The author presents a synthesis of research on the concept of territory in the field of tourism, taking into consideration the point of view of visitors, local population…
Abstract
The author presents a synthesis of research on the concept of territory in the field of tourism, taking into consideration the point of view of visitors, local population, politics an dpublic administration, as well as organizers and sales persons. His research is based on the results of studies in the alpine region as one of the most important tourism areas.
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To demonstrate the added value potential of cross‐cultural teams specifically related to Franco–British joint ventures. The paper begins by outlining the current context in M&As…
Abstract
Purpose
To demonstrate the added value potential of cross‐cultural teams specifically related to Franco–British joint ventures. The paper begins by outlining the current context in M&As across Europe, then homes in on the specific trade links between France and the UK. To what extent are cultural differences a hindrance or a driving force in attaining mutual performance goals?
Design/methodology/approach
The main findings are collected from a survey of 300 companies in France and the UK carried out in 1999. The respondents were HR managers, training officers or middle managers in general. The research was supplemented by three in‐depth, semi‐directive interviews with HR managers at BP, Vivendi and Eurotunnel.
Findings
The research uncovers some of the main obstacles encountered when setting up Franco–British teams. Certain factors such as education systems, training systems and employment norms are brought to the forefront in an attempt to explain these fundamental differences.
Research limitations/implications
The study is longitudinal and aims at providing a more representative sample since the response rate on the English side was lower than that in France. The authors viewpoint is fuelled by information received during the in‐depth, semi‐directive interviews.
Practical implications
The article provides a useful insight into the workings of cross‐cultural teams in France and the UK.
Originality/value
Little has been written to date on the specific field of the cultural barriers influencing the success of Franco–British work teams.
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The purpose of this paper is to examine the factors that might contribute to the ease with which marketing executives in UK charities who have been promoted to senior general…
Abstract
Purpose
The purpose of this paper is to examine the factors that might contribute to the ease with which marketing executives in UK charities who have been promoted to senior general management positions adjust to the occupancy of these roles.
Design/methodology/approach
In total, 37 individuals with functional marketing backgrounds currently holding top general management positions in large fundraising charities were interviewed using a frame-worked occupational autobiographic narrative approach. The research was informed by aspects of newcomer adjustment theory, notably uncertainty reduction theory.
Findings
Social and personal considerations were much more important determinants of the ease of assimilation into top management positions in charities than were technical job-related matters. Role ambiguity constituted the main barrier to smooth adjustment. Mentoring, planned induction programmes, the nature of a person’s past work experience and the individual’s social status critically affected how readily a marketer fitted into a top management role. Disparate sets of factors influenced different elements of managerial newcomer adjustment (role clarity, self-efficacy, and social acceptance).
Research limitations/implications
As the participants in the study needed to satisfy certain narrowly defined criteria and to work in a single sector (large fundraising charities) the sample was necessarily small. It was not possible to explore the effects on operational performance of varying degrees of ease of newcomer adjustment.
Practical implications
Individuals promoted to top management posts in charities should try psychologically to break with the past and should not be afraid of projecting a strong functional professional identity to their new peers. These recommendations can be expected to apply to organisations in general which, like large charities, need senior management mentoring and induction programmes to assist recently promoted individuals from function-specific backgrounds; job descriptions for top management posts that are clear and embody realistic expectations; and “shadowing” and training activities for newly appointed senior managers with function-specific backgrounds.
Originality/value
The study is the first to apply newcomer adjustment theory to the assimilation of functional managers into more senior general management. It examines a broader range of potential variables affecting managerial newcomer adjustment than has previously been considered. Relevant issues are examined in the context of an important sector: fundraising charities.
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Mitchell Lee Marks and Philip H. Mirvis
This chapter examines recent practices being adopted in the Precombination Phase of a merger or acquisition–a period that typically has not been utilized by leaders to put deals…
Abstract
This chapter examines recent practices being adopted in the Precombination Phase of a merger or acquisition–a period that typically has not been utilized by leaders to put deals on the track toward success. We begin by briefly reviewing the M&A process and highlighting the success factors and common problem areas in each of the three phases of a deal. We then discuss emerging trends in making the Precombination Phase more successful, including conducting a more thorough due diligence, setting a vision for the combined organization, accelerating early integration planning, and establishing integration principles and priorities.
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This chapter shows that Kant’s notion of human dignity can be understood as a novel ‘care of the self’ and an ‘art of not being governed’. Drawing on a Foucauldian approach, it…
Abstract
This chapter shows that Kant’s notion of human dignity can be understood as a novel ‘care of the self’ and an ‘art of not being governed’. Drawing on a Foucauldian approach, it demonstrates that Kant intends to shape an ethical subject that strives for freedom and self-mastery. It also argues Kant’s idea of dignity embodies a political and spiritual form of resistance against dominant relations of power and subjectivities. Thanks to this novel perspective, this chapter also offers novel insights on the political force of human dignity. With Kant, this notion becomes a ‘government of the self by oneself’.
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Linda C. Ueltschy, Michel Laroche, Paulo Rita and Claudia Bocaranda
This study investigated the viability of using a Pan‐European approach for professional service offerings in Europe by first establishing measurement equivalence and then…
Abstract
This study investigated the viability of using a Pan‐European approach for professional service offerings in Europe by first establishing measurement equivalence and then exploring the influence of culture on service quality and customer satisfaction. Utilizing scenarios involving a dental office visit, respondents from Portugal, France, and Germany participated in a 2X2 factorial experiment in which the researchers manipulated both expectations (low/high) and service performance (low/high). Respondents from France and Portugal expressed similar levels of customer satisfaction and perceived service quality, which were significantly different from those of the German respondents except when both expectations and performance were low.
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Major structural changes have affected the French banking industry during the second half of the 1980s, what suggests that the French banks were operating with a significant level…
Abstract
Major structural changes have affected the French banking industry during the second half of the 1980s, what suggests that the French banks were operating with a significant level of inefficiencies before this period. The purpose of this study is to present estimates of X‐Efficiencies and Scale‐Efficiencies in French banks for the 1988–1992 period which followed this wave of changes. The data are annual accounting data for corporate, mutual and savings banks. The sample contains 375 depository banks. By using the “distribution free” method of efficiency estimation, our estimations show that average X‐efficiencies of the French banks are in the range of 70% to 90%. Our results confirm also the existence of scale economies in French banking industry. Scale efficiency estimates show clearly that French banks could reduce average costs by about 15% on average by increasing size in order to reach the efficient size. Note that this result is also in conformity with the hypothesis that some excess capacity could exist in French banking industry.
Chih-Hui Shieh, I-Ling Ling and Yi-Fen Liu
As a smart service, location-based advertising (LBA) integrates advanced technologies to deliver personalized messages based on a user’s real-time geographic location and needs…
Abstract
Purpose
As a smart service, location-based advertising (LBA) integrates advanced technologies to deliver personalized messages based on a user’s real-time geographic location and needs. However, research has shown that privacy concerns threaten the diffusion of LBA. This research investigates how privacy-related factors (i.e. LBA type, privacy self-efficacy (PSE) and consumer generation) impact consumers’ value-in-use and their intention to use LBA.
Design/methodology/approach
This study developed and examined an LBA value-in-use framework that integrates the role of LBA type, consumers’ PSE and consumer generation into the technology acceptance model (TAM). Data were collected through two experiments in the field with a total of 374 consumers. The proposed relationships were tested using PROCESS modeling.
Findings
The results reveal that pull (vs push) LBA causes higher value-in-use in terms of perceived usefulness and perceived ease of use, leading to greater usage intention. Further, the differences in the mediated relationship between pull- and push-LBA are larger among consumers of low PSE (vs high PSE) and Generation Z (vs other generations). The findings suggest that the consumer value-in-use brought about by LBA diminishes when using push-LBA for low PSE and Generation Z consumers.
Originality/value
This research is the first to integrate the privacy-related interactions of LBA type and consumer characteristics into TAM to develop a TAM-based LBA value-in-use framework. This study contributes to the literature on service value-in-use, smart services and LBA by clarifying the boundary conditions that determine the effectiveness of LBA in enhancing consumers’ value-in-use.
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The purpose of this study is to identify the impact of Michel Porter's generic business-level strategies adopted by the organisation on its employer branding strategy. Based on…
Abstract
Purpose
The purpose of this study is to identify the impact of Michel Porter's generic business-level strategies adopted by the organisation on its employer branding strategy. Based on the expert’s opinion and insights, this study aims to determine the extent to which the employer branding strategy, its inherent significance, the requisite investment and the used tactics are influenced by the organisation's business strategy.
Design/methodology/approach
Considering a phenomenological research design, this study adopted semi-structured interviews as a means to gather qualitative data from a purposive sample comprising HR professionals. The collected data were subjected to thematic analysis, enabling the identification of recurring themes and patterns. Findings and conclusions were subsequently derived in accordance with the outcomes of the thematic analysis.
Findings
The study revealed that the significance, nature, challenges and ways of implementation of employer branding strategies vary depending on the type of business strategy adopted by the organisation. While organisations pursuing a differentiation strategy heavily invest in employer branding and placing considerable efforts into developing an appealing employee value proposition, companies pursuing cost leadership invest relatively less in employer branding by implementing cost-effective tactics. Companies implementing a focus strategy demonstrate a moderate level of investment in employer branding initiatives.
Research limitations/implications
The study is limited to IT, manufacturing and banking sectors only. Additionally, the sample of the study is limited.
Practical implications
Employer branding as a strategy has been widely explored in the recent past. Similarly, Michel Porters’ generic strategies have also been widely researched. However, the interconnection between these two levels of strategies presents novel perspectives for business strategists and HR professionals involved in the formulation and implementation of HR strategies. This linkage provides valuable insights that facilitate effective decision-making in relation to employer branding strategies, enabling organisations to prioritise their objectives more effectively.
Originality/value
The existing literature lacks research that investigates the connection between employer branding strategy and business strategy. Hence, this study represents a pioneering effort that aims to explore this unexplored linkage. Further, this research effort has also uncovered previously uninvestigated findings concerning the comparative analysis of employer branding strategies across different sectors while examining the connection between business strategy and employer branding strategy.