Impact of organizational and buyer characteristics on the buying center

A mail survey of 200 organizational buyers was conducted to determine if the number of individuals in the buying center or the amount of perceived self-influence varied by organizational and buyer characteristics or by the type of purchase decision. The results of the study indicate that the type and size of the firm, as well as the buyer's educational level, affect both the number of individuals in the buying center and the amount of perceived self-influence of the organizational buyer. The results further indicate that the size of the buying center increases and the amount of perceived self-influence decreases as the purchase decision becomes more complex.     

A comparison of the performance of open-and closed-end investment companies

This paper investigates the impact of corporate structure on the return performance and related operational characteristics of open- and closed-end investment companies. A statistical model is used to test for differences in several characteristics of these two different types of funds. The results show that there are differences in the returns of open-and closed-end funds, as well as differences in turnover and expenses of funds with different corporate structures. Moreover, the results are surprising in that they are significantly affected by the type of security held in the funds.     

Strategic benefits to firms issuing private equity placements

For young technology firms, acquiring resources can often be costly due to the information asymmetry and uncertainty that exist surrounding the new technology. We contend that firms able to issue private equity can better manage their ability to mobilize three kinds of resources: capital, research partners, and commercial partners. We investigate the existence of long‐term, strategic benefits to private placements, and a number of factors may determine the long‐term effectiveness of this governance form. Overall, the empirical analyses demonstrates that private placements provide long‐term benefits to firms by reducing hazards associated with information asymmetry. Copyright © 2003 John Wiley & Sons, Ltd.     

Stakeholder management and the stakeholder matrix: Potential strategic marketing tools

This article examines how marketers may be able to apply the stakeholder management process and the stakeholder matrix to marketing strategy formation. Existing marketing theory does not utilize the stakeholder management process when undertaking strategic marketing planing, although most marketing theory implicitly identifies the need to develop strategies that address the needs of multiple groups or stakeholders. By understanding and applying stakeholder theory, marketers should be able to develop more effective marketing strategies. While there is extensive management literature examining stakeholder theory, there is little marketing literature in this area, and this article attempts to partially fill this gap.     

Designing the innovating organization

The innovating organization described is one that recognizes and formalizes the roles, processes, rewards, and people practices that naturally lead to innovations. The point we have emphasized throughout this article is that the organization that purposely designs these roles and processes is more likely to generate innovations than is an organization that doesn't plan for this function. Such a purposely designed organization is needed to overcome the obstacles to innovation. Because innovation is destructive to many established groups, it will be resisted. Innovation is contrary to operations and will be ignored. These and other obstacles are more likely to be overcome if the organization is designed specifically to innovate.Managers have tried to overcome these obstacles by creating venture groups, by hiring some entrepreneurs, by creating “breakthrough funds,” or by offering special incentives. These are good policies but by themselves will not accomplish the goal. Figure 1 conveyed the message that a consistent set of policies concerning structure, process, rewards, and people are needed. The innovating organization is illustrated in Figure 7. It is the combination of idea people, reservations in which they can operate, sponsors to supervise them, funding for their ideas, and rewards for their success that increase the odds in favor of innovation. Simply implementing one or two of these practices will result in failure and will only give people the impression that such practices do not work. A consistent combination of such practices will create an innovating organization that will work.