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Why do women’s ambitions wane? After an historic 50-year climb to unprecedented educational and career heights, many best-selling books, viral articles, and research studies are telling us that the aspirations and confidence of today’s women often abate. These readings offer explanations such as workplace biases and family responsibilities for the ebb of ambition; yet, all fail to identify the underlying unifying problem that explains choices women make to step off the upward fast tracks in favor of different work and life paths. The problem is that the workplace is not a reliable site of recognition for women. Without the positive feedback of appropriate recognition from an appreciative community, women’s ambitions and the intensity with which they are pursued tilt elsewhere. Women’s movement into and embrace of entrepreneurship provide a clear illustration of one way women are designing the workplace to support the maintenance of their ambitions.

The chapter reviews existing research on merger and acquisition (M&A) activities and chief executive officers (CEOs) in organizations. The study provides insights into the existing literature and proposes avenues for future research on M&A activities and CEOs. The present study adopts bibliometric analysis on 319 articles identified from the literature. The articles selected for analysis are extracted from the Scopus database and are selected based on the focus of the papers on M&A activities and CEOs. Existing studies on M&A activities and CEOs demonstrate that CEOs affect M&A activities, CEOs affect the performance of M&A activities, and M&A activities also influence the role of CEOs in M&A activities. We identify and list scientific mapping in trending topics, scientific production, citation analysis, prominent authors, and their affiliations. The study is relevant to academicians, practitioners, and policymakers interested in corporate finance, especially in the areas overlapping CEO attributes and M&A activities.

This chapter examines firm strengths and weaknesses from the standpoint of intangible assets. These are compared within and across industry sectors in order to better understand who might be a potential collaborator (or competitor) in different contexts. Establishing the conceptual basis of a range of intangibles, including data, explicit knowledge, tacit knowledge, and intelligence, the chapter moves to metrics for assessing industry averages and individual firm capabilities. Finally, several sectors in healthcare are examined, specifically identifying what kinds of collaborators would best fit with a technology-driven start-up like Theranos.

Strategic option generation is a fundamental step in strategy formulation. Several lenses have been proposed to explain its foundations, including the microeconomics positioning school, and the resource and capabilities based view of the firm. These approaches are largely based on inductive and deductive logics, which are not the logics that provide strategic options that are potentially novel, profitable, and largely differentiated from competitive offerings. In this chapter, we propose a unifying framework of the cognitive foundations of strategic option generation. Building on five fundamental cognitive acts – imitation, framing, analogical reasoning, abductive reasoning, and mental simulation, this proposed model both synthesizes the extant literature and provides guidance about promising avenues for future theoretical and empirical research.

The purpose of this paper is to identify the variables that influence the international assignment – expatriate learning relationship and the expatriate learning – organizational learning relationship.

The paper contains a literature review of the research on expatriates' learning and organizational learning

The paper provides an integrative framework that identifies the moderating variables that influence both the relationship between the expatriate international assignment and expatriate learning as well as the relationship between expatriate learning and organizational learning. In addition, this framework specifies the process by which the international assignment influences organizational learning and shows that expatriate learning mediates this relationship. Several hypotheses were generated to provide avenues for future investigation.

The paper does not provide an exhaustive set of the moderating variables and does not focus on the interaction between situational and individual differences moderators.

Managers should pay attention to the selection, maintenance and repatriation of expatriates and facilitate the conditions under which expatriate learning and organizational learning can be maximized. To remain competitive, managers should engage in the continuous process of assessing the effectiveness of international assignments in enhancing expatriate and organizational learning.

The present research identifies the conditions that facilitate or hinder expatriate learning and organizational learning as well as the process by which international assignments influence organizational learning. Expatriate learning and organizational learning are critical for the continuous growth and competitive advantage of organizations, and, accordingly, it is imperative to study the factors and the process that influence learning in organizations, especially in response to the increasing popularity of globalization and the pressure to remain competitive.