air express delivery industry in Taiwan. Empirical results indicate that relational benefits impact switching barriers, switching barriers influence customer satisfaction and loyalty, and customer satisfaction effects loyalty. Findings also confirm most of the hypothesized moderating effects for relationship duration and transactional volume on the relationship between relational benefits and switching barriers. Specifically, long-term key accounts place greater emphasis on the human interaction and preferential treatment benefits. Key accounts that have less established relationships based on the length of business relationship place more importance on financial benefits. Financial benefits were found to have a positive influence on switching barriers only for low annual transactional volume clients, while both human interaction benefits and preferential treatment benefits have positive effects for both low and high transactional volume key accounts.     

Incompetency training: Theory, practice, and remedies

“Incompetency training” includes formal and informal instruction that consciously (purposively) or unconsciously imparts knowledge, attitudes, beliefs, and behavior (including procedures) that are useless, inaccurate, misleading, and/or will lower performance outcomes of the trainee versus no training or training using alternative training methods. “Imparts” in the definition refers to exposing a trainee to incompetency training; such exposure is not a guarantee that the training increases the trainee's incompetence. This editorial is to stimulate research interest among scholars in incompetency training theory, evidence, and the efficacy of remedies. The editorial offers an early workbench model of incompetency training theory. The theory includes the proposition that executives and associates in firms, academia, and government organizations consciously as well as unknowingly offer incompetency training in many contexts. Increasing trainees' vigilance and ability to recognize exposure to incompetency-training may help trainees to decrease the effectiveness (impact) of exposures to incompetency training—advancing incompetency training theory and knowledge of incompetency training practice may be necessary conditions for remedying negative outcomes that follow from trainees receiving such training. Available evidence supports the first proposition and, to a limited extent, the second proposition.     

Research,myths and expectations: New challenges for management educators

During the late seventies and early eighties unprecedented numbers of women attempted to reach the top of the corporate hierarchies. This paper examines three factors which have handicapped management educators in preparing these women to meet this objective. It also discusses the impact of these factors on research in management education.Dr. Grondin is an Associate Professor of Marketing in the Faculty of Administration at U.N.B. Dr. Grondin's major teaching consulting and research interest at U.N.B. include consumer behaviour and marketing communications and she is the author of numerous government documents and publications on these topics.     

Global key account management and systems selling

Adoption of global key account management systems typically represents a response by selling companies to two inter-related structural changes in their business environment: first, the growing internationalisation of their industry and unprecedented levels of foreign competition; and second, the urgent need to retain customers of strategic importance (i.e. key accounts) against a background of centralised purchasing and supply base rationalisation. Global key account management is central to the ongoing, and often acrimonious debate captured in the slogan, “Think Global, Act Local”, suggesting serious implications for organisation structure, co-ordination/control and relationship management. Yet global key account management is under-researched and its efficacy, therefore, only partially understood. Such matters have long preoccupied executives in multi-national companies operating in industries where “systems selling” is a way of life and where practice is ahead of both theoretical development and empirical research.     

丑数据库技术管理储备粮帐

简单介绍了一种管理储备粮账的数据库技术。     

The managerial issues associated with global account management

The increase in cooperative global arrangements between suppliers and customers has grown precipitously in the last five years. These global account management (GAM) strategies frequently are brought about due to the initiative of the global customer, requiring the customer's supplier to manage their total global needs. In other cases, suppliers perceive GAM as a means to develop long‐term relationships with key global customers and at the same time hinder competitive inroads. The managerial considerations in implementing and managing GAM teams are the focus of this article. A step‐by‐step process for management to follow when implementing a GAM program is also discussed. © 2002 Wiley Periodicals, Inc.     

Global talent management and global talent challenges: Strategic opportunities for IHRM

The need for multinational firms to be as competitive in the global marketplace as possible has increased dramatically over the past twenty years. For international human resource management this has meant many strategic opportunities to international human resource management. An excellent example of such an opportunity is that which exists regarding the management of talent. This opportunity began to develop in the late 1990s with the advent of the challenge of “global talent management.” During the past few years this opportunity has expanded to include challenges dealing with talent shortages, talent surpluses, locating and relocating talent, and compensation levels of talent. Together, these conditions are all “global talent challenges”. In this article we describe these several global talent challenges and the strategic opportunities they present to firms and propose the implications of these for firms and for the field of international human resource management.     

浅谈制药企业应收账款管理策略

本文首先指出企业应收账款存在导致的不良后果.然后针对制药企业分析了其应收账款难以收回的主要原因,并提出了相应的管理对策.     

Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities

Although global mobility represents an important element of many multinational enterprise's (MNEs) global talent management systems, the two areas of practice have largely been decoupled in research and practice. The current paper aims to build a dialog around the integration of these two important areas of practice and illustrate how the integration of global mobility and global talent management can contribute to the success of the MNE. Human capital and social capital theories are introduced as theoretical frames for the integration of the two areas and global talent pools and routines for managing global staffing flows are introduced as key organizational routines that can maximize the contribution of global mobility to the MNE. The paper also considers challenges and opportunities for the integration of mobility and talent and outlines some directions for future study.     

Big data: Dimensions,evolution, impacts,and challenges

Big data represents a new technology paradigm for data that are generated at high velocity and high volume, and with high variety. Big data is envisioned as a game changer capable of revolutionizing the way businesses operate in many industries. This article introduces an integrated view of big data, traces the evolution of big data over the past 20 years, and discusses data analytics essential for processing various structured and unstructured data. This article illustrates the application of data analytics using merchant review data. The impacts of big data on key business performances are then evaluated. Finally, six technical and managerial challenges are discussed.     

Holding up the mirror: The impact of strategic procurement practices on account management

Procurement has grown up. It is now a strategic business function that increasingly recognizes the importance of strategic supplier relationships, a reflection of key account management. It is time to assess the impact of this shift on the profession and practice of account management. This paper examines customer adoption of strategic procurement and then discusses the implications this has for account managers at the suppliers serving these customers. New techniques are emerging in these special relationships, including the use of psychological contracts and co-measurement and monitoring. Perceived fairness will also have a major impact on the customer's view of their suppliers. Account managers must recognize these changes or fall victim to supplier delusion: the belief that they are performing better than they really are.     

Supply-chain corporate venturing through acquisition: Key management team retention

Acquisitions are often used as a way to engage in corporate venturing. The value of these ventures tends to reside in the knowledge and capabilities of the key management team members who have and maintain key inter-organizational relationships. Because their knowledge and/or relationships may be tacit and therefore difficult to transfer, retaining the key managers in the acquired organization is often a critical issue for the human resource management of the acquiring organization. They are also frequently thought to be critical elements in the future performance in global supply chains and therefore, should be a key concern of human resource management after the acquisition has been culminated. Using a unique dataset of corporate acquisitions in supply-chains, we examine how the development of the psychological contract elements affects retention of critical key global managers. We find that higher retention of the key management team members leads to higher performance after acquisition. We also find that the development of the psychological contract has a positive impact on the retention of key managers with global supply-chain relations.     

Key institutions in business and management education research

The authors investigate institutional productivity in business and management education (BME) research based on the analysis of 4,464 articles published by 7,210 authors across 17 BME journals over a 10-year period, involving approximately 1,900 schools worldwide. Departing from traditional disciplinary silos, they examine the BME research field as a whole by including all traditional business disciplinary areas and producing two top 100 rankings, one based on raw number of author publications and the other based on weighted scores reflecting journal quality and coauthorship.     

Managing growth: Human resource management challenges facing the Indian software industry

Indian software industry has had a phenomenal growth in the last two decades and is expected to sustain this momentum in the foreseeable future. Based on content analysis of 25 cases, the paper identifies several human resource management challenges: managing human resources in globally distributed team, shortage of software professionals having sufficient knowledge and competencies, low-skilled nature of the work, lack of well-developed HR systems and processes, high employee turnover, lack of work-life balance, and the problems associated with the use of contract employees. The paper develops a model for managing growth linking the various variables emerging from the study.     

现代企业应收帐款的管理对策

应收帐款的形成直接与企业销售政策及信用评估有关,我国现处于市场经济体制的初建阶段,企业之间信用意识淡薄,有意或无意地拖欠帐款现象十分普遍,如果企业不进行有效的管理,一旦发生坏帐,货款就无法回收,销售成本无法弥补,则将导致应收帐款规模的扩大,影响到企业的财务状况.