Chimezie A.B. Osigweh and William R. Hutchison
Traditional disciplinary procedures place too muchemphasis on punishment. A system of “positivediscipline” is described that is performance basedand allows individual employees…
Abstract
Traditional disciplinary procedures place too much emphasis on punishment. A system of “positive discipline” is described that is performance based and allows individual employees the opportunity, through a day′s paid absence, to make their own decisions about work problems – identified by the employer but discussed in terms of positive changes in behaviour or practice.
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The use of cases to develop management skills is generally known asthe “case approach”. This approach is reviewed from anhistorical perspective and its utility in management…
Abstract
The use of cases to develop management skills is generally known as the “case approach”. This approach is reviewed from an historical perspective and its utility in management development is examined. It is concluded that it is not a management training panacea regardless of its numerous appeals; that its effective use places a major set of requirements on the instructor; that there is still a general paucity of well‐designed studies on the merits or demerits of the approach, and finally, that a wide range of instructor roles and pedagogic techniques or practices exist for implementing it.
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Hamad S. Al‐Daeaj, Bahman P. Ebrahimi, Mary S. Thibodeaux and Ercan G. Nasif
Relationships between multinational corporations (MNCs) and developing nations are known to have benefits as well as costs, particularly for the host country. The purpose of this…
Abstract
Relationships between multinational corporations (MNCs) and developing nations are known to have benefits as well as costs, particularly for the host country. The purpose of this study was to investigate the perceptions of managers on the effects of MNCs on a developing nation. Using a sample of 1344 Arab and non‐Arab managers in Kuwait, the authors find the respondents perceive positive effects of MNCs on the business‐economic, legal‐political, and technological environments of the country. However, the effects of MNCs on the social‐cultural environment in Kuwait are perceived as negative. The authors recommend that MNCs operating in Kuwait be sensitive to these perceptions to ensure harmony in future business ventures.
Marit Engen, Lars Fuglsang, Tiina Tuominen, Jon Sundbo, Jørn Kjølseth Møller, Ada Scupola and Flemming Sørensen
Employees are considered as important contributors to service innovation, but the literature is not unanimous about what employee involvement in service innovation entails. To…
Abstract
Purpose
Employees are considered as important contributors to service innovation, but the literature is not unanimous about what employee involvement in service innovation entails. To advance theoretical understanding of the topic, this paper develops a conceptual framework for analysing employee involvement in service innovations, reviews existing research on the topic and proposes a research agenda.
Design/methodology/approach
Different modes of employee involvement in service innovation are distinguished based on two dimensions: (1) the intensity of employee influence on service innovation and (2) the breadth of the innovation activity in which employees are involved. This conceptual framework is abductively developed through a literature review of empirical service innovation studies to identify and analyse whether and how these modes of employee involvement are manifested in the service innovation literature.
Findings
The findings delineate six modes of employee involvement in the reviewed service innovation studies. Employees are primarily seen as having a strong influence on situated innovation activities but a limited influence on systemic innovation activities. The findings show that more research is needed to assess the connections between different modes of employee involvement.
Practical implications
The findings can be used by practitioners to assess the possibilities different modes of employee involvement may bring to service innovation activities.
Originality/value
The proposed conceptual framework and the analysis of current research and research gaps in service innovation studies provide a clear research agenda for progressing multidimensional understanding of employee involvement in service innovation.
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The aim of this study is to investigate the market status for online/mobile banking in China. With the recent and forecasted high growth of Chinese electronic banking, it has the…
Abstract
Purpose
The aim of this study is to investigate the market status for online/mobile banking in China. With the recent and forecasted high growth of Chinese electronic banking, it has the potential to develop into a world‐scale internet economy and requires examination.
Design/methodology/approach
The demographic, attitudinal and behavioural characteristics of online and mobile bank users were examined. Respondents from six major Chinese cities participated in the consumer survey.
Findings
The results showed Chinese online and mobile bank users were predominantly males, not necessarily young and highly educated, in contrast with the electronic bank users in the West. The issue of security was found to be the most important factor that motivated Chinese consumer adoption of online banking. Main barriers to online banking were the perception of risks, computer and technological skills and Chinese traditional cash‐carry banking culture. The barriers to mobile banking adoption were lack of awareness and understanding of the benefits provided by mobile banking.
Originality/value
This study offers an insight into online/mobile banking in China, which has not previously been investigated. Distinct differences and common trends between Chinese and other countries were observed with clear indication of marketing strategy to be deployed by the service providers.
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With an increasing number of foreign enterprises operating in China, there is a need to focus on the motivation of Chinese workers in such enterprises, and the way that human…
Abstract
With an increasing number of foreign enterprises operating in China, there is a need to focus on the motivation of Chinese workers in such enterprises, and the way that human resource management practices address Chinese work values and motivational factors. Problems of productivity and retention of employees have been reported which reflect on the ways foreign companies attempt to motivate Chinese employees, often relying on practices drawn from concepts which work in the West. This article first looks at such Western practices, explaining why they might not work in a Chinese context. Chinese work values and motivation are compared with these approaches and propositions advanced to indicate how Chinese employees may be motivated. These are then compared with current practices and attitudes within foreign firms and joint ventures in China. For the latter a study of 13 companies in Beijing is reported, and the efficacy of policies and practices is questioned. Recommendations include the need for organisations to affect structural and policy changes in the areas of rules and procedures, reward systems, corporate identity and career planning. The provision of appropriate expatriate manager training is also suggested.
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This monograph reports and compares “desirable” leadership traits, and leadership traits actual exhibited by managers and supervisors as defined by responses on the original…
Abstract
This monograph reports and compares “desirable” leadership traits, and leadership traits actual exhibited by managers and supervisors as defined by responses on the original English and a Chinese language translation of the Ohio State University leadership behaviour description questionnaire XII (LBDQ XII). From anecdotal evidence and personal experience, the researcher found considerable difficulty in transferring research results from Hong Kong, Taiwan and Singapore to useful practice in the interior of China and performed this study in an attempt to gain understanding for management training courses. Data was collected for 220 managers and supervisors in two hotels in the interior of China. Both expatriate and indigenous Chinese managers were included. All supervisors were Chinese. A significant (p < 0.05) difference between Chinese and non‐Chinese expatriates was observed for factor: Tolerance of Freedom, interestingly, with the Chinese managers indicating more tolerance of freedom than the expatriate managers. Nonetheless, Chinese supervisors believed the ideal manager should be even more tolerant of freedom than their managers (p < 0.01).
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Raymond Hogler, Michael A. Gross and Zinta S. Byrne
The purpose of this paper is to analyze the importance of dispute systems for academic employees and to propose a procedure of voluntary binding arbitration, which would improve…
Abstract
Purpose
The purpose of this paper is to analyze the importance of dispute systems for academic employees and to propose a procedure of voluntary binding arbitration, which would improve governance, promote organizational justice, and reduce litigation.
Design/methodology/approach
It is argued that the rationale for arbitration in the educational sphere is even more compelling than in the nonunion industrial workplace because higher education is premised on the concept of shared governance between faculty and administrators. Colleges and universities confront an environment of declining resources, escalating costs, and a consumerist view of education where relations between members of the educational community increasingly resemble market transactions rather than cooperative endeavors.
Findings
Given those trends, faculty would benefit from a system of conflict resolution that serves to safeguard professional standards, ensure organizational justice, and provide an effective workplace voice.
Research limitations/implications
As a research agenda, future studies could examine these assumptions by empirically testing and evaluating the contribution and benefit of arbitration in higher education.
Practical implications
Binding arbitration offers a viable means of protecting the interests of faculty and institutions.
Originality/value
This paper offers a case for implementing organizational justice principles in higher education and will be of interest to those in that field.