E. Alan Buttery and Mark A. Shadur
Many of the recent cases of corporate collapse might have beenavoided had company leaders been in a position to interpret the earlysigns of collapse. Existing financial models…
Abstract
Many of the recent cases of corporate collapse might have been avoided had company leaders been in a position to interpret the early signs of collapse. Existing financial models provide some indication of how to avoid failure, but these need to be supplemented by a holistic, strategic management approach. Recent experience in Australia underscores the importance of this integrated approach, and suggests that specific reforms to directorship and auditing practices might militate against failure.
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David E. Simmons, Mark A. Shadur and Arthur P. Preston
Reviews the main tenets of TQM and strategic HRM, and identifiesboth similarities and tensions between the two approaches. Presents acase study of Tubemakers Australia, winner of…
Abstract
Reviews the main tenets of TQM and strategic HRM, and identifies both similarities and tensions between the two approaches. Presents a case study of Tubemakers Australia, winner of an Australian Quality Award. Illustrates how Tubemakers managed the integration of TQM and strategic HRM. Particular strengths of Tubemakers′ approach were its ability to centralize strategic elements of TQM while still providing the workplaces with sufficient latitude to address the specific needs of their employees.
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Greg J. Bamber, Mark A. Shadur and Faith Howell
Discusses feasibility, desirability and value of Japanesemanagement strategies in a Western context. Major Japanese companies areat the leading edge in refining management…
Abstract
Discusses feasibility, desirability and value of Japanese management strategies in a Western context. Major Japanese companies are at the leading edge in refining management strategies, techniques and styles, for example, with regard to having a long‐term perspective and the continuous improvement of quality, stock control, skill formation, communications, training and employee development. As possible models can these approaches be transferred to different cultures?
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Lars U. Johnson, Cody J. Bok, Tiffany Bisbey and L. A. Witt
Decision-making in human resources management is done at both the micro and macro level of organizations. Unfortunately, the decisions at each level are often executed without…
Abstract
Decision-making in human resources management is done at both the micro and macro level of organizations. Unfortunately, the decisions at each level are often executed without consideration of the other, and current theory reflects this issue. In response to a call for integration of micro- and macro-level processes by Huselid and Becker (2011), we review the extant literature on strategic human resources and high-performance work systems to provide recommendations for both research and practice. We aimed to contribute to the literature by proposing the incorporation of the situation awareness literature into the high-performance work systems framework to encourage the alignment of human resources efforts. In addition, we provide practical recommendations for integrating situation awareness and strategic decision-making. We discuss a process for the employment of situation awareness in organizations that might not only streamline human resources management but also result in more effective decisions. Additional considerations include implications for teams, boundary conditions (e.g., individual differences), and measurement.
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Examines three forms of business networking that have been identified within South East Asia: Japanese business networking, Korean business networking and Chinese family business…
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Examines three forms of business networking that have been identified within South East Asia: Japanese business networking, Korean business networking and Chinese family business networking. These demonstrate distinct characteristics. The Japanese system is the most well known and is exhibited mainly through the formation of industrial networks. Korean business networking differs in terms of ownership and control with a familial type relationship existing within networks. The Chinese family business network exhibits close links between enterprises that are owned by a single family with foundations of the network based on family, race, religion or profession. Examines these Japanese, Korean and Chinese business networking approaches from the perspective of small to medium‐sized enterprises and highlights some issues relevant to managers.
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The purpose of this paper is to examine whether organizational culture moderates the relationship between shared leadership and team proactive behavior.
Abstract
Purpose
The purpose of this paper is to examine whether organizational culture moderates the relationship between shared leadership and team proactive behavior.
Design/methodology/approach
Data were collected from 21 commercial banks in Turkey that had formally implemented work teams. The study used data obtained from 420 team members. Moderated hierarchical regression was used to examine the moderating role of organizational culture on the shared leadership and team proactive behavior relationship.
Findings
Shared leadership within a work team was positively related to team proactive behavior. The relationship of shared leadership with team proactivity is stronger in organizations with higher level of supportive culture.
Research limitations/implications
A practical implication of these results for leaders of management teams is that sharing some leadership roles and responsibilities within their teams with other members may have positive effects for the proactivity of the team as well as the satisfaction of the team members. The generalizability of the results may be limited by sources of funding of the banks studied and demographic factors such as participants' age, gender and organizational tenure.
Originality/value
The use of organizational culture as a moderator on this link is unprecedented. Although shared leadership within teams may increase job demands on members and require them to take on new roles, it seems to have positive effects on perceptions of their jobs. In addition, the extent to which an organization encourages a supportive culture makes a difference in the relationship of shared leadership with team proactivity. Finally, using a large number of samples from Turkish banking sector adds to the growing literature examining shared leadership in non‐Western settings.
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Vathsala Wickramasinghe and Suranga Jayabandu
The purpose of the paper is to present and discuss the findings of a study on flexitime as a novel people management practice emerging in Sri Lanka. Specifically, the paper…
Abstract
Purpose
The purpose of the paper is to present and discuss the findings of a study on flexitime as a novel people management practice emerging in Sri Lanka. Specifically, the paper presents and discusses factors that predict the level of satisfaction with flexitime, differences in attitudes towards flexitime, the effectiveness of flexitime as a strategy to attract and retain employees, and barriers that hinder its use.
Design/methodology/approach
A total of 108 employees involved in producing IT‐related output as their primary job function, from 30 software development companies, responded to the self‐administered survey questionnaire. In analysis, univariate, bivariate and multivariate techniques were adopted.
Findings
Flexitime allowed autonomy to employees to harmonize work and non‐work demands on their time, resulting in better workplace relations. Overall, the findings support a non‐traditional approach to people management. However, the findings also have important implications for the design or modification of flexitime arrangements.
Originality/value
The majority of flexitime research is criticized for its theoretical nature, a failure to include statistical treatment of the data, and failure to pay specific attention to managerial and professional employees. Further, there is a marked absence of research‐led literature in developing countries to clarify the way in which non‐traditional people management practices work in different contexts. Specifically, no such studies have been conducted in the context of Sri Lanka.
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Looks at the distinctive Australian background and the features of the national communication culture that may impact on business life as well as those of the traditional…
Abstract
Looks at the distinctive Australian background and the features of the national communication culture that may impact on business life as well as those of the traditional executive culture. Brings out the specifics of the Australian management style from a foreign viewpoint, looking at what differences exist compared to New Zealand, the United States and Asian countries. Concludes that Australians need to develop understanding of the global market whilst retaining their easy regard in which they are held.
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Nicholas Kinnie, Sue Hutchinson and John Purcell
Discusses how downsizing has been associated with the move towards lean working in organisations and with having negative consequences for employees. Considers the extent to which…
Abstract
Discusses how downsizing has been associated with the move towards lean working in organisations and with having negative consequences for employees. Considers the extent to which downsizing is lean and mean drawing on an extensive review of the available literature. Concludes that downsizing is rarely lean since it usually takes the form of quantitative changes in employment rather than qualitative changes in the process of managing. Evidence also suggests that downsizing usually has an adverse effect on both employees who leave and those who remain with the organisation. Yet this meanness is not inevitable since it depends partly on the extent to which human resources issues are considered.