The management of international development projects: Moving toward a standard approach or differentiation?

International cooperation supplies international aid to developing countries and emerging economies, typically through projects; to manage these projects, a specific approach based on the “project cycle” was introduced in 1970. In recent decades, many development agencies have adopted the project cycle, but they have also changed it over time, and today agencies work with different standards. In this article, the history of project management systems in international cooperation is reported, and the approaches adopted by five of the main worldwide governmental development agencies are compared. The analysis shows both the common aspects and differences in order to highlight limits and propose further research.     

Career fields: a small step towards a grand career theory?

Little theory development has been done that accounts for the changes in the forms, actors and contexts of careers that we currently can see. Looking at careers from a ‘grand’ and unified theoretical perspective has a number of advantages. In particular, grand social theories allow the link between a well-elaborated and differentiated framework for social phenomena and for careers. Moreover, looking at careers from a unified perspective allows discussion of the great variety of aspects to careers in a single theoretical language. Based on the work of French sociologist Pierre Bourdieu, this paper focuses on social fields as one major element of an effort towards a more comprehensive theoretical framework for professional and managerial careers. In particular, it discusses the constituting characteristics of career fields as social fields and the application of this concept to work-related careers. Rather than adopting or adapting a specific theory in order to illuminate a specific national context, this paper, by using Bourdieu's concepts, proposes a framework to illuminate particular aspects sometimes not sufficiently stressed by recent – and more especially Anglo-Saxon – career research. Avoiding a choice between objective or subjective career and macro- or micro-perspective, it allows the strengthening or re-introduction of themes like multi-level analysis, simultaneous actionstructure view, combining ‘objective’ and ‘subjective’ perspectives, power distribution, social hierarchy and thus social inequalities into career research.     

Are contingent jobs dead ends or stepping stones to regular jobs? Evidence from a structural estimation

The proportion of part-time, dispatch, and temporary workers has increased in many developed economies in recent years. These workers receive lower average wages and benefits, and are subject to lower employment stability. This paper analyzes the effects of initially taking such jobs on the employment careers of young workers. We build an on-and-off-the-job search model, using Japanese data to perform a structural estimation of the model parameters and simulate career paths, in order to study the effects of the initial choice of employment on the probability of having a regular job in the future and on the welfare of the worker. We find that although contingent jobs are neither stepping stones towards regular employment nor dead ends, starting a career in a contingent job has a lasting effect on the welfare of the individual in Japan.     

Venture migration: a quest for a low-hanging fruit?

Venture migration, in addition to firm entry and exit, affects business stock in a region. This study draws on mainstream entrepreneurship and economic geography literatures to explore the factors explaining net venture migration. Using a data-set on 88 Ohio counties during 2000–2006, it suggests that venture migration is largely a quest for a low-hanging fruit. Relocating firms are drawn to areas with higher sales tax rates that give them access to interest-free financing, higher unemployment rates and better-qualified workforce as well as ample arbitrage opportunities. At the same time, innovative opportunities do not attract migrating ventures.     

Who pays for whom? Elements of a macroeconomic approach to income inequality

National income is generated through national production in the form of ‘value added’; it is expended on goods and services in the form of ‘disposable’ or ‘net’ income. In this paper, I investigate what happens in between. The circuit of income flows generated in this way is comparable to the circuit of product flows, in its complexity. It can be analysed, so the tenet of the paper, in a similar way, by means of well-known tools of input–output (IO) analysis; this on the pre-condition, however, that you draw out the institutional framework of an economy in similar detail as is now customarily done for production units in IO analysis. Existing data do not suffice for the purpose, at present; this paper shows, by way of some exemplary calculations, what insight into the mechanism of national income distribution is gained if the necessary data, normally in the form of a large social accounting matrix, are provided.     

Mobilising resources for union learning: a strategy for revitalisation?

This article examines attempts by UNISON to embed a culture of learning within the workplace. The analysis, which is rooted in resource‐based mobilisation theory, shows how UNISON was able to draw on the Union Learning Fund to create new resources in the form of project workers. These project workers subsequently played a vital role in building support for learning at regional and branch levels. The article also examines ways in which UNISON activists were able to progress the learning agenda through proactive engagement with ‘opportunity structures’.     

How did you get up and running? Taking a Bourdieuan perspective towards a framework for negotiating strategic fit

This article suggests a theoretical framework for illustrating significant iterative processes that need to be strategically managed when entering a new field or changing a social position within a field. Applying a process-relational perspective, the framework theoretically underpins what propels individuals to change their behaviour conceptualized as constructing a strategic fit between personal structure and fields. Using Bourdieu’s concepts of habitus, field and capitals as a lens the analysis reveals how capital transformations eventually can lead to a social construction of this temporary strategic fit. The article argues that the performance of habitus expresses temporary field specific social positioning as a social materialization of macrostructures (gender, age, class, etc.). This suggested framework is applied to conceptualizing how nascent entrepreneurs successfully negotiate entrepreneurial processes. It is concerned with a small aspect: how to physically start a business (its registration and the start of trading). In this context, the article unpacks how the transformation of capitals mediates nascent entrepreneurs’ social positioning. This article contributes to the growing ‘social turn’ research situating entrepreneurial processes within social relations and context and the emerging Entrepreneurship as Practice field. It offers practical implications for business support and research directions.     

Relocation of second degree: Moving towards a new place or returning home?

We study the “Relocations of Second Degree” (RSDs), i.e., the location decisions that modify the country of destination of a previous offshoring investment. Specifically, we distinguish between two types of RSDs, i.e., “Relocation to the Home Country (RHC)”, also known as back-reshoring, and “Relocation to a Third Country (RTC)”, i.e., the choice to move to a second host country.Specifically, we explore how the location advantages underlying the previous offshoring decision affect the probability to undertake an RHC, rather than an RTC. Location advantages reflect the favourable conditions that a foreign country offers with respect to the home one, in terms of market-seeking, asset-seeking and efficiency-seeking (i.e., cost-saving and productivity-enhancing) opportunities. Using data from the European Restructuring Monitor, we focus on the RSDs regarding manufacturing activities, implemented across European countries between 2002 and 2015. We find that, on the one hand, when a previous offshoring investment is driven by market-seeking location advantage, firms undertaking the RSD are more likely to opt for an RHC, except during the economic crisis where market-seeking European firms seem to prefer RTCs. On the other hand, RTC is a preferred choice when the location advantage is of efficiency-seeking type. In addition to offering a broader characterization of RSDs, our study provides empirical evidence of the relationship between the offshoring and relocation decisions. Managers should be aware of this connection when designing their manufacturing internationalization strategies.     

Executive development in China: is there any in a Western sense?

A recurring theme in the literature on Chinese management has been the impact of culture and, in particular, the influence of values derived from Confucianism on Chinese management practices. The reforms that led to foreign direct investment (FDI), the problems of State-owned enterprises (SOEs), the social, political and economic changes and analyses of Chinese managerial styles and performance have been the major concerns. There has been less attention specifically paid to Chinese managers' characteristics and to managerial career patterns, which may be shaped by national culture and values. In contrast, in the West, there is a vast body of literature covering career theories and managerial growth, dealing variously with personal values and other factors, such as family upbringing, education, social background and employment structure, that have major impacts on managers' career pathways. This paper explores how far executive career development in modern China (PRC) corresponds to Western notions, and also tries to determine whether there are specific factors relating to Chinese executives' personal biographies and career paths. A pilot study was carried out to identify the variables that might shed light on career patterns and, if possible, to profile the Chinese manager. A number of emergent themes are described. They derive from the experience of individual interviewees who took part in the pilot research, which was conducted in Beijing and Shanghai and in which forty-nine managers in forty-two companies were interviewed. These pilot interviews revealed a complex interplay of biographical data and career themes. Of clear importance was the guanxi mechanism (direct or indirect personal relationship to solicit favours) which has no exact comparison in the West and which does not figure in Western career theories. A preliminary tentative Chinese executive career model has been developed.     

Contribution of telecommunications to rural economic development: variations on a theme?

The main contention of this paper is that the contribution that telecommunications can make to rural economic development will vary appreciably from one area to another, depending on the presence or absence of a range of other features of the rural area environment. An attempt to analyse variations in local telecommunications potential in the case of Scotland is reported upon. We also presents local area case studies in order to demonstrate the differing ways in which telecommunications is becoming central to the functioning of the rural economy. In so doing, it is argued that ‘the rural economy’ stereotype is belied by the evidence of rural areas’ integration into national and even global communications networks. The paper finally considers the considerable variability in the nature of the supply of telecommunications services to rural areas, and predicts some negative consequences for more remote rural areas in the shift occurring from a universally-provided integrated network to market-driven specialized network.     

Sensemaking in organisations — towards a conceptual framework for understanding strategic change

When an organisation is facing dramatic change, shared and individual meanings are challenged and exposed to reconstruction. Thus, if we are to understand organisational change it is necessary to understand the meanings that prevail among the organisational members, as well as the processes whereby these meanings change and coincide. This paper develops a sensemaking perspective in order to generate a conceptual framework for increasing our understanding of strategic change in organisations. Four ideal types of meaning constitute the core of this framework. With the help of these ideal types, various meaning statuses that may be present within an organisation are described. In order to grasp the transformations from one ideal type of meaning to another, four processes of transformation are identified. A strategic change process in a university hospital is analysed. In this change process different ideal types of meaning are identified. A process of a transformation from one ideal type to another, driven by strong and powerful symbolic processes, is also identified.     

Environmental self-regulation for sustainable development: Can internal carbon pricing enhance financial performance?

Internal carbon pricing is an innovative self-regulation mechanism where companies set their own carbon prices on business operations to mitigate climate risk and achieve sustainable development. While internal carbon pricing has gained popularity among multinational enterprises, its firm-level impact is underexplored. This research provides novel theoretical and empirical evidence on how the internal carbon price as a cost component can contribute to profitability growth. We construct a panel dataset of 132 multinational enterprises across Europe, North America, and Asia by tracking their use of internal carbon pricing from 2013 to 2017 based on their records at the Carbon Disclosure Project. To address endogeneity bias, we employ propensity score matching method on a fixed-effects model. Results indicate that using internal carbon pricing can increase return on assets by 1.1%. Firms with internal carbon prices are more likely to reduce cost of goods sold to improve return on assets. Our study suggests that internal carbon pricing as environmental self-regulation can generate profitability gains through cost reduction. The research also points out the potential of voluntary internal carbon pricing to complement command-and-control carbon pricing regulations.     

How well do urban growth boundaries contain development? Results for Oregon using a difference-in-difference estimator

Urban containment policies, including urban growth boundaries (UGBs), are a common tool used by city planners to promote compact development. We analyze how well UGBs do in containing development using fine-scale GIS data on cities in Oregon. Earlier studies on UGBs yield mixed results, with some authors finding no effects of UGBs on housing market variables and urbanization rates and others finding significant effects. A challenge in measuring these effects is that the location of the UGB is unlikely to be an exogenous determinant of a land parcel's value for development. The panel structure of our dataset allows us to estimate the UGB's effect on the probability of development using a difference-in-difference estimator applied to a narrow band of plots along each city's UGB. This estimator controls for time-invariant unobservable variables and common temporal effects among plots, thereby mitigating the potential for biased estimates due to the endogeneity of the UGB's location. We also pursue a novel approach to controlling for time-varying factors that exploits our fine-scale data. We find that UGBs contain development in many of the Oregon cities we examine, although there are some cities in which development rates are the same inside and outside of the UGB. Our results reveal that, in most cities, the effect of the UGB is small relative to pre-existing differences in development probabilities. This suggests that it may be difficult to identify UGB effects with cross-sectional data, the approach commonly taken in previous studies.     

The Chinese in Britain: working towards success?

The Chinese community has made rapid socio-economic advancement Britain over the course of one generation. This paper examines the influences of culture and structure in determining the remarkable levels of attainments made by the Chinese Britain. In addition, the impacts of culture and structure in circumscribing occupational choices of the Chinese in Britain are also explored, since somewhat marring this image of success is the occupational segregation of the Chinese in the labour market. The human resource implication of this latter situation is that there exists a valuable source of qualified Chinese labour currently engaged in the ethnic niche, particularly Chinese catering industry, which could be better utilized in the wider labour market. It suggested that responsibility to address this issue reducing such 'wastage', involves efforts of three parties, namely, the Chinese themselves, careers counsellors, as well organizations in Britain.     

What drives a donor? A machine learning-based approach for predicting responses of nonprofit direct marketing campaigns

Direct marketing campaigns are one of the main fundraising sources for nonprofit organizations and their effectiveness is crucial for the sustainability of the organizations. The response rate of these campaigns is the result of the complex interaction between several factors, such as the theme of the campaign, the month in which the campaign is launched, the history of past donations from the potential donor, as well as several other variables. This work, applied on relevant data gathered from the World Wide Fund for Nature Italian marketing department, undertakes different data mining approaches in order to predict future donors and non-donors, thus allowing for optimization in the target selection for future campaigns, reducing its overall costs. The main challenge of this research is the presence of thoroughly imbalanced classes, given the low percentage of responses per total items sent. Different techniques that tackle this problem have been applied. Their effectiveness in avoiding a biased classification, which is normally tilted in favor of the most populated class, will be highlighted. Finally, this work shows and compares the classification results obtained with the combination of sampling techniques and Decision Trees, ensemble methods, and Artificial Neural Networks. The testing approach follows a walk-forward validation procedure, which simulates a production environment and reveals the ability to accurately classify each future campaign.     

An unsuitable job for a woman: a ‘native category’ approach to gender,diversity and cross-cultural management

This paper takes an ethnographic study of the recruitment of women at BMW MINI between 2003 and 2006 as the basis to explore the impact of the concepts of ‘native categories’ and ‘recontextualisation’ on diversity management and cross-cultural management. I consider how managers' and workers' subconsciously held cultural categories relating to gender and work affected efforts to increase the number of female line workers in the plant, and how these were further complicated by the recontextualisation of German native categories in a British context. In doing so, this paper will develop a better understanding of the way native categories affect management and international business, provide an addition to the literature on recontextualisation, by introducing the concept of ‘native categories’ to research exploring the effects of recontextualisation on cross-cultural knowledge transfer, international human resource management strategy and marketing, and, finally, develop some understanding of how diversity management initiatives can fail in practice.