bluuebunny/crossref_metadata_2025_split huggingface dataset:
Efficient labor reallocation and the liability of localness
Authors: Perez‐Batres Luis A. 
Published: April 2012

PurposeThe purpose of the paper is to explore the polarizing subject of immigration, from a business/economics perspective.Design/methodology/approachThe paper adds to the theoretical discussion the concept of “liability of localness”; a concept associated with the negative repercussions suffered by indigenous firms, after a regional free trade agreement takes place.FindingsThe paper answers why despite the suggested net economic gains brought by immigrants, there is still a big negative sentiment regarding the issue of immigration. It is proposed that regional trade agreements force labor reallocation, and in so doing, negatively affect the unskilled labor force.Research limitations/implicationsThis paper does not consider other academic disciplines to explain the problem, as it would be beyond the scope and aim of this journal.Practical implicationsThe advanced proposition suggests the need to have mechanisms in place to mitigate the negative consequences brought about by reallocation pressures (suffered mostly by unskilled labor).Social implicationsThis paper has social/policy applicability as it deals with the negative effect brought to local communities by foreign communities (at time 2), who lost their way of life (at time 1) after the implementation of a free trade agreement (at time 0).Originality/valueIn general, the negative consequences brought by free trade agreements do not garner the attention they deserve. By advancing the liability of localness concept into the immigration topic, this paper provides theoretical insights about the negative consequences originated by free trade agreements.
Attention deficit/hyperactive disorder as an entrepreneurial “marker” among family business members
Authors: Hayek Mario , Harvey Michael 
Published: April 2012

PurposeThe purpose of this paper is to explain why individuals with attention deficit/hyperactivity disorder (AD/HD) gravitate towards and excel in highly dynamic environments such as those encountered by family business owners.Design/methodology/approachThis conceptual paper draws on extant literature to establish parallels between the executive functions of individuals with AD/HD and entrepreneurial cognition. The authors use previous theoretical and empirical research to suggest that the use of intuition in the decision‐making process may explain the link between individuals with AD/HD and entrepreneurs.FindingsFamily members with AD/HD suffer from diminished executive functions that force them to make decisions and act upon information that would be insufficient for the non‐entrepreneur in the family.Research limitations/implicationsThe paper presents evidence suggesting a link between executive functions and intuitive decision making in the family business context, however, empirical research is now warranted to advance this line of research.Practical implicationsEstablishing the relationship between AD/HD and entrepreneurship may lead family business leaders to identify and integrate family members with AD/HD in to the family firm.Originality/valueThe contribution of this paper is to explain, based on bounded rationality, why individuals with AD/HD gravitate to entrepreneurship.
Vision, leadership and emotional intelligence transforming family business
Authors: Boyatzis Richard E. , Soler Ceferi 
Published: April 2012

PurposeThe purpose of this paper is to illustrate the role of emotional and social intelligence in family business leaders and how it can lead to a shared vision and dramatic increase in success of a family business.Design/methodology/approachSingle organization case study interpreted through Intentional Change Theory.FindingsUsing emotional and social intelligence, two fifth‐generation family business members inspired others by building resonant relationships with them. They created a shared vision among the various stakeholders in the family, the organization and the community. They got others excited about the vision using positive, emotional contagion. The contagion and resonance spread to others in the family, organization, and region.Research limitations/implicationsAlthough a case study, the implications for future research are to focus on the shared vision or lack thereof in family businesses, focus on resonant leadership, and multi‐level leadership.Practical implicationsVisionary leadership, with emotional intelligence (EI) and resonance can inspire renewal in organizations, families and regions.Originality/valueResearch on the power of vision and EI to transform businesses is emerging, but none of it has focused on family businesses, and in particular, multi‐generational ones. This paper shows how such leadership can transform a family, its business, and a region.
Overseas Chinese family business research: a comparative analysis
Authors: Teik‐Cheok Loy Johnben 
Published: April 2012

PurposeThe purpose of this paper is to provide a comparative review and analysis of peer‐reviewed journal articles on overseas Chinese family businesses.Design/methodology/approachJournal articles were selected from relevant sources and broadly analyzed by research area, type of research (theoretical or empirical), geographical coverage, and method (quantitative or qualitative). The main themes of changes and continuity were identified and summarized.FindingsThe literature suggests that overseas Chinese family firms around the diaspora are beginning to differ from one nation to another. At the same time, the literature suggests the continuity of the challenge of the forces of globalization on overseas Chinese family firms and the need for these firms to learn to adapt and compete.Research limitations/implicationsThe findings suggest that future research would need to pay more attention to differences between overseas Chinese family businesses from one country to another.Originality/valueThis paper provides a novel comparative analytical review and summary of the literature on overseas Chinese family businesses in peer‐reviewed journals. It is useful for scholars who are new to the area.
Family, business and power: illustrating three extreme cases
Authors: Cisneros Luis , Genin Emilie , Peerally Jahan 
Published: April 2012

PurposeThe purpose of this paper is to illustrate how small family business (SFB) leader‐founders exhibit a dominant logic of action over less dominant prevailing ones. The authors investigate three logics of action: family, power and economic.Design/methodology/approachAn exploratory qualitative research is conducted based on case studies. The authors use Cisneros and Genin's conceptual model, to identify, through an iterative sampling frame, three extreme SFB cases where in the first the leader exhibits a dominant family logic, in the second, a dominant power logic and in the third, a dominant economic logic.FindingsThe authors illustrate the characteristics of the SFB leaders when they exhibit a dominant logic of action and also present some of the implications of SFB leaders’ dominant logics of action on the SFB and the family and non‐family members.Research limitations/implicationsThe three extreme case studies provide an important building block for future studies based on larger samples of SFBs. However, the authors’ results cannot be generalised due to the exploratory nature of the study.Practical implicationsThe paper highlights the importance, for practitioners and researchers alike, of being able to diagnose when SFB leaders use a dominant logic of action. The paper also accentuates the need for a greater awareness of logics of action in training programmes for SFB leaders and for consultants who work with those leaders.Originality/valueThe concept of logics of action has never been previously empirically applied to large, medium or small family businesses. The paper highlights the relevance of identifying dominant logics of actions in SFB leaders.
Cultures, ideologies and family businesses
Authors: Gupta Vipin , Levenburg Nancy 
Published: April 2012

PurposeThe purpose of this paper is to investigate the varying ideologies guiding the cultural dimensions of family business and to examine the cultural sensitivity of these varying ideologies.Design/methodology/approachThe research relies upon the CASE framework of nine cultural dimensions of family business. First, the literature pertaining to varying ideologies associated with each of the family business cultural dimensions is reviewed to form a conceptual analysis. Second, hypotheses are generated regarding the anticipated relationships between the two major dimensions of societal culture (power distance and in‐group collectivism) and the nine family business cultural dimensions. Data from the GLOBE program and the CASE project are then used to conduct non‐parametric tests.FindingsThe nine family business dimensions are shown as ideologies intersecting three systems of family business (family, business and social) and three social interaction elements (structural, relational and cognitive). Empirical support is found for the cultural sensitivity of the family business dimensions, in terms of the two major societal culture characteristics (power distance and in‐group collectivism).Originality/valueThis work provides insights into a broader conceptualization of family business in an increasingly global context. By virtue of the cultures in which they are formed, nurtured, and grow, family firms are influenced by a number of ideologies. Ideological differences – both quantitative and qualitative – mean that the forms and formats of family businesses also differ, as a reflection of their ideological and cultural underpinnings. In particular, it is useful to consider how family businesses differ, depending on their proportional support for the family, business and social system ideologies.
A day to remember!
Authors: Jain Kamal K. 
Published: April 2012

Subject area
Performance management, human resource management.

Study level/applicability
This case is appropriate for undergraduate and post graduate studies.

Case overview
A premier business school in Central India decides to offer the Best Teacher Award to a faculty who gets the highest feedback from the students. The idea is to motivate the faculty and also help them improve their teaching pedagogy/style, etc. A feedback form is designed and administered in the last session of the course. The average across all the sections and courses is calculated and displayed on the institute's intranet. Soon doubts are raised on the validity of the decision to give away the Best Teacher Award based on students' feedback. The case makes an attempt to highlight that performance is a function of several factors. What apparently seems to be a great performance may not be a great performance and similarly what apparently appears to be poor performance may not necessarily be poor performance. One needs to dig deep into this to arrive at any meaningful conclusion.

Expected learning outcomes
Performance should not be judged at face value. Performance analysis is necessary for any meaningful decision.

Supplementary materials
Teaching notes.
Tata Power Delhi Distribution Ltd: measuring beyond the metrics
Authors: Singhania Monica , Venkatesh R. 
Published: April 2012

Subject area
The focus is on a performance management system and its strategic alignment using a Balanced scorecard in a Public Private Partnership framework. This case study analyses the situation for Tata Power Delhi Distribution (TPDD) which needs to realign its strategy to meet the emerging sustainability challenges of inclusive growth and combating the climate change. The case covers the field of strategic management, strategy formulation and performance management system deployment using the balanced scorecard. It touches upon the emerging need for corporates to look beyond economic signals and take social and environmental impacts into strategy planning process.

Study level/applicability
The case can be used in the following courses; post graduate program in public administration; MBA/Post graduate program in management in strategic management; executive training program for Government executives in public sector organizations to highlight the concept of performance management system in PPP companies.

Case overview
After the initial tumultuous years, TPDD emerged as one of the efficient power distribution companies in Delhi region. One of the major management tools that was helpful to achieve this was the balanced scorecard. TPDD's general manager for corporate strategy & planning reviewed the process and the due diligence that went into designing and implementing the balanced scorecard. Now, after the balanced scorecard success story, he along with Dr Ganesh Das, Head of Group – Strategy wants to take it to a next level and integrate their strategies related to inclusive growth of community and combating the ill effects of climate change. They believe that the balanced scorecard method that had helped them to achieve their strategic goals will help them to achieve future objectives too. But whether the existing four perspectives: financial, customer, internal process and learning and growth would adequately address the emerging challenges or whether there was a need to introduce a new perspective – “The Social Perspective” – is what they contemplate in the case.

Expected learning outcomes
The case can be used to teach the following: the importance of strategy in an organization and how it helps the firms to realize their stated vision; to highlight the process of strategy formulation and its deployment; to help students realize the difficulties in realizing a strategic goal through performance management system; use the balanced scorecard as an effective tool for strategy deployment and organizational alignment; to introduce students the concept of sustainability in the organization and emerging global challenges; and to illustrate the complexities involved in a strategic planning process

Supplementary materials
Teaching notes.
Coping with capacity expansion: Go-Goal Hydro's panache
Authors: Koul Saroj , Arora Mayank 
Published: April 2012

Subject area
Operations management.

Study level/applicability
This case study is intended for MBA, final year industrial engineering and 1st year PhD students, for use in graduate engineering, post graduate and executive level management programs. The case study illustrates operational and participative management control system in a matrix and flexible organization structure.

Case overview
Satish Arora (CEO) and Praveen Arora (Director Finance), a husband and wife team, own and operate Go-Goal Hydro Power Ltd (Go-GoalHPL) as a small medium enterprise (SME). Go-GoalHPL renovates hydro power generating machines up to 250 MW rating. Their current renovation/overhauling projects are located at different sites in India. Go-GoalHPL has grown its business by pursuing new avenues that include execution of major renovation projects and construction of new projects on a turnkey basis. Go-GoalHPL's management, despite their on-going successes, are concerned about severe capacity shortages if immediate actions were not taken. They have identified three capacity expansion options: continue current operating practices and obtain additional production space; undertake a make-versus-buy study and consider outsourcing parts; and implement world-class manufacturing techniques through adoption of focused factories. The first two options represented simple incremental changes while the third presents a radical alternative that required a major reorganization of the company operations and support functions.

Expected learning outcomes
These include knowledge about competitiveness, corporate survival, sustainable business, operations management, productivity, performance.

Supplementary materials
Teaching notes are available for faculty. Please consult your librarian.
Performance management at Bolts' convenience stores
Authors: Bhatt Seema , Natrajan Sridar 
Published: April 2012

Subject area
The case throws light on performance management in general and performance appraisal in a specific Indian context, its linkages with various other HR systems in an organization and the various issues and challenges attached with it. The case is especially suited for understanding people management in small organizations and organizations in emerging markets.

Study level/applicability
This case has been tried and tested in the classroom setting with management students pursuing a post graduate diploma in business management (PGDBM). The case has been administered to students in Chennai Business School, Chennai in their core course human resource management (first year PGDBM) and to second year students specializing in HR in their course “Performance management and compensation management” in G D Goenka World Institute, Sohna.

Case overview
The case is set in the southern part of India in a retailing organization which grew from a small retail store catering to the daily needs of the student community to a four store retail store (Bolts'). Mr Andrew (Head, HR), introduced performance management and appraisal at Bolts'. Since the appraisal was interrelated with various other HR systems like motivation, compensation, training and development and promotions, it generated a lot of excitement among the employees. After implementation of performance appraisal, the organization seems to experience one problem after another. There were complaints from customers, followed by a range of challenges such as discontented employees, unprofessional behavior, low motivation in the organization and loss of profit.

Expected learning outcomes
Understand and analyze the performance management in general and performance appraisal in a specific Indian context, its linkages with various other HR systems in organization and the various issues and challenges attached with it. Understand people management in small organizations and organizations in emerging markets. Assess and identify HR practitioners' problems in studying SMEs' HR related problems in an Indian context.

Supplementary materials
Teaching notes are available to faculty. Please consult with your librarian.
Editorial for the Journal of Organizational Ethnography
Authors: Brannan Matthew , Rowe Mike , Worthington Frank 
Published: April 2012

PurposeThe purpose of this paper is to provide an introduction to the new journal, its history, scope and ambitions.Design/methodology/approachThe paper reviews the current growth in interest in ethnographic research in organizational and management studies, reflected not least in the success of the Liverpool‐Keele Ethnography Symposium.FindingsSurveying the state of the field, this paper has identified a need for a natural home for organizational ethnographers. The continuing growth and development of the Symposium is also a reflection of the shared experience among would‐be ethnographers who find that, when presenting ethnographic work at other conferences, their choice of methodology is more often subject to contrarian rather than constructive discussion. It is only by debating the merits of the empirical and theoretical themes and perspectives that inform the subject in a constructive way with others, who are genuinely appreciative of the tradition, that it will develop.Originality/valueThe paper presents the case for a platform for the publishing of quality organizational ethnographies and for a forum in which to debate and develop the methodology and methods associated with them. It argues for a “collective manifesto” embracing and encouraging the diversity of approaches and introduces the first contributions.
Ethnography in evolution: adapting to the animal “other” in organizations
Authors: Hamilton Lindsay , Taylor Nik 
Published: April 2012

PurposeTraditionally, ethnography has been well placed to take account of the messy and complex processes that produce workplace cultures. Likewise, it has always taken interest in the objects, materials and symbolic artifacts that help furnish those organizational cultures. Yet researchers face a particular challenge when the organization in question includes animals. The purpose of this paper is to ask: How do we take account of such others? Are they objects, things, agents or should they be considered to be workers?Design/methodology/approachThe authors consider several examples of animal‐human workplaces, including abattoirs, laboratories and farms, to argue that ethnography can, and should, take account of animals in creative new ways. First‐hand experience of such settings is drawn upon to argue that contemporary post‐human scholarship and the creative arts offer the potential for more subtle research methods.FindingsThe authors’ fieldwork shows that it is not always a straightforward desire to care for other species that motivates people to work with animals. Instead, a range of unexpected meanings can be drawn from the interaction with animals. It is also unsatisfactory to claim that those working with animals are always motivated by the promise of paid employment. In many cases, notably the rescue shelter, work is often done on a voluntary basis. So the rewards are not always financial but reach into more symbolic and ethical domains of value creation. Conversely, in slaughterhouses, the mechanization of the shopfloor makes it difficult for workers to relate to the “products” as animals at all. The repetitive nature of this work disconnects those on the production line from the idea that they are dealing with bodies. The complexity of these human‐animal relationships means that field methods for studying them must be adapted and evolved.Originality/valueThis paper provokes some new questions about human‐animal meaning making for organizational ethnographers. It does so to generate creative new ideas about field methods and the nature of the “others” that researchers participate with to observe.
The personality of public documents: a case study in normalising Aboriginal risk
Authors: Sullivan Patrick 
Published: April 2012

PurposeThe purpose of this paper is to explore the potential usefulness of public documents as subjects of ethnography and propose that public documents offer a way to understand modern cultures. It examines the multiple personalities brought into being through the dissemination of policy documents. It shows how the ritual use of policy pronouncements manages the arena of social crisis and normalises the subjects of policy.Design/methodology/approachThe paper examines three statements of intent produced by the Council of Australian Governments about relations between the majority settlers and the Aboriginal peoples. These are the 1992 National Commitment to Improved Outcomes in the Delivery of Programs and Services for Aboriginal Peoples and Torres Strait Islanders; the 2004 National Framework of Principles for Delivering Services to Indigenous Australians; and the 2008 National Indigenous Reform Agreement. The paper borrows methodology developed for the ethnography of internet virtual communities to examine these public documents.FindingsIf the virtual communities of public documents are analysed as if they could be self‐generating and self‐referring, they can show us through their internal structure a different, possibly deeper, truth about their origins than if we view them as a mere artefact or by‐product of the cultures that produce them.Originality/valueThe paper encourages the development of a field of ethnography that analyses public documents as constructed virtual worlds.