Drivers of training participation in low skilled jobs: the role of ‘voice’, technology,innovation and labor shortages in German companies

This article investigates the role of ‘voice’, technology, innovation (of products, services, or processes) and labor shortages in the training participation of low skilled workers in German companies. By building on the key findings of previous research, hypotheses on drivers of training participation are derived from filter theory and the concept of social embeddedness. Regression and cluster analysis based on the German IAB Establishment Panel (wave 2011) show evidence that training participation is shaped by ‘voice’‐related institutional company characteristics such as employee representation or formalized HR practices. Both characteristics often cluster together. Regression analyses confirm that companies in this cluster train a higher share of their low‐skilled workforce. The share is particularly high when companies in this cluster face labor shortages. Apart from that, advanced technology and recent innovations at the company level are not related to higher rates of training participation among low skilled workers.     

The philosophy and practice of training and development: the case of the Jordanian electricity sector

This study aimed to gain an understanding of training and development (T&D) as a philosophy and practice in Jordanian electricity companies and to explore factors that shape T&D. Data were gathered through in‐depth interviews, observation and document analysis. Results indicate that T&D was interpreted in terms of learning, was development focused and emphasized a utilitarian outlook. The T&D role was perceived as being ‘instrumental’, showing an inclination towards a functionalist philosophical perspective. T&D activities were found to have a reactive role, designed to meet particular or short‐term needs. Findings support the general argument proposed in the human resource development literature about the role of T&D philosophy in guiding actions, but also indicate that the way of thinking about T&D is shaped through the prism of ‘situation needs’ and T&D ‘utility’. Furthermore, this study argues that the perceptions, understanding and application of T&D are shaped in the crucible of industry and organizational internal specification.     

E‐learning: emerging uses,empirical results and future directions

The use of network technology to deliver training is the latest trend in the training and development industry and has been heralded as the ‘e‐learning revolution.’ In an effort to separate hype from reality, this paper reviews practitioner and research literature on e‐learning, incorporating unpublished information from interviews with managers and consultants directly involved in e‐learning initiatives. Specific attention is given to why organizations use e‐learning, what the potential drawbacks to e‐learning are, what we know from research about e‐learning and what the future of e‐learning may hold.     

The role of cross‐cultural absorptive capacity in the effectiveness of in‐country cross‐cultural training

Based on the theory of absorptive capacity, this study examines the following question. In the context of cross‐cultural training, can the amount of previously accumulated cultural knowledge affect the ability of a trainee to absorb further learning about a new culture, thus enhancing total knowledge and presumably cross‐cultural adjustment? In‐country cross‐cultural training was hypothesized to be more effective when the training components are divided and the sessions are distributed over time – resulting in increased cultural knowledge and greater cross‐cultural adjustment. Results from an experimental design suggested that in‐country cross‐cultural training can increase cultural knowledge, when distributed over time. The results also suggested that the training group had greater differences between pre‐training and post‐training scores on cross‐cultural adjustment, but the differences were not statistically different. The results, methodology and conclusions can be generalized to a variety of populations (e.g. international managers and expatriates) and organizations (e.g. multinationals). For international managers and expatriates, the results showed that in‐country cross‐cultural training, like predeparture cross‐cultural training, is also a viable intervention for knowledge acquisition.     

Supplier Role Conflict: An Investigation of Its Relational Implications and Impact on Supplier Accommodation

Existing research on supply chain relationships suggests that one of the underlying tensions between supply chain partners is that of opposing perspectives and goals in the customer?supplier relationship. In today's business world with requirements in constant flux, suppliers are often asked to accommodate “special” requests made by their customers, not part of the contractual agreement. Suppliers frequently fill requests to protect the relationship with the customer, even if they fall outside of what they consider their role as a supplier. Issues of supplier role conflict emerge when customers and suppliers have different views of what the supplier's role should entail. There is little research examining the potential for supplier role conflict in supply chains. Specifically, this research draws on literature from multiple disciplines to consider supplier role conflict that may stem from accommodation and the impact of this role conflict and supplier accommodation on the supply chain relationship and future accommodation behavior. Hypotheses are tested using two scenario‐based experiments. Results suggest that supplier adaptation and flexibility both have positive relational effects. If suppliers perceive accommodation requests as outside of their contracted role, supplier role conflict can have detrimental effects on the supplier's relationship perceptions and their willingness for future accommodation.     

Developing a critical view on e‐learning trend reports: trend watching or trend setting?

Trend watching reports are an indispensable resource in the e‐learning domain. Many HRD departments consider these reports as essential cornerstones for the development of their e‐learning strategy. But what is the quality of the forecasts made in these reports? In this article, several methods of forecasting trends are discussed, resulting in a checklist to evaluate the quality of trend studies. Next, this checklist is applied to evaluate some significant trend studies. The evaluation results show that the reports do not meet basic quality criteria, such as ‘sound methodology’ and ‘objectivity’. The article concludes with some critical remarks on the role trend watching reports play in the domain of e‐learning.     

The Virtue of Forgiveness as a Human Resource Management Strategy

In an individualistic society and in the increasingly competitive business environment people do not seem inclined ‘to forgive others their trespasses’. One is more likely to choose to ignore the virtue of forgiveness as a way of handling personnel situations involving intense conflict or mild disagreements, favoring instead the negative feelings of resentment, anger, revenge or retaliation. Business people seem less concerned with growth in virtue and character; interestingly they allow their character and ultimately their work relationships to deteriorate because they hold onto feelings of anger and resentment. Is there a place for forgiveness in our interpersonal relationships in general and in corporate life in particular? I believe there is. A study of the virtue of forgiveness shows that it is a misunderstood virtue, but one that deserves attention. In this article I will examine the virtue of forgiveness, defining what forgiveness is and is not, and will illustrate how it might be situated as an essential human resource management strategy.     

Big business in the Russian empire: A European perspective

This paper presents an inventory of the largest private companies in the Russian Empire in 1914, and their comparison to the largest contemporary British, German, and French companies identified by Youssef Cassis as ‘big business’. It focusses on three questions. First, how big was big business in Russia from a European perspective? Second, how did the structure of big business in Russia compare to that of other large European economies? And finally, how did foreign entrepreneurship appear in Russian big business? Drawing on new empirical evidence, it contributes to the discussion on the ‘backward’ and ‘peripheral’ character of the Russian economy before the First World War.     

A study focusing on American expatriates’ learning in host countries

This study examines the learning process and situations while expatriates are living and working in a foreign country. The survey was conducted on 70 American expatriates via individual e‐mails and the World Wide Web. The study found that expatriates gained the culture of their host country through reflective learning. Cross‐cultural training programs should be examined based on expatriates’ actual needs. Finally, several learning situations that would be helpful in reducing expatriates’ cultural difficulties are: previous cross‐cultural experience, language competency, long‐term relationships with the host people, and information about the host country originating from the home country as well as the host country.     

Saints and CEOs: an historical experience of altruism, self-interest and compromise

At a time when social and ethical responsibilities of companies and CEOs are being increasingly emphasised, this paper examines conduct of social business in a different age and culture to discern features of enduring relevance for ethical business practices today.The personal correspondence of three fourth-century saints gives insights into their relationships and decision-making.Community expectations were those of sharing rather than of outright giving, with ‘fusion of interest’ prevailing over concerns for ‘con?ict of interest’. Selected incidents show two entrepreneurial bishops, Basil and Gregory of Nyssa, struggling to balance tensions between ’liberality’ and ‘fairness’.They compromised, competed robustly for revenues and were vexed over limited budgets and resources for projects while their disapproving cousin, the academic Gregory of Nazianzus, criticised their worldliness. Their historical experiences suggest four pragmatic and possibly normative ways of blending altruism and self-interest for the overall advancement of bene?cial change.     

The ‘Catch 22’ of communicating CSR: Findings from a Danish study

This research explored the apparent ‘Catch 22’ of communicating Corporate Social Responsibility (CSR). Although companies are regularly encouraged to engage in CSR, they are simultaneously discouraged to communicate about this engagement. We contribute with two models that may help to explain how companies can best communicate about their CSR initiatives. Based on a reputation survey and two case studies of Danish corporate CSR frontrunners, first we develop an ‘inside‐out approach’ to suggest how managers can manage their CSR activities to achieve favourable CSR reputation in a ‘Catch 22’ context. Employees appear as a key component in building trustworthiness as CSR communication is shown to evolve when taking an ‘inside‐out approach’. Second, we develop a CSR communication model with two CSR communication processes targeting different stakeholder groups: ‘the expert CSR communication process’ and ‘the endorsed CSR communication process’. Integrating these models and processes may help companies strategically capture reputational advantage from their CSR initiatives.     

Sustaining Inter-organizational Relationships Across Institutional Logics and Power Asymmetries: The Case of Fair Trade

This paper explores an empirical puzzle, namely, how inter-organizational relationships can be sustained between organizations that draw upon distinctive—and potentially conflicting—institutional logics under conditions of power asymmetry. This research analyses cases of these relationships and suggests some key conditions underlying them. Examining relationships between ‘Fair Trade’ organizations and corporate retailers, a series of contingent factors behind the dynamic persistence of such relationships are proposed, namely: the presence of pre-existing ‘hybrid logics’; the use of boundary-spanning discourses; joint tolerance of conflict; and co-creation of common rules. These four elements are supported by a fifth mediating factor, i.e. the presence and use of a Fair Trade certification system in the collaboration. The latter appears as a central vehicle facilitating cross-logic relationships—it can be seen as a ‘boundary object’ embodying a series of narratives and discourses that are open to multiple interpretations corresponding to the dominant institutional logics of each partner organization.     

Parent control mechanisms,knowledge attributes,knowledge acquisition and performance of IJVs in Taiwan service industries

The study explores parent companies' use of control mechanisms in their international joint venture (IJV), IJV knowledge acquisition and IJVs' performance. Traditionally, control mechanisms are criticized for potentially limiting autonomous learning. However, we propose that knowledge-oriented control mechanisms used by the parent company on its subsidiaries could facilitate knowledge acquisition and learning. This study takes samples from 104 Sino-foreign joint ventures in service industries in Taiwan. The results of the study indicate that in IJV, parent companies require a ‘personnel training’ control mechanism as a guide for gaining codified knowledge from foreign partners. MNCs should apply ‘culture’ and ‘performance’ control mechanisms to gain non-codified knowledge. In turn, the tacit knowledge of IJV results in a better economic, competency-based performance, while explicit knowledge more significantly influences the synthetic performance.     

Factors in the effective transfer of knowledge from multinational enterprises to their foreign subsidiaries: a Mozambican case study

The purpose of this article is to better understand the role of internal stakeholders in subsidiaries of multinational companies (MNCs) in order to offer potential insights into the cross‐border transfer of knowledge from those companies’ headquarters to their subsidiaries. The focus is upon subsidiaries in developing countries, here Mozambique. More specifically, the article is concerned with identifying factors that influence the learning of internal stakeholders and noting practices which seem associated with a high level of absorptive capacity and performance of subsidiaries. The starting point is evidence of ineffective transfer of knowledge by MNCs to their subsidiaries in developing countries, with consequent sub‐standard performance. The research reported involves four case studies of Portuguese companies operating in Mozambique and draws on data from interviews with senior and middle managers in the firms’ Mozambican subsidiaries. The results obtained suggest that successful knowledge transfer to overseas subsidiaries is found under the following conditions. First, the parent company knows the local context and provides a flow of relevant information. Second, application of knowledge locally is done flexibly to suit local circumstances. Next, a participatory approach is used so that local staff can see why the knowledge conveyed is necessary. Fourth, explanation and demonstration are key techniques, with major roles for on‐the‐job training, continuous improvement and training at headquarters. Finally, issues arising from local culture may need to be addressed.     

Social influence on sustainable consumption: evidence from a behavioural experiment

Although social influence on consumers’ behaviour has been recognized and documented, the vast majority of empirical consumer studies about sustainable products considers mainly, if not only, individual characteristics (socio‐demographic attributes, individual environmental attitudes, etc.), to explain the decision to buy sustainable products. Making use of experimental methods, this paper studies the social influence that peer groups like colleagues, family and friends may exert in the decision to choose for environmentally friendly products rather than conventional ones. We also test for different types of social influence, in particular for ‘herd behaviour’ vs. ‘social learning’. In our experimental setting, the relevance of peer effects is corroborated. We find clear evidence for ‘herd behaviour’ and the data indirectly support the presence of ‘social learning’ effects. The results also suggest heterogeneous impact of specific social groups.     

‘I click,therefore I am (not)’: is cognition ‘distributed’ or is it ‘contained’ in borderless e‐learning programmes?

This paper will problematise the notion of distributed cognition in courses across cultural learning borders, by presenting a narrative case study of six learners’ journeys to online learning. I will argue that although distributed cognition is a widely acceptable theory in e‐learning, it is based on an assumption that the ‘distribution’ of cognition is reciprocal between toolmakers, texts and users, when perhaps, in certain instances, it excludes the life (and learning) world of local learners in the global, borderless environment. In these instances the cognition that is assumed to be distributed is, in contrast, ‘contained’ in the narrative‐in‐action that is familiar to the learners, whose situated knowledge is embedded and embodied in a non‐global discourse ( Henning et al., 2000 ).     

A taxonomy of standards in the service sector: Theoretical discussion and empirical test

Based on the peculiarities of services the different typologies of service standards are discussed. Against this background, a survey among European service companies addressed the question of in which service-related categories formal and informal standards are implemented. In total 364 European service companies responded to the on-line survey. Relying on the assessment of the importance of the various service-related standardisation aspects, it was possible to identify a taxonomy of service standards containing five clusters of service standards ‘Service Management’, ‘Service Employee’, ‘Service Delivery’, ‘Customer Interaction’, and ‘Data Flows and Security’, which correspond very closely to the ex ante applied typology derived from the literature.