Judith K. Pringle and Una O′C. Gold
A presentation and critique of techniques,relevant research literature, and advicecommonly viewed as facilitating women′ssuccess in management. The strands of thisadvice have been…
Abstract
A presentation and critique of techniques, relevant research literature, and advice commonly viewed as facilitating women′s success in management. The strands of this advice have been conceptualised into six broad strategies which have been labelled as: “learn male rules”, “superwoman”, “personal change”, “female niche”, “reformist”, and “women‐centred”. Each strategy is described and then the positive and negative implications for women are considered, both at a personal level and in terms of the likely impact on social change. This article aims to provide a clearer conceptual framework through which women can assess the available advice and choose a mix of strategies which is most appropriate for their own situation.
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Judith K. Pringle and Una O'C. Gold
The utility of career planning for managers is evaluated. Thecurrent activities and beliefs of practising managers are drawn on. Theresults of a study of 50 women and men managers…
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The utility of career planning for managers is evaluated. The current activities and beliefs of practising managers are drawn on. The results of a study of 50 women and men managers support other empirical findings and point to the absence of career planning and future plans in managers′ lives. This is contrary to the advice given to women managers, in particular, which advocates the importance of career planning in career advancement. Implications drawn for management development suggest that career planning is not useful as a broad strategy for advancement, is a misnomer, and may lead managers into following plans rather than developing the flexibility to take opportunities.
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Una O’C. Gold and Judith K. Pringle
This article looks at research into comparative patterns ofpromotion of men and women in Australia. The study was by interview andlooked at equal numbers of men and women in…
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This article looks at research into comparative patterns of promotion of men and women in Australia. The study was by interview and looked at equal numbers of men and women in medium to large organisations. A number of the findings were contrary to prevalent myths, e.g. both men and women were prepared to play games of corporate politics. Some women saw being too outspoken as a hindrance to promotion but more women saw their success as due to their own performance, while men were more likely to put it down to luck. In general there were more similarities than differences in patterns of promotion and perceived factors that help or hinder.
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Una O'C. Gold and Judith K. Pringle
An Australian study interviewed 50 women and men middle and senior managers about the factors they perceived as important in their promotion in management. A major finding was the…
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An Australian study interviewed 50 women and men middle and senior managers about the factors they perceived as important in their promotion in management. A major finding was the similarity between the profiles of female and male managers although female managers averaged fewer promotions. Helping factors, perceived similarly by both female and male managers were: coaching by others, past training and experience, personal skill and positive work attitudes. Male managers mentioned luck as a factor in promotion more than the female managers. “Having a career plan” was not an important factor and few of the managers had firm plans for the next five years. Greater variability was found in the factors perceived to hinder promotional progress. The findings are discussed considering the popular advice offered to emergent managers by self‐help books, researchers and consultants.
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Thomaz Wood and Miguel P. Caldas
The concept of organizational identity became a subject of interest within the academic milieu in the mid‐1980s. In this paper, we propose the construct of legacy identities…
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The concept of organizational identity became a subject of interest within the academic milieu in the mid‐1980s. In this paper, we propose the construct of legacy identities, those persistent identities that, first, endure over time at different levels of expression and, second, are comprised of resilient ideals from the past that represent the perceived persistent character of what the organization used to be. This construct is derived from a case study that portrays the radical transformation of a former state‐owned Brazilian company that became a subsidiary of a North American firm and survived the crisis that originated from its parent company’s debacle. Building on data from the case study, we develop a framework that shows the salience of different identities through time in the company and seek to explain the dynamics underlying these changes.
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Isabel M. Prieto and Elena Revilla
This paper analyzes how organizations may use different knowledge management styles according to higher or lower emphasis on (1) techno‐structural initiatives for information…
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This paper analyzes how organizations may use different knowledge management styles according to higher or lower emphasis on (1) techno‐structural initiatives for information processing, and (2) behavioral solutions for knowledge sharing by organizational members. As a consequence, the effects of these styles on learning capacity are also different. The empirical analysis of the present study found that knowledge management practices can be categorized into four styles: (1) passive, (2) behavioral, (3) techno‐structural, and (4) active. The active style, which implies superior management of both techno‐structural and behavioral tools of knowledge management has been the most effective in the development of learning capacity. In contrast, the passive style, which implies weak management of both kinds of knowledge management initiatives, results in lower learning capacity. Hence, this work focuses on suggesting and empirically testing a characteristic framework for how a set of knowledge management initiatives interact and influence learning capacity in organizations.
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César Augusto Giraldo-Prieto, Cristina De Fuentes and Francisco Sogorb-Mira
The purpose of this paper is to identify whether Latin American (LA) firms are adopting any hedging strategy when designing foreign exchange risk (FXR) measures. To that end, the…
Abstract
Purpose
The purpose of this paper is to identify whether Latin American (LA) firms are adopting any hedging strategy when designing foreign exchange risk (FXR) measures. To that end, the authors explore the impact of several drivers of FXR management.
Design/methodology/approach
The sample consists of 342 non-financial listed firms established in a group of representative countries of the LA region and covers the period from 2008 to 2016. Hypothesis testing is performed through a Logit model that measures the likelihood to adopt hedging practices. In addition, a Tobit test offers further insights into the derivatives users.
Findings
The authors corroborate capital structure-related hypotheses such as tax goals, financial distress, liquidity and growth opportunities. In addition, both ownership concentration and income tax payable seem to be negative and significant determinants of FXR coverage.
Originality/value
Results reported in this study are relevant for the LA region with high tradition in raw materials and commodities exports. The results show that LA firms still make limited use of derivatives and there is still much room for improvement. Hence, additional efforts to promote FXR hedging should be desirable, to meet authorities’ recommendations (OECD et al., 2007). Further research exploring corporate governance relationships and differences between large and small firms might be helpful.
Propósito
Este estudio tiene como objetivo identificar si las empresas Latinoamericanas (LA) están adoptando alguna estrategia de cobertura frente al riesgo de tipo de cambio (FXR). Para ello exploramos el impacto de varios determinantes de gestión de FXR.
Diseño/metodología/enfoque
La muestra está formada por 342 empresas del sector no financiero de un grupo representativo de países latinoamericanos y abarca el período 2008 a 2016. Para testar las hipótesis se aplican modelos Logit que miden la probabilidad de adoptar diferentes prácticas de cobertura. Adicionalmente, los resultados de la aplicación de un modelo Tobit ofrecen información extra sobre los usuarios de derivados.
Hallazgos
Corroboramos las hipótesis relacionadas con la estructura de capital, tales como objetivos fiscales, dificultades financieras, liquidez y oportunidades de crecimiento. Además, tanto la concentración de propiedad como los impuestos sobre la renta por pagar parecen ser determinantes negativos y significativos de la cobertura de FXR.
Originalidad/valor
Los resultados reportados en este estudio son relevantes para la región Latinoamericana con una gran tradición en exportaciones de materias primas y productos básicos. Nuestros resultados muestran que las empresas Latinoamericanas utilizan de manera limitada los derivados y todavía hay mucho por mejorar. Por lo tanto, es deseable la promoción de esfuerzos adicionales en cuanto a la cobertura de FXR para cumplir con las recomendaciones de las autoridades (OECD, 2007). Entre otras, serían de gran ayuda las investigaciones adicionales que exploren factores adicionales de Gobierno Corporativo (CG) así como profundizar en las diferencias entre empresas grandes y pequeñas.
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Varsha Jain, Meetu Chawla, B.E. Ganesh and Christopher Pich
This study aims to examine brand personality and its application to political branding. This study focuses on the brand personality of a political leader from the BJP Party brand…
Abstract
Purpose
This study aims to examine brand personality and its application to political branding. This study focuses on the brand personality of a political leader from the BJP Party brand (Bharatiya Janta Party). The development of a strong political brand personality is crucial for success at the polls. Little research has been dedicated to this phenomenon particularly beyond Western political and post-election contexts.
Design/methodology/approach
The scope and development of the study required a qualitative approach. The theoretical frameworks of the study acted as the deductive base of the study. The insights of the respondents were the inductive base of the study. Semi-structured interviews were conducted with external stakeholders [voters]. In addition, semi-structured interviews were also adopted to capture the branding activities used by internal stakeholders [BJP].
Findings
The brand personality dimensions such as sincerity; agreeableness, competence, energy, openness, conscientiousness and emotional stability were clearly associated with a political leader. Negative qualities such as dictatorial attitudes and arrogance affected the political leader’s brand personality. Religious partisanship was another strong negative trait affecting the brand personality of the political leader.
Originality/value
The study has an actionable framework for political brand personality in the post-election context. It offers negative qualities to be avoided in the development of the political brand personality of the leader. It offers insights about the political brand personality of the leader in terms of young digitally savvy voters.
Propósito
Este trabajo examina la aplicación de la personalidad de marca al ámbito del marketing político y de la marca personal política. Concretamente se centra en la personalidad de marca de un líder político del partido Bharantiya Janta Party (BJP). El desarrollo de una fuerte marca personal política es crucial para el éxito en las elecciones. Pocos trabajos se han centrado hasta el momento en este fenómeno más allá del contexto político occidental.
Diseño/metodología/enfoque
El alcance y desarrollo del estudio requirió la adopción de un enfoque cualitativo. El marco teórico sirvió de base deductiva al tiempo que las entrevistas realizadas sirvieron de base inductiva. Estas entrevistas fueron semi-estructuradas y dirigidas a grupos de interés externos del BJP (los votantes). Además, se realizaron entrevistas también semi-estructuradas para capturar las actividades de marca desarrolladas por los grupos de interés internos (candidatos, políticos, trabajadores y gerentes del partido).
Resultados
Las dimensiones de personalidad de marca sinceridad, competencia, energía, estabilidad emocional, franqueza y escrupulosidad están claramente asociadas con un líder político. Por el contrario, rasgos negativos como las actitudes arrogantes y dictatoriales dañan la personalidad de marca de dicho líder, pero sobretodo el partidismo religioso.
Originalidad/valor
El trabajo proporciona un marco de acción para la marca personal política en un contexto post-electoral. Proporciona indicaciones de los rasgos y cualidades negativas que deben de evitarse en el desarrollo de una marca personal para un líder político. Ofrece también evidencias sobre la personalidad de marca que tiene que desarrollar un líder de cara a los votantes más dinámicos y digitales.
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WE wish for our readers a Good New Year. Whether it would be appropriate to wish readers a Happy New Year at this stage will depend upon many factors. Even before these words…
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WE wish for our readers a Good New Year. Whether it would be appropriate to wish readers a Happy New Year at this stage will depend upon many factors. Even before these words appear in type we may be involved in the more intense struggle for the very existence of our country which everyone seems to think must come sooner or later. The ultimate outcome of that we do not doubt, but while it continues we shall need all the strength, spiritual, mental and physical, that we possess. Nevertheless, it will be a good new year if we remain sensitive to all the needs and opportunities that surround us.