Variations in Strategic Philosophy among American and Mexican Managers

Strategic managers today are faced with five critical judgment calls when formulating strategies for their companies: (1) Approaching strategy as an art or as a science, (2) publicizing the strategy or maintaining its secrecy, (3) seeking strategic consistency over the long term or maintaining flexibility, (4) embracing strategic risk or avoiding it, and (5) adopting a top-down or a bottom-up approach to strategic planning. This paper compares American and Mexican managers along these five areas. Findings suggest that conventional wisdom on differences between American and Mexican managers in strategy formulation may not be true. Future research directions are also provided.     

The Bathsheba Syndrome: The ethical failure of successful leaders

Reports of ethical violations by upper level managers continue to multiply despite increasing attention being given to ethics by firms and business schools. Much of the analysis of these violations focuses on either these managers'lack of operational principles or their willingness to abandon principles in the face ofcompetitive pressures. Much of the attention by firms and business schools focuses either on the articulation of operational principles (a deontological approach) or on the training of managers to sort their way through subtle ethical dilemmas in the face of competitive pressure (a utilitarian approach). While valuable, these approaches alone are incomplete. This paper suggests that many ethical violations by upper managers are the by-product ofsuccess — not of competitive pressures. Our research suggests that many managers are poorly prepared to deal with success. First, success often allows managers to becomecomplacent and to lose focus, diverting attention to things other than the management of their business. Second, success, whether personal or organizational, often leads toprivileged access to information, people or objects. Third, with success usually comes increasinglyunrestrained control of organizational resources. And fourth, success can inflate a manager's belief in his or her personalability to manipulate outcomes. Even individuals with a highly developed moral sense can be challenged (tempted?) by the “opportunities” resulting from the convergence of these dynamics. We label the inability to cope with and respond to the by-products of success “the Bathsheba Syndrome,” based on the account of the good King David (a story familiar in a variety of traditions). Recognition of this phenomenon implies that we change or broaden our approach to the teaching of business ethics. It also implies that organizations must re-evaluate and change structures, procedures, and practices which enhance the likelihood of managers falling victim to the Bathsheba Syndrome.     

International Exploitation of Domestic R&D Exploration: New Insights from Russian Manufacturing Firms

In this paper, we approach R&D cooperation and international market expansion from an exploration-exploitation perspective and look how various domestic R&D partners affect international market expansion activities in Russian firms. Our findings, based on a data survey of 206 manufacturing companies, show that different partners affect differently when it comes to market expansion and that their effect depends on a number of things such as the proximity of the international market. Using the exploration-exploitation approach, we are able to explain the phenomenon in more detail and so contribute to the existing international business and innovation management literature.     

Why we hate performance management—And why we should love it

Individual performance is a building block of organizational success. Not surprisingly, virtually all organizations have in place some type of performance management system. Yet, managers and employees are equally skeptical that performance management adds value; usually, it is seen as a waste of time and resources. We argue that the potential benefits of performance management are not realized because most systems focus exclusively on narrow and evaluative aspects such as performance appraisal. Herein, we offer a broader view of performance management, including discussion of how it differs from performance appraisal. We highlight specific and important benefits of performance management for employees, managers, and organizations. We also describe research-based conclusions regarding how performance management systems should be designed and implemented to realize these benefits. We hope our article will demonstrate that well-constructed performance management systems should not be hated, but rather embraced.     

What do firms from transition economies want from their strategic alliance partners?

A financial system engaged in active transition from central planning to free market may be dubbed a transition economy. On today's global landscape, there are several important transition economies, all at various stages of transition and with differing degrees of success. Yet, much is not known about this important sector of the world economy. As outside enterprises seek alliances with firms from transition economies, it is important to know what these firms want from alliance partners. To learn more, we conducted a study interviewing managers of private firms from the two largest and most strategically important transition economies: China and Russia. We found that while Chinese and Russian firms often hope for some of the same things as their counterparts in mature economies as regards alliances, they are also interested in other things not normally associated with alliances: political influence, relief from paying bribes, and protection from extortion or even violence. Moreover, we discovered that because of differing institutional conditions in the two countries, Chinese firms are not always looking for the same things from alliances as are Russian firms—in spite of surface similarities between the two economies. Based on these findings, we provide guidelines for firms seeking alliance partners in transition economies, to assist them in determining if an alliance is right for them and planning accordingly.     

Personal value systems of men and women entrepreneurs versus managers

Many have suggested that the type of individual who becomes an entrepreneur is psychologically distinguishable from the type of individual who becomes a manager. Moreover, it has been argued that within these occupations men and women are fundamentally different. This paper discusses a study that evaluated the accuracy of these characterizations by comparing the personal value systems of men and women entrepreneurs and managers. This information should prove useful to a variety of audiences.First, individuals exploring career alternatives can evaluate the appropriateness of entrepreneurial and managerial careers for themselves by determining whether or not their own value systems match those of individuals already in these roles. Second, venture capitalists, bank loan officers, and individuals in organizations who are in positions to support women's entrepreneurial and managerial pursuits will be able to determine whether or not women and men in these roles are “made from the same cloth” and thus deserve the same consideration. Third, the current research will also shed some light on the compatibility of the entrepreneurial and managerial roles, a role transition that entrepreneurs make as their businesses mature. Finally, by studying the values of individuals in these two fields an assessment of the basic nature of these individuals can be made.Two hundred fifty-five men and women entrepreneurs and managers rank-ordered 15 terminal (desired end states) and 15 instrumental (methods used by individuals to achieve desired end states) values using a modified version of the Rokeach (1973) Value Survey. The results of the study revealed that individuals' gender had very little influence on their value systems. Women valued the terminal value of equality more than men, and men valued “family security” more than women. In contrast, managers and entrepreneurs had vastly different value systems. Entrepreneurs gave significantly greater weight than managers to the following terminal values (listed from most to least important): self-respect, freedom, a sense of accomplishment, and an exciting life, and the following instrumental values (listed front most to least important): being honest, ambitious, capable, independent, courageous, imaginative, and logical. In contrast, managers gave greater weight than entrepreneurs to the terminal values of (listed from most to least important): true friendship, wisdom, salvation, and pleasure, and the instrumental values of (listed from most to least important): being loving, compassionate, forgiving, helpful, and self-controlled.The results of the present study suggest that entrepreneurs want something different out of life than managers. Whereas the latter prefer to enjoy the pleasures that life has to offer, entrepreneurs want to be free to achieve and actualize their potential. Overall, it appears that knowing whether an individual is an entrepreneur or a manager appears to be a better indicator of his/her values than knowing whether an individual is male or female. These results suggest that men and women who become entrepreneurs or, alternatively, secure jobs in the management profession, are more similar to members of the opposite sex within their profession than they are to members of their own sex in a complementary profession. These findings suggest that customers, subordinates, superiors, bank loan officers, and venture capitalists—or in other words, anyone who is involved with men and women entrepreneurs or managers—should be careful not to categorize them according to traditional sex-role stereotypes. As was demonstrated here, these stereotypes are not applicable across the board. Moreover, previous research has shown that they can result in sex discriminatory decisions.Finally, once a business is well underway, managing the operation becomes central to its success. The results of the present study suggest that this change in role emphasis may not be satisfying to the entrepreneur, because the value system of individuals who are committed to the managerial role is at odds with the value preferences of entrepreneurs. This may help explain why many entrepreneurs become less interested and motivated in their ventures once the entrepreneurial component of their job is overtaken by the management aspect.     

Whistle-Blowing Systems and Legitimacy Theory: A Study of the Motivation to Implement Whistle-Blowing Systems in German Organizations

Until now, there has been no theoretical foundation that explains why organizations implement whistle-blowing systems. By understanding whistle-blowing systems as an instrument that is desired by society, the legitimacy theory could be transferred to the whistle-blowing concept. A survey of German managers shows that legitimacy theory may be supported. Further insights into legitimacy theory are given by the motivation for the design of the implemented systems. The survey shows that, in particular, the implementation of external whistle-blowing systems is seemingly not driven by desired effectiveness. This supports legitimacy theory, since it reveals that external systems are symbolic rather than substantive systems. However, the results do not hold for internal whistle-blowing systems because the implementation of internal systems is ostensibly driven by power theories. The results are interesting for the planned statutory whistleblower protection as they reveal a partially restrained attitude toward whistle-blowing. Whistle-blowing systems are not effective if management is not convinced of their benefits.     

A system dynamics model as a decision aid in evaluating and communicating complex market entry strategies

Developing a market entry strategy is a critical activity for any firm but all the more so for those firms that wish to successfully compete in today's challenging global economy. Unfortunately, developing a market entry strategy is an ill-structured and complex activity for which structured approaches have proven inadequate. In less structured situations, data driven and model based decision-support systems (DSS) have been shown to be of significant help to decision-makers faced with such tasks. Getting managers to use such systems, however, is a major challenge that has been the subject of considerable research in the field of DSS. As far back as the 1970's scholars identified reasons why managers are reluctant to use such systems. Among the most often cited reasons why managers are reluctant to use these systems are: they do not understand the model inherent in the DSS; they do not know when to use them; they are unable to extend the use of the DSS; or they are unable to explain the model or its output to others. This paper describes the process of building a system dynamics model that can be employed by marketing managers to help them test the effectiveness of different market entry strategies, and equally important to help them to explain the system's logic and output. The model was built in a bottom-up fashion with the help of a team of marketing managers. In this way the team that helped build the model not only felt a sense of ownership concerning the model, but were also be able to better explain and defend their proposed strategy.     

An Investigation of Real Versus Perceived CSP in S&;P-500 Firms

Firms are spending billions annually in the name of corporate social responsibility (CSR). Whilst markets are increasingly willing to reward good and responsible firms, they lack the instruments to measure corporate social performance (CSP). To convince investors and other stakeholders, firms invest heavily in building a reputation for good corporate behaviour. This article argues that reputations for CSP are often unrepresentative of true CSP and investigates how differences in ‹perceived’ and ‹actual’ – as measured by the Fortune and KLD databases, respectively – can partly be explained by firm characteristics. Amongst other things, it finds that overrated firms are more likely to be relatively big, profitable, operating in non-polluting but competitive industries and with no history of wrong doings to their primary stakeholders. They will also typically spend a lot of effort satisfying the claims of their secondary stakeholders. Above all, the results emphasise the need for researchers to recognise that the databases measure different phenomenon and are not interchangeable.     

Confronting indifference toward truth: Dealing with workplace bullshit

Many organizations are drowning in a flood of corporate bullshit, and this is particularly true of organizations in trouble, whose managers tend to make up stuff on the fly and with little regard for future consequences. Bullshitting and lying are not synonymous. While the liar knows the truth and wittingly bends it to suit their purpose, the bullshitter simply does not care about the truth. Managers can actually do something about organizational bullshit, and this Executive Digest provides a sequential framework that enables them to do so. They can comprehend it, they can recognize it for what it is, they can act against it, and they can take steps to prevent it from happening in the future. While it is unlikely that any organization will ever be able to rid itself of bullshit entirely, this article argues that by taking these steps, astute managers can work toward stemming its flood.     

Linking Unlearning with Work–Life Balance: An Initial Empirical Investigation into SMEs

The use of work–life balance (WLB) supporting cultures to provide and support the welfare of both the individuals and their families is expected to improve organizational outcomes by enabling company members to improve levels of job satisfaction and commitment to work. However, creating or introducing another culture in the company frequently generates internal problems when it conflicts with the current culture in terms of the beliefs, habits, and things managers take for granted. In this paper, we develop a framework for modeling how the unsuitable knowledge may be mitigated in order to strengthen a WLB culture. It is based on the idea that the presence of an unlearning context that fosters the updating of knowledge is likely to be essential for small and medium‐sized enterprises (SMEs) that are trying to implement a WLB culture. The research model and hypothesized relationships are empirically tested using the structural equation modeling approach, validated by factor analysis of 229 SMEs in the Spanish metal industry. Our findings show that in order to strengthen a WLB culture and thus positively influence innovation‐related outcomes, SMEs meet the challenge of developing an unlearning context to counteract the negative effects of the outdated knowledge in relevant areas and to facilitate the replacement of out‐of‐date or obsolete knowledge.     

The influence of ability,benevolence, and integrity in trust between managers and subordinates: the role of ethical reasoning

Numerous researchers have examined the antecedents of trust between managers and subordinates. Recent studies conclude that their influence varies depending on whether what is being examined is a manager's trust in a subordinate or a subordinate's trust in a manager. However, the reasons given to justify this phenomenon present limitations. This article offers a new theoretical approach that relates the influence of each antecedent to Aristotelian forms of reasoning, ethical, and instrumental. The proposed approach shows that the influence of each antecedent depends on which rationality prevails in the person who trusts. The contribution of this article is to better explain the phenomenon of interpersonal trust formation and its logic, while offering at the same time several practical implications for managers interested in developing an organizational culture based on trust. The article begins with a literature review of more relevant empirical studies analyzing superior–subordinate trust formation and presents some theoretical limitations of the arguments described in these works. Then, it offers a new theorerical approach based on Aristotelian thought to explain the influence of the antecedents of trust in management–subordinate relationships. The theoretical contribution is then confirmed in an empirical study of 163 mid‐level managers in Spain.     

The friend or foe fallacy: Why your best customers may not need your friendship

Organizational transactions are handled along a continuum of the firm’s customer relationships, ranging from relational and friendly to more adversarial and us-versus-them in demeanor. For top customers, the approach is almost always close and relational. In this article, we question this view and suggest that it is beneficial to condition the firm’s relationship development efforts on an understanding of the true value to be gained from partnering and increased closeness. We provide a framework with which managers can diagnose their current portfolio of relationships with key customers or suppliers and offer suggestions for action. We provide an empirical illustration of the typical distribution of responses among five regions of the framework and discuss its implications.     

DO ARBITRAGE‐FREE PRICES COME FROM UTILITY MAXIMIZATION?

In this paper we ask whether, given a stock market and an illiquid derivative, there exists arbitrage‐free prices at which a utility‐maximizing agent would always want to buy the derivative, irrespectively of his own initial endowment of derivatives and cash. We prove that this is false for any given investor if one considers all initial endowments with finite utility, and that it can instead be true if one restricts to the endowments in the interior. We show, however, how the endowments on the boundary can give rise to very odd phenomena; for example, an investor with such an endowment would choose not to trade in the derivative even at prices arbitrarily close to some arbitrage price.     

Measuring the Financial Benefits of Cross‐Functional Integration Influences Management's Behavior

While many have suggested that cross‐functional, cross‐firm integration is beneficial, functional managers will have competing priorities and thus different perceptions of its benefits. Performance measurements tend to reward functional behaviors and are often in conflict across functions. Since senior management is held responsible for financial results, the benefits of cross‐functional integration should be measured in financial terms. The supply chain management literature provides little insight about the behavioral changes that can result when managers are provided with financial measures of the value created with customers and suppliers. Using a case study approach, the authors measured value in perceptual and financial terms using pairs of buyer–supplier relationships. In each pair of relationships, one involved cross‐functional teams and the other did not. Managers perceived that the relationships with cross‐functional involvement were more profitable. However, it was not until managers received financial measures showing the impact of joint initiatives on the profitability of each pair of relationships that their behaviors changed with regard to the implementation of cross‐functional relationships with key customers and suppliers. We developed a conceptual model comprised of five theoretical propositions that characterize the role of financial measurements as an enabler of cross‐functional integration and value co‐creation.     

Electronic Computers – The Challenge to Management

The potentialities of computers have not been fully exploited in the U.S. because management has underestimated the task of putting them to proper use. Management has believed that computers themselves are automation. But automation places a premium on good management. Without careful management planning, business resources are wasted in terms of managerial and technical time and abilities. Since computers are capable of handling many tasks simultaneously, it is only by casting aside the departmental concept and substituting the integrated systems approach that the true value of these machines begins to be appreciated. Automatic data processing provides for the tighter control that is important in competitive markets. The key to the whole problem of putting automation to work is education of personnel. Knowledge of equipment and techniques is not enough. Automation, by permitting handling of many jobs simultaneously, is in direct conflict with the concept of division of labor. The businessman, faced with wholesale reorganization of work, must train more basically and broadly. Current training for this field is largely dependent upon specialized courses offered by the manufactures of computers. The responsibility for training these people is largely that of private business, and it is a larger task than most managers realize. If a businessman is to feel confident that his company’s data processing is not just a gamble, he must accept this new challenge to management. Reprint of a paper from elektronische datenverarbeitung 1(1)1959:20–23. This article is also available in German in print and via http://www.wirtschaftsinformatik.de: Diebold J (2008) Elektronische Computer – Eine Herausforderung für die Unternehmensleitung. WIRTSCHAFTSINFORMATIK. doi: .

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CUSTOMER‐BASED MEASURES OF INVENTORY AVAILABILITY

Traditional measures of inventory availability, such as fill rates, focus on the availability of individual items, not availability to individual customers. This is inadequate because managers today need to be customer oriented and focus on the service delivered to specific customers. This is especially true of key customers. The purpose of this research is to introduce customer‐based measures of inventory availability. Four such measures are proposed. Each is designed to enable managers to select the level of inventory availability to be offered to a specific customer. These measures use a customer's purchase history to estimate shortages in future purchases. The shortage frequency may then be managed.     

Reconciling culturalist and rationalist approaches: leadership in the United States and Turkey

This article empirically investigated the invariance and discriminant validity of a six-factor leadership model across two very divergent cultures: the United States and Turkey. In conjunction with the rationalist approach to international management, it was hypothesized that the same range of six leadership styles would appear in both cultures. However, coinciding with the culturalist approach to international management, it was also hypothesized that managers would emphasize different styles in each culture. Turkish and US managers each completed the Leadership Effectiveness Questionnaire measuring degree of emphasis placed on six leadership styles. Results of the test of model invariance indicated that the six styles existed in both cultures; however, discriminant analysis demonstrated that the Autocratic and Consensus styles differentiated managers best. Turkish managers emphasized the Autocratic style to a greater extent and the Consensus style to a lesser extent than did US managers. Implications for international management are discussed. ©1998 John Wiley & Sons, Inc.     

A Sorting Model for Group Decision Making: A Case Study of Water Losses in Brazil

Many water supply systems in Brazil have serious problems related to the high index of water losses, which provokes financial and environmental impacts. This is an immediate consequence of an inadequate maintenance plan, allied to natural and budgetary constraints. In addition, in these types of problems it is commonplace to consider the opinions of many managers, such as those from the operational, environmental and financial sectors of Water Companies. In view of this, a sorting multicriteria model to support group decision making is developed. We proposed an approach which sorts the areas of the system which are located in critical zones of water losses into categories, and which takes into account different points of view and considers uncertainty in criteria weights by using only ordinal information, so as to make it viable to manage the maintenance plan and to use the scant financial resources more efficiently. The SMAA-TRI method is used to tackle the group sorting problematic by categorizing the network into zones where losses are intense and thus to focus the managers’ effort on the most critical regions. A case study in Brazil is presented to demonstrate the efficiency of the approach proposed.     

Approaches to organisational culture and ethics

This paper assesses the potential of organisational culture as a means for improving ethics in organisations. Organisational culture is recognised as one determinant of how people behave, more or less ethically, in organisations. It is also incresingly understood as an attribute that management can and should influence to improve organisational performance. When things go wrong in organisations, managers look to the culture as both the source of problems and the basis for solutions. Two models of organisational culture and ethical behaviour are evaluated. They rest on different understandings of organisational culture and the processes by which ethics are enhanced. Firstly, the prevailing approach holds that creating a unitary cohesive culture around core moral values is the solution to enhancing ethical behaviour. Both the feasibility and desirability of this approach, in terms of ethical outcomes, is questioned. The second model queries the existence of organisational culture at all, arguing that organisations are nothing more than shifting coalitions of subcultures. In this second model, the very porousness of the subcultures provides a catalyst for the scrutiny and critique of norms and practices. Such diversity and debate is construed as potentially a better safeguard for ethical behaviour than the uniformity promised by the unitary, strong culture model.Dr. Amanda Sinclair is a Senior Lecturer in the Graduate School of Management. As a teacher on the MBA program of courses, including Ethics, she has a particular interest in the development and professionalisation of managers. Her current research focuses on organisational diversity, change and culture and administrative leadership and accountability.