Mentoring: a model for leadership development?

There appears to be a paucity of research on mentoring senior leaders (Hobson & Sharp, 2005) and yet a growing interest in the development of leadership through experience (Abra et al., 2003; McCauley et al., 1998). This paper therefore presents and evaluates a case study of a pilot mentoring scheme and programme for Directors of Finance (DoFs) in the UK National Health Service. The paper reviews DoFs’ leadership needs within the three broad categories of pragmatism, effectiveness and sustainability, and provides a case study detailing the pilot mentoring scheme and programme. Values and challenges posed by this initiative as a model for leadership development are considered, and lead to the identification of eight cross‐cutting tensions connected to mentoring senior leaders. This analysis provides lessons for the ongoing initiative and indicates key learning about managing mentoring and mentoring senior leaders that it is hoped will be of value beyond the scope of this study.     

Too many theories,too few facts? What the data tell us about the link between span of control,compensation and career dynamics

In this paper, we use a unique personnel dataset from a large European firm in an high tech manufacturing industry that provides information about hierarchical relationships. This unusually rare feature allows us to identify the chain of command. We provide a few stylized facts about the link between span of control, compensation and career dynamics and relate our findings to the existing theoretical literature of hierarchies in organizations: the assignment model, the incentives model, the information processing model, the supervision model, and the knowledge-based hierarchy model. We observe an increase in the span, an increase in wage inequality between job levels, and the introduction of a new hierarchical level. We also find that higher spans of control are associated with higher wages. The knowledge-based hierarchy provides the most likely explanation for these results when communication costs are decreasing. However, we also find evidence of learning and reallocation of talent within and across job levels, a finding that can not be explained by a static model of knowledge based hierarchy but rather by dynamic models of careers in organizations. Finally, we provide a few suggestions to enrich the existing theoretical literature and reconcile it with the facts.     

Project Leadership Influences Resistance to Change: The Case of the Canadian Public Service

This article analyzes how leadership affects resistance to change in projects. Using Dulewicz and Higgs' (2005) leadership framework in the context of the Canadian Public Service, types of resistance and factors influencing them were listed, leading to the identification of competence areas for the project manager. It was found that an engaging leadership style, developed through proper training, effectively reduced resistance to change. Other factors, such as the inclusion of affected people in the decisions, as well as a formal project management methodology, were instrumental in reducing resistance. Finally, upper management support was identified to be a mandatory success factor.     

Labor‐saving technologies and structural transformation in northern Ghana

Labor‐saving technologies played a fundamental role historically in the structural transformation of agrarian economies. We focus on an emerging labor‐saving trend in Ghana, use of motorized tricycles (MTs), which provide an affordable alternative to manually transferring crops from plots to homestead. A household survey collected in 2017 in northern Ghana is used to shed light on how the time savings made available by using MTs may be converted into activities that enhance agricultural productivity and/or diversify the household away from agriculture. Detailed information collected on the agricultural production and agro‐processing behavior of 1,400 households allows us to examine the above transformative channels. Ordinary least squares and instrumental variable regressions are applied to quantify the effect of MTs on related outcomes. We find households are able to diversify their farming activities into selling processed agricultural goods with the time savings provided through MT adoption. Policies aimed to foster the diffusion of MTs elsewhere in Ghana may expedite structural change and, hence, economic growth.     

Small firms and internationalisation: learning to manage and managing to learn

Small firms contribute significantly to the UK economy, but most research into learning and work features the experience of large organisations. This article focuses on learning and work in small organisations. An interpretive framework relating to organisational learning is derived from the literature. Data on learning in small firms that internationalise are analysed to assess the extent to which models of organisational learning are applicable to the context and challenges they face. The article suggests that the large firm model of learning is inappropriate; the distinctive culture and communication systems of small organisations require different approaches to the acquisition, transmission and interpretation of knowledge. Tacit knowledge, developed through informal learning, is a priority and learning through local business networks is more important than participation in formal programmes. Advocacy of human resource development (HRD) practices based on conventional theories of organisational learning, therefore, may hinder rather than encourage performance in small organisations.     

Firm-Level Influences on Forms of Employment and Pay in Russia

This article examines forms of employment and compensation in a sample of 44 Russian enterprises in 1996. The incidence of employee participation in decision making is highest in employee-owned enterprises. Otherwise, ownership has little impact. Effects of industry, size, resources, and transaction costs are consistent with Western experience. The employment relation in contemporary Russian enterprises is thus not so deeply embedded in institutional influences as to be insensitive to conditions prevailing in individual workplaces.     

Health expenditure models: A comparison using panel data

In this article, we focus on the estimation of outpatient expenditures with panel data. We model the logarithm of expenditures and consider five different models. The first two are two-part and sample selection cross-section models. Two-part panel data models turn out to be inappropriate for dealing with expenditures. We thus estimate sample selection models with panel data: one without a lagged dependent variable and two with a lagged dependent variable. These two latter models differ in their assumptions on the variance of the residuals. Modelling heteroscedasticity may indeed be important to avoid the bias due to the retransformation problem. We show that lagged dependent variables are important factors for heteroscedasticity. For the models with state dependence, we provide a new solution to the initial conditions problem by controlling for generalised residuals. We establish that panel data models highly improve the correlation explained by the model in the time-series dimension without damaging the fit in the cross-section dimension. For all indicators of fit, the model with state dependence and heteroscedasticity seems to dominate the others.