HRM in dynamic environments: Exploitative,exploratory, and ambidextrous HR architectures

Abstract

The current economic crisis has brought to the fore the need for firms to deal with ambiguity and complexity. Hence, firms need a specific balance between exploration and exploitation in order to keep pace with varying and changing environmental conditions. Hitherto, there is limited research that has examined the nexus of HR architectures, ambidexterity, and environmental dynamics. In this conceptual paper we ask: How do HR architectures serve as a means of balancing exploitative and exploratory learning in different dynamic environments? We explain how exploratory, exploitative, and ambidextrous HR architectures with their embedded HRM systems on the business unit level enable organizations to meet different environmental requirements. Thus, firms in which heterogeneous demands for flexibility and for innovation co-exist need to develop internally differentiated HR architectures. In particular, we elucidate how critical the organization’s ability is to connect different HRM systems to create an ambidextrous HR architecture to find an appropriate balance between exploration and exploitation.     

The value of concepts in human development as the basis of all development

In an intercultural situation, universally the problems of transfer of concepts are numerable. In most situations a large number of people have to study and communicate through a second language, which makes the transfer of concepts even more diflicult It is therefore important to know what concepts are. the role that they play in learning and to have an understanding of the important things around us. in order to handle the real‐life world as efficiently as possible. Concepts are formed by means of the mother tongue and it is difficult to translate these into another language early in life.

Only after all the basic concepts are formed and the second language has developed sufficiently, can concepts be translated into this second language. No man can be educated efficiently if he is not in a position to handle concepts effectively. As a result of this, all development is seriously hampered.     

Options‐based HRM,intellectual capital,and exploratory and exploitative learning in law firms' practice groups

The current study intends to uncover the strategic contribution of human resource management by introducing a unique construct of options‐based (vis‐à‐vis project‐based) HRM and examining its links to intellectual capital and exploratory and exploitative learning in the context of law firms' practice groups. Empirical results show that options‐based HRM is positively related to the practice group's explorative and exploitative learning. The intellectual capital mediates the relationships between options‐based HRM and the practice group's learning for exploration and exploitation. This study makes a valuable contribution to the HRM literature by establishing the mechanisms by which HRM enables organizational learning and extending the scope of HRM research to professional service firms. Our findings also provide valuable implications for the literature of organizational learning. © 2012 Wiley Periodicals, Inc.     

Intra-industry trade and heterogeneity in pollution emission

This paper develops a model of intermediate goods firms heterogeneity with respect to a pollution parameter to analyze the effects of intra-industry trade on final good output, pollution and welfare. By focusing on intra-industry trade we consider trade between similar countries. We analyze both trade between developed countries, and trade between developing countries. In our model, final good producers pay an environmental tax on the total pollution emitted in their country. Therefore, final good producers determine the overall level of pollution by demanding ‘cleaner’ or ‘dirtier’ intermediate goods. To focus on intra-industry trade we consider only intermediate goods firms trade. We analyze three scenarios: closed economy; open economy with no impediments to trade; and open economy with transportation cost. Our main findings are: i. a developing country closed to trade faces lower final good output and higher total pollution and is thus worse off than a developed country; ii. countries are better off under trade than under autarky, regardless of their development level; and iii. an open economy with low transportation costs are better off than an open economy with no impediments to trade.     

Einzelbesprechungen

Ohne ZusammenfassungAus dem Französischen übersetzt von Alexander Gerschenkron, WienAus dem Italienischen übersetzt von Alexander Gerschenkron, WienÜbersetzung aus dem Italienischen von Erich Allina, WienAus dem Italienischen übersetzt von Erich Allina, Wien     

Whose Human Capital? The Challenge of Value Capture When Capital is Embedded

abstract    Current approaches that position human capital as central to value generation in knowledge-based industries obscure the importance of the relational nature of knowledge production. That is, separable and embodied forms of capital are interdependent in value creation and capture processes. We identify a relational form of capital, embedded capital, which we argue is the critical resource in knowledge-based industries such as professional services firms, because it allows us to include agency and interdependency in the value capture process. These dimensions have previously been overlooked by the resource-based view of the firm. Examples of embedded capital include brand value, processes and procedures. The deployment of embedded capital is also not clearly controlled by either the firm or individual employees. A model is developed to illustrate the links between each form of capital, and the processes of value capture. This conceptual identification of the embedded form of capital is therefore of importance to future value creation and capture debates.     

Knowledge‐intensive firms: the influence of the client on HR systems

HR systems play a critical role in growing knowledge‐intensive firms (KIFs) by facilitating the conversion of human capital into intellectual capital, which has market value. However, the choice of HR system is constrained by the relatively small number of clients they have in business‐to‐business relationships. This article seeks to understand how and why these client relationships affect the choice of HR practices in these firms. We address this issue by drawing on extensive empirical research currently under way in KIFs. Our research shows that HR practices can be influenced strongly by the client, both directly and indirectly. However, some KIFs will use their HR practices as a means of managing the relationships they have with their clients by shaping their boundaries with their clients and building organisational, professional and client identities. The varying client influence can be understood by examining the nature of the power relationship between the client and supplier, which is influenced by the uniqueness of the services provided. This has implications for our understanding of the factors affecting the exercise of a constrained choice of HR systems.     

A system for evaluating social welfare programs and allocating contributed resources based on citizen input

This paper describes the development and implementation of a social welfare program evaluation system developed by a Community Council to aid the resource allocation decision process of a local United Way. The system assigns a “utility” measure to each program based on how the program satisfies the long-term social welfare goals of the community adjusted for the effect of short range, time dependent criteria affecting the region. Data for the processes described was obtained by quantifying the subjective feelings of the individual members of the Community Council. The results have been accepted by the United Way Organization and are currently being used to assist in the planning and resource allocation functions of the fund.     

Negotiating a Stable Government: An Application of Bargaining Theory to a Coalition Formation Model

In this paper, we apply bargaining theory to a certain model of coalition formation. The notions of a feasible government and a stable government are central in the model considered. By a government, we mean a pair consisting of a majority coalition and a policy supported by this coalition. The aim of this paper is to establish which stable government should be created if more than one stable government exists or, in case there is no stable one, which feasible government should be formed if more than one feasible government exists. Several bargaining procedures leading to the choice of one stable (or feasible) government are proposed. We define bargaining games in which only parties belonging to at least one stable (or feasible) government bargain over the creation of a government. We consider different bargaining costs. We investigate subgame perfect equilibria of the bargaining games defined. It turns out that the prospects of a party depend on the procedure applied, and on the bargaining costs assumed. We also apply the coalition formation model to the Polish Parliament after the 2001 elections and apply the different bargaining games for the creation of a government to this example.