A new game plan for C players

It's a big driver of business success, but one that executives are loath to talk about: upgrading the talent pool by weeding out "C" players from management. These aren't the incompetent or unethical managers whom organizations dismiss without a backward glance; C performers deliver results that are acceptable--barely--but they fail to innovate or to inspire the people they lead. The authors of The War for Talent have studied what it takes to upgrade an organization's talent pool. In this article, they explore the hidden costs of tolerating under-performance and acknowledge the reasons why executives may shy away from dealing decisively with C players. They recommend that organizations take an "iron hand in a velvet glove" approach to managing subpar performers. That is, companies should establish rigorous, disciplined processes for assessing and dealing with low-performing managers but still treat them with respect. The authors outline three ironhanded steps. First, executives must identify C players by evaluating their talents and distributing employee performances along an assessment curve. Second, executives must agree on explicit action plans that articulate the improvements or changes that C performers must achieve within six to 12 months. And third, executives should hold managers accountable for carrying out the action plans. Without such discipline, procrastination, rationalization, and inaction will prevail. The authors also emphasize the need for the "velvet glove." Executives must ensure that low performers are treated with dignity, so they should offer candid feedback, instructive coaching, and generous severance packages and outplacement support. The authors' approach isn't about being tough on people; it's about being relentlessly focused on performance.     

Bibliometric assessment of research performance in Flanders: policy background and implications

We illustrate the use of bibliometric tools in the evaluation of scientific research conducted at Flemish universities and publicly funded research organisations, and in the assessment of scientific-technological performance in Flanders in the field of information technology. We sketch the policy background of a number of studies conducted during the past 6 years in Flanders. These studies have provided useful information to evaluators and policy makers in Flanders, and have generated indirect effects on policy decisions, as their outcomes were used in the policy debate to raise relevant questions, clarify concepts or distinctions, question assumptions or to substantiate impressions.     

Juridisch Germanisme

Hilversum, 1 Maart 1902Door omstandigheden is de opname van dit artikel onwillekeurig vertraagd.Red.     

HRM Practices,Organizational Citizenship Behaviour,and Performance: A Multi‐Level Analysis

We examine the relationship between HRM practices, conceptualized at the workplace level, and individual employee attitudes and behaviour. We focus on two possible explanations for the relationship: social exchange and job influence/employee discretion. Findings from a study of employees in North‐East England suggest that there is a positive impact of HRM practices on organizational citizenship behaviour, through an effect on perceived job influence/discretion. There was no such effect for perceived organizational support. These findings provide support for a job influence and opportunity explanation of HRM effects on employee attitudes and behaviour.     

Crop Price Indemnified Loans for Farmers: A Pilot Experiment in Rural Ghana

Farmers face a particular set of risks that complicate the decision to borrow. We use a randomized experiment to investigate (1) the role of crop‐price risk in reducing demand for credit among farmers and (2) how risk mitigation changes farmers’ investment decisions. In Ghana, we offer farmers loans with an indemnity component that forgives 50 percent of the loan if crop prices drop below a threshold price. A control group is offered a standard loan product at the same interest rate. Loan uptake is high among all farmers and the indemnity component has little impact on uptake or other outcomes of interest.     

Integrating business risk into auditor judgment about the risk of material misstatement: The influence of a strategic-systems-audit approach

Auditing standards direct auditors to consider business risk and other risk factors when they evaluate the overall risk of material misstatement during the planning phase of an audit. Large audit firms generally use either a strategic-systems approach (SSA) or a transaction-focused approach (TFA) to evaluate misstatement risk. This study used data from a laboratory experiment to examine whether (1) being trained to use either SSA or TFA and (2) analyzing information organized in an SSA or TFA format influence the extent to which auditors integrate knowledge of business risk into their judgment about the likelihood of financial misstatement. Only auditors trained to use SSA who analyzed information provided in an SSA format effectively integrated business risk assessments with their assessment of the risk of material misstatement.     

Examining alternative futures: Theoretical considerations

In consequence of world population growth, technological dependence and natural resource depletion, mankind, especially in the developed world, which operates with a free-trade tradition, faces unprecedented challenges to civilised survival. Following the Harrison Brown precedent in assessing the dynamics of social systems' responses to survival pressures, the authors have selected themes of theoretical social science and juxtaposed them for insights into the nature of and paths to our collective future, here characterised in three alternative scenarios.