Barriers to ascension to senior management positions in retailing

Using a case study of retailing, this paper examines the continued under-representation of women in senior management positions. Via a questionnaire survey, it reveals that those factors retail managers (men and women) themselves attribute to the disproportionate number of women in senior positions. The findings revealed that the main factors were associated with women's ‘other’ role: the family. Thus, lack of child care facilities and high family commitments were regarded as especially problematic and the organisation of retailing with its long anti-social hours and lack of flexi-time at managerial levels contributed to these problems. Other factors were also regarded as important including company cultures that uphold patriarchal social systems. The paper demonstrates how women's primary position in the home and domestic domain and men's primary position in the economic domain have shaped the way retail organisations are organised and the roles that men and women are traditionally expected to adopt within them.     

Women’s Self-Initiated Expatriation as a Career Option and Its Ethical Issues

Women are underrepresented in managerial positions and company international assignments, in part due to gender discrimination. There is a lack of fair and just treatment of women in selection, assignment and promotion processes, as well as a lack of virtue shown by business leaders in not upholding the principle of assigning comparable women and men equally to positions in management and postings abroad. Female professionals, however, initiate their own expatriation more often than they are assigned abroad by their company, and usually as often as men self-expatriate. What causes women to self-initiate expatriation? Women’s proactivity, in part an attempt to redress the disadvantage they face in managerial career advancement, appears influential, as are career and family motivations. Indeed, during expatriation, women fare well in their career and they repatriate only at the same rate as men. Compared with men, however, women repatriate less often for career than for family reasons. On their return, despite their international experience, women do not gain as much of a financial return on their investment in self-expatriation as do men, suggesting that women may suffer unfair, non-meritorious treatment at home. Overall, self-initiated expatriation provides a new, gendered, social context for researching women’s career advancement. The ethical issues associated with women’s self-expatriation – a lack of fairness and justice in selection, assignment and promotion decisions, and a lack of virtue shown by business leaders in upholding fair and just human resource decisions by gender – suggest practical avenues to resolve these issues.     

Operational planning and competitive strategies of male and female retailers

Interest in the managerial practices of females in business has increased over the past decade due to women's increased representation in business. Anecdotal evidence has suggested that women approach decision making differently from men. The purpose of this study is to determine if gender differences regarding managerial strategies exist in the retail setting. Targeted managerial strategies focused on short-term planning processes (personnel, financial, inventory and market planning) and competitive strategies in operation (differentiation, cost leadership and focus). In a sample of 459 retailers from a twelve-state region, MANOVA was used to determine if significant differences in managerial strategies existed between genders. The data on retail competitive strategies suggest that men and women more likely than male business owners to recognize in the importance of differentiation and focus as retail competitive strategies in their business operations. Gender differences were also found in the operational planning areas of market and inventory planning.     

Sacrificing personal or professional life? A gender perspective on the accounts of retail managers

This article examines the issue of multiple role demands experienced, and the sacrifices managers make, in their career and personal lives. A series of 22 in-depth biographical interviews were conducted with retail managers of large companies in the UK. Respondents reported various instances of conflict between their work and personal lives. The findings revealed more of an asymmetrical permeability for both men and women managers, with work demands more likely to spillover to personal life. Combined together, these can represent very real problems in terms of the sacrifices managers need to make with regard to their work and /or personal lives. Women managers were found to undertake the majority of household duties and are therefore more likely to suffer from role overload. However, the findings also showed that both male and female managers are making sacrifices in one domain in order to accommodate the other. Significantly, women were more likely than men to have made sacrifices with regard to having children. It is acknowledged that the research cannot be generalised to the wider population of UK retail managers. However, the findings revealed some relevant issues that should be addressed by retail companies if they want to gain competitive advantage via the people they employ.     

我国零售业公司价值特征影响因素研究——基于零售上市公司的实证分析

自我国零售业全面对外开放以来,本土零售商在拥有更广阔发展空间的同时必须面对外资零售商的进入带给其的竞争压力。因此,零售企业不再只关注其目前获利情况,更为关注的是公司的长远利益,即公司价值。文章将公司价值与零售业相融合,力求探讨一个行业代表性的价值因素,使本土零售企业能够明确自身定位。研究选取零售业全面开放后2005-2010年六年零售上市公司的年报数据为样本数据,在国内外学者研究基础上从资本结构、股权结构、规模经济、人力资本、产业因素及财务因素综合分析零售业公司价值的特征因素,为今后有关零售业进一步研究提供参考价值并对其未来发展提出合理化建议。     

Firm boundaries,incentives, and fund performance: Evidence from a private pension fund system

The private pension fund system in Turkey presents a unique institutional structure where bank holding companies can own both private pension companies and asset management firms. More often than not, pension companies delegate their operational mandates to the asset management arm of the same bank. This practice exposes the retail investor to a double agency problem and raises questions about conflicts of interest and fiduciary duty. Our analysis reveals that the funds set up and managed under the same bank holding company perform worse on a risk-adjusted basis than the funds with an arm's length relationship between the pension company and the asset manager. We show that this relative underperformance is not simply a bank effect; bank-affiliated pension companies and asset managers do just as well, if not better than their peers, when they are not operating under the same roof. Unfortunately, this inefficient institutional structure is not eliminated by market discipline because these funds attract more flows from retail investors, and the underperformance is not discernible in raw returns.     

Intellectual Property Securitization and Growth Capital in Retail Franchising

A retail franchisor needs growth capital so that the brand continues to grow and franchisor–franchisee relations remain strong. However, access to corporate liquidity to fund such franchise growth options is not unlimited. A method of raising finance particularly suited to retail franchisors is intellectual property (IP) securitization that allows companies to account for intangible assets such as intellectual property, royalty and brands and realize their full value. In recent years, a number of large restaurant franchisors have securitized their brands to raise funds, including Dunkin Brands and Domino's Pizza (Domino's). We use property rights approach to show that IP securitization provides mechanisms that explicitly define ownership of intangible assets within the securitization structure and thus enables a company to raise funds against these assets. Using a case study example of a retail franchise IP securitization transaction, we also provide evidence that these mechanisms are not overly restrictive and can be used more widely to help fund retail franchise growth and expansion.     

Differences in consumer attributions of blame between men and women: The role of perceived vulnerability and empathic concern

This article explores differences in blame attributions between men and women in a consumer context. The first experiment finds that women blame a company more than men for a product harm crisis. A second experiment replicates these results in a different product harm crisis and suggests the process underlying these differences. The results of tests of mediation suggest that women blame a company more than men for a product harm crisis because they feel more personally vulnerable to a similar crisis occurring to them. The tests of mediation also show that empathic concern is not the reason driving the differences between men and women in consumer attributions of blame despite observed differences on this personality trait. The theoretical and practical implications of this research are discussed. © 2004 Wiley Periodicals, Inc.     

Will Women Lead the Way? Differences in Demand for Corporate Social Responsibility Information for Investment Decisions

Recent years have featured a leap in academic and public interest in Corporate Social Responsibility (CSR) activities and related corporate reporting. Two main themes in this literature are the exploration of management incentives to engage in and disclose this information, and of the use and value of this information to market participants. We extend the second theme by examining the interest that specific investor classes have in the use of CSR information. We rely on feminist intersectionality, which suggests that gender intersects with other identities to yield different values, experiences, and opportunities that can lead to gender-based preferences for CSR information. Based upon a survey of 750 US-based retail investors, we find that female retail investors have a greater interest in the use of CSR information, relative to male retail investors. Women express greater anticipated future demand for this information than do men. Further, the magnitude of the increase from current use to anticipated future demand is greater for women than men. Age is a significant modifying factor in that the discrepancy between women of any age and older men is greater than that between women and younger men. Finally, women also exhibit greater demand for streamlining of the information flow, consistent with pressures induced by time poverty. It appears that current disclosure practices provide a less than optimal match with the needs of the information consumers that are primarily interested in using this information. This mismatch may result in a systematic disenfranchisement of female investing classes which suggests an ethical need to level the playing field.     

Exploring brand identity and entrepreneurship as drivers of small specialist retailer internationalisation: a German case study

While the comparatively sparse literature on small specialist retailing typically supports a proactive interpretation of the drivers of retail internationalisation, a more differentiated picture exists with regard to understanding the role of the brand construct in this process. The wider marketing literature recognises that brand identity, as well as brand image, can inform the process of internationalisation; yet, research focusing on small specialist retail internationalisation remains underdeveloped in this regard. Neither the notion of a multi-faceted brand concept nor its function as a strategic device in the internationalisation process has been analysed with sufficient depth. Furthermore, a better understanding of how and to what extent brand identity is interdependent upon the characteristics and activities of the entrepreneur is yet to emerge. This paper explores the construct of brand identity and its role within small specialist retail internationalisation, and the related influence of the entrepreneur on the internationalisation process. A case study approach is adopted, examining one German small specialist retailer. Data collection involved semi-structured interviews with owner-managers and other senior management, an assessment of company documentation as well as participant observation, providing in-depth insights into distinctive internationalisation patterns. The study finds that a simple ‘either-or’ approach, in terms of characterising the retailer’s motivation to internationalisation as being either reactive or proactive, is inadequate in understanding this particular case. Whilst initial motivation was characterised as being reactive, the motivations underpinning further planned internationalisation are determined to be more proactive. More particularly, analysis reveals how brand identity is considered to play an important role in the internationalisation of the case study retailer, and highlights the numerous ways in which the characteristics and activities of the entrepreneurial owner-managers impact the firm’s internationalisation. This research contributes to retail and management research concerning SME internationalisation as well as to the retail branding literature.     

Leadership styles and corporate social responsibility management: Analysis from a gender perspective

Companies' perceptions of corporate social responsibility (CSR) have been only partially analyzed from an individual perspective that focuses on personal characteristics and professional backgrounds. However, a gap exists in the research on manager leadership styles and CSR perceptions from a gender perspective. Therefore, this article analyzes differences in attitudes toward various dimensions of CSR by focusing on the leadership styles—transformational, dominance, and dual perspectives—of male and female managers in Spain. A total of 391 respondents in top management positions in Spain were surveyed. The findings revealed similarities and differences between genders with respect to leadership styles and CSR perceptions by dimension using a univariate analysis. A causal model that employed structural equation modeling was also estimated. The findings suggest that for transformational and dual leadership styles, Spanish women may be more adaptable and effective at pursuing company sustainability than Spanish men. However, dominance leadership was found to be the worst leadership style for deploying a CSR strategy. A number of conclusions for business management can be drawn, and some directions for future research are provided.     

Don’t put all your green eggs in one basket: Examining environmentally friendly sub-branding strategies

Although marketers are increasingly developing strategies to promote environmentally-friendly images for their brands, little is known about green brand architecture strategies. The current study examines two sub-branding strategies and finds that when green products are dispersed across several sub-brands (vs. concentrated within one sub-brand), consumers are more likely to infer that the overall parent brand is environmentally friendly. The sincerity of the company’s sustainability efforts is found to mediate the effects of the sub-branding strategy on consumers’ eco-friendly beliefs of the parent brand. Specifically, consumers associate dispersed strategy (vs. concentrated strategy) with intrinsic motive (vs. extrinsic motive) of the company’s sustainability policy. As a result, dispersed strategy instead of concentrated strategy promotes spillover effects of sustainability to the parent brand, demonstrating the impact of brand structure on spillover to the parent brand equity. Managerial implications are discussed related to the automobile company’s sub-branding strategy.     

The Greydollarfella: An endangered species or a market opportunity?

This paper identifies an ignored and endangered species: the mature male shopper, who we have named the Greydollarfella. Based on current research and interviews, we describe this fellow and attempt to differentiate him from other consumer segments. The Greydollarfella, unlike younger men, appears not to like shopping and so is often ignored by retailers or excluded from the retail environment. We argue that the Greydollarfella should be included in, not sidelined from, retail and marketing considerations. He is much wealthier and less time-poor than younger men, and deserves a retail environment that suits his preferences and consumer requirements. We present some examples of how retailers are attending (and not attending) to the Greydollarfella. We conclude that Greydollarfella is not very well understood, is undervalued, and is often marginalised by retail marketing strategies. We believe he offers great value for marketers and retailers (both niche and mass) willing to take the time to understand his psyche, product and service needs, and views on the retail experience. Finally, we call for more attention to be paid to this segment.     

Barriers and stimuli to the use of information technology in retailing

The retail marketing environment is continuously changing. Changes in retail format, retailing processes and the competitive environment continue to create problems for retail management. This article examines the barriers and stimuli to the adoption of innovation in infonnation technology. Our objective is to demonstrate how managers might anticipate the problems associated with managing significant change and develop appropriate strategies to deal with such problems. Previous research has indicated that it is important to explore the views of a range of managers in the organization. Much of the previous research has relied on a single respondent from many organizations to provide an accurate picture. This research does not follow that tradition. It uses the views of more than one hundred managers within one organization. The research explores the relative attractiveness of the innovation to individual managers, the organization's receptivity to change and the presence or absence of a 'product' champion. It ends with recommendations on ways of improving the rate of acceptance of such technologies.     

Exploring the retail design management process within a UK food retailer

Design is an increasingly important part of the competitive strategy of food retailers in the UK. This paper examines the design management process within one of the leading UK food retailers to provide a model of the process. This model constitutes a contribution to design management theory in the retail sector. The process of retail design management is explored and discussed. This paper attempts to provide an exploratory base for future linkages to be made between design management and retail marketing theories.     

The effects of polychronic-orientation upon retail employee satisfaction and turnover

Keeping front-line retail employees satisfied, and subsequently reducing their turnover, is important in retail management. This study introduces polychronic-orientation, or an employee's preference for switching between multiple tasks within the same time-block, as an employee trait with important implications for retail employee turnover. It demonstrates empirically that a polychronic-orientation has both direct (employee fit) and indirect (through fairness perceptions) effects on retail employee satisfaction. Moreover, by exploring these effects across career stages, polychronicity is revealed to be a stable and enduring trait but one whose impact is magnified in early stages of the retail career. Implications for hiring and employee education are derived.     

论我国商业银行零售银行业务的发展策略

零售银行业务是目前商业银行的主要业务之一,对于商业银行的发展至关重要。我国的零售银行业务还处在起步阶段,如何加快其发展,是商业银行面临的迫切问题。本文针对我国商业银行零售银行业务的现状,从业务领域、客户管理、组织结构、网上银行、风险管理、人才培养等方面提出了具体的发展策略。     

Women Board Directors: Characteristics of the Few

Appointment as a director of a company board often represents the pinnacle of a management career. Worldwide, it has been noted that very few women are appointed to the boards of directors of companies. Blame for the low numbers of women of company boards can be partly attributed to the widely publicized "glass ceiling". However, the very low representation of women on company boards requires further examination. This article reviews the current state of women's representation on boards of directors and summarizes the reasons as to why women are needed on company boards. Given that more women on boards are desirable, the article then describes how more women could be appointed to boards, and the actions that organizations and women could take to help increase the representation of women. Finally, the characteristics of those women that have succeeded in becoming members of company boards are described from an international perspective. Unfortunately, answers to the vexing question of whether these women have gained board directorships in their own right as extremely competent managers, or whether they are mere token female appointments in a traditional male dominated culture, remains elusive.     

Organizational Ethics: Perceptions of Employees by Gender

As more women enter the work force and assume management positions in corporations, increasing attention is being given to employment diversity. In addition, studies suggest that females have more propensity for ethics than males. However, these results may be debatable and limited data are available to substantiate these claims or assess gender differences among employees. Ethics codes can aid in supporting policies and enhancing corporate diversity. To assist one company in the development of an ethics code, a survey of 4005 employees in one U.S. corporation was conducted to ascertain their opinions of the ethical environment of the company. The survey used the Ethics Environment Questionnaire (EEQ), consisting of twenty items on a 5-point Likert-type scale; reliability on Cronbach's alpha was 0.94. Response rate was 50%, with the sample paralleling the population in proportion of males and females. Respondents reported a profile of 3.18 out of the high of 5.0, but with several significant differences between the male and female employees, including differences on education and position. Males were more in agreement than females that the firm had an ethical environment. On some items, however, males and females were in strong agreement. Comparisons to prior studies were drawn, including suggestions for ways corporations could use an ethics survey to tailor in-service training, enhance diversity in the work force, and support the development of an ethics code.     

The executive suite: Are women perceived as ready for the managerial climb?

In a developing profession, emphasis is placed on two key ingredients for a successful climb to the executive suite — namely, interpersonal skills and an appropriate personality structure than can cope with forms of stress and uncertainty. The data presented in this study were collected from one of the major accounting firms and offers insights into men and women on the upward climb within the accounting profession. Analysis of this data shows that although appropriate personality characteristics are predicated on a male managerial model, women and men perceive themselves similarly with respect to these characteristics. However, others' perceptions of women, male accountants as well as clients, seemed more skeptical of women's ability to succeed. Furthermore, there are indications that women and men have different job assignments along their career paths. Our data collected in the latter half of the seventies tend to corroborate many of the findings in the first half — in general women are not perceived as ready for the managerial climb.