An alternative approach to expatriate allowances: An “international citizen”

Competitive advantages for an organization that may be realized through the use of expatriates often are diminished due to excessive compensation and the costs associated with expatriate failure. This article addresses an approach for determining expatriate allowances that uses a worldwide standard as the basis for establishing such allowances. It also provides the philosophy and rationale behind such an approach and differentiates it from traditional “balance sheet” or parent-country equivalency approaches. The relative merits of this approach are systematically assessed using a set of objectives for international compensation. © 1995 John Wiley & Sons, Inc.     

Management practices in U.S. affiliates of foreign-owned firms: Are “they” just like “Us”?

Despite considerable debate about foreign direct investment in the United States, little research has examined the inner workings of U.S. affiliates of foreign-owned firms. This study examines the management practices in 249 U.S. affiliates of foreign-owned firms. Findings show that practices in marketing, human resource management, and manufacturing tend to more closely resemble the practices of local competitors than those of the foreign parent, whereas for practices in financial control the dominant resemblance is to the parent. Furthermore, findings reveal that affiliates are comprised overwhelmingly of Americans, not only at lower levels of the organization but also in key executive positions, although affiliates of Japanese firms stand apart in their greater reliance on expatriates. Foreign affiliates of multinational firms are revealed as differentiated sets of practices, shaped by the interplay of local responsiveness and internal consistency. The findings also make plain that U.S. affiliates of foreign-owned firms are in many ways very much like American firms. © 1995 John Wiley & Sons, Inc.     

Toward a cross‐cultural theory of “exemplary organizations”: Evidence from Cuba

Management interest in “good companies to work for,” or “exemplary organizations,” has attracted the interest of researchers in the United States and Europe. We contribute to the literature on exemplary organizations by studying the representation of “exemplary organizations” in an unusual context, Cuba, and by inviting scholars to explore the cross‐cultural differences between what in different countries is viewed as an exemplary organization. Until now, studies on the best companies to work for have focused on companies operating in capitalistic economies. We aim to develop a better understanding of the representation of what a good place might be in an economic and ideological context that is in sharp contrast with the contexts in which this theme has been studied previously. © 2007 Wiley Periodicals, Inc.     

From Sydney to Shanghai

We are together!"Together"is the core value of AustCham Shanghai,a busi- ness organization founded for and by its members.This non-gov- ernment,non-partisan and non-profit organization with strong in- formation collection by contacting local and Australian commu- nity benefits its 350 members,and over 220 corporate members with a 1000+ card carrying mernbers,nearly 50 srnall business     

Organizational dissidence: The case of whistle-blowing

Research on whistle-blowing has been hampered by a lack of a sound theoretical base. In this paper, we draw upon existing theories of motivation and power relationships to propose a model of the whistle-blowing process. This model focuses on decisions made by organization members who believe they have evidence of organizational wrongdoing, and the reactions of organization authorities. Based on a review of the sparse empirical literature, we suggest variables that may affect both the members' decisions and the organization's responses.     

“Green cannibalism” or an “organic inside job”? Empirical insights into the rivalry of ethical grocery types

Despite having favorable purchase intentions toward organic groceries, the respective purchase behavior falls often short. This so‐called intention–behavior gap is investigated by exploring the impact of competing ethical products fulfilling green consumption motives (“green fit”) as well or lacking credibility of organic groceries on organic purchase behavior. The first two studies (n ₁ = 225; n ₂ = 321) assessing actual and reported purchase behavior are testing the impact of perceived substitutability of local and fair trade alternatives compared with organic groceries. A third study ( n ₃ = 145) examines the impact of food miles and packaging on perceived product quality and credibility as possible reasons for a lacking “green fit” of organic groceries in terms of an experimental design. Local (fair trade) and organic groceries are perceived as substitute (complementary) alternatives. Additionally, local (organic) “green fit” impedes (enhances) the transformation from organic intentions into a respective purchase behavior. Wrapped organic produces with high food miles are linked to lower quality and credibility perceptions, reducing organic sales rates in favor of local groceries.     

What does diversity management mean for the gender equality project in the United Kingdom? Views and experiences of organizational “actors”

There has been a shift at the organizational level away from a traditional “equal opportunity” paradigm underpinned by notions of social justice, with a specific focus on tackling gender inequalities towards a business‐led “diversity management” paradigm, with a focus on the individual and their contribution to the organization. We argue that diversity management as a concept and model has the potential to undermine the gender equality project, but drawing on a UK‐based study we conclude that whether or not it presently does so in practice is less clear. Nevertheless, our study, presenting views and experiences of multiple organizational actors, demonstrates the seductiveness of the diversity discourse, which could herald danger for the future direction and substance of the gender equality project. Copyright © 2010 ASAC. Published by John Wiley & Sons, Ltd.     

“When to Hold ‘Em; When to Fold ‘Em”: Choosing Consumer Protection Battles

On April 25, 2005, the University of Utah hosted a symposium on consumer policy in honor of the retirement of Dr. John R. Burton. All seven of the papers presented addressed, either directly or indirectly, the nature of the consumer interest. In the companion piece to this article, Dr. Stephen Brobeck, executive director of the Consumer Federation of America (CFA), describes how a major consumer advocacy organization like CFA decides what public policy positions are in the consumer interest. In this article, Michael Burton, an assistant professor of political science at Ohio University and the son of the symposium's honoree, draws on his experience on the staffs of Congressman Paul E. Kanjorski (1991–93) and Vice President Al Gore (1993–98) to describe and defend the art of compromise in advancing the consumer interest. –Robert N. Mayer, University of Utah     

The Gendering of Air Canada: A Critical Hermeneutic Approach

Through the use of critical hermeneutics, the paper provides a deep analysis and offers clues as to how management, through the power of communication, can contribute to producing and reproducing embedded gender‐based assumptions and values through organizational culture, which can both enable and constrain organizational members. It examines gender discrimination as it relates to employment equity in a well‐known airline. We show how an organizational culture, supported by society and communicated through language, can impede progress within an organization through the power of language, and highlight a number of clues as to the processes of gender discrimination at work. Copyright © 2011 ASAC. Published by John Wiley & Sons, Ltd.     

“Me” versus “We” in moral dilemmas: Group composition and social influence effects on group utilitarianism

The paper is one of the first empirical attempts that builds on the moral dilemmas and group rationality literature to explore the way in which group composition with respect to group members’ individual choices in moral dilemmas and social influence processes impact on group moral choices. First individually and then, in small groups, 221 participants were asked to decide on 10 moral dilemmas. Our results show that emergent group level utilitarianism is higher than the average individual utilitarianism, yet, lower than the highest individual utilitarianism within groups. We also show that average individual utilitarianism positively predicts group utilitarianism while group fragmentation in individual utilitarianism has a negative effect on group utilitarianism. Next to group composition, minority influence processes explain additional variance in group utilitarianism, cognitive dissent having a positive influence, while normative deviance a negative influence on group utilitarianism. Majority influence has no significant influence on group utilitarianism. Finally, our results show that the relationship between group fragmentation in individual utilitarianism and emergent group utilitarianism is mediated by the two forms of minority influence.     

Professional Ethics – a Managerial Opportunity in Emerging Organizations

Professional Ethics, viewed as a managerial challenge and opportunity in this study, deals with the often overlooked conceptions, actions and behavior of individuals who see themselves both as members of a profession and as members of an organization. Managers have to deal with this dual loyalty and inherent potential for conflict. This is of particular importance for new types of organizations when wanting to develop and sustain an ethical platform for the ultimate goal – assuring that future business decisions of individuals are in "ethical balance" with the organization's own values and goals.     

Children's relationships with brands: “True love” or “one‐night” stand?

Group and individual interviews were conducted to examine relationships developed between children and brands in the family setting. Children's stories about brands suggest that they develop relationships with a wide range of brands and these relationships are imbedded in the social environment where children live and grow. Interpersonal relationship metaphors were utilized to describe different forms of child–brand relationships. The article concludes that children's relationships with brands serve important functions in their lives and have significant implications for marketers. © 2002 Wiley Periodicals, Inc.     

“What is my currency risk?”

Before a company can manage the currency risks associated with doing business abroad, it must clearly identify and define the risks to be managed. This isn't as easy as it seems. There are transactional risks, but there are also hidden risks that don't show up on financial statements.     

“Economy Size” Labels and Consumer Welfare

The main purpose of the Fair Packaging and Labelling Act (FPLA) as stated in the act is “… to promote labeling and packaging practices with respect to packaged consumer commodities which will facilitate value comparisons by consumers.” Justification and actual implementation of the portion of the FPLA dealing with economy size labels are analyzed from the consumer's point of view. Because of loopholes and the limitation of enforcement activity to the manufacturer-level, the law fails to protect the consumer. Remedies to the existing situation are presented.     

Love,Forgiveness, and Trust: Critical Values of the Modern Leader

In a world that has become increasingly dependent upon employee ownership, commitment, and initiative, organizations need leaders who can inspire their␣employees and motivate them individually. Love, forgiveness, and trust are critical values of today’s organization leaders who are committed to maximizing value for organizations while helping organization members to become their best. We explain the importance of love, forgiveness, and trust in the modern organization and identify 10 commonalities of these virtues.     

Organizational Ethical Culture: Real or Imagined?

Can companies be identified by how ethical they are? The concept of organizational culture suggests that organizations have identifiable cultures of which ethics are a part. By definition culture is the shared beliefs of an organization's members, hence the ethical culture of an organization would be reflected in the beliefs about the ethics of an organization which are shared by its members. Thus, it is logical to conceptualize the ethics of different organizations as existing on a continuum bounded at one end by unethical companies and at the other, highly ethical companies. This research assesses the efficacy of the existing measure of organizational ethical culture for identifying the ethical status of organizations on a this continuum. Results suggest that the Ethical Culture Questionnaire designed by Trevino, Butterfield and McCabe (1995) measures individual perceptions regarding organizational ethics but does not identify shared beliefs about an organizationÕs ethical culture.     

Trust in the Board: A Strategic Imperative in Times of Uncertainty

ABSTRACT

In turbulent environments, investors seek to minimize risk. Many public/nonprofit organizations evoke a sense of trust in their members by maintaining boards of directors. This study examined faculty member attitudes about the public/nonprofit institutions and boards who manage their retirement funds (n = 240). A structural model revealed that investors developed trust in the board when they view the organization positively through reliable communication, a sense of shared values and retirement funds that perform soundly. As a mediator of attitude toward the organization trust in the board also diminished investor perceptions of risk, and partially explained whether members cooperated and continued with the organization. The findings support trust as a key intervening factor in member-organization relationships and suggest building trust in board governance as an effective way to reduce uncertainty.     

Aligning employees through “line of sight”

Aligning employees with the firm's larger strategic goals is critical if organizations hope to manage their human capital effectively and ultimately attain strategic success. An important component of attaining and sustaining this alignment is for employees to have a “line of sight” (LOS) with their organization's strategic objectives. In this article, we illustrate how the translation of calculated firm goals into tangible results requires that employees not only understand the organization's strategy, but also accurately appreciate what actions are aligned with realizing that strategy. Using recent empirical evidence, theoretical insights, and tangible examples of exemplary firm practices, we provide thought-leaders with a comprehensive view of LOS by showing how it can be created, how it can be enhanced or stifled, and how it can be effectively managed. Further, we integrate LOS with current thinking on employee alignment to help managers more effectively benefit from understanding human capital potential.     

企业内剥夺:表现、成因及影响——家族企业职业经理人管理者权力探析

企业内剥夺即因管理者权力缺失而导致家族企业控股股东对职业经理人利益的损害,具体表现为职业经理人剩余索取权、剩余控制权及合约控制权被剥夺,其形成及程度取决于家族控股比例、家族成员的岗位干预程度、企业业务范围、家族企业控股股东个人能力等因素.企业内剥夺严重影响了职业经理人的人力资本激励,阻碍了企业发展所依托的组织能力、核心能力的及时培育,导致企业难以实现规模化和社会化.     

Saying “No” to Cake or “Yes” to Kale: Approach and Avoidance Strategies in Pursuit of Health Goals

In developing plans for achieving health‐related goals, two fundamentally different strategies are often used: focusing on healthy foods that one should include in their diet, such as kale (referred to as “approach”), and focusing on unhealthy foods that one should exclude from their diet, such as cake (referred to as “avoidance”). The present research examines the differential effectiveness of approach‐ and avoidance‐based strategies across levels of self‐control, highlighting differences in food choices. The results reveal that those low in self‐control focus on avoidance items they really like and approach items that are less appealing, while those higher in self‐control show an opposite pattern, leading to more‐motivating plans. In addition, the results show that the self‐control by strategy type interaction on liking leads to differences in propensity to choose healthy items. Overall, this research highlights the importance of understanding differences in the implementation of commonly recommended strategies to improve one's health and wellness.