Consultation and communication in family businesses in Great Britain

Nationally representative data on family businesses are available in the 1998 Workplace Employee Relations Survey, alongside comparable information for other types of firms. We use these data to compare differences in the use of different consultation and communication procedures. We cover such practices as the use of direct communication schemes (e.g. briefings; the provision of information on financial performance to the workforce) as opposed to indirect methods such as the use of joint consultative committees. There is an a priori expectation in the literature that family-owned businesses are either more likely to use direct forms of communication (vis-à-vis indirect forms) or that they will not be involved in direct communication or consultation with their employees, and we test this using multivariate techniques. Finally, we consider whether the type of consultation/communication structure matters in terms of establishment performance, and what differences exist with respect to family-owned businesses. In particular, this paper tests if those firms that consult directly with staff, as opposed to those that consult through joint consultative committees or trade unions, have higher productivity and/or other measures of performance. Concurrently we test whether there are separate ‘family business’ effects or whether it is generally establishment size that ‘matters’, by estimating a model for family-owned and non-family-owned establishments. In general, our results show that not only do family-owned establishments have lower levels of communication and consultation, but, when the latter is present, this does not generally translate into greater economic benefits (as is the case in non-family-owned firms).     

Joint Venture Formation and Internationalization: A Japanese MNEs' Perspective

This article examines relationships among top-management-team composition, group processes, and the effects of those processes on cohesion for international joint venture teams in Thailand. For culturally diverse teams, demographic elements (member age, length of team tenure, level of education, functional expertise) and cultural characteristics (country of education, nationality, affiliation with a parent organization, primary language spoken) define heterogeneity. Overall, demographic heterogeneity had a significant influence on openness among team members and on cohesion when mediated by openness. Cultural heterogeneity had a significant influence on openness and cohesion among team members, with loyalty and openness having a significant influence on cohesion.     

‘It is the People that Have Made Glen Innes’: State‐led Gentrification and the Reconfiguration of Urban Life in Auckland

Public or state housing has ordinarily been viewed as an impediment to the forces of gentrification, as private property owners or developers are limited in their ability to purchase, renovate or redevelop houses in otherwise desirable areas. As a result, neighbourhoods with significant proportions of state‐housing and low‐income residents have often been able to establish unique identity and character, sense of place and belonging and strong social support networks. This article examines changes underway in Glen Innes, a central suburb of New Zealand's largest city, Auckland. Here, established norms around community and urban life are being rapidly and radically reworked through a wave of state‐led gentrification. We focus on experiences of displacement, the disruption of long‐established community forms, and the reconfiguration of urban life. Our particular contribution is to consider the speed and trauma of gentrification when the state is involved, the slippage between rhetoric and reality on the ground, and the challenges of researchers seeking to trace the impacts of gentrification in the lives of those who have been displaced.     

An Analysis of Australian Final Year Accountancy Students' Ethical Attitudes

Ethical behaviour is a critical component of theaccountancy/auditing profession. This study examines ethicalattitudes of final year accountancy students in Australia.Students were surveyed as to whether they would accept a bribe todefraud a public institution (Taxation Office) or shareholders,cheat in an exam, and/or become whistleblowers in differingcircumstances. A high proportion of students appeared willing toaccept the bribe (25% Taxation Office and 20% shareholders). Thispercentage plummeted when the risk of being caught was introduced(9% Taxation Office and 6% shareholders). The difference betweenmale and female responses was significant. Males appeared fourtimes more likely than females to act unethically. 28% ofstudents appeared willing to cheat in an exam. Interestingly,the difference between male and female responses was lesssignificant. Again the risk of being caught drastically reducedthese figures (6%). Just greater than 50% of students appearedwilling to become whistleblowers for the frauds against theTaxation Office and shareholders, however, only 8% wouldwhistleblow on cheating in an examination. Finally theimplications for educators, attempting to provide effectiveethical education for trainee accountants/auditors, are considered.     

Does executive compensation incentivize managers to create effective internal control systems?

We examine the relation between CFO compensation and the effectiveness of internal control structures under SOX, Section 404. Given the growing evidence of an uncoupling of pay from performance, we conduct our analysis using a two-stage regression. In our first stage model, we decompose compensation into its fitted (i.e., explained by firms’ economic characteristics) and residual (i.e., unexplained) components. In our second stage model, we estimate a logit regression of internal control effectiveness on both the fitted and residual components of compensation. Overall, we find that internal control effectiveness is related to the fitted components of compensation, but unrelated to the residual components. These relations exist for aggregate compensation, as well as its individual components (i.e., salary, bonus, equity-based). Our findings suggest that fitted compensation increases the probability of effective internal controls. Conversely, residual compensation does not affect this probability, suggesting that it reflects pay without performance. Our findings inform regulators and standard setters of the often unforeseen costs of increased regulation.     

Value Innovation in Export Marketing Strategy: The Case of a Canadian Firm in Japan

Maple Leaf Foods Inc. maintains a market leadership in Canada for its food processing and export business and sustains its relatively high growth. MLF has an innovative approach to strategy as it reduces head-to-head competition with other major pork exporters in Japan and raises its premium image with an innovative food safety program. MLF is creating a new market segment in Japan's pork market by positioning itself between the domestic premium segment and the import commoditized segment and attracting consumers who are interested in both brand and price. This article illustrates how MLF innovates value in a competitive marketplace, using Kim and Mauborgne's blue ocean strategy framework.     

Sustainable agricultural intensification: the role of cardamom agroforestry in the East Usambaras,Tanzania

The East Usambaras in Tanzania are a tropical biodiversity hotspot where current agricultural management practices pose threats to forest conservation and development objectives. Promoting sustainable agricultural intensification (SAI) would improve long-term productivity and reduce pressure on forest reserves. The study objective was to identify household-level characteristics that influence adoption of improved management practices, specifically soil replenishment practices, in order to identify opportunities and constraints to scaling up SAI to landscape level. First, three common farming systems and a fourth agroforestry (AF) model were developed to estimate the relative profitability of incorporating fallow, manure, and non-timber forest product activities. Next, household surveys were conducted and a logistic regression analysis was used to measure the influence of socioeconomic characteristics, physical and financial assets, tenure security, and plot-specific attributes on adoption of soil replenishment practices that were specified in the model. Findings showed that the AF model was financially competitive but raises opportunity costs to labour when compared to common systems. Marital status, household size, remittances, credit access, and tenure security significantly influenced adoption of fallow and applying organic inputs. Significant plot-specific attributes included perceived fertility and distance from the homestead. Policies to scale up SAI should consider these factors and emphasize improving markets for AF species and extension services.