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The purpose of this article is to show that the tools of modern management which are supposed to promote effectiveness, efficiency and responsible behaviour, may in fact contribute to the opposite, and to present the outline of an alternative based upon new ideas of self‐organisation and value‐based leadership.

Practical examples are used to discuss and demonstrate the problematic consequences of using management tools like detailed work descriptions, standards, comprehensive measurement schemes, and rule‐based specifications of responsibility. Constructed examples and emerging theoretical concepts are used to discuss and propose an alternative to the use of such tools.

The discussion indicates that the use of detailed work descriptions, standards, comprehensive measurement schemes, and rule‐based specifications of responsibility will result in mind‐less and care‐less behaviour by employees, while an alternative relying on self‐organisation and value‐based leadership might preserve and enhance insight, motivation and responsibility.

The paper is mainly a conceptual discussion using examples.

There are important implications for the management of knowledge intensive companies and institutions. The paper refers to one large‐scale implementation of the alternative in a Danish bank.

The paper represents a first step in constructing an alternative to the tool‐based views of management found in mainstream theories.

This study investigates whether and when during the life cycle women fall behind in terms of career progression because of children. We use 1987–1997 Norwegian panel data that contain information on individuals’ position in their career hierarchy as well as a direct measure of their promotions. We measure overall promotions as increases in rank within the same establishment as well as in combination with an establishment change. Women with children are 1.6 percentage points less likely promoted than women without children; this is what we refer to as the family gap in climbing the career. We find that mothers tend to enter on lower ranks than non-mothers. Thirty-seven percent of the gap can be explained by rank fixed effects and human capital characteristics. A large part remains unexplained. Graphical analyses show that part of the difference already evolves during the early career. Part of this seems related to the relatively low starting ranks.

This study aims to develop and test a framework for integration between data envelopment analysis (DEA) and artificial neural networks (ANN) to predict the best financial performance concerning return on assets and return on equity for banks listed on the Egyptian Exchange, to help managers generate what-if scenarios? For performance improvement and benchmarking.

The study empirically tested the three-stage DEA-ANN framework. First, DEA was used as a preprocessor of the banks’ efficiency scores. Second, a back-propagation neural network as a multi-layer perceptron-ANN’s model was designed using expected data sets from DEA to learn optimal performance patterns. Third, the superior performance of banks was forecasted.

The results indicated that banks are not operating under their most productive operations, and there is room for potential improvements to reach outperformance. Moreover, the neural networks’ empirical test results showed high correlations between the actual and expected values, with low prediction errors in both the test and prediction phases.

Based on best performance prediction, banks can generate alternative scenarios for future performance improvement and enabling managers to develop effective strategies for performance control under uncertainty and limited data. Besides, supporting the decision-making process and proactive management of performance.

Despite the growing research stream supporting DEA-ANN integration applications, these are still limited and scarce, especially in the Middle East and North Africa region. Therefore, the study trying to fill this gap to help bank managers predict the best financial performance.

The recent reform in Norway on the gender composition of boards of directors in public firms, requiring boards to have at least 40 per cent of each gender, inevitably raises general questions concerning state regulation of property rights. What are the normative limits to state intervention? And more practically: how far could and should such interventions go? The question may be approached from several angles. The line followed here is to look into recent history in two Scandinavian countries – the most state-friendly of all existing democracies – to explore the differences between political interventions which have gained a high degree of legitimacy and those that failed or were never put into practice. In the discussion, both economic efficiency and normative concerns are evoked. Successful reforms introducing employee representatives into health and security committees, as well as to the boards of enterprises, are contrasted to the failed cases of quasi-nationalization of commercial banks in Norway and the wage-earner funds in Sweden. These results throw light on possible democratic justification and political viability of the gender quota reform.

This study aims to apply the service robot acceptance model (sRAM) to examine how attitude toward human–robot interaction (HRI) and engagement influence consumer acceptance of service robots in a frontline setting.

Data was collected from 255 visitors who interacted with a robotic tour guide at a city museum. The data was analyzed using smart PLS 4.0.

The findings show the positive effects of subjective norms, appearance, perceived trust and positive emotion on both attitude toward HRI and engagement. In addition, social capability impacted attitude toward HRI, whereas perceived usefulness affected engagement.

To deliver engaging museum experiences that bring about positive word-of-mouth and intention to visit, managers need to incorporate the sRAM dimensions in the design and deployment of service robots.

This research uses field data to empirically validate the sRAM in the context of service robot acceptance. It introduces engagement as a novel mediating variable, enriching current understanding of human-like qualities in HRIs.

The existing literature point that the presence of women directors in a firm reduces its risk. However, the relation between boardroom gender diversity and a firm’s return is widely disputed leading to no concrete answer. Some studies mention that women directors have a positive impact on firm performance, whereas, on the other hand, some findings suggest that women directors reduce financial performance. This paper aims to study the relationship of firm risk and return with boardroom gender diversity and the net impact on firm performance in the Indian context. This study uses not only traditional measures of risk and return but also the third measure of risk-adjusted returns to postulate its findings.

Based upon the data of the top 100 of the Bombay Stock Exchange-500 firms for the period FY 2009–2010 to FY 2018–2019, this study applied fixed effect panel regression and random effects Tobit regression to examine the effect of board gender diversity on firm performance.

The study concludes that firms with women directors on board have lower risk and lower returns. It also results in a higher risk-adjusted return, creating a positive impact on a firm’s performance.

The paper contributes to the existing literature on corporate governance by considering return, risk and risk-adjusted returns in single research to have a holistic measure of firm performance. It provides empirical evidence from one of the largest emerging economies, India where the female director and independent female director have been introduced recently.

Corporate success depends partially on the quality of knowledge accessible to the executive board. One route of access to such knowledge is the appointment of directors who already hold directorships with prominent other corporate actors. Such director appointments provide interlocks to a corporate knowledge ecosystem (Haunschild and Beckman, 1998). The purpose of this paper is to examine how linkages between companies belonging to different sectors impact firm performance and to examine how linkages created by female directors, as opposed to male directors, shape performance.

This paper investigates the interlocks created between UK FTSE 350 companies from 2010 to 2018. It draws on network analysis to map the roles that male and female directors play in linking firms with varying sector classifications. The paper provides an examination of the impact of these roles on firm performance, through a panel data regression analysis.

This paper finds that there is an increase of inter-industry brokers over the period, and that men are still dominant in both the network and creating inter-industry ties amongst companies. However, the role of women in establishing these ties appears to be changing, and women are more important when it comes to create inter-industry ties among key economic sectors.

This paper provides a novel approach to examine the interplay between gendered inter (and intra) sectoral linkages and firm performance. It provides an original application of the two-mode brokerage analysis framework proposed in Jasny and Lubell (2015).

One of the common solutions to the business problems, disruptions and new developments of the global world is enhancing the resilience of systems, countries and organizations. Applying resilience differs according to business environments and context-based requirements of industries, which create a lack of consensus regarding how to achieve and apply it. To fill this gap and answer the main question, this study proposes to handle the resilience concept from an organizational perspective. By using an organizational point of view this study aims to offer an applicable philosophy that can be used by a wide range of stakeholders.

The main question of the study is to figure out whether “Is there any approach/lens to achieve resilient organizations which can be applied by the stakeholders of the system.” To reach such a “common application/approach” where the stakeholders can reach a consensus, a systematic literature review has been conducted to determine the existing approaches and practices.

The contribution of the study lies in two folds: to offer a maritime business resilience definition from the organizational point of view and to show the requirement of organizational resilience management philosophy in the maritime business context. An applicable framework is offered for the stakeholders of the maritime business transport system.

The research has some limitations. This study is designed on a systematic review to figure out existing approaches used in the maritime business field and to defend and prove the necessity of organizational resilience management philosophy in maritime business management which helps organizational survival. Further research should use different methods to empirically test the conceptual model according to different segments/stakeholders of the maritime industry. Also, this research opens a new field of study about resilience subject from the maritime context where organizational approach mentions hardly any. Therefore, future studies should investigate developing key performance indicators of components of the proposed model and its effects on maritime organizations.

As a volatile industry, increasing resilience capability helps maritime organizations to decrease the effects of disruptions while at the same enable them to operate the core business functions in the maritime business. Maritime business needs to solve not only one-time problems but also needs to resolve and exploit new opportunities from disruptions via resilient management philosophy, which help organizational adaption in fluctuating periods. To prevent such problems and become ready for complex environmental changes, organizational resilience management philosophy is vital.

Organizational resilience offers maritime business a holistic approach to evaluate problems of the system by submitting multiple ways to handle problems that help to manage uncertainty and change. Resilient management philosophy enables maritime business organizations to fight against their vulnerabilities that create risk, especially in a turbulent business environment.

The originality of the study lies in highlighting the importance of organizational resilience management philosophy in the maritime business context. And an organizational resilience framework is offered.

The purpose of this paper is to analyse the future of the implementation of artificial intelligence (AI) technologies in services experience provided by cultural institutions (e.g. museums, exhibition halls and cultural centres) from experts’, cultural tourists’ and users’ point of view under the Industry 5.0 approach.

The research was conducted using a qualitative approach, which was based on the analysis of the contents obtained from two roundtable discussions with experts and cultural tourists and users. A thematic analysis using NVivo was done to the data obtained.

From a futuristic Industry 5.0 approach, AI is considered to be more than a tool – it as an integral part of the entire experience. AI aids in connecting cultural institutions with users and is beneficial since it allows the institutions to get to know the users better and provide a more integrated and immersive experience. Furthermore, AI is critical in establishing a community and nurturing it daily.

The most important contribution of this research is the theoretical model focused on the user experience and AI application in services experiences of museums and cultural institutions from an Industry 5.0 approach. This model includes the visitors’ and managers’ points of view through the following dimensions: the pre-experience, experience and post-experience. This model is focused on human–AI coworking (HAIC) in museums and cultural institutions.