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1
Zheng, Wenzhi, Yen-Chun Jim Wu, XiaoChen Chen, and Shu-Jou Lin. "Why do employees have counterproductive work behavior? The role of founder’s Machiavellianism and the corporate culture in China." Management Decision 55, no. 3 (2017): 563–78. http://dx.doi.org/10.1108/md-10-2016-0696.
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Purpose The purpose of this paper is to analyse the mechanism of how Machiavellian corporate culture (MCC) affects employees’ counterproductive work behaviours. Design/methodology/approach Through a three-phase grounded study on the data of a single case amounting to over 170,000 words, this qualitative study explores why employees exhibit counterproductive work behaviours. Findings The results indicated that the implications of the MCC of family businesses in China include the following three dimensions: low trust, control orientation, and status orientation. In this corporate cultural context, employees exhibit counterproductive work behaviours because they perceive low organisational justice, psychological contract violation, and low trust. Among them, psychological contract violation serves as a triggering mechanism due to the organisational context and trust is crucial to employee counterproductive work behaviour. Research limitations/implications In this study, the results are derived merely from the observation of and generalisation about one case; more therefore, empirical studies are required. Practical implications Numerous family business owners in China exhibit a high level of Machiavellian personality traits, and this personality tends to determine the implications of corporate culture. In order to establish a diverse culture, a heterogeneous top manager team must be developed and a new organisational culture must be established from top down. Originality/value This study extends the research scopes of employee personality and behaviours as well as leaders’ personality traits and employee emotions, and proposes a theoretical framework of leaders’ personality-culture-employee behaviours as a contribution to studies on organisational behaviour, theories of corporate social responsibility, and development of corporate culture.
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Illes, Katalin, and Christiane Vogell. "Corporate values from a personal perspective." Social Responsibility Journal 14, no. 2 (2018): 351–67. http://dx.doi.org/10.1108/srj-07-2017-0114.
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Purpose The paper aims to analyse organisational values from a personal perspective. The purpose was to explore how employees learn about corporate values and how they relate to these values. The motivation has been one of discovery of current practices in businesses, with a strong focus on corporate values and their effects on employees. Design/methodology/approach The authors offer a review of the key definitions and main theoretical frameworks of values. Four case studies provide empirical data to establish some understanding of how values are identified and the extent to which they are translated into behaviours and attitudes in the workplace. The paper combines an overview of literature on values and semi-constructed telephone interviews with 26 interviewees from four organisations about corporate and individual values. Findings Values are positively related to, and central to the concept of the self, and are distinct from norms. Both the literature review and the multiple case studies’ empirical findings suggest that values are worth striving for and successful embedding of them requires a “culture of sharing”. Without the culture of sharing corporate values will not penetrate the organisation or have any meaningful impact on behaviour. Originality/value The paper highlights the importance of considering corporate values from a personal perspective. Organisations wanting to strengthen corporate values need to engage in conversations about values regularly across the organisation. Leaders need to be part of these discussions without dominating or forcefully influencing them.
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Nold, Herbert, and Lukas Michel. "The performance triangle: a model for corporate agility." Leadership & Organization Development Journal 37, no. 3 (2016): 341–56. http://dx.doi.org/10.1108/lodj-07-2014-0123.
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Purpose – The purpose of this paper is to synthesize ten years of case studies and data analysis from which emerged an organizational design that facilitates adaptability, agility, and resilience. The resulting triangular model of culture, leadership, and systems is proposed. Design/methodology/approach – Analysis of over 100 case studies over ten years along with statistical analysis of survey data from 50 of those companies resulted in the emergence the triangular model and provides quantitative support for validity. Findings – People drive a complex and dynamic system with culture, leadership, and systems as key factors driving organizational success in a rapidly changing environment. The critical factor in adapting to change is designing organizations to maximize the vast tacit knowledge base within organizations. Diagnostic tools are necessary to identify underlying strengths and weaknesses to initiate targeted discussions and provide a baseline for measurement. Research limitations/implications – All of the organizations were from Europe, Africa, or the Middle East. Practical implications – The emergent people-centric triangular model with culture, leadership, and systems at the points along with the development of a diagnostic tool offers a methodology for executives to gain valuable insight into critical elements of their organizations from which to initiate constructive dialogue leading to effective action. Originality/value – Many authors have offered theories on developing agile organizations. The emergent people-centric performance triangle and evolving diagnostic instrument add to the body of existing literature and lays the groundwork for practical tools and methods to yield practical results.
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Handfield, Robert, and Soumen Ghosh. "Creating a Quality Culture through Organizational Change: A Case Analysis." Journal of International Marketing 2, no. 3 (1994): 7–36. http://dx.doi.org/10.1177/1069031x9400200302.
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Previous works on the implementation of strategic objectives have neglected to consider the critical role of quality management. Beginning with the assumption that the role of quality is instrumental to the successful implementation of any form of generic strategy, a conceptual model of quality management is developed through a set of case studies with 13 North American and European Fortune 500 companies. The results suggest that firms that have experienced greater global competition in earlier years have implemented Total Quality Management (TQM) initiatives earlier, and their programs are subsequently more advanced. Firms with advanced TQM implementation have made significant infrastructural changes within their organizations, and have also embraced the principles of continuous improvement as a critical component of their corporate culture. Moreover, quality has developed into a cultural artifact with an associated language and history that provides an integrating mechanism linking a firm's value-adding activities.
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Delbecq, Andre L. "How spirituality is manifested within corporate culture: perspectives from a case study and a scholar’s focus group." Journal of Management, Spirituality & Religion 7, no. 1 (2010): 51–71. http://dx.doi.org/10.1080/14766080903497649.
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Worcester, Robert. "Reflections on corporate reputations." Management Decision 47, no. 4 (2009): 573–89. http://dx.doi.org/10.1108/00251740910959422.
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PurposeThe purpose of this paper is to illustrate the importance of corporate reputation to the management of contemporary organisations.Design/methodology/approachThe approach takes the form of survey research and case studies. The paper is informed by corporate image and reputation research undertaken for major international corporations, governments and NGOs in the UK and in countries throughout the world dating back to the late 1960s.FindingsThe paper finds that corporate image is an important factor in the success or failure of virtually all major organisations; corporate reputation is the synthesis of many factors: the brand(s) image, the products (and/or services) class image(s), the brand user(s) image, the image of the country of perceived ownership of a corporation, and the corporate culture/personality; corporate reputations can be measured, and changes in corporate reputations can be tracked; and corporate responsibility is replacing corporate social responsibility as an increasingly important factor in how people regard the corporate reputation of organisations.Practical implicationsPolicy makers should actively research and manage their corporate reputation. Familiarity breeds favourability, not contempt. All too often senior managers and their advisers (brand and corporate consultants, design consultants, advertising and public relations advisers, etc.), who have responsibility for the organisation's corporate reputation, muddle the distinctions between corporate reputation, corporate image, corporate identity, corporate personality, corporate culture, and other ways by which the elements of the corporate reputation are defined, and therefore used and measured.Originality/valueThe paper shares some of the lessons learned from 40 years' experience of MORI. The paper also marshals insights from the published output, lectures, and image‐modelling work.
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Sivula, Anna. "Corporate History Culture and Useful Industrial Past: A Case Study on History Management in Finnish Cotton Company Porin Puuvilla Oy." Folklore: Electronic Journal of Folklore 57 (2014): 29–54. http://dx.doi.org/10.7592/fejf2014.57.sivula.
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Wilde-Ramsing, Joseph. "Quality Kilowatts: A Normative-Empirical Framework for Assessing TNC Performance on Sustainable Electricity Provision in Developing Countries." Progress in Development Studies 17, no. 2 (2017): 131–47. http://dx.doi.org/10.1177/1464993416688827.
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The article develops a conceptual approach employing ‘modes’ of home-country business culture to evaluate how transnational corporations (TNCs) active in electricity provision in developing countries interpret and incorporate internationally recognised normative standards for ‘sustainable electricity provision’ (SEP) into their own corporate responsibility (CR) policies. Based on a survey of existing SEP norms, qualitative interviews with corporate managers, and analysis of CR materials, the article evaluates how ‘quality kilowatts’ are conceived and applied in three TNC case studies. The initial findings indicate that variations in how TNCs approach SEP reflect differences in regulatory framework and business culture of their countries of origin.
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Perbawasari, Susie, and Yanti Setianti. "Komunikasi dalam Transformasi Budaya Perusahaan." Jurnal Penelitian Komunikasi 16, no. 1 (2013): 1–12. http://dx.doi.org/10.20422/jpk.v16i1.23.
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PT Dahana (Persero) which was originally a monopoly company has been changed into a company that has competitors not only from within the country but also from foreign companies, therefore it takes effort to transform corporate culture so that employee can adjust their behavior with the company's vision to be a global player. The objective of this study is to investigate the comprehension of PT. Dahana’s employees about the recent and the previous corporate cultures within the organization. This study used qualitative research approach with constructivist paradigm, and the type chosen was case studies. According to the study, it was revealed that the old values in the previous corporate culture were understood by the employees as culture with kinship, strict leadership, relaxed work ethos, bureaucratic, less-competitiveness, less client-orientation, and not based on competencies. Meanwhile, the new values in the recent culture were comprehend as culture with high discipline value, system of rewards and punishments, efficiency, based on competency, prioritizing educational levels, but without adequate role models.
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Aleong, Chandra. "Strategy: What Universities Can Learn From Corporate Success Stories." Contemporary Issues in Education Research (CIER) 11, no. 2 (2018): 57–66. http://dx.doi.org/10.19030/cier.v11i2.10148.
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This paper identifies the need to view strategic management and implementation with new insights from entrepreneurs and researchers who have attained and studied successful enterprises. The backdrop is the rate of disruption taking place all over the U.S. as well as globally. The objective is to understand major changes to garner ideas for more effective decision-making at universities. Case studies, articles in scholarly journals, and newspaper reports are the data used for the study. Technology, teamwork, and culture are pivotal in the intrinsic role they play in the new era of competition.
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Мельникова, Marina Melnikova, Анисимова, et al. "Mission as a Basis for Creating Corporate Culture at the Far Eastern Federal University." Management of the Personnel and Intellectual Resources in Russia 3, no. 2 (2014): 51–54. http://dx.doi.org/10.12737/3534.
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In the late twentieth century a new concept of corporate culture emerged in the field of management theory, while practical studies of organizational performance
 has found, that success is directly related to creating appropriate corporate culture. As for this country, attention to corporate culture has been driven
 mostly by overall change in value system, taken place at the societal level, at the government level and at the level of individual organizations as well. Nurturing
 corporate culture within each higher educational institution has become urgent, due to crucial changes in the educational activities as s whole. Two factors,
 crucial to the success of a higher educational institution, are abilities to integrate all its internal resources and to adapt to its external environment. To become
 profitable and competitive, a higher educational institution should develop such key abilities, as flexibility and readiness to change itself. The major role of
 mission in the process of corporate culture shaping and nurturing, as well as functions, required for specific goals of a higher educational institution to be
 achieved, are considered in this paper as exemplified by the case of the Far Eastern Federal University. Objective hardships and problems, hampering the process
 of developing such unique body, as the Far-Eastern Scientific and Educational Center, are also highlighted.
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Chaddad, Fabio, and Vladislav Valentinov. "Agency costs and organizational architecture of large corporate farms: evidence from Brazil." International Food and Agribusiness Management Review 20, no. 2 (2017): 201–20. http://dx.doi.org/10.22434/ifamr2016.0009.
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Drawing inspiration from American institutionalism and new institutional economics, this paper discusses the rise of large corporate farms as the transition from the classic capitalist firm to the corporate form of organization based on the separation of ownership and control. Three case studies from the Brazilian cerrado show the rise of large corporate farms to be enabled and impelled by the advance of agricultural production technologies and the search for scale economies. The key finding from the case studies is that complex technology not only necessitates large-scale farming but also generates technical and organizational solutions to the potentially pervasive agency problems. In addition to the use of sound corporate governance practices, these solutions include organizational architecture encompassing computer-aided accounting and budgeting systems, incentive-based compensation, clear definition of performance goals, and delegation of operational decisions to farm managers. Furthermore, organizational architecture has been shown to promote a culture of trust and accountability, which counteract the opportunistic tendencies of farm managers and workers.
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Braendle, Udo C., Alireza Omidvar, and Ali Tehraninasr. "On the specifics of corporate governance in Iran and the Middle East." Corporate Ownership and Control 10, no. 3 (2013): 49–62. http://dx.doi.org/10.22495/cocv10i3art5.
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Corporate Governance (CG) is not a new concept for the transition economies of the Middle East, but corporate governance is especially important since these economies do not have the long-established institutional infrastructure to deal with corporate governance issues. This article is presenting the results of our survey analyzing the status quo of Corporate Governance in Iranian companies. The survey questions cover aspects of Corporate Governance awareness, board of directors, control environment, transparency and shareholder- as well as stakeholder rights. We find several specifics that apply to other countries in the MENA region too. Empowering shareholders and stakeholder, offering Corporate Governance trainings and case studies in the region as well as establishing a culture of independent directors is the way forward.
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Avery, Gayle, and Narelle Hooper. "How David Cooke implemented corporate social responsibility at Konica Minolta Australia." Strategy & Leadership 45, no. 3 (2017): 38–44. http://dx.doi.org/10.1108/sl-04-2017-0034.
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Purpose This interview demonstrates how CEOs can focus on CSR to engage the workforce and change the culture and performance of an organization. Design/methodology/approach This article reports on an interview with Dr David Cooke, Managing Director of Konica Minolta Australia. Findings By introducing CSR to the firm, and in particular pursuing the UN’s Sustainable Development Goal (SDG) #8 against human trafficking, the MD not only changed the management style and culture in the organization, but also enhanced commercial results. Performance improved across many measures: revenue, profit, market share in a declining marketplace, highest number of units placed into the Australian market, increasing prestige associated with the company’s brand, and becoming an employer of choice. Research limitations/implications The findings are consistent with the literature on corporate sustainable investment, but further studies are needed to fully understand the processes involved in changing culture and improving performance via CSR. Practical implications This interview clearly shows the steps that the new CEO took in radically changing the culture of his organization by adopting CSR extensively. Social implications The power of business is vital to pursuing societal goals, and the case of Konica Minolta Australia demonstrates that doing so also benefits the company. Originality/value This study clearly explains how a corporate culture was changed and performance enhanced through a strategy based on investment in social issues.
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Драчева, Е., E. Dracheva, Лариса Савинкина, and Larisa Savinkina. "The Role of Incentive Tourism in Formation of the Corporate Culture of the Organization." Management of the Personnel and Intellectual Resources in Russia 8, no. 2 (2019): 36–40. http://dx.doi.org/10.12737/article_5cb70a61ab4eb3.01255388.
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Incentive tourism is gaining popularity in the corporate culture of Russian organizations, as an element of staff motivation. The trends of recent years show that the geography of exotic countries for incentive tourism is expanding, unusual events are offered based on bright, emotional impressions, which are developed in conjunction with customer organizations and MICE agencies or travel agencies. These can be a case studies — traveling with a surprise, interactive incentive programs, team building programs, an interesting quest, etc. Sometimes, the purpose of an organization is to identify employee qualities or to observe how employees will behave in an unusual stressful situation. Incentive travel is the fastest growing sector of the business event industry with the highest expenditure per capita and the most extensive coverage.
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William Domm, Graeme. "Beyond culture." Corporate Communications: An International Journal 19, no. 4 (2014): 357–70. http://dx.doi.org/10.1108/ccij-04-2014-0022.
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Purpose – The purpose of this paper is to explore the practices and outlooks of public relations (PR) and corporate communication practitioners in six countries of South East Asia, through the eyes of practitioners themselves. Design/methodology/approach – The paper draws on the findings of a doctoral research project comprising an online questionnaire sent to 100 active PR and corporate communication practitioners in six countries of South East Asia, attracting 30 responses; and a subsequent series of 14 semi-structured, in-depth face-to-face interviews. While taking some account of a range of theories in formulating questions, the research is primarily inductive in nature, seeking to reveal self-perceptions of the working worlds, worldviews, values and concerns of practitioners themselves. Findings – The project confirms, in the South East Asian context, hypotheses previously advanced by researchers including Sriramesh (2004), Sriramesh and Vercic (2001), Bardhan (2011) and others which assert that distinctive worldviews and local and regional cultures can be significant considerations in understanding the ways that communication strategies are developed and applied in different geographical locations. Going further, the research confirms that local practitioners see other environmental variables including differences in infrastructure, the composition of local languages and a range of other factors which go beyond “attitudes” and “values” as having important impacts as well, and therefore being worthy of more detailed attention by international communication planners and scholars. Research limitations/implications – The research has implications for practitioners seeking to develop effective communication strategies in South East Asian environments. For scholars, the research has implications for better understanding of the significance of a range of environmental variables which may impact the effectiveness of professional practice in the region but which as yet may not be sufficiently recognised by existing theory and case studies. The project has a small sample size, with respondents drawn primarily from the membership of two English-speaking international professional associations. All research was also conducted in English. It may therefore not be fully representative of all practitioners across the region. Practical implications – The findings draw attention to ways that communication strategies might be more successfully developed and applied in particular Association of South East Asian Nations countries, and how professional practice in this region can help to better inform the development of more inclusive, comprehensive and critical “international” PR theory, curriculum and pedagogy. Social implications – The research has social implications in regard to promoting better understanding of the outlooks and influences upon a group of professional people who arguably enjoy disproportionate influence upon the communities and societies in which they operate, by virtue of the work they undertake to explain, persuade and build relationships on behalf of other influential parties. Originality/value – This is the first research project providing extensive first-hand simultaneous insights into the working worlds and personal outlooks of a broad cross-section of corporate communication practitioners across a number of major countries of South East Asia, embracing a comprehensive range of discussion topics.
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Oliver, John. "Is “transgenerational response” a hidden cause of failed corporate turnarounds and chronic underperformance?" Strategy & Leadership 45, no. 3 (2017): 23–29. http://dx.doi.org/10.1108/sl-01-2017-0006.
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Purpose CEO turnover and chronic corporate underperformance are examined through the lens of Transgenerational Response. Design/methodology/approach The criteria for investigating Transgenerational Response in corporations consisted of identifying a Critical Corporate Incident, the number of corporate generations and the resultant corporate financial performance. Findings The evidence presented in the case studies illustrates how a Critical Corporate Incident has produced the consequential effect of chronic financial performance in the years following the incident. Research limitations/implications These case studies have not presented the “actual” adaptive responses, inherited attitudes and behaviours that have subsequently embedded themselves in a new corporate culture, post the Critical Corporate Incident, to the detriment of the long-term health and performance of each firm. Practical implications Examining CEO turnover and chronic corporate underperformance through the lens of Transgenerational Response means that business leaders can identify how a historic event has affected the performance of their firm in subsequent generations. With this knowledge in hand, they will be able to examine the inherited attitudes and behaviours, organizational policies, strategy and adaptive cultural routines that have combined to consolidate the firms chronic under performance. Originality/value This is a highly original, evidence based, idea that has the potential to reshape our current understanding of CEO turnover and underperforming firms. It will help business leaders identify how a historic event has affected the performance of a firm in subsequent generations.
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B. Plijter, Evelien, Theo J.M. van der Voordt, and Roberto Rocco. "Managing the workplace in a globalized world." Facilities 32, no. 13/14 (2014): 744–60. http://dx.doi.org/10.1108/f-11-2012-0093.
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Purpose – The purpose of this study is to provide a better insight into the role of national cultures on the management and design of workplaces of multinationals in different countries. Design/methodology/approach – This explorative study is based on an extensive literature review of dimensions of a national culture in connection to corporate real estate management, interviews with ten representatives of multinationals on corporate real estate strategies and workplace characteristics and a multiple case study of two multinational firms with site visits and observations at offices in The Netherlands, Germany and Great Britain. Findings – Whereas all interviewed companies had their real estate portfolio to some extent aligned to the local national culture, none had a strict central policy about this issue. Differences in workplace characteristics were mainly caused by the involvement of local people in workplace design. Using Hofstede’s cultural dimensions, the case studies showed relationships between masculinity of a culture and the expression of status and between uncertainty avoidance and openness to innovation; however, no relationships were found related to differences in power distance and short-/long-term orientation. Research limitations/implications – The case studies were conducted in three European Union countries. Due to practical reasons, most interviewees were Dutch. Additional empirical research including more different national cultures is needed to advance more unequivocal conclusions and to develop a clear set of guidelines for decision-making. Practical implications – The findings stress the importance of finding a balance between aligning facilities to business purposes and meeting the needs of different (groups of) employees in multinational environments. Originality/value – Although much has been written about national culture, not much research is yet available in connection to facilities management and corporate real estate management.
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Houghton, Luke, and Heather Stewart. "Realising Corporate Social Responsibility Through Simulated Learnings." Journal of Business Ethics Education 16 (2019): 5–23. http://dx.doi.org/10.5840/jbee2019162.
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We argue that modern approaches to teaching Corporate Social Responsibility (CSR) rely heavily on abstract descriptions of poorly framed problems. Such problems often point to a reality that does not favour the development of CSR. Instead it creates a level of abstraction between “business” and “social responsibility” because there is no real experience of the challenges of integrating CSR into business practice. The number one challenge of making CSR work is integrating it into culture and business practices. To assist in helping the future leaders of tomorrow understand their studies, we propose that a deeper integration between theory and practice is important. In this paper it is argued that this deeper integration can be achieved using small simulations in which students attempt to integrate CSR into real world situations and reflect on this experience. The reflection enables them to capture insights that are often absent from abstractions such as case studies. We offer an action research study to demonstrate how this reflective cycle works in two separate courses where this approach was applied. From this, these lessons are developed into a discussion where future directions are discussed.
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Stone, Lesley. "When case studies are not enough: the influence of corporate culture and employee attitudes on the success of cleaner production initiatives." Journal of Cleaner Production 8, no. 5 (2000): 353–59. http://dx.doi.org/10.1016/s0959-6526(00)00037-8.
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Klarin, Anton, Rifat Sharmelly, and Yuliani Suseno. "A Systems Perspective in Examining Industry Clusters: Case Studies of Clusters in Russia and India." Journal of Risk and Financial Management 14, no. 8 (2021): 367. http://dx.doi.org/10.3390/jrfm14080367.
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This article explores an examination of industry clusters from a systems perspective. We analyze Russia’s pharmaceutical clusters and India’s automobile clusters in terms of the systems concepts of holism, emergence, and open systems. We further consider the aspects of human capital investment and the availability of professional labor, infrastructure, private–public sector collaboration, support for funding and commercialization, as well as innovation corporate culture, when examining the institutional pillars supporting the development and growth of industry clusters within the national innovation ecosystems. The findings illustrate how industry clusters can be viewed from a systems perspective. We also highlight how the institutional pillars underpinning national innovation ecosystems can be applied to an industry cluster level, particularly in emerging countries. The article provides implications for theory and practice in the application of a systems perspective as a way to foster industry cluster innovation and promote a more effective national innovation ecosystem.
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Mehta, Sandhya Rao. "The Culture Of Corporate Social Responsibility (CSR) In The Academic Framework: Some Literary Implications." Contemporary Issues in Education Research (CIER) 4, no. 10 (2011): 19. http://dx.doi.org/10.19030/cier.v4i10.5971.
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Corporate Social Responsibility (CSR) is swiftly emerging as an integral part of corporate culture and discourse. Associated with notions of responsibility, accountability and community involvement, it remains privileged with concerns that increasingly define the new millennium. Less developed, however, is the relevance of CSR ideas to academic communities. For universities to shrug away from CSR concerns would be to deny an essential precondition of the academic framework accountability to the stakeholder - in this case, the students and the immediate community at large. This paper attempts to contextualize the role of the universities within the wider concerns of CSR.. While establishing the background of CSR studies, the emergence of academic involvement will also be reflected upon and finally, an example of the way in which accountability could be achieved in the literature programs of English departments will be presented to indicate ways in which literary curricula could be better aligned with the priorities of the larger, ever-expanding concerns of global literature.
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Coulson-Thomas, Colin Joseph. "Learning and behaviour: addressing the culture change conundrum: part one." Industrial and Commercial Training 47, no. 3 (2015): 109–15. http://dx.doi.org/10.1108/ict-01-2015-0003.
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Purpose – Calls for culture change often result from a desire to change certain behaviours. The purpose of this paper is to summarise some key findings of a five-year investigation into quicker and more affordable routes to creating high-performance organisations. It suggests a practical and cost-effective way of quickly changing the behaviour of key work-groups independently of corporate culture which integrates working and learning and simultaneously achieves multiple corporate objectives. Design/methodology/approach – A programme of critical success factor, “issue” and other surveys was complemented with a five-year evaluation of more recent case studies to understand early adoptions of performance support and to assess their results and implications. The applications examined were discussed with the relevant technical architect and the results obtained corroborated with commissioner/user performance data and/or documented assessments/reactions. Findings – The use of performance support which can integrate learning and working represents an affordable way of changing the behaviour of particular and front-line work-groups independently of corporate culture. Changing a culture defined in terms of deeply held attitudes, values and beliefs is problematic, but required changes of behaviour can often be quickly accomplished using performance support, which can also address particular problems and deliver benefits for multiple stakeholders. Practical implications – Culture change is neither necessary nor desirable where there are quicker, practical and affordable ways of altering behaviours while organisational cultures remain unchanged. It might also be problematic in organisations that need to embrace a diversity of cultures and encourage a variety of approaches and behaviours across different functions and business units. One can avoid certain general, expensive, time consuming and disruptive corporate programmes in an area such as culture change and adopt a quick, focused and cost-effective alternative that can quickly deliver multiple benefits for people and organisations. Originality/value – This paper summarises the main findings of an investigation that has identified deficiencies of contemporary responses to a requirement to change certain behaviours that involve seeking to change a corporate culture and questions their practicality, desirability, time-scale and affordability. It presents and evidence-based alternative approach that is more affordable and can more quickly deliver changes of behaviour required and ensure compliance with relevant laws, regulations, policies and codes.
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WIKHAMN, BJÖRN REMNELAND, and ALEXANDER STYHRE. "OPEN INNOVATION AS A FACILITATOR FOR CORPORATE EXPLORATION." International Journal of Innovation Management 21, no. 06 (2017): 1750042. http://dx.doi.org/10.1142/s1363919617500426.
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While open innovation is a management concept of increased attention in academia as well as in industry, studies have also shown that the implementation of open innovation can be a rather difficult and challenging process. Installed organisational structures, culture and knowledge are often portrayed as hinder for change. This study provides an in-depth case study, based on 50 interviews, of how a large pharmaceutical corporation implemented an open innovation initiative. Instead of considering existing internal knowledge and structures as problematic, these resources were rather utilised as cornerstones for value offerings in open innovation. Furthermore, employees’ engagement in open innovation resulted in a more open and dynamic climate, as well as an improved entrepreneurial image of the corporation internally as well as externally. The study contributes to the open innovation literature by advancing the understanding about the organisational implications of implementing open innovation in practice. As such, it provides valuable insights for researchers and practitioners about implementing open innovation in practice.
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Coulson-Thomas, Colin. "Learning and behaviour: addressing the culture change conundrum: part two." Industrial and Commercial Training 47, no. 4 (2015): 182–89. http://dx.doi.org/10.1108/ict-01-2015-0004.
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Purpose – Calls for culture change often result from a desire to change certain behaviours. The purpose of this paper is to summarise some key findings of a five year investigation into quicker and more affordable routes to creating high-performance organisations. It suggests a practical and cost-effective way of quickly changing the behaviour of key work-groups independently of corporate culture which integrates working and learning and simultaneously achieves multiple corporate objectives. Design/methodology/approach – A programme of critical success factor, “issue” and other surveys was complemented with a five-year evaluation of more recent case studies to understand early adoptions of performance support and to assess their results and implications. The applications examined were discussed with the relevant technical architect and the results obtained corroborated with commissioner/user performance data and/or documented assessments/reactions. Findings – The use of performance support which can integrate learning and working represents an affordable way of changing the behaviour of particular and front-line work-groups independently of corporate culture. Changing a culture defined in terms of deeply held attitudes, values and beliefs is problematic, but required changes of behaviour can often be quickly accomplished using performance support, which can also address particular problems and deliver benefits for multiple stakeholders. Practical implications – Many general corporate culture change programmes, HR policies and associated training may be unnecessary and counter-productive if the aim is to quickly change specific behaviours in particular areas. They might also be problematic in organisations that need to embrace a diversity of cultures and encourage a variety of approaches and behaviours across different functions and business units. Performance support which integrates learning and working can be a cost-effective way of changing behaviour, ensuring compliance, enabling people to innovate and remain current and competitive, and delivering multiple objectives without requiring a change of culture or structure. Originality/value – Summarises the main findings of an investigation that has identified deficiencies of contemporary responses to a requirement to change certain behaviours that involve seeking to change a corporate culture and questions their practicality, desirability, time-scale and affordability. It presents an evidence-based alternative approach that is more affordable and can more quickly deliver changes of behaviour required and ensure compliance with relevant laws, regulations, policies and codes.
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Notes, Research. "A Decade of Impact: A JEEMS Bibliometric Science Map." Journal of East European Management Studies 25, no. 1 (2020): 194–209. http://dx.doi.org/10.5771/0949-6181-2020-1-194.
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This bibliometric research note analyses the impact of the Journal of East European Management Studies (JEEMS) since its SSCI indexation. We analyse 91 papers in English, showing that most papers are country and/or case specific, with a large majority of papers associated with the international business discipline. The strongest contributions have been made to the general international business literature and the literature on corporate social responsibility, as well as culture studies. We identify several gaps and outline future research directions.
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Parker, Martin. "The Sociology of Organizations and the Organization of Sociology: Some Reflections on the Making of a Division of Labour." Sociological Review 48, no. 1 (2000): 124–46. http://dx.doi.org/10.1111/1467-954x.00206.
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This paper speculates on the emerging divide between ‘organization studies’ – a discipline largely practised in management departments – and the ‘sociology of organizations’. Using organizational culture as a case study, I argue that ‘forgetting’ is a key move in the construction of a discipline. Much organization studies' writing on corporate culture and symbolism is predicated on an amnesia about a wide body of older sociological work on ‘atmosphere’, ‘climate’, ‘personality’ and ‘informal structure’. This disciplinary constitution is productive of knowing, yet it also involves drawing boundaries that enable forgetting. Critically reflecting on the current division of labour in this area, as well as on the costs of amnesia, might encourage more historically informed forms of knowing.
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Palm, Michael. "Keeping what real? Vinyl records and the future of independent culture." Convergence: The International Journal of Research into New Media Technologies 25, no. 4 (2019): 643–56. http://dx.doi.org/10.1177/1354856519835485.
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The revived popularity of vinyl records in the United States provides a unique opportunity for ‘rethinking the distinction between new and old media’. With vinyl, the new/old dichotomy informs a more specific opposition between digital and analog. The vinyl record is an iconic analog artifact whose physical creation and circulation cannot be digitized. Making records involves arduous craft labor and old-school manufacturing, and the process remains essentially the same as it was in 1960. Vinyl culture and commerce today, however, abound with digital media: the majority of vinyl sales occur online, the download code is a familiar feature of new vinyl releases, and turntables outfitted with USB ports and Bluetooth are outselling traditional models. This digital disconnect between the contemporary traffic in records and their fabrication makes the vinyl revival an ideal case example for interrogating the limitations of new and old as conceptual horizons for media and for proffering alternative historical formulations and critical frameworks. Toward that end, my analysis of the revitalized vinyl economy in the United States suggests that the familiar (and always porous) distinction between corporate and independent continues to offer media studies a more salient spectrum, conceptually and empirically, than new-old or analog-digital. Drawing on ethnographic research along vinyl’s current supply chain in the United States, I argue that scholars and supporters of independent culture should strive to decouple the digital and the analog from the corporate, rather than from one another. The pressing question about the future of vinyl is not, will there continue to be a place for analog formats alongside the digital; but rather, to what extent can physical media circulate independently of the same corporate interests that have come to dominate popular culture in its digital forms?
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Artus, Ingrid. "Prekäre Vergemeinschaftung und verrückte Kämpfe." PROKLA. Zeitschrift für kritische Sozialwissenschaft 38, no. 150 (2008): 27–48. http://dx.doi.org/10.32387/prokla.v38i150.480.
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Two case studies in multinational service enterprises (fast food and transport sector) show that strategies of corporate culture are quite efficient for management control of precarious and 'poor work'. The article discusses the problems of individual and collective interest representation within these special kind of employment relations, the reasons why struggles for respect and justice seem to be 'crazy conflicts' there and in which context nevertheless occur ruptures in the system of absolute management control.
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Aragon, Lorraine V. "Copyrighting Culture for the Nation? Intangible Property Nationalism and the Regional Arts of Indonesia." International Journal of Cultural Property 19, no. 3 (2012): 269–312. http://dx.doi.org/10.1017/s0940739112000203.
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AbstractThis article analyzes how intangible cultural expressions are re-scripted as national intellectual and cultural property in postcolonial nations such as Indonesia. The mixing of intellectual and cultural property paradigms to frame folkloric art practices as national possessions, termed “intangible property nationalism,” is assessed through consideration of Indonesia's 2002 copyright law, UNESCO heritage discourse, and the tutoring of ASEAN officials to use intellectual and cultural property rhetoric to defend national cultural resources. The article considers how legal assumptions are rebuffed by Indonesian regional artists and artisans who do not view their local knowledge and practices as property subject to exclusive claims by individuals or corporate groups, including the state. Producers' limited claims on authority over cultural expressions such as music, drama, puppetry, mythology, dance, and textiles contrast with Indonesian officials' anxieties over cultural theft by foreigners, especially in Malaysia. The case suggests new nationalist uses for heritage claims in postcolonial states.
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Guidroz, Ashley M., Karen W. Luce, and Daniel R. Denison. "Integrated change: creating synergy between leader and organizational development." Industrial and Commercial Training 42, no. 3 (2010): 151–55. http://dx.doi.org/10.1108/00197851011038141.
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PurposeThe purpose of this paper is to share with organizations a method for integrating organizational culture change and leadership development within one balanced corporate initiative.Design/methodology/approachThis paper describes the benefits of organizational culture and leadership development, the steps taken to design such a program within a large, global manufacturing organization, and the benefits of the integrated program.FindingsIntegrating organizational culture with leadership development can help create a clear “line of sight” between the individual and the organization and builds broader accountability for the success of organizational change initiatives.Practical implicationsIntegrated culture and leadership programs can be designed within any environment. This case study serves as an example to provide readers with ideas for how to create and implement similar programs in other organizations.Originality/valueKotter stresses the need for leadership in organizational change, however, few case studies have been published in this area that articulate how leadership and organizational development can be successfully integrated.
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Riely, Andrew. "Gentrifiers, distinction, and social preservation: A case study in consumption on Mount Pleasant Street in Washington, DC." Urban Studies 57, no. 12 (2019): 2383–401. http://dx.doi.org/10.1177/0042098019830895.
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Mount Pleasant, a neighbourhood of Washington, DC that has experienced several decades of residential gentrification (Gale, 1980; Modan, 2007; Williams, 1988), nonetheless possesses a commercial corridor where local stores far outnumber boutique retail and corporate chain outlets. Its situation challenges a critical strain within the commercial gentrification literature that emphasises the likelihood of retail displacement during the gentrification process and characterises gentrifier consumers as primarily interested in retail outlets that are familiar or carefully designed to suit their taste. This study investigates gentrifiers’ consumption practices in Mount Pleasant to ascertain how they differ from those of peers in neighbourhoods where gentrification has followed a more typical trajectory. Using theories of distinction (Bourdieu, 1984) and social preservation (Brown-Saracino, 2009), I argue that many local gentrifiers, contradictorily, seek to accrue cultural capital by consuming ‘authentic’ local culture and products while paying attention to the costs of turnover and displacement.
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Attfield, Nicholas. "From punk into pop (via hardcore): Re-reading the Sub Pop manifesto." Punk & Post-Punk 00, no. 00 (2021): 1–17. http://dx.doi.org/10.1386/punk_00086_1.
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Bruce Pavitt’s music fanzine Sub Pop, the first issue of which appeared in 1980, is often presented as a simple case of independent culture versus the reviled mainstream, with little reference to the actual written and graphic content of its pages. This article challenges and complicates that view with an account of Pavitt’s usage of language and specific genre terms – in particular, his tendency to rebrand punk as (indie) ‘pop’. This he reinforces with all manner of written and visual references to 1950s pre-corporate means of production and consumption. In so doing, I argue, he projects what numerous theorists have defined as a ‘genre culture’ based around pop. Pavitt also tries, however, to absorb the immediate indie legacy of hardcore within his genre culture. As the second part of the article demonstrates, this generates stark tensions within his fanzine reviews and other copy – not least when his opening Sub Pop manifesto rejects the toxic masculinity of corporate rock but simultaneously celebrates hardcore’s own carefully policed American, anti-British, anti-theatrical masculinity. Such tensions, I suggest in closing, found their way into Pavitt’s most famous creation, where they were partly, if still messily, resolved: this was the Seattle indie record label, also called Sub Pop, and its signal genre of grunge.
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Nagy, Judit, Zsófia Jámbor, and Anna Freund. "Digitalisation in the Food Industry – Case Studies on the Effects of IT and Technological Development on Companies." Agris on-line Papers in Economics and Informatics 12, no. 4 (2020): 77–92. http://dx.doi.org/10.7160/aol.2020.120406.
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In recent decades as a result of the development of information and communication technologies (ICT) and the Internet, we have witnessed major changes in companies. The ICT support of the processes is becoming more and more extensive and comprehensive, which enables the realization of digitalisation. The interconnection of processes, machines, people in a single network makes another level of optimisation available. The changes turned up by digitalisation are not only technological, but they also have an impact on the company's organisation and strategy. Our study aims to create an analytical framework and map the opportunities that digitalisation promises in the food industry and the organisational changes that ICT and technological development bring, with special emphasis on the impact on strategy, employees, and corporate culture. Our results show that companies are not consciously engaged in digitalisation yet, but they exploit their opportunities and make improvements in this sense. Adaptation of digital solutions is often forced by the labour shortage, the pressure to achieve higher efficiency and thus to remain competitive and to service the growth strategy.
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Bergeron, Henri, Patrick Castel, and Abigail C. Saguy. "A FRENCH PARADOX?" French Politics, Culture & Society 37, no. 2 (2019): 110–30. http://dx.doi.org/10.3167/fpcs.2019.370205.
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The French news media has framed “obesity” largely as a product of corporate greed and social inequality. Yet, France has—like other nations including the United States—adopted policies that focus on changing individual-level behavior. This article identifies several factors—including food industry lobbying, the Ministry of Agriculture’s rivalry with the Ministry of Health and alliance with the food industry, and competition with other policy goals—that favored the development of individual-level policy approaches to obesity in France at the expense of social-structural ones. This case points to the need to more systematically document inconsistencies and consistencies between social problem framing and policies. It also shows that national culture is multivalent and internally contradictory, fueling political and social struggles over which version of national culture will prevail at any given moment.
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Dutton, Kelly. "Increasing diversity, awareness, and inclusion in corporate culture: investigating communities of practice and resource groups among employees." Development and Learning in Organizations: An International Journal 32, no. 6 (2018): 19–21. http://dx.doi.org/10.1108/dlo-11-2018-132.
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Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Diversity is increasing and there are huge benefits to organizations in supporting this, both for their employees and their customer base. A means of providing support to employees is the creation of employee resource groups (ERGs) which provide a safe community to discuss issues, have a voice, increase visibility, and receive learning and development opportunities, both formally and informally. ERGs can raise awareness throughout the organization to non-members and business leaders alike, reducing stereotypical thinking and increasing integration. This has wider benefits in terms of reducing employee turnover and creating an inclusive, productive workforce. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world's leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information, and presenting it in a condensed and easy-to-digest format.
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Ketprapakorn, Nuttasorn, and Sooksan Kantabutra. "Culture Development for Sustainable SMEs: Toward a Behavioral Theory." Sustainability 11, no. 9 (2019): 2629. http://dx.doi.org/10.3390/su11092629.
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The present study derives culture development practices among “sustainable” small and medium enterprises (SMEs)that adopt the Thai philosophy of the sufficiency economy. It adopts multiple data collection methods including non-participant observations made during visits to five “sustainable” enterprises, and references internal and published documents among other information about the case enterprises, including annual reports, previous studies about the companies and news reports. In-depth interview sessions were held with top management team members and employees, including CEOs or MDs, and division/functional heads. The “grounded theory” is adopted as an approach to analyze the data. The analysis reveals six emerging organizational culture development practices: identifying virtues, social and environmental responsibility and innovation as core values; leaders acting as models according to these values; growing their own managers to continue their corporate cultures; designing communication channels to emphasize the core values among employees; using the core values as criteria to recruit new employees; avoiding employee layoff to preserve the core values even in times of financial crisis. Limitations and future research directions to develop a behavioral theory of sustainability culture in organizational settings, as well as managerial implications are discussed.
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Blesia, Jhon Urasti, Susan Wild, Keith Dixon, and Beverley Rae Lord. "Corporate community relations and development: engagement with indigenous peoples." Sustainability Accounting, Management and Policy Journal 12, no. 4 (2021): 811–45. http://dx.doi.org/10.1108/sampj-10-2018-0278.
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Purpose The purpose of this paper is to increase knowledge about community relations and development (CRD) activities done in conjunction with mining activities of multinational companies affecting indigenous peoples and thus help improve relationships between them, despite continuing bad consequences the people continue to endure. It is through such better relationships that these consequences may be redressed and mitigated, and greater sharing of benefits of mining may occur, bearing in mind what constitutes benefits may differ from the perspectives of the indigenous peoples and the miners. Design/methodology/approach A qualitative approach is taken, including interviews with company officials responsible for CRD activities, elaborated with observations, company and public documents and previous literature about these mining operations and the peoples. Findings The CRD activities have gradually increased compared with their absence previously. They are officially labelled social investment in community development programmes, and are funded from profits and couched in terms of human development, human rights, preservation of culture and physical development of infrastructure. Dissatisfied with programme quality and relevance, company officials now relate with indigenous people, their leaders and representatives in ways called engagement and partnerships. Practical implications The findings can inform policies and practices of the parties to CRD, which in this West Papua case would be the miners and their company, CRD practitioners, the indigenous peoples and the civil authorities at the local and national level and aid industry participants. Social implications The study acknowledges and addresses social initiatives to develop the indigenous peoples affected by mining. Originality/value The study extends older studies in the same territory before CRD had matured, and corroborates and elaborates other studies of CRD in different territories.
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Cerdá Suárez, Luis Manuel, Jesús Perán López, and Belén Cambronero Saiz. "The Influence of Heuristic judgments in Social Media on Corporate Reputation: A Study in Spanish Leader Companies." Sustainability 12, no. 4 (2020): 1640. http://dx.doi.org/10.3390/su12041640.
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From a corporate-side perspective, the communication of reputational actions and news of companies becomes critical for success. However, in communication, business, and management studies, heuristics can be understood as simple cognitive processes that allow assessments, predictions, and decisions to be made quickly and efficiently by consumers and economic agents. This aspect can sometimes lead to cognitive biases, especially when little information is available or in situations of high uncertainty. The aim of this research is to investigate the influence of heuristic judgments in social media on corporate reputation ratings obtained in Spanish leader companies. Using data collected in Spain, this paper analyzes the influence of heuristics concerning news items on corporate reputation, measured by the Monitor Empresarial de Reputación Corporativa (MERCO) Index. The main finding of this paper is that the total number of news items has a positive effect on corporate reputation, particularly in the categories of culture-values, results/image, expansion, and sponsorship/donations. Additionally, this work serves as a repository of knowledge applicable to similar situations considering the specificities of each particular case. The importance to intervene on certain variables at different levels of managerial performance is described and implications for companies are discussed in these pages.
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Testarmata, Silvia, Alessia Montecchia, and Emiliano Di Carlo. "Enhancing environmental sustainability through codes of ethics: the case of Italian listed companies." Corporate Ownership and Control 11, no. 1 (2013): 40–54. http://dx.doi.org/10.22495/cocv11i1art4.
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Codes of ethics aims to disclose corporate social responsibility and to promote ethical culture throughout the firms. Several studies have investigated the content of such codes to identify what values are declared within. However, so far literature on codes of ethics seems not to have considered adequately the question of environmental protection. Therefore this paper focuses on the disclosure of environmental sustainability in codes of ethics, investigating the case of Italian listed companies. Adopting a content analysis methodology, the paper explores the environmental section of these codes in order to assess the salience of environmental sustainability in the strategic orientation of the firms, identifying the environmental principles, objectives, instruments and certification stated within the codes of ethics and highlighting whether and to what extent the environmental disclosure varies among industries. The research findings suggest that the Italian listed companies are more oriented to emphasize the environmental principles rather than to define precise objectives and instruments useful to achieve the environmental sustainability in practice. Nevertheless the more polluted industries seem to provide a wider environmental disclosure.
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Limberis, Vasiliki. "“Religion” as the Cipher for Identity: The Cases of Emperor Julian, Libanius, and Gregory Nazianzus." Harvard Theological Review 93, no. 4 (2000): 373–400. http://dx.doi.org/10.1017/s0017816000016394.
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In this paper I shall explore how religion functioned as a signifier of identity for Emperor Julian, his friend and teacher, Libanius, and his jealous enemy, Gregory Nazianzus, during the bewildering period of Julian's short reign and sudden death. However, before discussing each man's case, it will be useful to clarify the conceptual boundaries of the discussion. Because the term “religion,” as used in the academic world, is problematic for analyzing fourth-century culture, it is first necessary to isolate the concept of religion from the process of universalization. Drawing on the analyses of several post-colonialist theorists, I shall show why the term requires this disengagement, and why its meaning is best understood in light of the complications of specific historical circumstances. Once this issue has been broached, I shall introduce a theoretical basis for viewing “culture” as a commodity that was used by Christianity and pagan religions from 314–365, when, for the most part, both sides enjoyed a rest from institutional persecution. shall also discuss how the concepts of religion and learning were brokered as cultural commodities by these same social groups. Having established this theoretical framework as the basis of my analysis, I shall turn to the investigation of what religion is for Julian, Libanius, and Gregory Nazianzus, how it fits into their own self-image, and what role each envisions for religion as corporate identity for civilized people of the oikoumene.
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Formánková, Lenka, and Alena Křížková. "Flexibility trap – the effects of flexible working on the position of female professionals and managers within a corporate environment." Gender in Management: An International Journal 30, no. 3 (2015): 225–38. http://dx.doi.org/10.1108/gm-03-2014-0027.
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Purpose – The aim of this paper is to analyse the experience of female part-time professionals with employee and managerial positions with the utilisation of flexible work arrangements in a corporate environment in the country with a full-time dominated work culture. The data represent a rare case study of the work environment in a Czech branch of one multinational company. This paper focusses on the position of female employees working part-time in professional and managerial positions. The reason for such an arrangement is their attempt to combine career and care for pre-school children. This paper evaluates the effects of flexible work policies in an environment where part-time work for female professionals is rarely available and, therefore, precious. In particular, this paper discusses conditions under which these arrangements are available and its impact on gender equality. Design/methodology/approach – The paper represents a rare case-study of an organisational environment. The seven analysed interviews derive from a larger study on the corporate environment which included 35 interviews and a series of participatory observations. In the analysis, the following questions are discussed: What is the position of employees working within flexible working arrangements in a specific corporate culture? Which aspects of flexible working arrangements affect the professional recognition and evaluation of the employees? To what extent and how do flexible working arrangements affect employee satisfaction with their working and private lives? Findings – The data reveal the diverse and often subtle forms of discrimination and exploitation of working mothers, who use the flexible working arrangement as a work-family reconciliation strategy. Female employees working with alternative working arrangements do not have equal bargaining power in comparison to other employees, regardless of whether they are professionals, and sometimes in managerial positions. At the formal level, the part-time professionals are restricted in pay and in access to the company benefits. In the informal relations within the workplace, their work lacks of sufficient recognition of colleagues and superiors. Overall, part-time work for female professionals and managers leads to an entrapment between the needs of their family and the expectations of their employer. Practical implications – The research reveals the practical limitation in introducing policies the work-life reconciliation policies. The results show the need to focus on promoting better conditions for employees working part-time. Also, it shows that managerial and highly demanding professional positions can be executed on a part-time basis if the work environment is open towards accepting this arrangement. Moreover, the findings outline the possibilities of developing workplace practices in the Czech Republic in a woman-friendly direction. Social implications – Specific legislative arrangements should be enacted, providing better protection for employees in non-standard employment. At the same time, the incentives for employers to enable part-time working arrangements should be provided. Originality/value – The amount of research on female professionals working part-time or from home is rather limited in context of the post-communist countries. The paper discusses the “double” tokenism of the women working in the leadership positions and at the same time in flexible working arrangements in the full-time working culture.
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Lockhart, Deborah, and Jessica Xu. "How the upstream oil and gas industry can leverage interdisciplinary research to more effectively engage with Indigenous communities." APPEA Journal 61, no. 2 (2021): 417. http://dx.doi.org/10.1071/aj20150.
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Since 2010, mining companies have requested permission for the destruction of over 463 Aboriginal heritage sites. Recent high-profile events have profoundly impacted culturally significant Indigenous sites, and mining companies are under intense pressure to demonstrate greater sensitivity in their relationships with stakeholders. The Australian Disputes Centre uses several case studies to explore how the upstream petroleum industry can leverage current interdisciplinary research to engage with Indigenous communities more effectively, both nationally and internationally. Interest-based negotiation frameworks are considered as actionable mechanisms that are as applicable in day-to-day business operations as they are in supporting consistent, culturally-sensitive stakeholder agreements. The application of a range of communication strategies and skills to harness intersectional decision-making is reviewed, and asks the extent to which engagement with external stakeholders reflects internal corporate culture. Obtaining and retaining a social licence to operate is top of mind for all resource companies, but it does not come without a congruent culture of principled negotiation. This study considers the emerging challenges within the sector, including how to empower all parties to negotiate more fulsome outcomes. Using various case studies, including one involving the conservation of submerged Indigenous heritage, an holistic, interdisciplinary methodology for managing cross-cultural sensitivities while companies undertake technical investigations, liaise with archaeological and ethnographic experts and negotiate with local community leaders has been reviewed. Clearly, inclusive communication is just the beginning.
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Yapor, Stefanía, and Patricia Correa. "Factors that contribute to corporate volunteering: Articulating theory with the practice of companies." Journal of Business 12, no. 1 (2020): 22–44. http://dx.doi.org/10.21678/jb.2020.1426.
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Corporate Volunteering (CV) has grown in recent years, looming largely on the agenda of many companies and Civil Society Organizations (CSOs) both internationally and in Uruguay. The objective of this article is to identify the organizational factors that contribute to the management and development of CV and to analyze the articulation between, on the one hand, the theory underpinning the guides published by organizations that promote CV, and on the other, the practices of Uruguayan companies, in order to determine the relevance of the latter as inspiring models of good practice for other companies. To this end, on the one hand, an exhaustive review of CV and CSR guides from Europe and America was carried out, and then a sample of ten guides was selected for thus study; and on the other, a comparative analysis was carried out of four case studies of Uruguay-based companies: Pronto!, Carle & Andrioli, Telefónica, and Sabre. The methodological design entailed a mixed approach for the analysis of the companies and exploration of secondary information sources, with documentary analysis for the CV guides dimension. Among the main organizational factors identified are: the development of strategic CV, the support of leadership and management, CV integrating and promoting the organizational culture of the company, the promotion of volunteer participation, adequate implementation of internal and external communication, inclusion of other stakeholders, and synergy between CV and CSR.
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Kumar, Dhiraj, and Dinabandhu Sahoo. "Natural Resources Matters: Capitalism and People’s Resistance Against Developmentalism in Adivasi Region of India." Oriental Anthropologist: A Bi-annual International Journal of the Science of Man 19, no. 1 (2019): 83–101. http://dx.doi.org/10.1177/0972558x19835373.
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Capitalist development and its fallout dispossession have been contested in various place-based struggles in India. It has intensified capital accumulation, enforcing the vast majority of population, particularly the Adivasis (tribal people) in resource-rich territories, to displace and has affected their livelihoods by accumulating their cultural rights to land, water, and forests. The prerequisite capitalist logic of investment-induced dispossession has been contested in various place-based local struggles raising important questions about mass mobilization, resistance, politics of protest, identity, and solidarity. The study provides theoretical and empirical insight of the interrelationship between culture, power, and politics of corporate state developmentalism and the way it works in Adivasi resource-rich region. By discussing how different ploys and tactics employed by corporate to establish clientelist relation with nature, backed by the state through policy, have led to poverty and dispossession of the commons, this article argues that accumulation of the growth and national development subsume various discourses facilitated by different players involving populist belief and intentions which gradually develop a class character that corresponds with dialectic of the capitalism under the rubric and politics of imperial stage of capitalism. Based on ethnographic fieldwork and case studies, the article explores the process of how the Adivasis as a class encounter neoliberal capitalist development in Kalinga Nagar Industrial Complex and West Singhbhum. Initiatives like everyday resistance ‘from below’ in response to corporate land accumulation for developmental projects have further enhanced the ecological politics and class politics that will also be discussed in shadow of different theories of political economy and critical agrarian studies.
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Torres, Lívia Abreu, and Marcos Antonio Gomes Pena Jr. "Foresight as decision-making support within bounded rationality in individuals and organizations – Embrapa’s strategic intelligence system – Agropensa’s case." foresight 23, no. 4 (2021): 477–95. http://dx.doi.org/10.1108/fs-07-2020-0072.
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Purpose No matter how much human beings strive to make strictly rational choices, they are incapable of doing so because human knowledge is limited and suffers the influence of psychological aspects. This paper aims to demonstrate how the use of foresight methods has contributed to minimize problems inherent to human rationality through a qualitative descriptive study of the case of the Brazilian Agricultural Research Corporation – Embrapa. Design/methodology/approach This paper collected primary and secondary data through document analysis and interviews with managers of the Embrapa’s strategic intelligence system (SIS), Agropensa (a recognized success case of strategic intelligence (SI)/futures studies in Brazilian public administration). Findings The results show that it was possible to strengthen corporate behavior in the long term, minimize biases inherent to the decision-making process and bring relevant information into the management of the organization. Foresight methods and tools have made it possible to mitigate problems arising from bounded rationality (BR) in the Embrapa’s decision-making processes. The change in company’s culture potentiated long-term views and access to future-bearing information. Embrapa’s SIS contributes to mitigate difficulties inherent to human nature by bringing uncertainty into managerial discussions. Originality/value Taking in consideration all the advances in the future studies/SI approach, this paper realizes that this particular practical case can contribute to scientific community deepening the understanding of how a structure dedicated to run future studies/SI can diminish BR impacts on the company’s decision-making process.
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Moore, Ryan, and Michael Roberts. "Do-It-Yourself Mobilization: Punk and Social Movements." Mobilization: An International Quarterly 14, no. 3 (2009): 273–91. http://dx.doi.org/10.17813/maiq.14.3.01742p4221851w11.
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The intersection between music and social movements is a fertile area of research. We present three case studies taken from punk-the Rock Against Racism campaign in Britain during the late 1970s, the American hardcore scene of the 1980s, and the riot grrrl feminism of the early 1990s-as instances where music and subculture have not simply figured as symbolic forms of resistance and identity formation but also as a means of organizing protest, raising consciousness, and creating change. The central mechanism that has allowed punk subcultures to achieve high levels of mobilization has been the do-it-yourself ethic, which demands that punks take matters of cultural production into their own hands by making music, fanzines, and record labels, creating a network of venues for live music performance, as well as creating other forms of micromedia that are commercially independent of the corporate culture industry. We use these case studies to both draw attention to neglected areas of empirical research and as a means to intervene in theoretical debates that have tended to polarize social movement studies between paradigms that emphasize structural phenomena and those that emphasize cultural factors.
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Hein, Carola. "Oil Spaces: The Global Petroleumscape in the Rotterdam/The Hague Area." Journal of Urban History 44, no. 5 (2018): 887–929. http://dx.doi.org/10.1177/0096144217752460.
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Corporate and public actors have built the physical and financial flows of petroleum into the very landscape. This article identifies different layers of those flows— physical, represented, and everyday practices—that combine into a palimpsestic global petroleumscape. It posits that these layers historically became essential parts of modern society and of citizens’ everyday lives. Resulting path dependencies and an energy culture help maintain the buildings and urban forms needed for physical and financial oil flows and celebrate oil as a heroic cultural agent, in a feedback loop that leads societies to consume more oil. Following a general analysis, the article uses the Rotterdam/The Hague area, part of the North West European petroleum hub, as a case study of this feedback loop. Only in appreciating the power and extent of oil can we engage with the complex emerging challenges of sustainable design, policy making, heritage, and future built environments beyond oil.
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Chmielecki, Michał, and Marcin Lisowski. "The use of social media in public relations in Poland and the United Kingdom – case studies from automotive industry." Journal of Intercultural Management 5, no. 4 (2013): 49–64. http://dx.doi.org/10.2478/joim-2013-0026.
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Abstract Current changes in technology and the role of the Internet open up new opportunities for companies both to communicate with the public and organisational functionality of its own structure. The fact that Social Media entered the business landscape, can be globally experience in the novel ways of communication, particularly between all stakeholders in organisation’s environment, but also in growing tendency in search for the new knowledge and expertise in digital environment. Organisations existing in brick-and-mortar landscape, observing ongoing and continues development of the digital technologies that ubiquitously transforming the way we perceive a role of marketing and making Public Relations more fascinating discipline in the XXI century. Becoming more exposed to the public, marketers needs to understand importance of their role in the new age of digital era but more importantly to be able to adapt to a new environment by building their digital presence with accordance to tomorrow’s reality and prevailing expectations. Every geographical region has its own unique approach in practicing public relations and building their own understanding of that concept. What is more, one also has to take into consideration the relations between corporate culture and organizational environment and it’s influence on certain managerial practices. Broadening the traditional perspective and communication by the new and growing acceptance of the dot.com era, internet is defining new rules, that continuously supported by the visionary and innovatory approach of modern organisations, not only modelling PR and marketing but companies as a whole. The aim of this article is to identify the changing trends of the new PR model that continuously evolve in the digital era and changing our way of building robust two-direction communication channel. The article presents four case studies (Poland and the UK) of social media in PR on the automotive market.
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Khakbaz, Peyman Pournasr, and Behrouz Zarei . "Identifying Effective Organizational Factors on Corporate Entrepreneurship in Tehran Municipality's Department of Urban Services." Information Management and Business Review 3, no. 6 (2011): 328–35. http://dx.doi.org/10.22610/imbr.v3i6.949.
Full textAbstract:
the companies have realized the need for entrepreneurship and the entrepreneurial thoughts have penetrated in the administrative structures, because the growth, dynamics and survival of the modern organizations depends on the implementation of organizational entrepreneurship. Consequently, nowadays most of the organizations need organizational entrepreneurship development for growth and survival. The objective of the present paper is to fill the existing gap in the studies. The method of the research is a mixed one; in the qualitative stage, semi-structured and open interviews and investigation of related documents were used, and in the quantitative stage, the questionnaire was applied to gather data. In the research’s quantitative stage, a statistical population consisted of managers, employees of the case study were considered, and the simple random sampling method was used. In addition, in this stage, the questionnaires were used as the data collection tool and the experts in the qualitative stage measured the research’s validity, and the questionnaire’s reliability was approved through Cronbach’s alpha of 0.88. The mean analysis was applied in this stage for the data analysis. The findings of this paper shows that the effective organizational factors in organizational entrepreneurship in Tehran Municipality's Department of Urban Services are categorizes in the seven issues of managerial support, availability of resources, reward systems, corporate culture, entrepreneurial strategies, and risk taking.