Pub Date : 2020-01-01DOI: 10.5771/0935-9915-2020-1-92
K. Brunsson
The paper builds on the assertion that formal organizations were established to pursue specific interests. Management should contribute to organizational success, but which type of management is most effectual was debated for over one hundred years. The debate, including self-referential criticism, helped strengthen the idea of the formal organization, making effectiveness a legitimate and taken-for-granted managerial objective. This, in turn, helped sustain the organizational economy. The paper makes a distinction between intentional stupidity - designed for individuals within organizations, and accidental stupidity - the effects of organizational egoism on global sustainability. It suggests that there are echoes of the past not yet listened to, but with potentially radical implications for the world economy.
{"title":"Effective or Stupid? – A Note on the Organizational Economy","authors":"K. Brunsson","doi":"10.5771/0935-9915-2020-1-92","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-1-92","url":null,"abstract":"The paper builds on the assertion that formal organizations were established to pursue specific interests. Management should contribute to organizational success, but which type of management is most effectual was debated for over one hundred years. The debate, including self-referential criticism, helped strengthen the idea of the formal organization, making effectiveness a legitimate and taken-for-granted managerial objective. This, in turn, helped sustain the organizational economy. The paper makes a distinction between intentional stupidity - designed for individuals within organizations, and accidental stupidity - the effects of organizational egoism on global sustainability. It suggests that there are echoes of the past not yet listened to, but with potentially radical implications for the world economy.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"60 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"91239495","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-01DOI: 10.5771/0935-9915-2020-3-324
L. Teng
Workforce demographics have changed, and business leaders have started to question how to handle employees from different generations. With the noticeable generational divide, the issue of generational conflict is gaining prominence. Generational disagreement among employees is not new as each generation is shaped by different historical, socio-economic, and political events where each generation brings with them their unique perspective. Leaders in most organizations are aware of it, albeit few are willing to address such conflicts. Even if they do, uncertainties arise. These differences, or their unique generational characteristics, are due to the exposure to historical events during their early years. As most literature stems from the West and the historical events that happened are different, their characteristics may differ in terms of geography. An in-depth and practical understanding of generational dynamics could enhance the effectiveness of management in handling today’s multi-generational workforce. Hence, this research aims to provide insights into the characteristics of Malaysian Baby Boomers, Generation X, and Generation Y who are working locally and comparing them with the West.
{"title":"Bracing for the Multi-Generational Workforce: What We Need to Know","authors":"L. Teng","doi":"10.5771/0935-9915-2020-3-324","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-3-324","url":null,"abstract":"Workforce demographics have changed, and business leaders have started to question how to handle employees from different generations. With the noticeable generational divide, the issue of generational conflict is gaining prominence. Generational disagreement among employees is not new as each generation is shaped by different historical, socio-economic, and political events where each generation brings with them their unique perspective. Leaders in most organizations are aware of it, albeit few are willing to address such conflicts. Even if they do, uncertainties arise. These differences, or their unique generational characteristics, are due to the exposure to historical events during their early years. As most literature stems from the West and the historical events that happened are different, their characteristics may differ in terms of geography. An in-depth and practical understanding of generational dynamics could enhance the effectiveness of management in handling today’s multi-generational workforce. Hence, this research aims to provide insights into the characteristics of Malaysian Baby Boomers, Generation X, and Generation Y who are working locally and comparing them with the West.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"3 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"84279569","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-01DOI: 10.5771/0935-9915-2020-2-116
F. Beckmann
Minijobs, a special form of part-time employment, have developed into an established form of employment on the German labour market since the 1990s. They are heavily criticised for their potential labour market effects, their impact on employees’ social security and their bad working conditions. Due to the multiple risks, minijobs are often considered as prime examples of low-quality jobs. However, to date there has been hardly any research dealing with the subjective perception of the work situation of minijobbers, resulting in a minijob debate without minijobbers’ views. This article examines the perceived job quality in minijobs. Based on a quantitative survey, different dimensions of work in minijobs are being analysed, concentrating on the relationship between desired and experienced work situations. Moreover, the global job satisfaction of minijobbers and its predictors are investigated. The analysis shows that minijobs are evaluated positively regarding many intrinsic, social and health-related aspects of work and that the overall job evaluation is significantly correlated to the perceived job quality. The study underlines the need for multidimensional and subjective approaches to job quality as well as a nuanced critique of minijobs which has to differentiate between the institutional regulation, the working conditions and employees’ subjective perception.
{"title":"Perceived Job Quality in German Minijobs. A Multidimensional Analysis of Work in Marginal Part-time Employment RelationshipsDate submitted: August 23, 2018Revised version accepted after double-blind review: February 11, 2019.","authors":"F. Beckmann","doi":"10.5771/0935-9915-2020-2-116","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-2-116","url":null,"abstract":"Minijobs, a special form of part-time employment, have developed into an established form of employment on the German labour market since the 1990s. They are heavily criticised for their potential labour market effects, their impact on employees’ social security and their bad working conditions. Due to the multiple risks, minijobs are often considered as prime examples of low-quality jobs. However, to date there has been hardly any research dealing with the subjective perception of the work situation of minijobbers, resulting in a minijob debate without minijobbers’ views. This article examines the perceived job quality in minijobs. Based on a quantitative survey, different dimensions of work in minijobs are being analysed, concentrating on the relationship between desired and experienced work situations. Moreover, the global job satisfaction of minijobbers and its predictors are investigated. The analysis shows that minijobs are evaluated positively regarding many intrinsic, social and health-related aspects of work and that the overall job evaluation is significantly correlated to the perceived job quality. The study underlines the need for multidimensional and subjective approaches to job quality as well as a nuanced critique of minijobs which has to differentiate between the institutional regulation, the working conditions and employees’ subjective perception.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"27 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87082106","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-01-01DOI: 10.5771/0935-9915-2020-4-420
B. Boers
The purpose of this comparative case study is to understand codetermination in two family firms. Thereby, this study aims at exploring the role of employee-representatives in two non-listed family businesses. Empirically, this study draws on an interpretive case study of two family businesses. Its findings extend earlier research, by exploring and introducing the phenomenon of codetermination in the family business literature. Codetermination is explored with the perspective of paternalism as analytical lens. Theoretically, the study draws on the control-collaboration paradox which helps understanding the phenomenon of codetermination. The study reveals different types of codetermination, i.e., the works council and the board of directors. The implications of these types are highlighted and discussed. Findings highlight the need for professional governance structures in order to facilitate cooperation between family owners, the management, and employee representatives. Professional governance allows handling the paternalistic ideological underpinnings which can otherwise prevent continued firm success, leading to unsolved conflicts.
{"title":"Overcoming the Paternalistic Firm – Codetermined Family Businesses: A Paradox? Comparing Cases from Sweden and Germany","authors":"B. Boers","doi":"10.5771/0935-9915-2020-4-420","DOIUrl":"https://doi.org/10.5771/0935-9915-2020-4-420","url":null,"abstract":"The purpose of this comparative case study is to understand codetermination in two family firms. Thereby, this study aims at exploring the role of employee-representatives in two non-listed family businesses. Empirically, this study draws on an interpretive case study of two family businesses. Its findings extend earlier research, by exploring and introducing the phenomenon of codetermination in the family business literature. Codetermination is explored with the perspective of paternalism as analytical lens. Theoretically, the study draws on the control-collaboration paradox which helps understanding the phenomenon of codetermination. The study reveals different types of codetermination, i.e., the works council and the board of directors. The implications of these types are highlighted and discussed. Findings highlight the need for professional governance structures in order to facilitate cooperation between family owners, the management, and employee representatives. Professional governance allows handling the paternalistic ideological underpinnings which can otherwise prevent continued firm success, leading to unsolved conflicts.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"2 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2020-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85359840","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-11-27DOI: 10.5771/0935-9915-2019-4-346
Albert Martin
This article deals with the time course of decision processes in organizations. The interaction of important determinants of collective decision-making is analyzed using a simulation model. The results show that the course of decisions is largely determined by structural parameters, which can only be influenced to a limited extent, thus, paradoxically, escaping the direct effects of willful decision-making. The presentation of results is supplemented by considerations regarding the effectiveness of the simulation method.
{"title":"Duration of Organizational Decision Processes in Organizations in View of Simulation Calculations","authors":"Albert Martin","doi":"10.5771/0935-9915-2019-4-346","DOIUrl":"https://doi.org/10.5771/0935-9915-2019-4-346","url":null,"abstract":"This article deals with the time course of decision processes in organizations. The interaction of important determinants of collective decision-making is analyzed using a simulation model. The results show that the course of decisions is largely determined by structural parameters, which can only be influenced to a limited extent, thus, paradoxically, escaping the direct effects of willful decision-making. The presentation of results is supplemented by considerations regarding the effectiveness of the simulation method.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"13 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2019-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72671436","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-11-27DOI: 10.5771/0935-9915-2019-4-371
R. Locke
In 2000, the Post-Autistic Economics Newsletter began covering the resistance of French students against the “uncontrolled use of mathematics” in their discipline. The students spoke of a “need to liberate economics from its autistic obsession with formal models that have no obvious empirical reference.” (Post-Autistic Economics Newsletter, issue 3, 27 Nov 2000) In an earlier newsletter they had elaborated, too often the lectures leave no place for reflection. Out of all the approaches to economic questions that exist, generally only one is presented to us. This approach is supposed to explain everything by means of a purely axiomatic process, as if this were THE economic truth. We do not accept this dogmatism. We want a pluralism of approaches, adapted to the complexity of the objects and to the uncertainty surrounding most of the big questions in economics (unemployment, inequalities, the place of financial markets, the advantages and disadvantages of free-trade, globalization, economic development, etc.) (Post-Autistic Economics Newsletter, issue 2, 3 Oct 2000). The students did not object to economics being a science; they just wanted to make it empirically relevant. This search for an empirically relevant science of economics has been a hard slog, for if the effort to show the autistic nature of orthodox nomothetic neoclassical economics has been relatively easy, the search for a praxis relevant alternative has not. I suggest that in looking for empirical relevancy primarily through expansion into the social sciences, post-autistic economists have been looking in the wrong place. For empirical relevance they need to focus on the relationship between economics and the shop floor.
{"title":"Economics and the Shop Floor: Reflections of an Octogenarian","authors":"R. Locke","doi":"10.5771/0935-9915-2019-4-371","DOIUrl":"https://doi.org/10.5771/0935-9915-2019-4-371","url":null,"abstract":"In 2000, the Post-Autistic Economics Newsletter began covering the resistance of French students against the “uncontrolled use of mathematics” in their discipline. The students spoke of a “need to liberate economics from its autistic obsession with formal models that have no obvious empirical reference.” (Post-Autistic Economics Newsletter, issue 3, 27 Nov 2000) In an earlier newsletter they had elaborated, too often the lectures leave no place for reflection. Out of all the approaches to economic questions that exist, generally only one is presented to us. This approach is supposed to explain everything by means of a purely axiomatic process, as if this were THE economic truth. We do not accept this dogmatism. We want a pluralism of approaches, adapted to the complexity of the objects and to the uncertainty surrounding most of the big questions in economics (unemployment, inequalities, the place of financial markets, the advantages and disadvantages of free-trade, globalization, economic development, etc.) (Post-Autistic Economics Newsletter, issue 2, 3 Oct 2000). The students did not object to economics being a science; they just wanted to make it empirically relevant. This search for an empirically relevant science of economics has been a hard slog, for if the effort to show the autistic nature of orthodox nomothetic neoclassical economics has been relatively easy, the search for a praxis relevant alternative has not. I suggest that in looking for empirical relevancy primarily through expansion into the social sciences, post-autistic economists have been looking in the wrong place. For empirical relevance they need to focus on the relationship between economics and the shop floor.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"65 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2019-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"82226621","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-11-27DOI: 10.5771/0935-9915-2019-4-331
M. Osterloh, B. Frey
Decisions based on randomness are often taken to be “irrational” or “arbitrary”. The conventional strategy is to fight randomness; a more recent one is to accept and even celebrate randomness. We focus on a third approach that employs randomness as a managerial and social decision-making mechanism in a purposeful way. We argue that Controlled Random Decisions provide considerable advantages. They allow outsiders as well as novel ideas to have an influence, and they work against corruption. When persons and projects are selected, there must be a careful pre-selection. Controlled Random Decisions should be discussed and employed more extensively.
{"title":"Dealing With Randomness","authors":"M. Osterloh, B. Frey","doi":"10.5771/0935-9915-2019-4-331","DOIUrl":"https://doi.org/10.5771/0935-9915-2019-4-331","url":null,"abstract":"Decisions based on randomness are often taken to be “irrational” or “arbitrary”. The conventional strategy is to fight randomness; a more recent one is to accept and even celebrate randomness. We focus on a third approach that employs randomness as a managerial and social decision-making mechanism in a purposeful way. We argue that Controlled Random Decisions provide considerable advantages. They allow outsiders as well as novel ideas to have an influence, and they work against corruption. When persons and projects are selected, there must be a careful pre-selection. Controlled Random Decisions should be discussed and employed more extensively.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"22 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2019-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"73955928","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-04-01DOI: 10.5771/0935-9915-2019-2-3-173
L. Henry, Guido Möllering
Organizing corporate social responsibility (CSR) on a collective, rather than on the individual firm level, results in a set of specific challenges for organizations. The aim of this article is to assess these challenges inherent in collective CSR and to conceptualize trust as an organizing principle within these networks. To do so, we explore and outline the chief challenges faced within horizontal cooperation between inter-organizational actors aiming to realize CSR efforts collectively. Subsequently, we draw from the literature on trust as an organizing principle in inter-organizational networks and go on to develop mechanisms through which trust can address these challenges. This article contributes a new analytical framework that informs future studies on the role of trust in collective CSR. It enables a differentiated analysis of the potential, but also the pitfalls, of trust-based CSR at the network level.
{"title":"Collective Corporate Social Responsibility: The Role of Trust as an Organizing PrincipleDate submitted: September 30, 2017Revised version accepted after double blind review: October 18, 2018","authors":"L. Henry, Guido Möllering","doi":"10.5771/0935-9915-2019-2-3-173","DOIUrl":"https://doi.org/10.5771/0935-9915-2019-2-3-173","url":null,"abstract":"Organizing corporate social responsibility (CSR) on a collective, rather than on the individual firm level, results in a set of specific challenges for organizations. The aim of this article is to assess these challenges inherent in collective CSR and to conceptualize trust as an organizing principle within these networks. To do so, we explore and outline the chief challenges faced within horizontal cooperation between inter-organizational actors aiming to realize CSR efforts collectively. Subsequently, we draw from the literature on trust as an organizing principle in inter-organizational networks and go on to develop mechanisms through which trust can address these challenges. This article contributes a new analytical framework that informs future studies on the role of trust in collective CSR. It enables a differentiated analysis of the potential, but also the pitfalls, of trust-based CSR at the network level.","PeriodicalId":47269,"journal":{"name":"Management Revue","volume":"48 1","pages":""},"PeriodicalIF":7.6,"publicationDate":"2019-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86320543","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：